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Objetivo do estudo: Este estudo teve como objetivo geral a análise das perceções de colaboradores, com cinquenta anos ou mais, sobre as práticas existentes e a provisão de práticas de GRH – Gestão de Recursos Humanos – segmentadas em função do critério idade no seu contexto organizacional.
Metodologia/abordagem: Procedeu-se à análise qualitativa de dez entrevistas realizadas a operadores fabris sobre as práticas de gestão da idade numa organização do setor da indústria sediada na Região Norte de Portugal.
Resultados: Os resultados denotam as perspetivas antagônicas dos trabalhadores sobre a segmentação das práticas de GRH no seu contexto organizacional. As divergências apresentadas são norteadas pela perceção de integração da reforma antecipada à estratégia empresarial. De modo similar, as conceções dos colaboradores sobre a provisão das práticas de gestão da idade evidenciaram um elevado nível de dissonâncias e corroboram com estudos que sinalizam o risco da implementação destas práticas terem o efeito discriminatório.
Originalidade/valor: Posto que a maioria dos estudos sobre as práticas de gestão da idade assumem a perspetiva dos gestores, a originalidade desta pesquisa assenta no esforço de expandir a compreensão sobre as perceções dos sujeitos-alvo destas práticas.
Purpose of Study: The general purpose of this study was the general analysis of the perception of collaborators of the fifty and over fifty age group of the existing practices as well as the provision of HRM – Human Resource Management practices – segmented according to age criteria in its organizational context. Methodology/Approach: Ten interviews to factory operators on practices regarding age management in an industrial organization based in Northern Portugal were qualitatively analysed. Results: The results denote the workers’ opposing perspectives on the segmentation of HRM practices in its organizational context. The deviations presented are guided by the perception of the integration of anticipated retirement in the corporate strategy. Similarly, collaborators’ concepts of the provision of age management practices showed a high level of dissonance, thus, corroborating studies which signal the risk of the implementation of these practices having a descriminatory effect. Originality/Worth: Considering that the majority of studies on age management practices assume managers’ perspectives, the originality of this research project is based on an effort to foster the understanding of the perception of these practices by target-individuals.
Purpose of Study: The general purpose of this study was the general analysis of the perception of collaborators of the fifty and over fifty age group of the existing practices as well as the provision of HRM – Human Resource Management practices – segmented according to age criteria in its organizational context. Methodology/Approach: Ten interviews to factory operators on practices regarding age management in an industrial organization based in Northern Portugal were qualitatively analysed. Results: The results denote the workers’ opposing perspectives on the segmentation of HRM practices in its organizational context. The deviations presented are guided by the perception of the integration of anticipated retirement in the corporate strategy. Similarly, collaborators’ concepts of the provision of age management practices showed a high level of dissonance, thus, corroborating studies which signal the risk of the implementation of these practices having a descriminatory effect. Originality/Worth: Considering that the majority of studies on age management practices assume managers’ perspectives, the originality of this research project is based on an effort to foster the understanding of the perception of these practices by target-individuals.
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Capital humano Envelhecimento laboral Indústria portuguesa Metodologia qualitativa Operadores fabris Práticas de GRH Human capital Work ageing Portuguese industry Qualitative methodology Factory operators HRM practices