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Abstract(s)
Ao longo das últimas décadas o conceito de mercado de trabalho tem sofrido grandes desenvolvimento fruto do crescente fenómeno da globalização. Dentro das organizações internacionais, as organizações intergovernamentais (OIG), como entidade empregadora, fazem parte deste mercado, e a sua compreensão no âmbito do recrutamento de diplomados em recursos humanos (RH) pode contribuir significativamente para a empregabilidade dos mesmos.
Neste trabalho, identifica-se o perfil de competências, assim como as competências transversais valorizadas por essas organizações para as funções de RH, assim como os perfis valorizados por organização e por função em RH.
O mapeamento de competências foi realizado a partir da análise de 2577 ofertas de emprego entre dezembro de 2019 e fevereiro de 2020, recolhidas exclusivamente nas plataformas online de cinco as organizaçãoes selecionadas. Dessas, 111 foram incluidas na análise, por reportarem às funções de RH, e após aplicados os critérios de exclusão, foram identificados 33 ofertas, que se constituiram como a amostra de análise.
O estudo desenvolvido acerca das OIG consideradas, permitiu identificar um perfil de competências dos profissionais RH que integra doze competências: duas competências transversais e dez competências específicas comuns às organizações estudadas.
Este trabalho preenche uma lacuna da literatura, pois não conhecemos trabalhos que analisem competências de RH em OIG e, serve como orientação de carreira para profissionais interessados em trabalhar nestas organizações. São apresentadas as limitações, desafios e sugestões de estudos futuros.
Over the last decades, the concept of the labour market has undergone great development as a result of the growing phenomenon of globalisation. Within international organisations, intergovernmental organisations (IGOs), as employers, are part of this market, and their understanding of the recruitment of graduates in human resources (HR) can contribute significantly to their employability. In this work, the competences profile is identified, as well as the transversal competences valued by these organisations for HR functions, as well as the profiles valued per organisation and per HR function. Competence mapping was carried out based on the analysis of 2577 job vacancies between December 2019 and February 2020, collected exclusively on the online platforms of five selected organisations. Of these, 111 were included in the analysis, as they reported to HR functions, and after applying the exclusion criteria, 33 offers were identified as the analysis sample. The study developed on the OIGs considered, allowed the identification of a competence profile of HR professionals that integrates twelve competencies: two transversal competencies and ten specific competencies common to the studied organisations. This work fills a gap in the literature, as we do not know any work that analyses HR skills in OIG and, serves as career guidance for professionals interested in working in these organisations. The limitations, challenges and suggestions for future studies are presented.
Over the last decades, the concept of the labour market has undergone great development as a result of the growing phenomenon of globalisation. Within international organisations, intergovernmental organisations (IGOs), as employers, are part of this market, and their understanding of the recruitment of graduates in human resources (HR) can contribute significantly to their employability. In this work, the competences profile is identified, as well as the transversal competences valued by these organisations for HR functions, as well as the profiles valued per organisation and per HR function. Competence mapping was carried out based on the analysis of 2577 job vacancies between December 2019 and February 2020, collected exclusively on the online platforms of five selected organisations. Of these, 111 were included in the analysis, as they reported to HR functions, and after applying the exclusion criteria, 33 offers were identified as the analysis sample. The study developed on the OIGs considered, allowed the identification of a competence profile of HR professionals that integrates twelve competencies: two transversal competencies and ten specific competencies common to the studied organisations. This work fills a gap in the literature, as we do not know any work that analyses HR skills in OIG and, serves as career guidance for professionals interested in working in these organisations. The limitations, challenges and suggestions for future studies are presented.
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Keywords
Perfil de competências Competências transversais Organizações intergovernamentais Recursos humanos Diplomados Competence profile Human resources Key competences Intergovernmental organizations Graduates