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Authors
Abstract(s)
A presente investigação tem como principal objetivo explorar as estratégias de atração e
retenção dos Millennials que as empresas no setor do IT em Portugal promovem. Mais
especificamente, pretende-se compreender qual é a opinião dos Gestores de Recursos
Humanos que trabalham em empresas do setor do IT sobre esta Geração de colaboradores,
identificar os possíveis desafios inerentes à gestão multigeracional, perceber que
dificuldades encontram na atração e retenção dos Millennials, e compreender se existe
interesse, por parte das empresas, em corresponder às necessidades e interesses da
Geração Millennial. Na realização deste estudo foi privilegiada uma abordagem
qualitativa, utilizando a entrevista semiestruturada como técnica de recolha de
informação. Foram realizadas, no total, 17 entrevistas a profissionais de Recursos
Humanos ligados ao setor de IT e a análise dos dados foi efetuada de acordo com os
procedimentos da análise temática. Os resultados demonstraram que as parcerias
universitárias são a prática privilegiada para a atração de Millennials, o work-life balance,
as compensações e benefícios, a cultura organizacional, a aposta no desenvolvimento
profissional e o feedback e reconhecimento são as principais estratégias de atração e
retenção nas empresas do setor de IT. Os resultados também sugerem que os gestores de
RH consideram a Geração Millennial empenhada, admitindo que o maior desafio da
gestão da diversidade geracional está ligado com a exigência e a impaciência
características desta Geração. Estes profissionais admitem enfrentar algumas dificuldades
na atração de Millennials, devido à concorrência extremamente competitiva, mas também
de retenção, concretamente nos desafios organizacionais e desenvolvimento pessoal e
profissional dos colaboradores. Finalmente, os resultados são inequívocos quanto ao
interesse que os profissionais de RH assumem em responder às necessidades dos
Millennials assim como a crescente preocupação com a adequação e atualização
constante das práticas de Gestão de Recursos Humanos.
The present investigation aims to explore the attraction and retention strategies that IT companies in Portugal promote for Millennials. Specifically, the objective is to understand the opinions of Human Resources Managers working in IT sector companies about this generation of employees, identify the potential challenges inherent in multigenerational management, understand the difficulties encountered in attracting and retaining Millennials, and determine if companies have an interest in meeting the needs and interests of the Millennial Generation. This study favored a qualitative approach, using semi-structured interviews as the information collection technique. A total of 17 interviews were conducted with Human Resources professionals in the IT sector, and data analysis was performed according to thematic analysis procedures. The results demonstrated that university partnerships are the preferred practice for attracting Millennials, while work-life balance, compensation and benefits, organizational culture, investment in professional development, and feedback and recognition are the main strategies for attraction and retention in IT companies. The results also suggest that HR managers consider the Millennial Generation to be committed, acknowledging that the greatest challenge in managing generational diversity is related to this generation's demanding and impatient nature. These professionals admit to facing difficulties in attracting Millennials due to extremely competitive competition and retention challenges, specifically in organizational challenges and employees' personal and professional development. Finally, the results are unequivocal regarding the interest that HR professionals have in meeting the needs of Millennials, as well as the growing concern for the adequacy and constant updating of Human Resources Management practices.
The present investigation aims to explore the attraction and retention strategies that IT companies in Portugal promote for Millennials. Specifically, the objective is to understand the opinions of Human Resources Managers working in IT sector companies about this generation of employees, identify the potential challenges inherent in multigenerational management, understand the difficulties encountered in attracting and retaining Millennials, and determine if companies have an interest in meeting the needs and interests of the Millennial Generation. This study favored a qualitative approach, using semi-structured interviews as the information collection technique. A total of 17 interviews were conducted with Human Resources professionals in the IT sector, and data analysis was performed according to thematic analysis procedures. The results demonstrated that university partnerships are the preferred practice for attracting Millennials, while work-life balance, compensation and benefits, organizational culture, investment in professional development, and feedback and recognition are the main strategies for attraction and retention in IT companies. The results also suggest that HR managers consider the Millennial Generation to be committed, acknowledging that the greatest challenge in managing generational diversity is related to this generation's demanding and impatient nature. These professionals admit to facing difficulties in attracting Millennials due to extremely competitive competition and retention challenges, specifically in organizational challenges and employees' personal and professional development. Finally, the results are unequivocal regarding the interest that HR professionals have in meeting the needs of Millennials, as well as the growing concern for the adequacy and constant updating of Human Resources Management practices.
Description
Keywords
Millennials Estratégias Atração Retenção Setor IT Gestão de Recursos Humanos Strategies Human resources management Attraction Retention IT Sector