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Gestão de recursos humanos na indústria do turismo em Portugal: tendências futuras do capital humano: um estudo exploratório em unidades hoteleiras no Distrito de Coimbra
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Abstract(s)
No setor do turismo, devido a evolução social e tecnológica, surgiram exigências relativamente ao conhecimento, inovação, informação e qualidade, que resultaram numa maior procura de perfis profissionais adaptados às necessidades a médio prazo (Eurico, 2012). Assim, as unidades hoteleiras têm
sentido uma forte necessidade de recrutar e reter pessoas qualificadas e capazes de antecipar múltiplos fatores decisivos na satisfação do cliente.
Neste sentido, o presente estudo procura explorar e compreender as tendências futuras ao nível do Capital Humano na indústria do Turismo, mais especificamente no que respeita as unidades hoteleiras, tendo como amostra unidades localizadas no distrito de Coimbra. A análise incidiu nas
competências específicas requeridas no setor, qualificações, formação profissional, recrutamento e seleção, sistema de remuneração e recompensa e do sistema de progressão na carreira. Assim, foi escolhido para o presente estudo a metodologia qualitativa, em que os dados foram recolhidos a partir do
inquérito por entrevista realizado a sete Diretores e um assistente de direção de oito unidades hoteleiras no Distrito de Coimbra. Para o tratamento dos dados foi aplicada a análise do conteúdo através do processo de preparação das entrevistas transcritas, que, após uma leitura exaustiva, foram
transformados em unidades de análise que permitiram a criação de categorias dessas unidades. Após a criação de categorias de análise foi possível realizar a descrição através de uma síntese dos dados fazendo uso de citações diretas dos dados recolhidos. Por fim, foi realizada a interpretação dos dados que
traduz-se na relação das categorias das unidades de análise e a fundamentação teórica presente neste estudo (Santos, 2012).
Os resultados obtidos a partir deste estudo revelam que os requisitos exigidos para os colaboradores e para determinadas práticas de gestão de recursos humanos nas unidades hoteleiras atualmente e num futuro próximo serão essencialmente os mesmos. Todavia, foi possível estabelecer o perfil ideal dos futuros colaboradores das unidades hoteleiras e tendências de
práticas de gestão de recursos humanos como formação e desenvolvimento, recrutamento e seleção, planos de progressão na carreira e sistemas de remuneração e recompensa. Foi igualmente possível verificar que a maioria das unidades hoteleiras analisadas é de pequena e média dimensão não dispõe de um departamento de Recursos Humanos, sendo aplicada pelos gestores de topo.
In the tourism sector, due to social and technological developments, some demands came along on knowledge, innovation, information and quality, which resulted in increased demand for professional profiles adapted to the needs in the medium term (Eurico, 2012). Thus, the hotel units have felt a strong need to recruit and retain qualified people with the ability to anticipate multiple key factors in customer satisfaction. In this context, the present investigation seeks to explore and understand the future trends of human capital in the tourism sector, specifically with regard to hotel units. The sample was composed with a sample of hotel units located in the district of Coimbra. The analysis focused the specific competencies required in the tourism sector as qualifications, training needs, recruitment and selection, remuneration and reward systems and career progression systems. The data used in this study were collected from interview surveys conducted to seven directors and a management assistant of eight hotel properties located in the district of Coimbra. For the data analysis was applied to analyze the content through the process of preparing transcribed interviews, which, after a thorough reading, were transformed into units of analysis that allowed the creation of categories of these units. After the creation of categories of analysis was possible the description through a synthesis of the data making use of direct quotations of the data collected. Finally, the interpretation of data was performed which is reflected in the list of categories of units of analysis and theoretical foundation present in this study (Santos, 2012). The results of this study reveal that the currently requisites demanded for employees and for certain human resources management practices will be essentially the same in the near future. Although it was possible to establish the ideal profile of future employees of the hotel units and the future trends in human resource management practices such as training and development, recruitment and selection, career progression plans and remuneration and reward systems. It was also verified that the major part of the hotel units analysed were small and medium organizations without human resources management departments, it is applied by top managers.
In the tourism sector, due to social and technological developments, some demands came along on knowledge, innovation, information and quality, which resulted in increased demand for professional profiles adapted to the needs in the medium term (Eurico, 2012). Thus, the hotel units have felt a strong need to recruit and retain qualified people with the ability to anticipate multiple key factors in customer satisfaction. In this context, the present investigation seeks to explore and understand the future trends of human capital in the tourism sector, specifically with regard to hotel units. The sample was composed with a sample of hotel units located in the district of Coimbra. The analysis focused the specific competencies required in the tourism sector as qualifications, training needs, recruitment and selection, remuneration and reward systems and career progression systems. The data used in this study were collected from interview surveys conducted to seven directors and a management assistant of eight hotel properties located in the district of Coimbra. For the data analysis was applied to analyze the content through the process of preparing transcribed interviews, which, after a thorough reading, were transformed into units of analysis that allowed the creation of categories of these units. After the creation of categories of analysis was possible the description through a synthesis of the data making use of direct quotations of the data collected. Finally, the interpretation of data was performed which is reflected in the list of categories of units of analysis and theoretical foundation present in this study (Santos, 2012). The results of this study reveal that the currently requisites demanded for employees and for certain human resources management practices will be essentially the same in the near future. Although it was possible to establish the ideal profile of future employees of the hotel units and the future trends in human resource management practices such as training and development, recruitment and selection, career progression plans and remuneration and reward systems. It was also verified that the major part of the hotel units analysed were small and medium organizations without human resources management departments, it is applied by top managers.
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Keywords
Turismo e hospitalidade Unidades hoteleiras Gestão de recursos humanos Prática de gestão de recursos humanos Tourism and hospitality Hotel units Human resources management human resources management practices