This article presents the results of an exploratory study of the use of business intelligence (BI) tools to help to make decisions about human resources management in Portuguese organizations. The purpose of this article is to analyze the effective use of BI tools in integrating reports, analytics, dashboards, and metrics, which impacts on the decision making the process of human resource managers. The methodology approach was quantitative based on the results of a survey to 43 human resource managers and technicians. The data analysis technique was correlation coefficient and regression analysis performed by IBM SPSS software. It was also applied qualitative analysis based on a focus group to identify the impacts of business intelligence on the human resources strategies of Portuguese companies. The findings of this study are that: business intelligence is positively associated with HRM decision-making, and business intelligence will significantly predict HRM decision making. The research also examines the process of the information gathered with BI tools from the human resources information system on the decisions of the human resources managers and that impacts the performance of the organizations. The study also gives indications about the practices and gaps, both in terms of human resources management and in processes related to business intelligence (BI) tools. It points out the different factors that must work together to facilitate effective decision-making. The article is structured as follows: a literature review concerning the use of the business intelligence concept and tools and the link between BI and human resources management, methodology, and the main findings and conclusions.
This chapter analyzes the importance of technologies as drivers for managing supply chains. The focus will be on the advantages of the use of information technologies to improve company's efficiency to be competitive and for the reduction of costs, improvement of operations, improvement of relationships with customers, suppliers and partners, shortening of delivering times, streamlining and optimization of business processes and operations. The use of new technologies contributes to improve efficiency of supply chain management: raw material suppliers, component manufacturers, finished product manufacturers, wholesalers and retailers. Technologies allow an integrated approach to planning, control and monitoring of product flows, from suppliers to end users. They aim at improve customer service at reduced overall costs, and leads to the development of important relationships with logistics providers, suppliers, and customers in order to enhance information exchange and the coordination of business activities, which are the key advantages of an integrated supply chain with the collaboration among all the participants in the value chain.
Abstract.Although the rampant importance in Human Resources Management often Talent remains operationally just by having a connotation of organizational forefront. However, given the huge and increasingly investment in the development of Talent programs, the goal of this paper is to provide a tool for the design and implementation of indicators that allows organizations identifying their talented one's, in a more proficient manner, using Business Intelligence systems. Through the match between specific strategies, processes and practices, this paper will set up theoretical and managerial contribution, mainly in the Human Resources domain.
Gender discrimination in the employment market is a sensitive issue that has been the subject of numerous studies and, in particular, of profuse political action on the part of governments and international institutions to eradicate it. Although gender discrimination issues are manifested in multiple dimensions, this study focuses on gender wage discrimination in the socio-professional group of certified accountants in Portugal. The ongoing process of feminization in the profession, starting in the last decade, justifies a first study on the issue of gender wage discrimination in a profession traditionally exercised by men and with little research in this domain. The application of a survey, with 751 validated observations, is the base for the empirical component of this study. In addition to wage issues, academic qualifications, time in the profession, age, and working conditions were considered as variables for analysis. The conclusions obtained point to a lesser wage for women concerning men in all the variables considered.
The main purpose of this study is to analyze the type of leadership that can be more effective in the perceptions of project managers. In this case, the research question answer could have a major meaning due to the fact that projects rarely fail due to the lack of professional skills and knowledge; they most often fail because of the type of leadership. The research question is “Which are the most effective leadership style for project managers?” The methodology used was quantitative through the application of a questionnaire to 78 project managers and the results shows that Transformational Leaders are the most effective according the specificities of the projects.
O ambiente concorrencial turbulento e competitivo em que se movem as empresas obriga estas a reequacionarem permanentemente o seu modelo de negócio, bem como a integrar novas filosofias, princípios e práticas de gestão, tendentes à aquisição e manutenção de vantagens competitivas, que as diferencem das suas concorrentes e lhes garantam a sobrevivência e o sucesso empresarial. Para além do investimento em Investigação e Desenvolvimento (I&D), na inovação tecnológica e no marketing, os decisores de topo investem no fator humano, o qual pela detenção de caraterísticas intrinsecamente humanas, garante vantagem face aos concorrentes. Esse investimento, de natureza imaterial, destina-se a atrair, desenvolver e reter uma força altamente competente, motivada e de elevado desempenho. Por serem altamente disputados pelo mercado de trabalho, estes profissionais dispõem de uma elevada capacidade negocial em relação aos seus empregadores, pelo que a conceção de políticas, processos e práticas (PPP) de gestão de recursos humanos (GRH), diferenciadas, que contribuam para a manutenção de elevados níveis de desempenho e, sobretudo, para a sua fidelização, tornou-se essencial. A conceção e implementação de PPP de GRH tornaram-se requisitos básicos na utilização do fator humano, num contexto de instabilidade e imprevisibilidade em que operam, atualmente, as empresas, independentemente do setor de atividade ou da sua dimensão. A atração, desenvolvimento e retenção dos colaboradores que detêm as core competences constitui um fator determinante da promoção da competitividade empresarial, mas a importância acrescida do fator humano sugere um olhar mais atento e interventivo sobre os modelos de gestão do risco associados ao fator humano. Neste propósito, discute-se a importância da auditoria dos recursos humanos ser reconhecida como um processo organizacional, crítico e estratégico, pelo reforço da probabilidade de adequação e de qualidade dessas PPP. Para o efeito, procedeu-se a uma revisão da literatura recorrendo às principais bases de dados bibliográficas como a B-On, a EBSCO, a JSTOR, entre outras, utilizando como descritores ‘Capital Humano’, ‘Práticas de Gestão de Recursos Humanos’, ‘Competitividade’ e ‘Auditoria de Recursos Humanos’, bem como a artigos publicados em revistas técnicas da especialidade. Da revisão da literatura ressalta a importância conferida ao fator humano enquanto fator indutor da competitividade empresarial, mas a necessidade das políticas, processos e práticas (PPP) de Gestão dos Recursos Humanos carecerem de ser auditados, tendo em vista estabelecer um fit estratégico entre estas PPP e a satisfação dos objetivos dos colaboradores, visando a minimização do risco associado à gestão das pessoas, com base na implementação de métricas que afiram a adequabilidade e eficácia dessas PPP. É com este enquadramento que se procede a uma discussão crítica.
Este estudo teve como objetivo a validação de um instrumento para avaliar comportamentos de envolvimento e de participação cívica, através da adaptação do Civic Engagement Quiz, (The Center for Information and Research on Civic Learning and Engagement), para a população portuguesa, bem como a análise dos resultados em função das diferentes gerações da população (Baby Boomers, Generation X e Millennials). Participaram no estudo 135 pessoas, de ambos os sexos, 98 homens (72.6%) e 37 mulheres (27.4%), com idades compreendidas entre os 24 e os 87 anos (média = 57.79; D.P. = 15.65). Os dados foram submetidos à análise fatorial com rotação varimax. A escala apresentabons índices de consistência interna (valores entre.75 e .85) e uma análise fatorial que revelou a existência de uma estrutura trifatorial com 35% de variância explicada. Os 3 fatores extraídos (indicadores cívicos, eleitorais e de voz política) estão de acordo com a estrutura fatorial original. A análise de diferenças entre as gerações mostram que os participantes da geração Baby Boomers quando comparados com os participantes das gerações Generation X e Millennials apresentam, resultados mais baixos no que respeita aos indicadores eleitorais.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.
hi@scite.ai
10624 S. Eastern Ave., Ste. A-614
Henderson, NV 89052, USA
Copyright © 2024 scite LLC. All rights reserved.
Made with 💙 for researchers
Part of the Research Solutions Family.