| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 1.33 MB | Adobe PDF |
Authors
Advisor(s)
Abstract(s)
A globalização e a diminuição de barreiras comerciais internacionais contribuíram
para o aumento do número de colaboradores de empresas multinacionais a trabalhar
no estrangeiro. Como resultado, torna-se cada vez mais importante que as empresas
que enviam os seus funcionários para cargos internacionais priorizem a gestão de
expatriados (Rishbha, 2015).
Neste sentido, temos por objetivo, com este trabalho, analisar as práticas de gestão
de expatriados numa empresa multinacional de retalho de moda, à luz da literatura
nesta matéria. Para tal, recorremos aos intervenientes neste processo – expatriados,
membros das chefias e profissionais de Recursos Humanos – de forma a caracterizar o
processo e obter a sua perceção sobre o assunto.
De referir ainda que esta investigação adotou uma metodologia qualitativa sob a
forma de estudo de caso, com recurso a entrevistas, observação participante e análise
de documentação interna.
Com os resultados obtidos, apercebemo-nos de que a organização em estudo está
consciente da importância de um processo eficaz de gestão de expatriados. No entanto,
esta prática não está devidamente estruturada e não tem sido uma prioridade na
ordem de trabalhos. Concluímos, então, ser uma necessidade organizar e estruturar o
processo, para que as práticas de gestão de expatriados sejam consistentes em toda a
organização. Considerámos, ainda, ser importante a criação da figura de Human
Resources Business Partner, focada no acompanhamento de processos de expatriação.
Globalization and the reduction of international trade barriers have contributed to increase the number of employees of multinational companies working abroad. Consequently, it becomes increasingly important that companies sending their staff to international positions prioritize expatriate management (Rishbha, 2015). Therefore, the purpose of the present work is to analyze the expatriate management policy in a multinational fashion retail company, in the light of the literature on this subject. To do so, we took advantage of the participants in this process, including expatriates, managers and human resources professionals, in order to characterize the process and get their perception on the subject. This research was undertaken by a qualitative methodology in the form of a case study, using interviews, participant observation and analysis of internal documentation. We found that, while the organization was aware of the importance of an effective expatriate management policy, this practice has not been a priority. This highlights the need of a structured and standardized process to ensure expatriate practices that are consistent across the organization. Moreover, the process would benefit from the creation of a Human Resources Business Partner, focused on the monitoring of expatriation processes.
Globalization and the reduction of international trade barriers have contributed to increase the number of employees of multinational companies working abroad. Consequently, it becomes increasingly important that companies sending their staff to international positions prioritize expatriate management (Rishbha, 2015). Therefore, the purpose of the present work is to analyze the expatriate management policy in a multinational fashion retail company, in the light of the literature on this subject. To do so, we took advantage of the participants in this process, including expatriates, managers and human resources professionals, in order to characterize the process and get their perception on the subject. This research was undertaken by a qualitative methodology in the form of a case study, using interviews, participant observation and analysis of internal documentation. We found that, while the organization was aware of the importance of an effective expatriate management policy, this practice has not been a priority. This highlights the need of a structured and standardized process to ensure expatriate practices that are consistent across the organization. Moreover, the process would benefit from the creation of a Human Resources Business Partner, focused on the monitoring of expatriation processes.
Description
Keywords
Expatriação Gestão internacional de recursos humanos Globalização Expatriation International human resources management Globalization