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Abstract(s)
No campo da gestão de recursos humanos (GRH), o people analytics (PA) surge como uma prática inovadora que permite decisões estratégicas baseadas em dados sobre colaboradores. Esta investigação procura compreender a perceção dos profissionais que trabalham com PA em Portugal quanto à sua utilização nas organizações. Pretende-se explorar as motivações para a utilização do PA; compreender os benefícios da utilização do PA; caracterizar as dificuldades na implementação do PA; explorar a utilização do PA em GRH e; explorar o papel do PA na tomada de decisão na GRH. Foi privilegiada a metodologia qualitativa, sendo entrevistados 13 profissionais que atuam com PA, utilizando um guião de entrevista semiestruturado como técnica de recolha de informação. A análise e tratamento de dados foi feita com base na análise de conteúdo temática. Os resultados demonstram que as principais motivações para adoção do PA são aprimorar a organização da informação interna, alinhamento com a cultura orientada para dados, e seguir tendência do mercado. Como benefícios, os resultados sugerem maior eficiência nos processos, melhoria da fiabilidade dos dados, valorização da função de RH, melhoria da imagem da GRH e aumento da responsabilização e transparência. Os resultados evidenciam, ainda, que as dificuldades na implementação estão relacionadas com a dispersão dos dados em diferentes bases de dados, à baixa qualidade dos dados, à resistência a mudança, a elevadas expectativas dos utilizadores de dados, ao pouco espaço para armazenamento de dados, aos custos de investimento e à escassez de profissionais com competências para atuar com PA. Os resultados demonstram maior utilização do PA em processos de recrutamento e seleção, gestão administrativa e, compensação e benefícios. Os resultados são inequívocos quanto a importância do PA como suporte para a tomada de decisão. O estudo discute os resultados, apresenta os contributos e limitações do estudo e oferece sugestões para investigação futura.
In the field of human resource management (HRM), people analytics (PA) has emerged as an innovative practice that enables strategic decisions based on employee data. This research seeks to understand the perception of professionals working with PA in Portugal regarding its use in organizations. The aim is to explore the motivations for using PA; to understand the benefits of using PA; to characterize the difficulties in implementing PA; to explore the use of PA in HRM and; to explore the role of PA in decision-making in HRM. A qualitative methodology was chosen and 13 professionals who work with PA were interviewed, using a semi-structured interview script as the information-gathering technique. The data was analyzed and processed using thematic content analysis. The results show that the main motivations for adopting PA are to improve the organization of internal information, to align with a data-oriented culture and to follow market trends. As benefits, the results suggest greater efficiency in processes, improved data reliability, appreciation of the HR function, improved image of HRM and increased accountability and transparency. The results also show that difficulties in implementation are related to the dispersion of data in different databases, poor data quality, resistance to change, high expectations from data users, limited space for data storage, investment costs and a shortage of professionals with the skills to work with PA. The results show greater use of PA in recruitment and selection processes, administrative management and compensation and benefits. The results are unequivocal about the importance of PA as a support for decision-making. The study discusses the results, presents the contributions and limitations of the study and offers suggestions for future research.
In the field of human resource management (HRM), people analytics (PA) has emerged as an innovative practice that enables strategic decisions based on employee data. This research seeks to understand the perception of professionals working with PA in Portugal regarding its use in organizations. The aim is to explore the motivations for using PA; to understand the benefits of using PA; to characterize the difficulties in implementing PA; to explore the use of PA in HRM and; to explore the role of PA in decision-making in HRM. A qualitative methodology was chosen and 13 professionals who work with PA were interviewed, using a semi-structured interview script as the information-gathering technique. The data was analyzed and processed using thematic content analysis. The results show that the main motivations for adopting PA are to improve the organization of internal information, to align with a data-oriented culture and to follow market trends. As benefits, the results suggest greater efficiency in processes, improved data reliability, appreciation of the HR function, improved image of HRM and increased accountability and transparency. The results also show that difficulties in implementation are related to the dispersion of data in different databases, poor data quality, resistance to change, high expectations from data users, limited space for data storage, investment costs and a shortage of professionals with the skills to work with PA. The results show greater use of PA in recruitment and selection processes, administrative management and compensation and benefits. The results are unequivocal about the importance of PA as a support for decision-making. The study discusses the results, presents the contributions and limitations of the study and offers suggestions for future research.
Description
Keywords
People analytics HR analytics Inovação em GRH Difusão de inovação Adoção do People analytics Implementação do People analytics People analytics Implementation of people analytics HR analytics Adoption of people analytics Innovation in HRM Diffusion of innovation