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Abstract(s)
O presente trabalho tem como objetivo a análise das práticas de gestão de talentos que decorrem na Auchan Retail Portugal, que em 2020, decidiu adotar o modelo Nine-box. Para tal, foi analisada a utilização do modelo, confrontando a sua transposição com a análise da literatura científica neste domínio. Metodologicamente optou-se por uma investigação qualitativa realizada através de um estudo de caso, que se concretizou com o recurso a técnicas que combinaram entrevistas semiestruturadas com atores envolvidos no processo, observação direta e análise de documentação interna. Na Auchan, o conceito de talento equivale ao cruzamento entre o desempenho e o potencial. Estes indicadores são avaliados com base em diferentes critérios, que avaliam aspetos do comportamento e competências dos trabalhadores. Esta avaliação resulta no enquadramento de cada trabalhador numa das 9 caixas do modelo, que deve originar medidas de atuação. Apesar de haver medidas fixadas, constata-se que as mesmas não são definidas consoante necessidades específicas de cada caixa. Contudo, e de acordo com os resultados obtidos, a aplicação do modelo na Auchan permite à empresa avaliar e gerir talento, ter uma visão holística das competências dos seus trabalhadores e perceber necessidades formativas e de desenvolvimento de competências. No final do trabalho são apresentadas algumas sugestões de melhoria para potenciar os resultados do modelo. De entre as sugestões apresentadas, salienta-se a construção de um mapa conceptual, como forma de reunir e resumir todos os conceitos essenciais ao modelo. Este permitiria uma leitura simplificada dos conceitos em avaliação e as respetivas ligações.
The present master’s thesis aims to analyze the talent management practices that take place at Auchan Retail Portugal, which in 2020, decided to adopt the Nine-box grid. To do so, the use of the model was analyzed comparing its transposition with the analysis of scientific literature in this field. Methodologically, a qualitative investigation was chosen through a case study, which was carried out with the use of techniques that combined semistructured interviews with participants involved in the process, direct observation and analysis of internal documentation. At Auchan, the concept of talent is the intersection between performance and potential. These indicators are evaluated based on different criteria, which assess workers’ behaviors and skills. This assessment results in the placement of each worker in one of the 9 boxes of the model, which must lead to action measures. Although there are some defined measures, it appears that these are not defined according to the specific needs of each box. However, and according to the results obtained, the application of the model allows the company to assess and manage talent, to have a holistic view of the skills of its workers and to understand training and skills development needs. To conclude some suggestions for improvement are presented in order to enhance the results of the model. Among the suggestions presented, its highlight the construction of a conceptual map, as a way of gathering and summarize all the concepts of the grid. This would allow a simplified reading of the concepts being evaluated and their connections.
The present master’s thesis aims to analyze the talent management practices that take place at Auchan Retail Portugal, which in 2020, decided to adopt the Nine-box grid. To do so, the use of the model was analyzed comparing its transposition with the analysis of scientific literature in this field. Methodologically, a qualitative investigation was chosen through a case study, which was carried out with the use of techniques that combined semistructured interviews with participants involved in the process, direct observation and analysis of internal documentation. At Auchan, the concept of talent is the intersection between performance and potential. These indicators are evaluated based on different criteria, which assess workers’ behaviors and skills. This assessment results in the placement of each worker in one of the 9 boxes of the model, which must lead to action measures. Although there are some defined measures, it appears that these are not defined according to the specific needs of each box. However, and according to the results obtained, the application of the model allows the company to assess and manage talent, to have a holistic view of the skills of its workers and to understand training and skills development needs. To conclude some suggestions for improvement are presented in order to enhance the results of the model. Among the suggestions presented, its highlight the construction of a conceptual map, as a way of gathering and summarize all the concepts of the grid. This would allow a simplified reading of the concepts being evaluated and their connections.
Description
Keywords
Talento Gestão de talentos e modelo Nine-box Talent Talent management and Nine-box grid