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- 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.
- Competências para a gestão de trabalhadores remotosPublication . Martins, Dora; Sousa, Ana FilipaThe TMS ALGARVE 2022: Sustainability Challenges in Tourism, Hospitality and Management will be held 16-18 November 2022 in the Algarve, Portugal and its main theme (but not restricted to) will be Sustainability. It will be the 7th edition of TMS Algarve conferences. TMS conferences are among the leading Tourism/Management conferences in Europe. The TMS ALGARVE 2022 is jointly organized by: The Tourism & Management Studies journal The School of Management, Hospitality and Tourism of the University of the Algarve, Portugal CinTurs (Research Centre for Tourism, Sustainability and Well-being) The Faculty of Economics of the University of the Algarve The Faculty of Tourism of the University of Malaga, Spain Cátedra de Economía y Finanzas Sostenibles of the University of Málaga, Spain The Faculty of Tourism and Finance of the University of Seville, Spain This conference will focus on a wide variety of topics related to (but not restricted to) Sustainability in Tourism, Hospitality and Management, aiming at encouraging inter-disciplinary and comparative approaches and stimulating research and dissemination of scientific knowledge. It is also our aim to promote scholarly cooperation and collaborative work among researchers from different countries.
- Human capital in the knowledge-based society: comparative analysis: Romania-PortugalPublication . Martins, Dora; Dindire, Laura-MariaThe current economic crisis has rushed even more the economists’ concerns to identify new directions for the sustainable development of the society. In this context, the human capital is crystallised as the key variable of the creative economy and of the knowledge-based society. As such, we have directed the research underlying this paper to identifying the most eloquent indicators of human capital to meet the demands of the knowledge-based society and sustainable development as well as towards achieving a comprehensive analysis of the human capital in the EU countries, respectively of a comparative analysis: Romania - Portugal. To carry out this paper, the methodology used is based on the interdisciplinary triangulation involving approaches from the perspective of human resource management, economy and economic statistics. The research techniques used consist of the content analysis and investigation of secondary data of international organisations accredited in the field of this research, such as: the United Nation Development Programme - Human Development Reports, World Bank - World Development Reports, International Labour Organisation, Eurostat, European Commission’s Eurobarometer surveys and reports on human capital. The research results emphasise both similarities and differences between the two countries under the comparative analysis and the main directions in which one has to invest for the development of human capital.
- Human resources consultants: what digital skills?Publication . Antunes, Andreia; Martins, Dora; Silva, Susana; Silva, CândidaThe significant changes in the organisational environment and the frequent technological innovations that arose from the industrial revolutions over the centuries have a considerable impact on the labor market. The global economy has created a dynamic, competitive and complex environment, where organizations need to adjust and compete to achieve success. The Human Resources Consultancy sector must adjust its services and solutions to ensure organisational sustainability in the Digital Era and implement innovative mechanisms for the development of skills to offer a distinct value proposal in an increasingly globalized, and digital, market. This research’s main objective is to characterize the Human Resources consulting sector, identify the relational and technical challenges of professionals arising from digital transformation, and, finally, identify the skills required of Human Resources consultants in this digital age. A qualitative methodology was carried out within ten Human Resources Consultants, and data analyzed according to the Grounded Theory principles. The results of this study show that digital transformation is a significant challenge for the Human Resources Consulting sector, which needs to adapt its corporate culture to digital transformation and create a commitment to innovation and change. Moreover, the economic and social context, globalization, competitiveness, the market and customers’ demands, require redefining this sector’s strategy and redesigning business models based on ideas and methodologies that stand out. This result allows to start designing two other studies: one to understand the clients’ perception relatively to consultants’ actions and skills, and other to consolidate this study with a wider quantitative study.
- 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.
- Attraction and Retention Strategies: What Matters to the Millennial?Publication . Martins, Dora; Silva, Susana; Mendes, AureaThe labor market is suffering many changes and transformations putting several challenges to human resources management. One of the biggest challenges is related to the attraction and retention of employees to work in several activity sectors and to retain the talent in the organisations. In particular, hospitality and technology sectors have seen robust growth since the pandemic-induced. This study aims to explore the strategies for attracting and retaining millennials. More specifically, to understand the challenges of multigenerational management, and to understand the strategies used by organisations to meet the needs and interests of the millennial generation. A qualitative exploratory study was conducted using a semi-structured interview with 17 Human resources managers. Data were analysed according to thematic analysis procedures. The results showed that university partnerships are the preferred practice for attracting millennials, work-life balance, benefits, organisational culture, investment in professional development, feedback, and recognition are the main attraction and retention strategies. Participants consider the millennial Generation to be committed, and the biggest challenge in managing generational diversity is linked to the demand and impatience of millennials. In conclusion, human resources managers should consider the generation characteristics to adequate and update their human resources practices.
- The competences in the digital era in the tourism and hospitality sectorPublication . Neves, Cátia; Silva, Susana; Martins, DoraCurrently, due to the Fourth Industrial Revolution, the world has been witnessing several changes at the technological level, which have been reflected in the way a society should operate, namely those organizations in the Tourism and Hospitality sector. Thus, these organizations are facing challenges, both in terms oftheir professionals’ skills and in terms of the products and services offered. The main objective of this study is to characterize the changes in the level of skills needed by professionals in the Tourism and Hospitality sector, while bearing in mind their perception of the new challenges brought by the actual Industrial Revolution. More specifically, to characterize the strategies used, and technical and relational challenges that organizations face in this new Era. In this study, the qualitative methodology was assumed, through the realization of semi-structured interviews, to twelve hospitality professionals in the north of Portugal. The interviews were transcribed verbatim and analysed according to Grounded Theory principles. The results of the study indicate that this Digital Era has brought changes to the skills needed by professionals in this sector. In addition to the necessary technical skills to perform each function, personal and interpersonal skills are becoming increasingly important. These skills, compared to technology, add more value, which in turn allows the hotel establishments to differentiate from one another. These findings are really relevant for both professionals in this sector and professionals in education systems. For the former, they can support the management of the business, as well as define the way the organizations operate. Concerning the educational professionals, they can adapt to the needs the sector has, regarding the skills that should be learned and developed throughout the students' academic path.
- Human capital in the knowledge-based society - comparative analysis: Romania-PortugalPublication . Martins, Dora; Dindire, Laura-MariaThe current economic crisis has rushed even more the economists’ concerns to identify new directions for the sustainable development of the society. In this context, the human capital is crystallised as the key variable of the creative economy and of the knowledge-based society. As such, we have directed the research underlying this paper to identifying the most eloquent indicators of human capital to meet the demands of the knowledge-based society and sustainable development as well as towards achieving a comprehensive analysis of the human capital in the EU countries, respectively of a comparative analysis: Romania - Portugal. To carry out this paper, the methodology used is based on the interdisciplinary triangulation involving approaches from the perspective of human resource management, economy and economic statistics. The research techniques used consist of the content analysis and investigation of secondary data of international organisations accredited in the field of this research, such as: the United Nation Development Programme - Human Development Reports, World Bank - World Development Reports, International Labour Organisation, Eurostat, European Commission’s Eurobarometer surveys and reports on human capital. The research results emphasise both similarities and differences between the two countries under the comparative analysis and the main directions in which one has to invest for the development of human capital.