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Authors
Abstract(s)
A temática da Qualidade de Vida e do Sistema de Recompensas, monetário e não
monetário, é uma preocupação no mundo organizacional, e não difere no setor da
indústria mecânica, designadamente numa organização multinacional. As organizações
de indústria mecânica, tal como empresas de variados setores, deparam-se com desafios
consideráveis no que concerne à melhoria da qualidade de vida dos colaboradores sem
ser através de recompensas monetárias e, numa lógica de valorização da sua satisfação
no trabalho e do capital humano, necessitam de repensar estratégias e alinhar as suas
práticas de recursos humanos. No presente trabalho é desenvolvido um projeto de
intervenção em Comunicação e Recursos Humanos, numa empresa do setor de indústria
mecânica em Vila Real, direcionado aos seus colaboradores. Com suporte no diagnóstico
realizado através da análise empírica, normativa e teórica, e tendo como principal objetivo
aumentar o índice de qualidade de vida através do desenvolvimento do sistema de
recompensas não monetário, foi possível desenvolver três âmbitos estratégicos: 1)
Desenhar o sistema de recompensas, 2) Reestruturar a área das parcerias, 3) Desenvolver
atividades entre departamentos, correspondendo a seis objetivos estratégicos: 1) Garantir
a estruturação do atual Sistema de Recompensas, 2) Promover a atração de candidatos
selecionados, 3) Avaliar e reestruturar as parcerias, 4) Garantir a divulgação das parcerias,
5) Planeamento de atividades entre departamentos, 6) Planeamento de um espaço de
convívio. Os principais resultados deste projeto incluem a criação de um comunicado de
benefícios, o estabelecimento de novos protocolos de parcerias e respetiva apresentação
e a realização de uma atividade de celebração de admissão de colaboradores. Para a
concretização dos objetivos propostos, as fases do presente projeto foram validadas e
acompanhadas pelo Departamento de Comunicação e Relações Humanas da Entidade
Acolhedora do Projeto.
The subject of Quality of Life and the reward system, both monetary and non-monetary, is a concern in the organizational world, and it doesn't change in the mechanical engineering sector, particularly in a multinational organization. Mechanical industry organizations, like companies in a variety of sectors, face considerable challenges in terms of improving employees' quality of life other than through monetary rewards and, in order to value their job satisfaction and human capital, they need to rethink strategies and align their human resources practices. In this paper, an intervention project on Communication and Human Resources is developed in a company in the mechanical industry sector in Vila Real, aimed at its employees. Based on the diagnosis made through empirical, normative and theoretical analysis, and with the main objective of increasing the quality of life index through the development of a non-monetary reward system, it was possible to develop three strategic areas: 1) Designing the reward system, 2) Restructuring the area of partnerships, 3) Developing activities between departments, corresponding to six strategic objectives: 1) Ensuring the structuring of the current Reward System, 2) Promoting the attraction of selected candidates, 3) Evaluating and restructuring partnerships, 4) Ensuring the dissemination of partnerships, 5) Planning activities between departments, 6) Planning a socializing space. The main results of this project include the creation of a benefits statement, the establishment of new partnership protocols and their presentation, and an activity to celebrate the hiring of employees. In order to achieve the proposed objectives, the phases of this project were validated and monitored by the Communications and Human Relations Department of the Project Host Organization.
The subject of Quality of Life and the reward system, both monetary and non-monetary, is a concern in the organizational world, and it doesn't change in the mechanical engineering sector, particularly in a multinational organization. Mechanical industry organizations, like companies in a variety of sectors, face considerable challenges in terms of improving employees' quality of life other than through monetary rewards and, in order to value their job satisfaction and human capital, they need to rethink strategies and align their human resources practices. In this paper, an intervention project on Communication and Human Resources is developed in a company in the mechanical industry sector in Vila Real, aimed at its employees. Based on the diagnosis made through empirical, normative and theoretical analysis, and with the main objective of increasing the quality of life index through the development of a non-monetary reward system, it was possible to develop three strategic areas: 1) Designing the reward system, 2) Restructuring the area of partnerships, 3) Developing activities between departments, corresponding to six strategic objectives: 1) Ensuring the structuring of the current Reward System, 2) Promoting the attraction of selected candidates, 3) Evaluating and restructuring partnerships, 4) Ensuring the dissemination of partnerships, 5) Planning activities between departments, 6) Planning a socializing space. The main results of this project include the creation of a benefits statement, the establishment of new partnership protocols and their presentation, and an activity to celebrate the hiring of employees. In order to achieve the proposed objectives, the phases of this project were validated and monitored by the Communications and Human Relations Department of the Project Host Organization.
Description
Keywords
Qualidade de vida Sistema de recompensas não monetário Satisfação no trabalho Avaliação pelos pares Quality of life Job satisfaction Non-monetary reward system Peer evaluation