scholarly journals A Retenção de Talentos e o Novo Normal de Recursos Humanos / Talent Retention and the New Normal of Human Resources

2021 ◽  
Vol 15 (58) ◽  
pp. 391-409
Author(s):  
Ana Lúcia De Paula Ferreira Nunes ◽  
Gabriella Granel Martins ◽  
Jéssica Da Mata Mendonça
Keyword(s):  
Labor Market ◽  
Literature Review ◽  
Human Resources ◽  
Organizational Environment ◽  
Exploratory Research ◽  
New Normal ◽  
Talent Retention ◽  
Recursos Humanos

O presente estudo teve como propósito fazer uma investigação sobre a Retenção de Talentos nas Organizações e como objetivo, diagnosticar como é feito o processo de Retenção de Talentos nas Organizações atualmente, buscando delinear os fatores preponderantes para a retenção, com o propósito de atender às novas exigências para tal e continuidade de resultados almejados, diante do cenário desafiador de pandemia vivenciado nos últimos dois anos. Foram realizadas pesquisas exploratórias, por meio de uma revisão bibliográfica embasada nos conteúdos de autores da área, a fim de apresentar conceitos aprofundados sobre o tema em questão. Observou-se que embora, a retenção de talentos é um dos desafios do RH perante o “novo normal”, as ferramentas relacionadas à retenção de talentos das empresas evoluíram consideravelmente diante das circunstâncias, cenários atípicos e modificações no ambiente organizacional. O artigo resultou no melhor entendimento sobre o progresso organizacional e a transformação na visão dos talentos, os quais foram diretamente influenciados pela Covid-19. Por isso, almeja-se que este estudo contribua para o compartilhamento de conhecimentos interligados a essa nova realidade no mercado de trabalho durante e no pós-pandemia.---The purpose of this study was to investigate the Talent Retention in Organizations and to diagnose how the Talent Retention process is currently carried out in Organizations, seeking to outline the predominant factors for retention, to meet the new requirements for this and continuity of desired results, given the challenging pandemic scenario experienced in the last two years. Exploratory research was carried out, through a literature review based on the contents of authors in the area, to present in-depth concepts on the topic in question. It was observed that, although talent retention is one of the HR challenges facing the “new normal”, the tools related to talent retention in companies have evolved considerably considering circumstances, unusual scenarios, and changes in the organizational environment. The article resulted in a better understanding of organizational progress and the transformation in the vision of talent, which were directly influenced by Covid-19. Therefore, it is hoped that this study will contribute to the sharing of knowledge linked to this new reality in the labor market during and after the pandemic.

scholarly journals Motivação dos recursos humanos em bibliotecas universitárias

2004 ◽  
Vol 2 (1) ◽  
pp. 71 ◽  
Author(s):  
Rejane Maria Rosa Ribeiro
Keyword(s):  
Human Resources ◽  
Effective Communication ◽  
Motivational Factors ◽  
Organizational Environment ◽  
Recursos Humanos ◽  
College Libraries

Aborda sobre motivação no campo organizacional, descrevendo sucintamente as teorias motivacionais mais conhecidas, dando ênfase a Teoria das Necessidades de Maslow e a Teoria dos Fatores Higiênicos e Motivacionais de Herzberg, pois as mesmas são voltadas para motivação no trabalho. Descreve os passos para motivar os recursos humanos em bibliotecas universitárias que são: comunicação eficiente, busca de soluções de problemas, reconhecimento e valorização da equipe, delegar responsabilidades e estimular as iniciativas. Apresenta o método proposto por Nicholson para motivar pessoas apáticas ou intransigentes. Abstract It refers to motivation in the organizational environment, describing briefly the most well-known motivational theories, giving emphasis to the Theory of Needs by Maslow and the Theory of the Hygienic and Motivational factors by Herberg, since these theories discuss motivation at work. It describes the steps to motivate human resources in college libraries: effective communication, how to solve problems, recognition of the team’s importance and efficiency, to delegate responsibilities and stimulate initiatives. It presents the method proposed by Nicholson to motivate apathetic or intransigent people.

