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Motivos de turnover durante o período experimental : um estudo de caso
| Name: | Description: | Size: | Format: | |
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| 7.72 MB | Adobe PDF |
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Abstract(s)
Os processos de recrutamento e seleção são das metodologias mais influentes da Gestão de Recursos Humanos (Ferreira, 2015). Assim, importa que sejam elaboradas investigações que ampliem o leque de conhecimentos sobre os vários fatores associados a esta prática. Desta forma, a presente investigação tem como objetivo geral identificar os motivos de turnover voluntário e involuntário durante o período experimental nos processos de recrutamento e seleção mal sucedidos da consultora Michael Page, sendo este fenómeno um problema vigente na empresa em questão. Para tal, e uma vez que a investigação prende-se na análise de um fenómeno num contexto específico e real (Yin, 2012), procedeu-se à realização de um estudo de caso. A recolha e análise de dados foi efetuada segundo uma metodologia mista e de triangulação de perspetivas (candidatos, clientes e consultores; Teddlie & Tashakkori, 2009). Os resultados conseguidos realçam a influência da cultura organizacional, valores profissionais, adaptação à função e condições salariais, bem como ausência de aplicação de técnicas de recrutamento e seleção e de autenticidade da proposta de trabalho inicialmente apresentada com a facultada em alguns casos de turnover. Estes resultados vão de encontro com outras investigações na área, enfatizando assim o impacto dos fatores pessoais e organizacionais, assim como como das práticas metodológicas de recrutamento e seleção na frequência de turnover voluntário e involuntário. O presente estudo deparou-se com algumas limitações, nomeadamente o número da amostra e a ausência de uma base de dados organizada acerca dos processos de recrutamento e seleção mal sucedidos da Michael Page.
The recruitment and selection processes are among the most influential methodologies of Human Resource Management science (Ferreira, 2015). Thus, it’s important to be held investigations that extend the range of expertise on the various factors associated with this practice. This research aims to identify the general reasons of voluntary and involuntary turnover during the probation period in unsuccessful recruitment and selection processes of consultant Michael Page, being this current problem in the company in question. To do so, and since the investigation is in the analysis of a phenomenon in a particular context and real (Yin, 2012), proceeded to the realization of a case study. The collection and analysis of data was carried out using a mixed methodology and perspectives triangulation (candidates, clients and consultants; Teddlie & Tashakkori, 2009). The results highlight the influence of organizational culture, professional values, work adjustment and salary conditions, as well as the absence of application of recruitment and selection and authenticity of the job offer initially presented with the provided in some cases of turnover. These results support to other investigations in the area, which emphasize the impact of personal and organizational factors and the methodological practices recruitment and selection in frequency of voluntary and involuntary turnover. This study found some limitations, in particular the number of the sample and the absence of an organised database about the recruitment and selection processes unsuccessful of Michael Page.
The recruitment and selection processes are among the most influential methodologies of Human Resource Management science (Ferreira, 2015). Thus, it’s important to be held investigations that extend the range of expertise on the various factors associated with this practice. This research aims to identify the general reasons of voluntary and involuntary turnover during the probation period in unsuccessful recruitment and selection processes of consultant Michael Page, being this current problem in the company in question. To do so, and since the investigation is in the analysis of a phenomenon in a particular context and real (Yin, 2012), proceeded to the realization of a case study. The collection and analysis of data was carried out using a mixed methodology and perspectives triangulation (candidates, clients and consultants; Teddlie & Tashakkori, 2009). The results highlight the influence of organizational culture, professional values, work adjustment and salary conditions, as well as the absence of application of recruitment and selection and authenticity of the job offer initially presented with the provided in some cases of turnover. These results support to other investigations in the area, which emphasize the impact of personal and organizational factors and the methodological practices recruitment and selection in frequency of voluntary and involuntary turnover. This study found some limitations, in particular the number of the sample and the absence of an organised database about the recruitment and selection processes unsuccessful of Michael Page.
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Keywords
Turnover Período experimental Recrutamento e seleção Probation period Recruitment and selection