Loading...
Publication
Retenção de trabalhadores juniores e séniores na área da Consultoria em Recursos Humanos: Fatores de Retenção, Taxa de Turnover e de Contratação
| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 1.58 MB | Adobe PDF |
Authors
Advisor(s)
Abstract(s)
O objetivo deste estudo foi verificar os principais fatores de retenção dos colaboradores e avaliar as preferências de contratação e índices de turnover.
Estudo descritivo correlacional, que envolveu 71 colaboradores de uma empresa do setor da Consultoria em RH em Portugal, através da aplicação de um questionário, e recolha dos indicadores de turnover e contratação.
Em geral são valorizados fatores da “Valorização e Reconhecimento Organizacional” e “Condições e Desenvolvimento Profissional”, com maior importância os salários e políticas remuneratórias atrativas, progressão de carreira, equilíbrio entre a vida pessoal e profissional e estabilidade profissional.
Os jovens priorizam a “Valorização e Identidade Profissional” e “Valorização e Retenção de Talentos”, com importância acentuada no salário atrativo e compatível com o trabalho. Os seniores valorizam o “Desenvolvimento de Carreira e condições de trabalho” e “Valorização e Pertença Organizacional”, com maior ênfase aos horários flexíveis, com as diferenças médias entre ambos os grupos diminuta.
O turnover foi maioritariamente superior à contratação, sendo que a maior taxa de turnover foi em 2021. Na maioria os juniores apresentam maior turnover, apesar de serem contratados em maior número.
As organizações necessitam de prestar atenção aos perfis e à motivação dos profissionais, principalmente das gerações mais juniores, para adequarem os seus modelos de retenção de trabalhadores, e assim diminuir o turnover.
The objective of the study was to identify the main factors for employee retention and assess hiring preferences and turnover rates. A descriptive correlational study involving 71 employees of a company in the HR consultancy sector in Portugal, through the application of a questionnaire and the collection of turnover and hiring indicators. In general, factors related to “Organizational Appreciation and Recognition” and “Conditions and Professional Development” are valued, with salaries and attractive remuneration policies being of greater importance, career progression, work-life balance and job stability. Young people prioritize “Professional Recognition and Identity” and “Talent Recognition and Retention”, with a marked emphasis on attractive and job-compatible salaries. Seniors value “Career Development and working conditions” and “Organizational Appreciation and Belonging”, with greater emphasis on flexible hours, with minimal average differences between both groups. Turnover was mostly higher than hiring, with the highest turnover rate in 2021. In most cases, juniors have higher turnover, despite being hired in greater numbers. Organizations need to pay attention to the profiles and motivation of professionals, especially younger generations, in order to adapt their employee retention models and thus reduce turnover.
The objective of the study was to identify the main factors for employee retention and assess hiring preferences and turnover rates. A descriptive correlational study involving 71 employees of a company in the HR consultancy sector in Portugal, through the application of a questionnaire and the collection of turnover and hiring indicators. In general, factors related to “Organizational Appreciation and Recognition” and “Conditions and Professional Development” are valued, with salaries and attractive remuneration policies being of greater importance, career progression, work-life balance and job stability. Young people prioritize “Professional Recognition and Identity” and “Talent Recognition and Retention”, with a marked emphasis on attractive and job-compatible salaries. Seniors value “Career Development and working conditions” and “Organizational Appreciation and Belonging”, with greater emphasis on flexible hours, with minimal average differences between both groups. Turnover was mostly higher than hiring, with the highest turnover rate in 2021. In most cases, juniors have higher turnover, despite being hired in greater numbers. Organizations need to pay attention to the profiles and motivation of professionals, especially younger generations, in order to adapt their employee retention models and thus reduce turnover.
Description
Keywords
Contratação Séniores Retenção Consultoria Recursos Humanos