scholarly journals Estudo preliminar sobre a atuação da área de recursos humanos como consultoria interna e sua capacidade de inovação das práticas de gestão

2016 ◽  
Vol 9 (3) ◽  
pp. 391-407
Author(s):  
Luciana Campos Lima ◽  
André Luiz Fischer
Keyword(s):  
Human Resources ◽  
Management Practices ◽  
Secondary Data ◽  
Multinational Companies ◽  
Steady Increase ◽  
Traditional Model ◽  
Exploratory Research ◽  
Traditional Practice ◽  
Recursos Humanos ◽  
Internal Consulting

The proposal of the present study is to verify if companies that  adopted the model of human resources internal consulting innovated more in their management practices than those who keep a traditional practice. It was included the development of a conceptual model to guide the methodology. The exploratory research used secondary data belonging to a universe of 541 national and multinational companies of different sizes, and 139 000 interviwed  in a longitudinal study between the years 2007 to 2011. The sample is not probabilistic and typically consisted of 26 companies, and the study's findings suggest that, the ARH that adopt the internal consulting practices had 64 in 2007 and 128 in 2011, while the traditional left of 59 practices in 2007 to 127 in 2011. Realize that 7% of companies that adopt the model of internal consulting lack a steady increase of practices over the years. Already 14% of ARH that adopted the traditional model did not obtain a progressive practices. It was also observed that the ARH innovated with little internal consulting (128 practices) in terms of increased practical than traditional (127 practices). However, this result can not be considered statistically significant. Despite the limitations of this study, one of its contributions is regarded to a possible agenda of research.

scholarly journals Analysing the effectiveness of the provisions at European level for guaranteeing equal pay amongst genders

2020 ◽  
Vol 21 (1) ◽  
pp. 17-20
Author(s):  
Charles Alves de Castro
Keyword(s):  
Literature Review ◽  
Human Resources ◽  
European Level ◽  
Equal Pay ◽  
Pay Gap ◽  
European Legislation ◽  
Main Current ◽  
Recursos Humanos ◽  
Specific Theme ◽  
European Statistics

AbstractThis article aims to briefly understand and evaluate the main current European provisions for equal pay amongst genders. According to the European statistics compiled in 2012, the average differential in pay between the genders was 16% (in favour of men). In light of this statistic, this article critically analyses the provisions effectiveness at European level for guaranteeing equal pay. This research was carried out through a literature review. This is important to demonstrate, explain, and evaluate the current existent literature about this specific theme covered in this article. Furthermore, the literature review gives accuracy and validation to this research. In conclusion, there is a discussion on the challenges faced by European legislation to reduce unequal wages. The main finding relies on the evidence that women still earn less than men, even working at the same job. However, women had an efficient development over discrimination, offering them women effective legislation, although this factor explains only a little part of the pay gap. Keywords: Equal Pay. Human Resources. Employees. Europe. ResumoEste artigo tem como objetivo compreender e avaliar brevemente as principais disposições europeias para com a igualdade de remuneração entre os sexos. Segundo as estatísticas europeias compiladas em 2012, o diferencial médio de remuneração entre os sexos foi de 16% (a favor dos homens). De acordo com este dado, este artigo analisa criticamente a eficácia das disposições em nível europeu para garantir a igualdade de remuneração. Esta pesquisa foi realizada por meio de uma revisão de literatura. Isso é importante para demonstrar, explicar e avaliar a literatura existente sobre esse tema específico abordado neste artigo. Além disso, a revisão de literatura fornece precisão e validação para esta pesquisa. Em conclusão, há uma discussão sobre os desafios enfrentados pela legislação europeia para reduzir a desigualdade salarial. O resultado principal demonstra que as mulheres ainda ganham menos que os homens, mesmo trabalhando no mesmo emprego. No entanto, tiveram um desenvolvimento eficiente para superar a discriminação, oferecendo às mulheres uma legislação eficaz, embora esse fator explique apenas uma pequena parte da desigualdade salarial. Palavras-chave: Igualdade Salarial. Recursos Humanos. Colaboradores. Europa.

