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Práticas de gestão de recursos humanos nas pequenas e médias empresas: estudo multicaso
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Abstract(s)
Os recursos humanos (RH) são, por muitos, considerados os recursos mais importantes de uma empresa. Tendo em conta que as pequenas e médias empresas (PME) apresentam extrema relevância no contexto de trabalho em Portugal, quer pela dominância no tecido empresarial português quer pelo volume de emprego enfatiza-se a importância do estudo sobre as práticas de Gestão de Recursos Humanos (GRH) que são afetas a este tipo de empresas.
A presente investigação tem como objetivo central compreender de que formas são aplicadas as práticas de GRH nas PME, nomeadamente as práticas de recrutamento e seleção, acolhimento e integração, formação profissional, avaliação de desempenho, remunerações e gestão de carreiras bem como os mecanismos de comunicação interna utilizados. A opção metodológica recaiu sobre um estudo multicaso realizado a três PME tendo como principal método de recolha de informação a realização de entrevistas semidiretivas.
Os resultados permitem aferir que, de um modo geral, todas as empresas estudadas possuem práticas pouco formalizadas e tendencialmente centradas na redução de custos que conduzem, consequentemente, à existência de um fraco grau de formalização a nível dos procedimentos em volta da sua implementação sendo notória a ausência de mecanismos estruturados e padronizados. As práticas de GRH acontecem maioritariamente como resposta à necessidade de responder às exigências diárias e imposições/obrigações legais, pelo que alguns conteúdos da GRH apresentam-se apenas como procedimentos padrão para o funcionamento da organização, evidênciando a presença de isomorfismo.
Apesar de os resultados demonstararem que as empresas apresentam, generalizadamente, um elevado grau de informalidade foi ainda possível verificar que os níveis de formalidade estão relacionados com o tamanho das empresas. As empresas menores apresentaram níveis menores de informalização comparativamente com uma empresa com um número maior de trabalhadores.
Human resources (HR) are by many considered the most important resource of a company. Small and medium-sized enterprises (SME) are extremely relevant in the Portuguese labour market context, both by the dominance in Portuguese bussiness community and by the volume of employment that it represents. This fact emphasizes the importance of studying HRM practices that are relevant to this type of company. This research aims to study HRM practices in SMEs, with particular focus on recruitment and selection, orientation of new employees, professional training, performance appraisal, compensation, benefits and career development as well as the internal communication mechanisms used. The methodological option was a multicase study carried out to three SMEs, using semi-directives interviews as the main method of data collection. The results demostrate that, in a general way, all the studied companies have practices that have a low level of formalization and tend to be centered in the costs reduction, which consequently, leads to the existence of a low level of formalization in the procedures around its implementation, being notable the lack of structured and standardized proceadures. HRM practices occur mostly in response to daily requirements and legal obligations and some of its content is only a standard procedure for the company operation, evidencing the presence of isomorphism. Although the results show that the studied companies have a low level of formality in general, it was possible to verify that the levels of formality are related to the size of the companies. The smaller companies presented lower levels of formalization compared to the company with a larger number of workers.
Human resources (HR) are by many considered the most important resource of a company. Small and medium-sized enterprises (SME) are extremely relevant in the Portuguese labour market context, both by the dominance in Portuguese bussiness community and by the volume of employment that it represents. This fact emphasizes the importance of studying HRM practices that are relevant to this type of company. This research aims to study HRM practices in SMEs, with particular focus on recruitment and selection, orientation of new employees, professional training, performance appraisal, compensation, benefits and career development as well as the internal communication mechanisms used. The methodological option was a multicase study carried out to three SMEs, using semi-directives interviews as the main method of data collection. The results demostrate that, in a general way, all the studied companies have practices that have a low level of formalization and tend to be centered in the costs reduction, which consequently, leads to the existence of a low level of formalization in the procedures around its implementation, being notable the lack of structured and standardized proceadures. HRM practices occur mostly in response to daily requirements and legal obligations and some of its content is only a standard procedure for the company operation, evidencing the presence of isomorphism. Although the results show that the studied companies have a low level of formality in general, it was possible to verify that the levels of formality are related to the size of the companies. The smaller companies presented lower levels of formalization compared to the company with a larger number of workers.
Description
Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do grau
de
Mestre em Ciências Empresariais
Keywords
Gestão de Recursos Humanos Pequenas e Médias Empresas Práticas de GRH Formalização Human Resources Management Small and Medium-sized Enterprises HRM Practices Formalization
Pedagogical Context
Citation
Publisher
Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais