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- Knowledge management and staff turnover in the hospitality industryPublication . Silva, Susana; Silva, Cândida; Martins, DoraThe hospitality industry is a business area characterized by high rates of turnover related to the seasonality and precariousness of the activity. Therefore, practitioners and researchers in hospitality have focused on the development of practices preventing employees leaving a job. Recent literature had discussed the importance of implementing knowledge management practices in order to retain talent in hospitality and, also, to share employees’ knowledge inside an organisation characterized by significant intangible assets. The main objective of the study is to explore how knowledge management is implemented in the hospitality industry. More specifically, we aim to characterize the talent retention practices, to comprehend how knowledge management is used to decrease the staff turnover in hospitality, and to understand the main challenges to knowledge management in this kind of business. In order to answer to our objectives a qualitative study was conducted. 10 hotel managers, of both genders, with a mean age of 46 years (SD=7.98) participated in the study. All the participants completed a demographic questionnaire and a semi-structured interview was conducted in order to answer the research question “how knowledge management is used to decrease staff turnover in the hospitality industry?”. The interviews were transcribed verbatim and data analysed according to thematic analysis procedures. The preliminary results showed that hotel managers value the knowledge retention inside the organisation. The implementation of practices of knowledge management is one of the main objectives in these organisations. Staff turnover is comprehended has one of the main problems in this business area and increases the loss of important knowledge acquired by employees. Thus, it can be concluded that knowledge management is a very important issue in the hospitality business; namely to increase employees’ knowledge retention. Additionally, it is crucial to implement more strategies in order to increase talent retention and decrease staff turnover rates. In this paper, we discuss the main practical and theoretical implications, and offer some suggestions for further studies.
- Online recruitment for organizational knowledge management: a quantitative studyPublication . Silva, Susana; Silva, Cândida; Martins, DoraThe process of Recruitment and Selection of new employees has a growing influence on business results and, nowadays, the use of knowledge and information and communication technologies enables this process to be faster and more complete. The need to improve the existing resources in companies has conditioned the changes in the Recruitment and Selection process and, over time, we observe the transformation of this process. Thus, Recruitment and Selection became a strategic process in Human Resources Management improving the organization's competitiveness. The objective of the study is to understand the role of online recruitment for organizational knowledge management; and to characterize the most used social networks in Online Recruitment, identifying the main reasons to use online recruitment during the process of recruitment and selection. ln this quantitative study, 112 companies fulfilled a questionnaire that evaluated the online recruitment process. The main results suggested that national companies and companies with more than 250 employees use more online recruitment. The fact that some companies have job openings available on multiple websites simultaneously, making information available 24 hours a day, reducing the time and process costs and streamline communication between candidates and the organization are some of the most listed reasons to use the Online Recruitment. Otherwise, the use of traditional methods of recruitment and the fact that the access to social networks are not allowed in some organisations are some of the reasons cited for not using this method of recruitment. Thus, it can be concluded that the Information and Communication Technologies are present in the process of recruitment and selection and that this is a reality existing in organizations as a tool to support of knowledge management.
- Knowledge management through competencies: an exploratory study in the automotive industry sectorPublication . Martins, Dora; Oliveira, André; Silva, SusanaOrganisations and human resources managers (HRm) are currently facing a new set of obstacles and experiencing an urgent need to keep up with the expanding digitalization brought by the Digital Age. This has caused a great impact on business success and sustainabilíty and as well as concerns regarding much-needed refreshed competencies for effective performance. Despite the global influence caused by this scenario, the industry is one of the most affected sectors, particularly in the automotive area. This study focuses on understanding HRm's opinions and beliefs including competency shifts caused by the influences and obstacles of the digital era in the automotive industry sector. The investigation carried out, assumed a qualitative methodology by applying eleven semi-structured interviews that collected the participants' perspectives and their concerns regarding the influences and challenges brought by the digital age including its impact on the change of competencies sought by organisations. AII participants were active human resources (HR) professionals in different organisations in the automotive industry sector. The results showed that new topics such as competitiveness and continuous improvement gained substantial importance and that new challenges surfaced with the evolution of technology, such as employee's difficulty to adapt and the impact of technology on their socialization levels. In contrast, the shortening of physical distances through technology was seen as the major advantage. Additionally, this study points to digital competencies, technical capacity, Microsoft Office proficiency, proactivity, and cooperation as the current most valued competencies for automotive industry sector organisations. Further discussion was taken into consideration regarding the study results obtained confirming the impact of technology in the competencies profiles of automotive industry sector organisations. It can be concluded that the study's contributions and shortcomings are highlighted in addition to further suggestions made regarding future research on the theme.
