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Advisor(s)
Abstract(s)
Desde o ano de 2012 que o Millennium bcp passou a ter uma Direção de Recursos Humanos (DRH). Tratou-se de uma evolução estratégica, refletindo a crescente importância dada à gestão das pessoas dentro da organização. Com esta nova realidade, a par de um rigoroso plano de reestruturação, reconheceu-se a necessidade de assegurar uma comunicação interna especializada em conteúdos de Recurso Humanos. Manter os colaboradores informados de forma transparente e clara era o principal objetivo.
Assim, a presente investigação teve como principal objeto de estudo, perceber como a comunicação interna poderia potenciar o alinhamento das políticas de recursos humanos por toda a organização, bem como posicionar a DRH como uma direção cuja missão contribui diretamente para os objetivos estratégicos do banco.
A estratégia de pesquisa adotada foi o estudo de caso sobre a DRH do Millennium bcp, a par de uma metodologia de investigação qualitativa. A técnica de recolha de dados primária utilizada consistiu em entrevistas semiestruturadas, complementadas por uma recolha de dados secundária, privilegiando-se o uso de revisão da literatura e a análise documental de estudos e projetos internos da organização.
Podemos assim concluir que através deste estudo de caso será possível à DRH do Millennium bcp reconhecer as suas prioridades de comunicação enquanto direção. Ao mesmo tempo, quisemos contribuir com sugestões para uma comunicação de recursos humanos mais efetiva junto dos quatro targets detetados, tendo em conta as necessidades de informação de cada um e os meios mais eficazes, respeitando os ciclos de comunicação desenvolvidos durante o estudo, de modo a alinhar a estratégia de comunicação com os objetivos da DRH em diferentes momentos.
In 2012, Millennium bcp started having its own Human Resource Management (HRM). This was a strategic evolution that reflected the growing importance given to people management within the organization. Together with this new reality and in line with a rigorous restructuring plan the need to provide a specialized internal communication in Human Resources contents was acknowledged. The main goal was to maintain its associates informed in a clear and transparent manner. As such, the current investigation’s main study object was to understand how internal communication could boost the alignment of human resource policies throughout the entire organization as well as position HRM as a department whose mission directly contributes to the bank’s strategic objectives. The adopted research strategy was a case study regarding the Millennium bcp HRM, in line with a qualitative investigation methodology. The primary data collection technique was the semi-structured interview, complemented with a secondary data collection, where the use of literature revision and documental analysis of the organization’s studies and internal projects was given preference. Thus, we may conclude that due to this case study, Millennium bcp’s HRM shall be capable of recognizing its communication priorities as a department. Likewise, we wanted to pinpoint suggestions for a more effective human resources communication according to the four detected targets, considering the information needs of each one and the most effective means, respecting communication cycles developed during the project, so as to enable a communication strategy in line with the HRM objectives at different points.
In 2012, Millennium bcp started having its own Human Resource Management (HRM). This was a strategic evolution that reflected the growing importance given to people management within the organization. Together with this new reality and in line with a rigorous restructuring plan the need to provide a specialized internal communication in Human Resources contents was acknowledged. The main goal was to maintain its associates informed in a clear and transparent manner. As such, the current investigation’s main study object was to understand how internal communication could boost the alignment of human resource policies throughout the entire organization as well as position HRM as a department whose mission directly contributes to the bank’s strategic objectives. The adopted research strategy was a case study regarding the Millennium bcp HRM, in line with a qualitative investigation methodology. The primary data collection technique was the semi-structured interview, complemented with a secondary data collection, where the use of literature revision and documental analysis of the organization’s studies and internal projects was given preference. Thus, we may conclude that due to this case study, Millennium bcp’s HRM shall be capable of recognizing its communication priorities as a department. Likewise, we wanted to pinpoint suggestions for a more effective human resources communication according to the four detected targets, considering the information needs of each one and the most effective means, respecting communication cycles developed during the project, so as to enable a communication strategy in line with the HRM objectives at different points.
Description
Keywords
Comunicação interna Gestão de pessoas Reestruturação organizacional Estratégia Internal communication People management Organizational restructuring Strategy