56 research outputs found
Onboarding Handbook: An Indispensable Tool for Onboarding Processes
Onboarding handbooks constitute a very important and powerful tool in the socialization
and integration processes of recruits implemented by Human Resources. As companies compete to
thrive in global markets, the attraction and retention of employees have been given much attention
in recent years. One of the strategies developed by companies to achieve this goal are the so-called
Onboarding Handbooks given to newcomers, serving as a means of facilitating workers’ integration
into the everyday processes of the company. As a consolidated research area, many HR studies have
been developed around these subjects, as these manuals have been proven to be important tools
in the socialization process of the former candidate, now entering the organisational culture of a
given enterprise. A literature review was developed according to the main variables of the study
of Organisational Socialization processes, strategies, and methods, with special emphasis on the
onboarding book. To find out if these manuals correspond to the relevant literature of HR, eight
of the onboarding handbooks from several public and private organizations have been analysed
following the proposed structure of onboarding handbooks presented in the literature review. In
addition, purposeful sampling was followed and content analysis on the handbooks was developed.
The paper’s contributions are twofold: (a) the authors suggest a complete and up-to-date structure
for the contents of onboarding books to be applied by HR managers and (b) compare its structure to
several manuals of different enterprises from various sectors of the Portuguese economy. Findings
show that the onboarding book remains an important tool and facilitator of organisational integration.
Although, the onboarding processes are changing, and even the format of the onboarding books can
become different (digital or not), their contents are essential for the socialization of newcomers and
a means to organisational culture dissemination as well as containing functional contents such as
internal norms and regulations.info:eu-repo/semantics/publishedVersio
Recruitment and Selection as a Tool for Strategic Management of Organizations – El Corte Ingles Case Study
The main purpose of this study is to acknowledge how can recruitment process & selection be used as a
strategic partner in the management of current organizations.
Having as a reference an international prestigious organization recognized, El Corte Ingles, this case study will go from an analysis of the state of the art of this topic, trying to understand how to find different and innovative ways to use, whether recruitment or selection techniques, to leverage the management of intangible assets and get competitive advantage towards the various players in the market, moving on for a qualitative analysis of the case in study and the ways in which this organization uses the process of recruitment and selection, continuously, as an essential tool to achieve the organizational goals.info:eu-repo/semantics/publishedVersio
Employer Branding Applied to SMEs: A Pioneering Model Proposal for Attracting and Retaining Talent
Most business enterprises are small and medium-sized enterprises (SMEs), and many of
them are without a human resource and recruitment department. Thus, one of the challenges that
organizations currently face is to find a strategy to retain and attract talent. To overcome this difficulty,
enterprises must invest in employer branding policies and be aware of the factors that differentiate
them from others when attracting employees. This study aims to develop an employer branding model
applicable to SMEs, to increase and enhance the attraction and retention of talents. An exploratory
approach based on a quantitative perspective was adopted to develop an employer branding model
applied to SMEs, with two major reference employer branding models and frameworks used as
the main support. The model of employer branding was applied to SMEs regarding four dimensions,
whereby essential questions are asked, namely (1) organizational culture (e.g., do employees have
a job description aligned with the corporate culture?), (2) company strategy (e.g., what is the strategy
if business volume decreases?), (3) company reputation (e.g., how do you perceive and treat negative
feedback?), and (4) reward systems (e.g., do you feel that your employees are motivated intrinsically
or extrinsically or both?), ordered by layers based on a logical sequence. The new proposed model is
expected to serve as a useful strategic tool and as a basis for attracting, retaining and managing talent,
specifically in the SMEs context. This new model provides a set of strategic and competitiveness
benefits for SMEs, while contributing to making enterprises more profitable. The model also
contributes to SMEs having a better image and reputation, enabling them to stand out from others in
the war for talent.info:eu-repo/semantics/publishedVersio
GAMIFICATION: UMA FERRAMENTA PARA A CRIATIVIDADE EM CONTEXTO ORGANIZACIONAL
Com este trabalho pretende-se fazer uma reflexão acerca do desafio que a gestão de recursos humanos enfrenta atualmente perante a realidade organizacional de uma constante necessidade de inovação e criatividade. Podendo ser o capital humano das organizações uma das principais fontes de inovação é cada vez mais importante encontrar práticas de recursos humanos que facilitem a criatividade e o surgimento de novas ideias.
