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Authors
Abstract(s)
Num contexto de mercado cada vez mais competitivo, a função de Recursos Humanos assume um papel preponderante na construção de uma vantagem competitiva sustentada de uma empresa, através da sua arquitetura.
Este trabalho tem como objetivo principal analisar o desenvolvimento da arquitetura de RH em grandes empresas, tendo como referência os modelos desenvolvidos por Lepak e Snell (1999) e por Armstrong e Taylor (2014). Mais especificamente procuramos identificar os diferentes momentos de evolução da arquitetura de RH e os fatores impulsionadores da mudança nas diferentes arquiteturas de RH que sustentaram a gestão e o desenvolvimento das pessoas nas organizações.
Para alcançar este objetivo, efetuamos uma investigação de natureza qualitativa, assente no método de estudo de caso em três organizações de grande dimensão.
Procedemos a uma análise intracasos em que apresentamos os resultados salientando os aspetos específicos da arquitetura de RH e as mudanças estruturais de cada caso. E posteriormente, fizemos uma análise intercasos, onde comparamos os dados resultantes evidenciando os aspetos mais relevantes dos três casos.
Os resultados obtidos revelam que embora alguns aspetos da arquitetura da função de recursos humanos sejam comuns nas três organizações, esta apresenta diferentes configurações e ritmos de evolução durante o seu desenvolvimento, consequência dos diferentes fatores impulsionadores.
In an increasingly competitive market context, the Human Resources function takes a leading role in building a company's sustained competitive advantage through its architecture. This study aims to analyze the development of HR architecture in large companies, taking as reference the models developed by Lepak and Snell (1999) and by Armstrong and Taylor (2014). More specifically, we seek to identify the different moments of HR architecture evolution and the drivers of change in the different HR architectures that underpin the management and development of people in organizations. This way, we hope we can contribute to a greater awareness about the importance of HR architecture in building a sustainable competitive advantage. To achieve this goal, we conducted a qualitative research based on the case study methodology in three large organizations. We performed an intracase analysis in which we presented the results highlighting the specific aspects of HR architecture and the structural changes of each case. And then we did an inter-case analysis, where we compared the resulting data highlighting the most relevant aspects of the three cases. The results show that although some aspects of the architecture of the human resources function are common in the three organizations, it presents different configurations and rhythms of evolution during its development, consequence of the different driving factors.
In an increasingly competitive market context, the Human Resources function takes a leading role in building a company's sustained competitive advantage through its architecture. This study aims to analyze the development of HR architecture in large companies, taking as reference the models developed by Lepak and Snell (1999) and by Armstrong and Taylor (2014). More specifically, we seek to identify the different moments of HR architecture evolution and the drivers of change in the different HR architectures that underpin the management and development of people in organizations. This way, we hope we can contribute to a greater awareness about the importance of HR architecture in building a sustainable competitive advantage. To achieve this goal, we conducted a qualitative research based on the case study methodology in three large organizations. We performed an intracase analysis in which we presented the results highlighting the specific aspects of HR architecture and the structural changes of each case. And then we did an inter-case analysis, where we compared the resulting data highlighting the most relevant aspects of the three cases. The results show that although some aspects of the architecture of the human resources function are common in the three organizations, it presents different configurations and rhythms of evolution during its development, consequence of the different driving factors.
Description
Versão final (Esta versão contém as críticas e sugestões dos elementos do júri)
Keywords
Função de recursos humanos Arquitetura de RH Sistemas de GRH Estudos de caso Human resources function Case studies HR architecture HRM system