Contribuições de recursos humanos para a competitividade em qualidade: estudo de casos

Santos, Fernando César Almada; Carpinetti, Luiz César Ribeiro; Gonçalves, Marilson Alves

doi:10.1590/s1415-65551997000300007

Cited by 4 publications

(5 citation statements)

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“…Organizations started to perceive the importance of integrated work between human resources and other company areas and the need to enrich traditional HR activities like training and development; remuneration; function description and analysis, as these constitute the vital policies in the formulation and practice of quality-centered strategies, reflecting in the entire organization (7) . Today, successful strategies aim to value human resources, which represent their main equity.…”

Section: Introductionmentioning

confidence: 99%

Satisfação no trabalho: indicador de qualidade no gerenciamento de recursos humanos em enfermagem

Siqueira

Kurcgant

2012

Rev. esc. enferm. USP

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Estudo descritivo que aborda a satisfação no trabalho de enfermeiros gerentes e assistenciais nos Serviços de Hematologia e Hemoterapia de um hospital público da cidade de São Paulo. Objetivou identificar fatores geradores de satisfação no trabalho de enfermeiros gerentes e assistenciais e subsidiar os resultados para a construção de indicadores para avaliação da qualidade do gerenciamento de recursos humanos em Enfermagem. Os componentes do trabalho foram: autonomia, interação, status profissional, requisitos do trabalho, normas organizacionais e remuneração. Participaram do estudo 44 enfermeiros. O instrumento de coleta foi o questionário Índice de Satisfação Profissional (ISP). Concluindo, este estudo permitiu identificar que o grupo assistencial foi o mais satisfeito, com ISP 10,5; o gerencial totalizou 10,0. Quanto à satisfação com a atividade atual, 88,9% dos enfermeiros gerentes disseram estar satisfeitos, assim como 90,9% dos assistenciais. Para os dois grupos, a autonomia foi o componente de maior nível de satisfação profissional.

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Section: Introductionmentioning

confidence: 99%

Satisfação no trabalho: indicador de qualidade no gerenciamento de recursos humanos em enfermagem

Siqueira

Kurcgant

2012

Rev. esc. enferm. USP

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“…Additional themes were also approached by at least one article, such as the role played by the leader in implementing SHRM (Pires Giavina Bianchi, Quishida, & Foroni, 2017), which is a critical success factor pointed out by Kaufmann (2015) in terms of adoption of strategic HR models; the importance of taking into account institutional factors and their influence on the implementation of SHRM; the contribution of strategic HR to organizational results (Santos, Carpinetti & Gonçalves, 1997), which is in line with the study of Gratton &Truss (2003) and the impacts of technology on the implementation of SHRM, which is also emphasized by Lengnick Hall et al (2009) as one of the most promising elements of the SHRM field over the next years. The diversity observed in the articles is one more sign that the field study in Brazil still lacks consolidation and further development, considering there is no evidence of studies out of a specific theme, except for competency management.…”

Section: Shrm National Scientific Productionmentioning

confidence: 99%

Implementation of strategic human resource management practices: a review of the national scientific production and new research paths

