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Abstract(s)
O mercado de trabalho enfrenta atualmente desafios e dinâmicas, próprios da era da
globalização e da atual e exigente competitividade laboral. Fazem parte destas dinâmicas,
e de uma forma cada vez mais constante, os processos de aquisição e fusão de empresas
(F&A), justificados por motivos de posicionamento estratégico, crescimento,
diversificação da oferta, aquisição de conhecimento e tecnologias, eliminação da
concorrência ou, por si só, motivos de índole financeira. Com base na premissa que uma
grande parte destes processos não atinge o sucesso desejado por motivos relacionados
com a componente humana, torna-se necessário explorar o papel estratégico e específico
do Gestor de Recursos Humanos perante os processos de aquisição ou fusão de empresas,
nomeadamente, naquilo que toca à sua envolvência, influência e ação, como fatores
determinantes para o sucesso das transações de compra e venda de organizações. Para o
fazer, o presente estudo privilegiou a abordagem qualitativa, utilizando a entrevista
semiestruturada como principal técnica de recolha de informação, tendo a análise de
dados sido efetuada de acordo com a tramitação da análise temática. Os resultados do
estudo sugerem o gestor de RH como um elemento-chave para que sejam evitados os
principais problemas relacionados com o capital humano ao longo da F&A, bem como
introduz algumas das principais ferramentas, processos e práticas ao seu dispor na
realidade das organizações, para contribuir de forma ativa para o sucesso deste tipo de
operação de reestruturação empresarial.
The work market is currently facing challenges and dynamics, typical of the current globalization era and highly demanding labour competitiveness. Making part of these dynamics, in an increasingly way, are the merger and acquisition (M&A) processes, motivated by reasons of strategic positioning, growth, offer diversification, acquisition of knowledge and technologies, elimination of competition, or just, financially based reasons. Having in mind that a large part of these processes do not achieve the desired success due to reasons related to the human component, it is necessary to explore the strategic and specific role of the Human Resources Manager in the process of merging and acquiring companies, namely, regarding their involvement, influence and action, as determining factors of the success of organizational transactions. To do so, to perform the present study was decided for a qualitative research approach, using semi-structured interviews as the main information collection technique, with data analysis being carried out in accordance with the thematic analysis procedure. The results of the study suggest the HR manager as a key element in order to see avoided the majority of the problems related with human capital throughout M&A, at the same time that introduced some of the main tools, processes and practices at his disposal in the reality of organizations, to actively contribute to the success of this type of business restructuring process.
The work market is currently facing challenges and dynamics, typical of the current globalization era and highly demanding labour competitiveness. Making part of these dynamics, in an increasingly way, are the merger and acquisition (M&A) processes, motivated by reasons of strategic positioning, growth, offer diversification, acquisition of knowledge and technologies, elimination of competition, or just, financially based reasons. Having in mind that a large part of these processes do not achieve the desired success due to reasons related to the human component, it is necessary to explore the strategic and specific role of the Human Resources Manager in the process of merging and acquiring companies, namely, regarding their involvement, influence and action, as determining factors of the success of organizational transactions. To do so, to perform the present study was decided for a qualitative research approach, using semi-structured interviews as the main information collection technique, with data analysis being carried out in accordance with the thematic analysis procedure. The results of the study suggest the HR manager as a key element in order to see avoided the majority of the problems related with human capital throughout M&A, at the same time that introduced some of the main tools, processes and practices at his disposal in the reality of organizations, to actively contribute to the success of this type of business restructuring process.
Description
Keywords
Fusões e aquisições Transformação organizacional Cultura organizacional Gestão estratégica de RH Papel do gestor de RH Mergers and acquisitions Organizational transformation HR manager role Organizational culture HR strategic management