Strategic Talent Management: The Impact of Employer Branding on the Affective Commitment of Employees

In a globalization context, underlined by the speed of technological transformation and increasingly competitive markets, the perspective of human capital, as an asset of strategic importance, stands out in differentiating human resource practices. Under this reality, the employer branding (EB) concept gains more and more importance as a strategic tool to attract, retain, and involve human capital, given that this has become a source of competitive advantage to companies. Within this context, this study aimed to evaluate the relationship between employer branding strategies implemented by organizations, as well as their impact on the employee’s affective commitment, evident in certain organizational cultures, which are sustained over time. The methodological framework applied to this study is quantitative, and the data collection was carried out with the application of an employer branding and an affective commitment questionnaire. To achieve a good representation of the active population, the sample of the quantitative study was composed of 172 individuals, working in the public and private sectors in Portugal, exercising different positions in the different sectors of activity. Results obtained with these techniques indicate a high level of affective organizational commitment (AOC) of employees in the organizations surveyed, suggesting that affective commitment develops when the individual becomes involved and identifies with the organization.info:eu-repo/semantics/publishedVersio

A SLR on Customer Dropout Prediction

Dropout prediction is a problem that is being addressed with machine learning algorithms; thus, appropriate approaches to address the dropout rate are needed. The selection of an algorithm to predict the dropout rate is only one problem to be addressed. Other aspects should also be considered, such as which features should be selected and how to measure accuracy while considering whether the features are appropriate according to the business context in which they are employed. To solve these questions, the goal of this paper is to develop a systematic literature review to evaluate the development of existing studies and to predict the dropout rate in contractual settings using machine learning to identify current trends and research opportunities. The results of this study identify trends in the use of machine learning algorithms in different business areas and in the adoption of machine learning algorithms, including which metrics are being adopted and what features are being applied. Finally, some research opportunities and gaps that could be explored in future research are presented.info:eu-repo/semantics/publishedVersio

Strategic Talent Management: The Impact of Employer Branding on the Affective Commitment of Employees

In a globalization context, underlined by the speed of technological transformation and increasingly competitive markets, the perspective of human capital, as an asset of strategic importance, stands out in di erentiating human resource practices. Under this reality, the employer branding (EB) concept gains more and more importance as a strategic tool to attract, retain, and involve human capital, given that this has become a source of competitive advantage to companies. Within this context, this study aimed to evaluate the relationship between employer branding strategies implemented by organizations, as well as their impact on the employee’s a ective commitment, evident in certain organizational cultures, which are sustained over time. The methodological framework applied to this study is quantitative, and the data collection was carried out with the application of an employer branding and an a ective commitment questionnaire. To achieve a good representation of the active population, the sample of the quantitative study was composed of 172 individuals, working in the public and private sectors in Portugal, exercising di erent positions in the di erent sectors of activity. Results obtained with these techniques indicate a high level of a ective organizational commitment (AOC) of employees in the organizations surveyed, suggesting that a ective commitment develops when the individual becomes involved and identifies with the organization.info:eu-repo/semantics/publishedVersio

Agentes nos processos de aquisição de bens e serviços na administração pública

O tema deste trabalho são as aplicações de comércio electrónico destinadas a operar na Internet, com especial ênfase nos sistemas designados por empresa a administração. Existe já uma grande diversidade de sistemas que concretizam os diferentes paradigmas de comércio electrónico, mas é difícil encontrar documentação sobre sistemas de comércio electrónico cujos actores sejam as empresas por um lado e a Administração Púbica por outro. Nesta dissertação discutem-se os agentes de software, analisam-se as características e funcionalidades de algumas das infra-estruturas de desenvolvimento de agentes e faz-se o levantamento dos diferentes sistemas de comércio electrónico existentes. Apresenta-se de seguida um modelo conceptual dos processos de aquisição de bens e serviços na Administração Pública, extraído a partir da legislação que faz a sua regulamentação. Propõe-se então uma arquitectura de sistema de informação que realiza o referido modelo, suportada em parte numa infra-estrutura de agentes. Finalmente, apresenta-se o SABES Sistema de Aquisição de Bens e Serviços, um protótipo por nós desenvolvido que concretiza muitos dos aspectos da arquitectura proposta, discutem-se os resultados obtidos num estudo de avaliação do SABES e avaliam-se os méritos e limitações do protótipo