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Práticas de GRH nas PME: um estudo multicaso no sector da restauração
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Abstract(s)
Diante dos muitos desafios que as Pequenas e Médias empresas enfrentam: lidar com o acelerado avanço da tecnologia em diversos sectores, a concorrência, as inúmeras dificuldades para gerir os seus recursos humanos, mas também o importante papel que exerce na economia em Portugal, o presente trabalho teve como objetivo estudar as práticas de Gestão de Recursos Humanos nas Pequenas e Médias empresas do sector da restauração em Portugal.
Utilizando como ponto de partida, o resultado de alguns trabalhos de investigação já realizados nesta temática, o estudo será voltado para quais práticas são utilizadas pelas PME do sector da restauração em Portugal, identificadas na literatura, nomeadamente: o recrutamento e seleção, o acolhimento, a avaliação de desempenho, remuneração, gestão de carreiras e a separação.
A metodologia escolhida foi um estudo multicaso realizado a três PME, que teve como principal técnica de recolha de informação a realização de entrevistas semidiretivas.
Os resultados obtidos permitiram afirmar que existem semelhanças no que diz respeito a caracterização das empresas e dos seus gestores. Constatou-se que a função de RH é centralizada no Sócio gerente e as práticas de GRH não são formalizadas, ocorrendo mediante a necessidade destas organizações em cumprir requisitos para a continuidade da atividade ou de funcionamento da organização.
Embora os resultados apontem para tendência para a falta de formalização das práticas nas empresas, identificam-se fatores importantes no, tais como a dimensão, a falta de recursos como elementos de grande importância para a maior ou menor formalização das práticas de GRH nestas organizações.
Given Faced with the many challenges that Small and Medium Enterprises face: dealing with the accelerated advance of technology in various sectors, competition, the countless difficulties in managing their human resources, but also the important role they play in the Portuguese economy, the present This work aimed to study the practices of Human Resources Management in Small and Medium Enterprises in the Portuguese restaurant sector. Using as a starting point, the result of some research work already carried out on this theme, the study will focus on which practices are used by SMEs in the catering sector in Portugal, identified in the literature, namely: recruitment and selection, reception, performance appraisal, remuneration, career management and separation. The chosen methodology was a multi-case study carried out with three SMEs, whose main information collection technique was the performance of semi-directive interviews. The results obtained allowed us to state that there are similarities with regard to the characterization of companies and their managers. It was found that the HR function is centralized in the Managing Partner and the HRM practices are not formalized, occurring due to the need of these organizations to comply with requirements for the continuity of the activity or operation of the organization. Although the results point to a trend towards the lack of formalization of practices in companies, important factors are identified, such as dimension, lack of resources as elements of great importance for the greater or lesser formalization of HRM practices in these organizations.
Given Faced with the many challenges that Small and Medium Enterprises face: dealing with the accelerated advance of technology in various sectors, competition, the countless difficulties in managing their human resources, but also the important role they play in the Portuguese economy, the present This work aimed to study the practices of Human Resources Management in Small and Medium Enterprises in the Portuguese restaurant sector. Using as a starting point, the result of some research work already carried out on this theme, the study will focus on which practices are used by SMEs in the catering sector in Portugal, identified in the literature, namely: recruitment and selection, reception, performance appraisal, remuneration, career management and separation. The chosen methodology was a multi-case study carried out with three SMEs, whose main information collection technique was the performance of semi-directive interviews. The results obtained allowed us to state that there are similarities with regard to the characterization of companies and their managers. It was found that the HR function is centralized in the Managing Partner and the HRM practices are not formalized, occurring due to the need of these organizations to comply with requirements for the continuity of the activity or operation of the organization. Although the results point to a trend towards the lack of formalization of practices in companies, important factors are identified, such as dimension, lack of resources as elements of great importance for the greater or lesser formalization of HRM practices in these organizations.
Description
Keywords
Gestão de Recursos Humanos Pequenas e Médias Empresas Sector da Restauração Práticas de GRH Human Resource Management Small and Medium Enterprises Catering Sector HRM Practices