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Abstract(s)
A Gestão e Desenvolvimento de Recursos Humanos (GDRH) tem evoluído simultaneamente com os avanços tecnológicos e vive atualmente num ambiente altamente competitivo. A Realidade Virtual (RV) e a Realidade Aumentada (RA) são tecnologias inovadoras com potencialidades reconhecidas em diversas áreas. Pela capacidade de simulação de contextos reais, imersão e interatividade entre ambientes virtuais e reais são ferramentas promissoras de apoio aos processos de GDRH. Este estudo pretende conhecer a concetualização e experiência dos profissionais de GDRH com RV e RA, assim como as suas perspetivas em relação às potencialidades e aplicabilidade destas tecnologias na área de Recursos Humanos (RH). A investigação foi realizada com base em onze sessões de Focus Group com profissionais de RH (n=64) de oito setores de atividade diferentes. Os resultados obtidos sugerem que a RV e a RA são tecnologias e conceitos pouco evidentes e conhecidos dos profissionais de RH e que as experiências com essas ferramentas são pouco frequentes. É através do entretenimento que essas tecnologias são mais conhecidas e utilizadas por estes profissionais. Os profissionais de RH consideram que a eficácia na aprendizagem, a otimização e dinamização dos processos, o aumento de motivação, o teste de candidatos e a apresentação da organização num ambiente virtual, a proximidade e interatividade com candidatos e colaboradores, assim como o impacto positivo na experiência dos colaboradores são as principais potencialidades da utilização de RV e RA. A Formação foi a prática de RH indicada como tendo maior potencial proveniente desta aplicabilidade. De acordo com estes profissionais, a utilização de RV e a RA na GDRH poderá ser impulsionada pelo contexto atual de pandemia provocado pelo vírus COVID-19. No entanto, estão apreensivos com o facto de não existir contacto pessoal numa utilização de RV e RA e com o custo elevado, embora a redução de custos tenha sido identificada como uma potencialidade para a Formação, para o Acolhimento e Integração/Onboarding e, consequentemente, para as organizações. No futuro, seria interessante que novos estudos explorassem mais pormenorizadamente a utilização e os impactos da RV e da RA em cada um dos processos de RH.
Human Resources Management and Development (HRMD) has been evolving simultaneously with the advances of technology and is currently in a highly competitive environment. Virtual Reality (VR) and Augmented Reality (AR) are innovative technologies with a recognized potential in several areas. Due to the ability to simulate real contexts, immersion and interactivity between virtual and real environments, it is a promising tool to support the HRMD processes. This study intends to understand the conceptualization and experience of HRMD professionals with RV and AR, as well as the potentialities and applicability of these technologies in the Human Resources (HR) field. A qualitative research methodology was adopted, and 11 Focus Group were carried out with HR professionals (n=64) from eight different sectors of economic activities. The results obtained suggest that VR and AR are not technologies and even concepts very clear and known to HR professionals and the experiences with these tools are not frequent. It is through entertainment that these technologies are known and used by these professionals. HR professionals consider that the effectiveness in learning, the optimization and dynamization of the processes, the increase of motivation, the applicants test and presentation of the organization in a virtual environment, the proximity and interactivity with candidates and employees, as well as the positive impact on the experience of employees are the main potentialities of using VR and AR. Training was the HR practice more indicated with the most potential derived from that applicability. According to these professionals, the use of VR and AR in HRMD will be promoted by the current pandemic context caused by the COVID-19 virus. However, they are concerned about the fact of non-existing personal contact when using VR and AR and about the high cost, although the cost reduction was identified as a potential for Training, for Integration/Onboarding and, consequently, for organisations. For future studies, it would be interesting to explore in more detail the use and impacts of VR and AR in each of the HR processes.
Human Resources Management and Development (HRMD) has been evolving simultaneously with the advances of technology and is currently in a highly competitive environment. Virtual Reality (VR) and Augmented Reality (AR) are innovative technologies with a recognized potential in several areas. Due to the ability to simulate real contexts, immersion and interactivity between virtual and real environments, it is a promising tool to support the HRMD processes. This study intends to understand the conceptualization and experience of HRMD professionals with RV and AR, as well as the potentialities and applicability of these technologies in the Human Resources (HR) field. A qualitative research methodology was adopted, and 11 Focus Group were carried out with HR professionals (n=64) from eight different sectors of economic activities. The results obtained suggest that VR and AR are not technologies and even concepts very clear and known to HR professionals and the experiences with these tools are not frequent. It is through entertainment that these technologies are known and used by these professionals. HR professionals consider that the effectiveness in learning, the optimization and dynamization of the processes, the increase of motivation, the applicants test and presentation of the organization in a virtual environment, the proximity and interactivity with candidates and employees, as well as the positive impact on the experience of employees are the main potentialities of using VR and AR. Training was the HR practice more indicated with the most potential derived from that applicability. According to these professionals, the use of VR and AR in HRMD will be promoted by the current pandemic context caused by the COVID-19 virus. However, they are concerned about the fact of non-existing personal contact when using VR and AR and about the high cost, although the cost reduction was identified as a potential for Training, for Integration/Onboarding and, consequently, for organisations. For future studies, it would be interesting to explore in more detail the use and impacts of VR and AR in each of the HR processes.
Description
Keywords
Gestão de recursos humanos Realidade virtual Realidade aumentada Focus group Profissionais de RH Augmented reality Human resources management Virtual reality Focus group HR Professionals