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| 5.22 MB | Adobe PDF |
Abstract(s)
O mercado de trabalho está cada vez mais competitivo e isso obriga as
organizações a procurar diferentes estratégias de atração dos melhores candidatos. Além
desse pressuposto, torna-se cada vez mais relevante para quem gere processos de
recrutamento e seleção compreender e identificar quais as principais competências,
motivações e interesses associados a quem executa determinada função ou profissão,
tendo essa informação a potencialidade de aproximar a equipa de Talent Acquisition e
consequentemente de Recursos Humanos de uma resposta mais eficiente e eficaz na
condução desses mesmos processos.
O presente projeto de intervenção tem como propósito o desenvolvimento de
uma estratégia de recrutamento e seleção baseada numa metodologia Personas, que é
conceptualmente definida por De Pap (2014) através da representação fictícia daquela
que será a melhor contratação para determinado processo de recrutamento e a sua
pertinência surge pelo facto do recrutamento e seleção terem um peso significativo
naquilo que é a realidade do Departamento de Recursos Humanos da Prozis.
Num primeiro momento é apresentada a organização assim como a sua
estrutura, sendo posteriormente descrito de forma mais pormenorizada o processo de
recrutamento e seleção da Prozis.
Em seguida, é definida a finalidade do projeto, que se apresenta por garantir que
em 01/06/2018 os custos de recrutamento são reduzidos em 10% nos processos em que
esta metodologia tenha sido já implementada. Enquanto estratégia, é proposta a
restruturação do processo de recrutamento atual com o propósito de alcançar uma
redução nos seus custos sem que exista perda de qualidade nos resultados globais de
recrutamento.
Por fim, através da presente implementação é possível verificar que os
resultados pretendidos foram alcançados, traduzindo-se numa poupança nos custos
diretos que varia entre 10% a 13% nos quatro processos de recrutamento onde esta
metodologia foi implementada.
The job market is increasingly competitive and this forces organizations looking for different strategies to attract the best candidates. Moreover, it becomes increasingly relevant for those who manage recruitment and selection processes to understand and identify the main competencies, motivations and interests associated with who performs a certain function or profession, and this information has the potential to bring the Talent Accquisition Team and consequently Human Resources Departament for a more efficient and effective response in the conduct of these same processes. The purpose of this Intervention Project is to develop a recruitment and selection strategy based in Personas, that can conceptually defined by De Pap (2014) as a fictitous representation of what will be the best candidate for a particular recruitment process and its relevance is due to the fact that recruitment and selection have a great impact on the reality of the Human Resources Department at Prozis. The organization is presented as well as its structure, and the process of recruitment and selection of Prozis is described in more detail. Then, the purpose of the project is defined, which is presented to ensure that on 06/01/2018 recruitment costs are reduced by 10% in the processes in which this methodology has already been implemented. As a strategy, it´s proposed to restructure the current recruitment process in order to achieve a reduction in its costs without there being a loss of quality in the overall recruitment results. Finally, through the present implementation it´s possible to verify that the intended results were achieved, translating into direct cost savings ranging from 10% to 13% in the four recruitment processes where this methodology was implemented.
The job market is increasingly competitive and this forces organizations looking for different strategies to attract the best candidates. Moreover, it becomes increasingly relevant for those who manage recruitment and selection processes to understand and identify the main competencies, motivations and interests associated with who performs a certain function or profession, and this information has the potential to bring the Talent Accquisition Team and consequently Human Resources Departament for a more efficient and effective response in the conduct of these same processes. The purpose of this Intervention Project is to develop a recruitment and selection strategy based in Personas, that can conceptually defined by De Pap (2014) as a fictitous representation of what will be the best candidate for a particular recruitment process and its relevance is due to the fact that recruitment and selection have a great impact on the reality of the Human Resources Department at Prozis. The organization is presented as well as its structure, and the process of recruitment and selection of Prozis is described in more detail. Then, the purpose of the project is defined, which is presented to ensure that on 06/01/2018 recruitment costs are reduced by 10% in the processes in which this methodology has already been implemented. As a strategy, it´s proposed to restructure the current recruitment process in order to achieve a reduction in its costs without there being a loss of quality in the overall recruitment results. Finally, through the present implementation it´s possible to verify that the intended results were achieved, translating into direct cost savings ranging from 10% to 13% in the four recruitment processes where this methodology was implemented.
Description
Versão final (Esta versão contém as críticas e sugestões do elemento do júri)
Keywords
Recrutamento Seleção Personas Pesquisa de candidatos Recruitment Sourcing Selection