scholarly journals Analisis Pengembangan Sumber Daya Manusia Dalam Perspektif Syariah

2021 ◽  
Vol 7 (1) ◽  
pp. 403
Author(s):  
Anisatul Maghfiroh
Keyword(s):  
Literature Review ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Organizational Environment ◽  
Islamic Perspective ◽  
The Relationship

Human Resources is something that is very influential for the progress of an institution. Without quality human resources, an institution will not develop and may even experience setbacks. Therefore, every organization must prepare a program that contains activities that can increase the capabilities and professionalism of human resources so that the organization can survive and develop in accordance with the organizational environment. This program is usually referred to as human resource development. Sharia are the laws that govern the relationship between humans and creators and creatures. This study aims to determine how the Islamic perspective on human resource development. This study is a literature review using sharia as an approach, namely examining the problem with books and scientific works. The results of this study indicate that human resource development in the persective of sharia is a development in the form of training in skills, knowledge, behavior and sharia competence.

HACIA UNA DIRECCIÓN UNIVERSITARIA CON EFICIENCIA EN EL TRABAJO DE LAS FACULTADES. REFLEXIONES.

2012 ◽  
Vol 1 (1) ◽  
Author(s):  
Margarita de las N. Lamas González. ◽  
Sandra Canalias Lamas
Keyword(s):  
Higher Education ◽  
Human Resources ◽  
Formation Process ◽  
University Management ◽  
Educational Management ◽  
The People ◽  
Palabras Clave ◽  
Recursos Humanos ◽  
Higher Education Centers ◽  
Efficient Work

Una de las formas de agrupación dentro de los centros de altos estudios, para la gestión de los recursos humanos, que posibiliten el trabajo estratégico, sistémico, humano y eficiente lo constituyen las Facultades Universitarias. El análisis incursiona en algunas reflexiones teóricas sobre la gerencia universitaria por facultades en la actualidad, retomando publicaciones especializadas en dirección empresarial y educativa; así como la experiencia de las autoras en este desempeño. Concluye que la dirección universitaria tiene un valor metodológico significativo al establecer que ésta solo tiene sentido si se relaciona íntimamente y responde al objeto de estudio de la pedagogía, es decir al proceso de formación integral de las personas. Palabras Clave: Recursos Humanos, Gerencia Universitaria, Pedagogía, Formación Integral. ABSTRACT University Faculties constitute one of the ways of grouping within higher education centers for the management of human resources to make strategic, systemic, human and efficient work possible. This analysis involves some theoretical thoughts on university management held by faculties, retaking specialized publications in business and educational management, as well as the experience of more than four decades of the author of this paper. The analysis concludes that university direction has a significant methodological value and it establishes that it makes sense if it is closely related to the object if study of pedagogy, that is, to the people´s integral formation process. Keywords: Human Resources, University Management, Pedagogy, Holistic EducationRecibido: abril, 2012Aprobado: julio, 2012

Influence of the characteristics of competences on the employability of graduates of Higher Education Institutions

2020 ◽  
Vol 3 (3) ◽  
Author(s):  
Miguel Cueva Zavala
Keyword(s):  
Higher Education ◽  
Labor Market ◽  
Public Sector ◽  
Human Resources ◽  
Human Resource ◽  
Higher Education Institutions ◽  
Education Institution ◽  
Institutions Of Higher Education ◽  
Contemporary World ◽  
Active Population

This research has a singular and notable importance, because if something should concern a Higher Education Institution, it is knowing what is the destiny within society of the human resource trained in its classrooms, that product that the institution delivers to the community who are its graduates and professionals. For the Institutions of Higher Education it is satisfactory on the part of employers, that the training received in the Institution of Higher Education is indicated, that the majority of graduates and professionals are incorporated into the occupational market; that is to say; some exercise their profession and others do it in occupations that do not correspond to their profession, which is justified, being aware that one of the great problems of the contemporary world is undoubtedly the lack of demand for human resources for stable work, which according to Authorized and reliable studies of every 10 people who join the economically active population, only 3 have real possibilities of fully joining the labor market, either in the private or public sector.

