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Abstract(s)
Nos dias de hoje, as organizações estão inseridas em ambientes muito voláteis e incertos, no qual as transformações globais acontecem a um ritmo muito acelerado, em consequência dos avanços tecnológicos. Esses avanços tornaram possível a obtenção de uma maior flexibilidade do trabalho, quer em termos da distribuição da sua carga horária, quer da própria localização geográfica da sua realização, pelo que, assim, o trabalho remoto tem vindo a ganhar terreno e a ocupar um lugar de destaque dentro das organizações.
Neste sentido, o objetivo da presente investigação passa por compreender o papel da GRH na gestão e desenvolvimento de equipas remotas.
Assim, por forma a atingir este objetivo, para além da revisão da literatura realizada no início, foi utilizada uma metodologia de caráter qualitativo, com recurso ao estudo exploratório, utilizando como técnica de recolha de informação a entrevista semiestruturada, orientada através de um guião de entrevista. No total, foram realizadas 14 entrevistas a profissionais de recursos humanos com experiência mínima na área de três ou mais anos, e que tenham uma antiguidade na empresa de, pelo menos, um ano e que tiveram de aderir ao regime de trabalho remoto após o início da pandemia Covid-19.
Os resultados obtidos sugerem que a GRH desempenhou um papel central dentro das organizações no que toca à gestão e desenvolvimento de equipas remotas, particularmente em tempos de pandemia por Covid-19, vindo reforçar o papel estratégico reconhecido à GRH, passando a mesma a ocupar um lugar de destaque ao nível da tomada de decisão. Outro resultado interessante prende-se com o facto de que os RH tiveram de passar a estar mais disponíveis em regime de trabalho remoto, uma vez que, como existe a distância física, onde se perde toda a comunicação não verbal, há a necessidade de o profissional de RH estar mais disponível para atender os colaboradores virtualmente, assim como os próprios colaboradores acabam por recorrer mais ao departamento de RH em regime de trabalho remoto.
No final da presente dissertação são discutidos os resultados obtidos, apresentadas as limitações do estudo e pistas para investigações futuras, bem como, as conclusões do estudo desenvolvido
Nowadays, organizations are inserted in very volatile and uncertain environments, in which global transformations happen at a very fast rhythm, as a result of technological advances. These advances have made it possible to obtain greater work flexibility, both in terms of the distribution of their workload and the geographical location where they are performed, and thus remote work has been gaining ground and occupying a prominent place within organizations. In this sense, the aim of this research is to understand the role of HRM in the management and development of remote teams. Thus, to achieve this goal, in addition to the literature review carried out at the beginning, a qualitative methodology was used, resorting to exploratory study, using as a technique for gathering information the semi-structured interview, guided by an interview script. In total, 14 interviews were conducted with human resources professionals with a minimum experience in the area of three or more years, with a seniority in the company of at least one year and who had to join the remote working regime after the beginning of the Covid-19 pandemic. The results obtained suggest that HRM has played a central role within organizations in managing and developing remote teams, particularly in times of the Covid-19 pandemic, reinforcing the strategic role recognized to HRM, which now occupies a prominent place in the decision-making process. Another interesting result has to do with the fact that HR had to become more available in remote working, since, as there is physical distance, where all non-verbal communication is lost, there is the need for the HR professional to be more available to meet the employees virtually, as well as the employees themselves end up resorting more to the HR department in remote working. At the end of this dissertation, the results obtained are discussed, the limitations of the study and clues for future research are presented, as well as the conclusions of the study developed.
Nowadays, organizations are inserted in very volatile and uncertain environments, in which global transformations happen at a very fast rhythm, as a result of technological advances. These advances have made it possible to obtain greater work flexibility, both in terms of the distribution of their workload and the geographical location where they are performed, and thus remote work has been gaining ground and occupying a prominent place within organizations. In this sense, the aim of this research is to understand the role of HRM in the management and development of remote teams. Thus, to achieve this goal, in addition to the literature review carried out at the beginning, a qualitative methodology was used, resorting to exploratory study, using as a technique for gathering information the semi-structured interview, guided by an interview script. In total, 14 interviews were conducted with human resources professionals with a minimum experience in the area of three or more years, with a seniority in the company of at least one year and who had to join the remote working regime after the beginning of the Covid-19 pandemic. The results obtained suggest that HRM has played a central role within organizations in managing and developing remote teams, particularly in times of the Covid-19 pandemic, reinforcing the strategic role recognized to HRM, which now occupies a prominent place in the decision-making process. Another interesting result has to do with the fact that HR had to become more available in remote working, since, as there is physical distance, where all non-verbal communication is lost, there is the need for the HR professional to be more available to meet the employees virtually, as well as the employees themselves end up resorting more to the HR department in remote working. At the end of this dissertation, the results obtained are discussed, the limitations of the study and clues for future research are presented, as well as the conclusions of the study developed.
Description
Keywords
Trabalho remoto Gestão de recursos humanos Impactos do trabalho remoto Competências digitais Metodologia qualitativa Pandemia Covid-19 Remote work Human resources management Impacts of remote work Digital skills Covid-19 pandemic Qualitative methodology