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Abstract(s)
O desemprego é um tema atual na Europa, e um pouco por todo o mundo, nas sociedades industrializadas. Portugal é um dos países onde o emprego jovem mais recuperou desde a crise, no entanto comparando com os países da União Europeia, Portugal está entre os oito com as taxas mais elevadas de desemprego jovem. Ainda existe muito caminho a percorrer para vencer o desemprego. Numa altura, em que os mercados e o mundo tornaram-se mais competitivos e dinâmicos, os recursos humanos surgem como um fator diferenciador e de enorme importância para as empresas, devendo-lhe ser concedida a relevância merecida. A avaliação de competências dos futuros colaboradores é essencial para o sucesso de qualquer organização, sendo que a fase de recrutamento e seleção, são duas fases primordiais. Apesar de se viver numa era cada vez mais digital, as ferramentas utilizadas pelos recursos humanos não evoluíram, continuam a ser utilizadas metodologias de recrutamento "tradicionais", ficando assim aquém da evolução das tecnologias e do mundo digital. Desta forma, a área de recrutamento necessita de uma transformação digital, de forma a inovar os processos, com novas metodologias, com novas plataformas digitais. Desta forma, consegue-se cativar as pessoas para os lugares certos. Para além desta transformação facilitar o trabalho dos Recursos Humanos (RH), facilita também a vida das pessoas que procuram emprego, pois todo o processo de recrutamento se torna mais rápido e ágil. A presente dissertação tem como objetivos: ajudar os utilizadores na procura de emprego através da utilização de uma aplicação, dinamizar novas metodologias nos processos de recrutamento e seleção, adotar estratégias de forma a motivar os utilizadores na utilização da ferramenta e a aplicação de novas tecnologias na solução. De forma a alcançar estes objetivos, foi realizado um estudo exploratório e transversal, de natureza não experimental, para o qual foram utilizados dois questionários, criados pela autora desta dissertação. Um questionário direcionado a RH de grandes, pequenas e médias empresas e o outro direcionado para o público-alvo em geral (desempregados e empregados). Através deste estudo, foi possível analisar qual a opinião destes sobre o processo de recrutamento e seleção. As conclusões destes questionários foram implementadas na solução desenvolvida.
Unemployment is a current issue in Europe, and somewhat worldwide, in industrialized societies. Portugal is one of the countries where youth employment has recovered most since the crisis, but compared with the European Union countries, Portugal is among the eight with the highest rates of youth unemployment. There is still a long way to go to overcome unemployment. At a time when markets and the world have become more competitive and dynamic, human resources emerge as a differentiating factor and of enormous importance for companies and should be given the deserved relevance. The evaluation of competences of future employees is essential for the success of any organization, and the recruitment and selection phase are two primary phases. Despite living in an increasingly digital age, the tools used by human resources have not evolved, "traditional" recruitment methodologies continue to be used, thus falling short of the evolution of technologies and the digital world. In this way, the recruitment area needs a digital transformation, in order to innovate the processes, with new methodologies, with new digital platforms. In this way, it is possible to captivate people to the right places. In addition to this transformation facilitate the work of Human Resources (HR), it also facilitates the lives of job seekers, as the entire recruitment process becomes faster and more agile. The purpose of this dissertation is to help users to search for jobs through the use of an application, to stimulate new methodologies in recruitment and selection processes, to adopt strategies in order to motivate users to use the tool and the application of new technologies in the solution. In order to reach these objectives, an exploratory and transverse study was carried out, of a non-experimental nature, for which two questionnaires were used, created by the author of this dissertation. A questionnaire addressed to HR of large, small and medium-sized companies and the other directed to the general public (unemployed and employees). Through this study, it was possible to analyze their opinion on the recruitment and selection process. The conclusions of these questionnaires were implemented in the developed solution.
Unemployment is a current issue in Europe, and somewhat worldwide, in industrialized societies. Portugal is one of the countries where youth employment has recovered most since the crisis, but compared with the European Union countries, Portugal is among the eight with the highest rates of youth unemployment. There is still a long way to go to overcome unemployment. At a time when markets and the world have become more competitive and dynamic, human resources emerge as a differentiating factor and of enormous importance for companies and should be given the deserved relevance. The evaluation of competences of future employees is essential for the success of any organization, and the recruitment and selection phase are two primary phases. Despite living in an increasingly digital age, the tools used by human resources have not evolved, "traditional" recruitment methodologies continue to be used, thus falling short of the evolution of technologies and the digital world. In this way, the recruitment area needs a digital transformation, in order to innovate the processes, with new methodologies, with new digital platforms. In this way, it is possible to captivate people to the right places. In addition to this transformation facilitate the work of Human Resources (HR), it also facilitates the lives of job seekers, as the entire recruitment process becomes faster and more agile. The purpose of this dissertation is to help users to search for jobs through the use of an application, to stimulate new methodologies in recruitment and selection processes, to adopt strategies in order to motivate users to use the tool and the application of new technologies in the solution. In order to reach these objectives, an exploratory and transverse study was carried out, of a non-experimental nature, for which two questionnaires were used, created by the author of this dissertation. A questionnaire addressed to HR of large, small and medium-sized companies and the other directed to the general public (unemployed and employees). Through this study, it was possible to analyze their opinion on the recruitment and selection process. The conclusions of these questionnaires were implemented in the developed solution.
Description
Keywords
Desemprego Recrutamento Seleção Transformação digital Aplicações informáticas Unemployment Recruitment Selection Digital transformation Computer applications