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O presente trabalho tem como principal objetivo responder à questão de investigação sobre o modo como a literatura apresenta as práticas de atração, retenção e desenvolvimento em start-ups. Para tal, efetuou-se uma revisão sistemática da literatura (RSL), envolvendo uma amostra de 14 artigos eleitos de acordo com o protocolo da RSL, e sujeitos ao método de análise de conteúdo. Assim, foi possível selecionar, interpretar, sintetizar e analisar os resultados dos estudos realizados sobre o presente tema, nos últimos 5 anos. Os resultados revelam as dificuldades e desafios impostos pelas características específicas de uma start-up, salientando a necessidade de investir em práticas diferenciadas de atração, retenção e desenvolvimento, através da implementação e manutenção de processos e estratégias inovadores. Tais como, estratégia de total reward, hybrid work, horário flexível, férias extra, entre outros. O desenvolvimento contínuo das competências dos colaboradores revela também ser essencial para a sustentabilidade e crescimento de uma start-up, nomeadamente através de oportunidades de formação, na inclusão em equipas robustas, e na gestão de carreiras ajustada às necessidades e objetivos de cada profissional.
This study has as its main objective to answer how literature presents the practices of employee attraction, retention and development in start-ups. With this, a systematic literature review (SLR) was conducted, involving a sample of 14 articles, in accordance to the SLR protocol. These were subjected to a content analysis method and it was possible to select, interpret, synthesize and analyze the results of studies carried out within this topic and within the last 5 years. The results reveal difficulties and challenges imposed by the specific characteristics of a start-up, highlighting the need to invest in differentiation practices of employee attraction, retention, and development, through the implementation and maintenance of innovative processes and strategies. These could be: a total reward strategy, hybrid work, flexible hours, extra vacations, among others. The continuous development of employees' skills is also essential for the sustainability and growth of a start-up, namely through training opportunities, inclusion in robust teams, and career management adjusted to the needs and goals of each professional.
This study has as its main objective to answer how literature presents the practices of employee attraction, retention and development in start-ups. With this, a systematic literature review (SLR) was conducted, involving a sample of 14 articles, in accordance to the SLR protocol. These were subjected to a content analysis method and it was possible to select, interpret, synthesize and analyze the results of studies carried out within this topic and within the last 5 years. The results reveal difficulties and challenges imposed by the specific characteristics of a start-up, highlighting the need to invest in differentiation practices of employee attraction, retention, and development, through the implementation and maintenance of innovative processes and strategies. These could be: a total reward strategy, hybrid work, flexible hours, extra vacations, among others. The continuous development of employees' skills is also essential for the sustainability and growth of a start-up, namely through training opportunities, inclusion in robust teams, and career management adjusted to the needs and goals of each professional.
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Start-ups Atração Retenção Desenvolvimento Employee attraction Employee retention Employee development