Advisor(s)
Abstract(s)
O presente estudo teve como objetivos i) identificar, no âmbito do Programa de A&I Belong Área Comercial, os fatores facilitadores do A&I de um colaborador recém-chegado; ii) verificar em que medida a execução do Programa de A&I Belong Área Comercial facilita/satisfaz o A&I de um colaborador recém-chegado e iii) identificar ações de melhoria que possam contribuir para otimizar o ajustamento entre indivíduo-organização e organização-indivíduo.
No quadro de preponderante importância do ativo intangível “capital humano” para o sucesso organizacional, cada vez mais as práticas de A&I fazem parte integrante da gestão das organizações, visando acolher, integrar e “aculturar” novos colaboradores. Trata-se de um investimento, materializado na conceção e execução de qualidade de Programas de A&I, que fornecem ao novo colaborador ferramentas, recursos e conhecimento, e que, em regra, melhoram o engagement e o desempenho dos colaboradores e aumentam a sua retenção na organização.
Para dar resposta aos objetivos deste estudo, a metodologia adotada assentou em diversos referenciais teóricos relativos à socialização organizacional – etapas acolhimento e integração – e recorreu à pesquisa documental, bem como à realização de entrevistas e aplicação de questionários para compreensão das perceções de todos os envolvidos no Programa de A&I da EDP SC.
Os principais resultados do estudo permitiram concluir que o Programa de A&I Belong Área Comercial se constituiu como um instrumento muito facilitador do A&I de um novo colaborador na função e na EDP SC. No entanto, considerando uma perspetiva de melhoria contínua da eficácia e da eficiência deste Programa de A&I, foram sugeridas ações a implementar ao Programa de A&I da EDP SC, entre elas, a homogeneização dos papéis de todos os intervenientes no A&I.
This study aimed at i) identifying, within the Onboarding Programme “Belong Comercial Area”, which factors facilitate the welcome and integration of a newly arrived employee; ii) verifying to what extent the implementation of the Onboarding Programme “Belong, Commercial Area” facilitates/satisfies the welcome and integration of a newly arrived employee and ii) identifying improvement actions that may contribute to optimise the fit between person-organization and organization-person. Within the framework of preponderant importance of the intangible asset "human capital" for organizational success, welcoming and integration practices are increasingly forming an integral part of the management of the organizations, in order to receive, integrate and “acculturate” new employees. This is an investment, materialized in the design and implementation of quality of welcoming and integration programmes, which provides the new employee with tools, resources and knowledge, and which normally improves the engagement and performance of employees and increases their retention in the organization. In order to achieve the goals of this study, the methodology that was adopted drew on various theoretical resources related to organizational socialization – stages of welcoming and integration – and resorted to documentary research. Other instruments for data collection were used, such as interviews and questionnaires, to understand the perceptions of all involved in the programme. The main results of this study made it possible to conclude that the Onboarding Programme “Belong, Commercial Area” has been a facilitating instrument for welcoming and integrating a new employee into EDP SC. However, considering a prospect of continuous improvement of the effectiveness and efficiency of this programme, (to make the investment profitable) actions were suggested to be implemented in the EDP SC “Onboarding Programme”, among them, the homogenization of roles of all actors in the process.
This study aimed at i) identifying, within the Onboarding Programme “Belong Comercial Area”, which factors facilitate the welcome and integration of a newly arrived employee; ii) verifying to what extent the implementation of the Onboarding Programme “Belong, Commercial Area” facilitates/satisfies the welcome and integration of a newly arrived employee and ii) identifying improvement actions that may contribute to optimise the fit between person-organization and organization-person. Within the framework of preponderant importance of the intangible asset "human capital" for organizational success, welcoming and integration practices are increasingly forming an integral part of the management of the organizations, in order to receive, integrate and “acculturate” new employees. This is an investment, materialized in the design and implementation of quality of welcoming and integration programmes, which provides the new employee with tools, resources and knowledge, and which normally improves the engagement and performance of employees and increases their retention in the organization. In order to achieve the goals of this study, the methodology that was adopted drew on various theoretical resources related to organizational socialization – stages of welcoming and integration – and resorted to documentary research. Other instruments for data collection were used, such as interviews and questionnaires, to understand the perceptions of all involved in the programme. The main results of this study made it possible to conclude that the Onboarding Programme “Belong, Commercial Area” has been a facilitating instrument for welcoming and integrating a new employee into EDP SC. However, considering a prospect of continuous improvement of the effectiveness and efficiency of this programme, (to make the investment profitable) actions were suggested to be implemented in the EDP SC “Onboarding Programme”, among them, the homogenization of roles of all actors in the process.
Description
Keywords
Acolhimento e integração Programa de acolhimento e integração Colaborador recém-chegado Welcome and integration Onboarding Programme Newly arrived employee