Castro

Araújo

Ribeiro

et al. 2020

REGE

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PurposeThe strategic human resource management (SHRM) emerged in the middle of the 1980s and is currently seen as a relevant research and practical field in the area of business administration (Kaufman, 2015). Its academic relevance has been receiving international attention due to the importance of the strategic performance of human resource management (HRM) (Jackson, Schuler, & Jiang, 2014). It is possible to define SHRM as a vertical connection between HRM practices and international strategy and horizontally as the congruence among the several human resource practices (Wright & McMahan, 1992).Design/methodology/approachTaking into consideration the emerging research gaps in the area, the necessity to bring to attention the implementation of policies and strategic practices of human resource management became prominent. Our study characterizes the national scenario regarding this specific research theme. For such, we developed a bibliometric review of national journals in the area of business administration with level Qualis B2 [1] or above, described the institutionalization of the research in Brazil and established a sociogram with research relationship networks in the country.FindingsBetween 1997 and 2017, only 19 articles on the implementation of SHRM were published in the 32 journals researched. The characterization of the studies indicates a predominance of qualitative articles, which adopt as methodological approach the case study, and most of them use interviews and content analysis as techniques of data collection and analysis, respectively. The use of such investigation tools is in line with the nature of the phenomenon studied. The scenario indicates that the implementation of SHRM is still a developing theme in Brazil.Research limitations/implicationsThere is a lack of studies that combine the use of qualitative and quantitative approaches and focus on public organizations. Besides, the results indicate the need to diversify the methodological approaches used. Regarding the institutionalization of research in Brazil, it is possible to notice the growth of research groups investigating SHRM, even though their only focus does not rely on implementation. The academic production regarding the theme is regionally located in the state of São Paulo, even though academic production is also to be found in a decentralized way in the country, with rare networks.Practical implicationsThis way, the main contribution of this article is the accomplishment of the first bibliometric review regarding the implementation of SHRM in Brazil, showing the scientific community that the theme still presents a gap to be explored in national studies and showing human resource professionals and the society that the transformational switch of human management to organizational outcomes – despite prolific in the academia – still has not been realized in practice.Social implicationsIn the articles analyzed, the most common finding was that the effective implementation of SHRM and strategic practices of HR, such as the competency management, still deserves attention of the academia through the accomplishment of deeper qualitative studies that exhibit not only interfering factors but also the initiatives that must be adopted by the organization to favor the implementation process.Originality/valueThe interventions occurred in an organization can or cannot stem from an articulated HR strategy. Some policies can be implemented without a previous explicit planning, and other planned strategies may never even be effectively implemented (Truss & Gratton, 1994). As reported by Kaufman (2015), some critical success factors to a large-scale organizational change – which is necessary for the effective adoption of strategic HR models – are the commitment of leaderships and a carefully planned and managed implementation. For such, it is necessary to manage programmed organizational changes properly and to act promptly on the cultural pressure perceived by all levels of the organization (Guest, 1987). Such premises are associated with the SHRM perspective proposed by Wright and Snell (1998), in which the authors claim that the main role of HR is to implement organizational strategies. Lengnick-Hall et al. (2009) present a research agenda that highlights the need to give more emphasis on issues related to the implementation of strategic human resource management, specifically regarding the vertical and horizontal alignment of HR systems.

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“…No âmbito de organizações públicas, Mello e Amâncio Filho (2010) analisaram mudanças ocorridas quando da substituição do modelo anterior de gestão baseado em competências. Na esfera privada, três estudos se destacaram: Tanure et al 2010; Santos et al (1997); e Mascarenhas et al (2005). O estudo de Tanure et al (2010) analisou os departamentos de recursos humanos a partir da visão de 172 presidentes das 500 maiores empresas do Brasil e chegou a um panorama, já descrito, de departamentos de recursos humanos puramente operacionais ou atuando em nível tático.…”

Section: Transformações No Conceito E Nas Práticas De Gestão De Pessounclassified

“…O estudo de Tanure et al (2010) analisou os departamentos de recursos humanos a partir da visão de 172 presidentes das 500 maiores empresas do Brasil e chegou a um panorama, já descrito, de departamentos de recursos humanos puramente operacionais ou atuando em nível tático. Santos et al (1997) investigaram políticas estratégicas em empresas, identiicando notadamente programas de educação continuada, apoio à formação de equipes, estímulo à expressão da cultura organizacional e à lexibilização das relações de trabalho e comunicação interna. O estudo de Mascarenhas et al (2005), por sua vez, analisou o impacto da tecnologia na gestão estratégica de pessoas.…”

Section: Transformações No Conceito E Nas Práticas De Gestão De Pessounclassified

Psicologia e Gestão de Pessoas em Organizações de Trabalho: investigando a perspectiva estratégica de atuação

Schmidt

Krawulski

Marcondes

2014

RCH

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Palavras-chave: gestão de pessoas-psicologia organizacional e do trabalho-atuação proissional do psicólogo-gestão estratégica. This paper aims at discussing the practices of organizational psychologist, exploring whether, and to what extent, the Brazilian scientiic literature addresses the performance of this professional from a strategic perspective, thereby nearing psychology and the practices of people management in work organizations. In order to do so, we searched for publications in databases under certain keywords, or descriptors. Data were analyzed quantitatively and qualitatively, seeking to articulate the results obtained in the studies evaluated with classical publications on development trajectory and current characteristics of Organizational and Occupational Psychology. We identiied shortage of papers on strategic performance in people management, as well as recent interest on the subject. We argue that the professional becomes a transformational agent when operational procedures are not the only ones to be used. Nevertheless, the article discusses factors that show that strategic action still represents a major challenge to organizational and occupational psychologists.

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Contribuições de recursos humanos para a competitividade em qualidade: estudo de casos

Cited by 4 publications

References 1 publication

Satisfação no trabalho: indicador de qualidade no gerenciamento de recursos humanos em enfermagem

Satisfação no trabalho: indicador de qualidade no gerenciamento de recursos humanos em enfermagem

Implementation of strategic human resource management practices: a review of the national scientific production and new research paths

Psicologia e Gestão de Pessoas em Organizações de Trabalho: investigando a perspectiva estratégica de atuação

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