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Authors
Abstract(s)
O estudo pretende analisar em profundidade as práticas de Gestão de Recursos Humanos
(GRH) e conhecer a sua relação com o desempenho e a inovação em empresas
tecnológicas. Foi realizado um estudo multicaso de natureza qualitativa, em quatro
empresas tecnológicas, utilizando como técnica, a recolha de dados de informações
documentais (documentos fornecidos pelas empresas e relatórios financeiros inseridos
numa base de dados) e ainda entrevistas semiestruturadas a dois participantes por cada
empresa: um exercendo funções de GRH e o outro funções relacionadas com a inovação.
Os resultados mostram que nas quatro organizações foram encontradas 54 práticas
individuais e as categorias de Compensação e Benefícios e de Recrutamento e Seleção
assumem uma maior relevância. Os resultados deste estudo apontam para algumas
especificidades do setor das Tecnologias da Informação (TI) e serviu de base à
identificação de algumas proposições: parece haver especificidade contextual (setor,
geografia) que determina uma pertinência particular no uso das práticas de atração e
desenvolvimento de pessoas para melhorar o desempenho; as empresas tecnológicas que
reconhecem o contributo de práticas de Recrutamento e Seleção para o desempenho e
investem no estabelecimento de parcerias com instituições académicas, parecem ter
melhor desempenho; considerando que no momento atual do mercado, todas as empresas
TI fazem investimento em práticas de Compensação e que esta está relacionada com a
produção de patentes/modelos de utilidade nas organizações, o que parece ser
diferenciador é o investimento em formação e desenvolvimento; para se manterem num
mercado competitivo estas empresas devem apostar em ter mais que um produto/serviço;
o investimento em práticas de Desenho do Posto de Trabalho permite envolver os
colaboradores nas organizações criando condições para atingir um melhor desempenho
organizacional. São apresentadas limitações do estudo e, considerando a proeminência
estratégica do setor das TI, é sugerida a prossecução desta linha de investigação, testando
as proposições identificadas.
The study aims an in-depth analysis on Human Resource Management (HRM) practices and to know its relation with the performance and innovation inside the high-tech firms. A qualitative multicase study was conducted in four qualitative high-tech firms, using as a technique, the collection of documentary data (documents provided by the firms and financial reports in a database) and semi-structured interviews with two participants for each firm: one performing HRM functions and the other performing innovation related functions. The results show that in the four organizations, 54 individual practices were found, and the Compensation and Benefits and Recruitment and Selection categories are more relevant. The results of this study point to some specificities of the Information Technology (IT) sector and served as the basis for the identification of some propositions: there seems to be contextual specificity (sector, geography) that determines a particular relevance in the use of the human resources practices of attraction and development of people to improve performance; technological companies that recognize the contribution of Recruitment and Selection in performance and invest in establishing partnerships with academic institutions seem to perform better; considering that at the current market moment, all IT companies invest in Compensation practices and that this is related to the production of patents / utility models in organizations, what seems to be differentiating is investment in training and development; to stay in a competitive market these companies must bet on having more than one product/service; the investment in Workplace Design practices allows employees to be involved in organizations, creating the conditions to achieve a better organizational performance. Limitations of the study are presented and,The study aims an in-depth analysis on Human Resource Management (HRM) practices and to know its relation with the performance and innovation inside the high-tech firms. A qualitative multicase study was conducted in four qualitative high-tech firms, using as a technique, the collection of documentary data (documents provided by the firms and financial reports in a database) and semi-structured interviews with two participants for each firm: one performing HRM functions and the other performing innovation related functions. The results show that in the four organizations, 54 individual practices were found, and the Compensation and Benefits and Recruitment and Selection categories are more relevant. The results of this study point to some specificities of the Information Technology (IT) sector and served as the basis for the identification of some propositions: there seems to be contextual specificity (sector, geography) that determines a particular relevance in the use of the human resources practices of attraction and development of people to improve performance; technological companies that recognize the contribution of Recruitment and Selection in performance and invest in establishing partnerships with academic institutions seem to perform better; considering that at the current market moment, all IT companies invest in Compensation practices and that this is related to the production of patents / utility models in organizations, what seems to be differentiating is investment in training and development; to stay in a competitive market these companies must bet on having more than one product/service; the investment in Workplace Design practices allows employees to be involved in organizations, creating the conditions to achieve a better organizational performance. Limitations of the study are presented and, considering the strategic prominence of the IT sector, it is suggested to pursue this line of research, testing the identified propositions.
The study aims an in-depth analysis on Human Resource Management (HRM) practices and to know its relation with the performance and innovation inside the high-tech firms. A qualitative multicase study was conducted in four qualitative high-tech firms, using as a technique, the collection of documentary data (documents provided by the firms and financial reports in a database) and semi-structured interviews with two participants for each firm: one performing HRM functions and the other performing innovation related functions. The results show that in the four organizations, 54 individual practices were found, and the Compensation and Benefits and Recruitment and Selection categories are more relevant. The results of this study point to some specificities of the Information Technology (IT) sector and served as the basis for the identification of some propositions: there seems to be contextual specificity (sector, geography) that determines a particular relevance in the use of the human resources practices of attraction and development of people to improve performance; technological companies that recognize the contribution of Recruitment and Selection in performance and invest in establishing partnerships with academic institutions seem to perform better; considering that at the current market moment, all IT companies invest in Compensation practices and that this is related to the production of patents / utility models in organizations, what seems to be differentiating is investment in training and development; to stay in a competitive market these companies must bet on having more than one product/service; the investment in Workplace Design practices allows employees to be involved in organizations, creating the conditions to achieve a better organizational performance. Limitations of the study are presented and,The study aims an in-depth analysis on Human Resource Management (HRM) practices and to know its relation with the performance and innovation inside the high-tech firms. A qualitative multicase study was conducted in four qualitative high-tech firms, using as a technique, the collection of documentary data (documents provided by the firms and financial reports in a database) and semi-structured interviews with two participants for each firm: one performing HRM functions and the other performing innovation related functions. The results show that in the four organizations, 54 individual practices were found, and the Compensation and Benefits and Recruitment and Selection categories are more relevant. The results of this study point to some specificities of the Information Technology (IT) sector and served as the basis for the identification of some propositions: there seems to be contextual specificity (sector, geography) that determines a particular relevance in the use of the human resources practices of attraction and development of people to improve performance; technological companies that recognize the contribution of Recruitment and Selection in performance and invest in establishing partnerships with academic institutions seem to perform better; considering that at the current market moment, all IT companies invest in Compensation practices and that this is related to the production of patents / utility models in organizations, what seems to be differentiating is investment in training and development; to stay in a competitive market these companies must bet on having more than one product/service; the investment in Workplace Design practices allows employees to be involved in organizations, creating the conditions to achieve a better organizational performance. Limitations of the study are presented and, considering the strategic prominence of the IT sector, it is suggested to pursue this line of research, testing the identified propositions.
Description
Versão final (Esta versão contém as críticas e sugestões dos elementos do júri)
Keywords
Práticas de gestão de recursos humanos Desempenho Inovação Setor tecnológico Human resources management practices Information tecnology sector Performance Innovation