scholarly journals Investigating the Reading Process by Means of Collaborative Environment

Comunicar ◽  
2009 ◽  
Vol 17 (33) ◽  
pp. 133-140 ◽  
Author(s):  
Adair de Aguiar Neitzel ◽  
Luiz Carlos Neitzel
Keyword(s):  
Data Collection ◽  
Human Resources ◽  
Elementary School Children ◽  
Point Of View ◽  
Reading Process ◽  
Reading Public ◽  
Collaborative Environment ◽  
Determining Factors ◽  
Methodological Procedures ◽  
Recursos Humanos

Brazilian research on the determining factors for the success of programs to teach reading indicates a need to view literature as an aesthetic object that will encourage children to appreciate books. This study proposes investigating teachers' concepts of literature, from the point of view of the children. Chat was used as a data collection mechanism, proposed between two groups of elementary school children and interviews with the teachers. The analysis of the chats followed the methodology of Franco (1997). This study indicates three key areas for winning a reading public: a) qualified human resources, with a clear concept of literature as an aesthetic phenomenon; b) methodological procedures that are coherent with this concept; c) a bibliographical archive that is aligned with this concept. Investigaciones brasileñas acerca de los factores determinantes para el éxito de programas de formación de lectores señalan la necesidad del empleo de la literatura como objeto estético para que el niño se aproxime al libro. Esta investigación se propuso estudiar las concepciones de los profesores acerca de la literatura a partir del punto de vista del lector infantil. Se utilizó el chat como mecanismo de recolección de datos, propuesto entre dos clases de la enseñanza fundamental, y entrevistas con las profesoras regentes. El análisis de los chats siguió la metodología de Franco (1997), evidenciando que los docentes no consideran al libro como un objeto estético que necesita ser disfrutado. Esta investigación señala tres ejes básicos para la conquista de un público lector: a) recursos humanos calificados con claridad acerca de la concepción de literatura como fenómeno estético; b) procedimientos metodológicos coherentes con esa concepción; c) acervo bibliográfico ajustado a esa concepción.

LA FORMACIÓN DE LOS EMPLEADOS PÚBLICOS TRAS EL EBEP: ¿CAMBIO DE PARADIGMA

2010 ◽  
pp. 637-688
Author(s):  
RAFAEL JIMÉNEZ ASENSIO
Keyword(s):  
Human Resources ◽  
Civil Servant ◽  
Civil Servants ◽  
Professional Career ◽  
The Public ◽  
Recursos Humanos ◽  
Selection Policies