- Knowledge management and labour retention: an empirical studyPublication . Martins, Dora; Silva, SusanaThis study focuses on exploring how knowledge management topic is linked with labour retention. Thus, the main objective of this research is to understand how knowledge management (KM) influence the retention decision of expatriates after an international assignment (i.e. repatriates) within the organisation. Although the knowledge management literature has started to emphasize the role of knowledge management on employees’ retention, remains unaddressed the relationship between the knowledge management and repatriates’ retention. This concern is increasingly present on the agenda of Portuguese organisations given their recent need of growing internationalisation. Related with this issue, it is important to pay attention to employees involved in international assignments, especially in the period after returning to their home organisation (i.e. repatriates). However, empirical evidence in literature of this relationship is scarce. Therefore, this study was conducted with nine organisations aiming to understand why repatriates remain within home organisation upon their international assignment, underlining what factors associated with knowledge management increase the willingness to stay. Data were gathered from organisations of different business sectors operating in Portugal, in a set of 42 repatriates and 18 human resource managers through semi-structured interviews. The results show that in general repatriates remain after returning to their home organisation. Although, (i) when organisations value the knowledge acquisition (i.e. experience, knowledge and skills acquired) upon the return, the repatriates remain satisfied. In contrast, (ii) when their home organisation does not value the knowledge acquired the repatriates also stay but dissatisfied. Furthermore, the results also suggest that the type of knowledge acquired or transferred plays a central role in promoting the willingness in remaining satisfied after repatriation. Thus, the repatriates’ retention will remain a problem and the satisfaction of repatriates will be the key challenge for organisations. Finally, this study suggests further research possibilities in this area and provides guidelines to managers in order to potentiate the retention of their repatriates within the organisation.
- Knowledge management in the human resources recruitment and selection processPublication . Silva, Susana; Silva, Cândida; Martins, DoraHuman resources management is related to a strategic and provisional vision of the organisations. Several authors have pointed the need to understand the human resources practices and the way different organisations implement these practices. On the other hand, it is also important how the information is managed during the several human resources practices. The main objective of the study is to understand the perception of human resources consultants during the recruitment and selection process. It also aims to understand how the recruitment and selection process is conducted, to comprehend the motivations of the recruiters during the process, to characterize the soft skills measured, and how the information is managed. In this qualitative study, participated 12 recruiters, of both genders, with mean age of 36 years (SD=7.98). The participants fulfilled a demographic questionnaire and it was conducted a semi-structured interview. Data were verbatim transcript and analysed according content analysis. The main results showed that recruiters have a positive perception of their activity. The online recruitment was identified as a source of excellency to attract candidates. Regarding to the assessment techniques the interview is the most frequent technique used during a recruitment and selection process therefore the competence of the recruiter conducting these interviews is pointed as very important. The recruiters referred that all the process is focused in the soft skills, and they reported a large degree of confidence in the evaluation methods used. The motivation of the recruiters lies essentially in the scope of knowledge of their function and development opportunities. Thus, it can be concluded that recruitment and selection is a very complex process with several features and all the information related to these processes should be managed very carefully. We discuss the main practical and theoretical implications, and offer some suggestions for further studies.