| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 2.49 MB | Adobe PDF |
Authors
Abstract(s)
A temática do envelhecimento da população é uma preocupação no mundo organizacional, designadamente no sector público, nas autarquias locais. Os municípios portugueses, tal como outras instituições públicas nacionais e internacionais, deparam-se com desafios consideráveis no que respeita a média de idades alta dos seus ativos e, numa lógica de valorização do seu capital humano, necessitam de repensar procedimentos e alinhar as suas práticas de recursos humanos.
No presente trabalho é desenvolvido um projeto de intervenção em Recursos Humanos, numa autarquia local, direcionado aos seus colaboradores mais velhos.
Com suporte no diagnóstico realizado através da análise empírica, normativa e teórica, e tendo como principal objetivo garantir a implementação de medidas direcionadas para os colaboradores mais velhos, neste caso, com idade igual ou superior a 60 anos, foi possível desenvolver três âmbitos estratégicos:1) Programa de apoio ao processo de transição para a reforma; 2) Processo de desvinculação por reforma/aposentação (offboarding); 3) Programa de mentoria, correspondendo a três objetivos estratégicos: 1) garantir o apoio e suporte ao processo de transição para a reforma dos colaboradores com idade igual ou superior a 60 anos, 2) Garantir a melhoria da Gestão de Recursos Humanos existente na organização através de uma desvinculação positiva e cordial, 3) Garantir a promoção de contacto entre colaboradores no ativo e reformados.
Os principais resultados deste projeto incluem a criação do programa de preparação para a reforma (Programa Re-ativa), a criação de procedimento de offboarding e a integração de trabalhadores e reformados a assumirem o papel de orientadores no plano de acolhimento e integração de novos colaboradores.
Para a concretização dos objetivos propostos, foram as fases do presente projeto acompanhadas e validadas pela Direção Municipal de Gestão de Pessoas da Entidade Acolhedora do Projeto.
The subject of the aging population it's a concern in the corporate world, mainly in the public sector, in the local municipalities. The Portuguese municipalities, alongside other public and international institutions, are facing numerous challenges regarding the high average of their workers and, to value their human capital, they need to rethink procedures and align their human resources practices. On the present paper it’s developed an intervention project on Human Resources, in the local municipality, targeted at older workers. Based on the diagnosis made through empirical, normative and theoretical analysis, the main objective it’s to guarantee the implementation of measures for the older workers, in this case, those aged 60 or over, it was possible to develop three strategical areas: 1) Support program for the transition to retirement, 2) Disengagement process by retirement (offboarding), 3) Mentorship program, corresponding to three strategical objectives: 1) Guarantee the support of the retirement process for workers, those aged 60 or over 2) Ensure the improvement of the human resources management in the organization by promoting a positive and cordial disengagement, 3) Promote and guarantee communication between the active and retiree employees. The main results of this project include the creation of a retirement preparation program (Re-ativa Program), the creation of offboarding procedure and the integration of workers and retirees, to assume the role of mentors in the welcoming program made for the new employees. In order to achieve the goals of this project, all the phases were monitored and validated by the Municipal Direction of Human Resources Management Department of the Project Host Organization.
The subject of the aging population it's a concern in the corporate world, mainly in the public sector, in the local municipalities. The Portuguese municipalities, alongside other public and international institutions, are facing numerous challenges regarding the high average of their workers and, to value their human capital, they need to rethink procedures and align their human resources practices. On the present paper it’s developed an intervention project on Human Resources, in the local municipality, targeted at older workers. Based on the diagnosis made through empirical, normative and theoretical analysis, the main objective it’s to guarantee the implementation of measures for the older workers, in this case, those aged 60 or over, it was possible to develop three strategical areas: 1) Support program for the transition to retirement, 2) Disengagement process by retirement (offboarding), 3) Mentorship program, corresponding to three strategical objectives: 1) Guarantee the support of the retirement process for workers, those aged 60 or over 2) Ensure the improvement of the human resources management in the organization by promoting a positive and cordial disengagement, 3) Promote and guarantee communication between the active and retiree employees. The main results of this project include the creation of a retirement preparation program (Re-ativa Program), the creation of offboarding procedure and the integration of workers and retirees, to assume the role of mentors in the welcoming program made for the new employees. In order to achieve the goals of this project, all the phases were monitored and validated by the Municipal Direction of Human Resources Management Department of the Project Host Organization.
Description
Keywords
Envelhecimento ativo Transição para reforma/aposentação Trabalhadores mais velhos Offboarding Projeto de intervenção Active ageing Transition to retirement Intervention project Older workers