La formación de empleados públicos ha sido objeto de una atención marginal. El objeto de este estudio es analizar hasta qué punto la aprobación del EBEP y los instrumentos de innovación de la gestión de personas allí recogidos suponen realmente un cambio de paradigma en la manera de comprender la formación de empleados públicos. La política de formación de empleados públicos tiene un carácter transversal y tiene, asimismo, una naturaleza instrumental. El presente trabajo desarrolla un análisis integral de la formación en el marco del cambio de paradigma que representa el EBEP en la gestión de recursos humanos, poniendo en valor la importancia que la formación tiene para articular políticas selectivas, la carrera profesional o la evaluación del desempeño en el empleo público. Superar el actual «modelo agotado» de formación exige ver la misma como un deber o responsabilidad del empleado público. Enplegatu publikoen prestakuntza baztertu samar egon da. Lan honek, hain zuzen, aztertzen du noraino aldatuko ote duten paradigma, enplegatu publikoen prestakuntza ulertzeko moduan, Enplegatu Publikoaren Oinarrizko Estatutua onartzeak eta han jasotzen diren pertsonen kudeaketa berritzeko tresnek. Enplegatu publikoak prestatzeko politika zeharkakoa izateaz gain, instrumentala ere bada. Azterlan honetan oso-osoan aztertzen da enplegatu publikoen prestakuntza, aipatu estatutuak baliabideen kudeaketari dagokionez dakarren paradigma-aldaketaren ikuspegitik. Halaber, baloratu egiten da prestakuntzak duen garrantzia, hautaketa-politikak, karrera profesionala edo enplegu publikoko lanaren ebaluaketa antolatzeko orduan. Gaur egungo prestakuntza-eredua «agortuta» dago. Beraz, gainditu beharra dago, eta, horretarako, ezinbestekoa da enplegatu publikoaren eginbehar edo erantzukizun moduan hartzea prestakuntza. The civil servants¿ training has been subject of marginal attention. The aim of this study is to analyzse to what extent the passing of the Basic Statute for the Civil Servants and the instruments of innovation for the personal administration therein do really imply a change in the paradigm of understanding the civil servants¿ training. The policy on the civil servant¿s training has a transversal character and also an instrumental nature. This present work develops an integral study on the training within the framework of the change of paradigm which entails the EBEP for the management of human resources, by enhacing the importance training has in order to articulate selection policies, the professional career or the evalutaion of the performance of the public employment. Overcoming the current «outdated model» of training calls for considering it as a duty or responsibility by the civil servant.

scholarly journals Retos del cine mexicano comercial para su consumo en los Estados Unidos

2017 ◽  
Vol 7 (14) ◽  
Author(s):  
David F. Lozano Treviño ◽  
José N. Barragán Codina ◽  
Sergio Guerra Moya ◽  
Paula Villalpando Cadena
Keyword(s):  
United States ◽  
Human Resources ◽  
Production Planning ◽  
The United States ◽  
Critical Factors ◽  
Causal Factors ◽  
Recursos Humanos ◽  
Film Productions ◽  
Production Plans ◽  
Factors Of Success

Abstract: The main purpose of this document is to give statement of the importance that the innovative ideas of the Mexican commercial films organizations have, so they can create attractive movies for the spectators in the United States market and increase the film business. Also, we discuss the need that the organizations have to create production plans that allow them to reduce the costs, as much as possible, during the production. This will be the beginning to develop an appropriate commercializing into the United States by the Mexican organizations that will allow us to obtain an attractive revenue,always looking towards the United State customers´ satisfaction. Finally, we analyze the critical factors of success or failure in the Mexican commercial film productions, taking into account the financial aspects, like the production investment, government supports and the return over the investment; theinternational marketing, that includes the film promotion and the distribution and exhibition; and the artistic aspect composed by the human talent and the movie story.Key Words: Causal factors of success, film commerce, film production enterprise, human resources, innovative ideas, production planning, revenueResumen: El presente documento tiene como finalidad plasmar la importancia que tienen las ideas innovadoras de las organizaciones de producciones cinematográficas en México para que puedan crear películas atractivas para los espectadores en el mercado estadounidense y aumentar la comercialización de las mismas. También, se comenta la necesidad que tienen dichas organizacionesde crear planes de producción que les permitan reducir los costos, lo más posible, durante la filmación. Lo anterior será el inicio para desarrollar una comercialización adecuada a los Estados Unidos por  parte de las organizaciones mexicanas, que les permitirá obtener atractivos rendimientos, buscando siempre la satisfacción del consumidor estadounidense. Por último, se analizan los factores críticos de éxito o fracaso en las producciones cinematográficas comerciales mexicanas, mencionando los aspectos financieros, como lo son la inversión en la producción, los apoyos gubernamentales y el retorno sobre la inversión; el marketing internacional, que incluye la promoción de películas y su distribución y exhibición; y el aspecto artístico comprendido por el talento humano y la historia que se cuenta en la película.Palabras Clave: Comercialización de películas, factores causales de éxito, ideas innovadoras, organización de producción cinematográfica, planeación de la producción, recursos humanos, rendimientos

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