Através de uma análise à moldura teórica existente, sobre práticas de recursos humanos potenciadoras da criatividade interna nas organizações e a Gamification e o seu impacto quando aplicada em contextos organizacionais verifica-se que, para além da tremenda atualidade do tema, estamos perante uma ferramenta – a Gamification - que poderá ser uma aliada poderosa da gestão de recursos humanos ao nÃvel da motivação individual e do estabelecimento de uma cultura para a criatividade e inovação.
Como corolário deste trabalho surge o CLEVER um sistema de gestão de conhecimento criado de acordo com os princÃpios da Gamification utilizado em contexto organizacional que nos permitiu ilustrar como, na prática, os princÃpios acerca dos quais refletimos ao longo do trabalho se tocam, na realidade, e como os próprios recursos humanos da empresa se sentem ao utilizarem o jogo em contexto de trabalho e de que forma essa utilização influencia o seu relacionamento com os colegas e com a própria organização.
Este trabalho contribuiu para aprofundar o conhecimento acerca das práticas estratégicas de gestão de recursos humanos para a criatividade e inovação e também para um melhor entendimento do que é a Gamification e do papel que esta pode assumir nas empresas enquanto plataforma facilitadora de práticas organizacionais.info:eu-repo/semantics/publishedVersio
EMPLOYEE REWARDS AND MOTIVATION IN PORTUGUESE MERCIES
Goal – This study aims to investigate the influence of rewards on work motivation in
Portuguese mercies.
Method - To achieve our goal a quantitative descriptive study was carried out based on
an online survey. A convenience sample of 132 collaborators of the Portuguese mercies was
used.
Results - The results show that intrinsic task and knowledge rewards as well as extrinsic
social rewards have a positive impact on autonomous motivation.
Discussion - There was no significant evidence regarding the impact of intrinsic and
extrinsic rewards on controlled motivation. Having found that perceptions of intrinsic rewards
are more positive than those of extrinsic rewards; and, that employees have higher levels of
autonomous motivation than controlled motivation.
Conclusion - The present study allowed us to assess which rewards had the greatest
impact on mercies employees’ motivation, contributing to the understanding of the most
appropriate instruments for an effective management of human resources motivation in these
institutions.info:eu-repo/semantics/publishedVersio
Ethics and Sustainability in Hospitality Employer Branding
Tourism is currently one of the main sectors of profit for the worldwide economy. This
study aims to explore ethics and sustainability in employer branding applied in the hotel industry,
which is intended to correlate these very current and little-explored themes. This study aims to
explore the investigation of these concepts that have grown, especially in the area of tourism and
hospitality, as a way to better understand how the hotel sector can improve and develop strategic
tools to achieve organisational success and capture the best talent. Methodologically, a Delphi
method (three rounds) was performed through 26 participants recognised as experts of three major
associations within the hotel industry in Portugal. As the main outcome, this research validated the
Ethics and Sustainability in Hospitality Employer Branding Model, comprising three dimensions
(HRM and EB Practices; Factors of business ethics and environmental sustainability; and Advantages
of UH in implementing the EB strategy and RS communication) and underlying categories. Findings
and practical implications to management are presented.info:eu-repo/semantics/publishedVersio
EMPLOYEE REWARDS AND MOTIVATION IN PORTUGUESE MERCIES
Goal – This study aims to investigate the influence of rewards on work motivation in
Portuguese mercies.
Method - To achieve our goal a quantitative descriptive study was carried out based on
an online survey. A convenience sample of 132 collaborators of the Portuguese mercies was
used.
Results - The results show that intrinsic task and knowledge rewards as well as extrinsic
social rewards have a positive impact on autonomous motivation.
Discussion - There was no significant evidence regarding the impact of intrinsic and
extrinsic rewards on controlled motivation. Having found that perceptions of intrinsic rewards
are more positive than those of extrinsic rewards; and, that employees have higher levels of
autonomous motivation than controlled motivation.
Conclusion - The present study allowed us to assess which rewards had the greatest
impact on mercies employees’ motivation, contributing to the understanding of the most
appropriate instruments for an effective management of human resources motivation in these
institutions.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 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
THE ROLE OF KNOWLEDGE MANAGEMENT IN ORGANIZATIONAL STRATEGY
Em plena Era do Conhecimento, o conhecimento e a capacidade de o criar e utilizar é uma das mais importantes fontes de vantagem competitiva para as organizações, nesse sentido, pareceunos importante compreender o que é o conhecimento, de que forma este se pode gerir e como é que as organizações aprendem, analisando ainda de que forma a gestão do conhecimento pode potenciar a estratégia da organização com vista à criação de vantagem competitiva sustentada.info:eu-repo/semantics/publishedVersio
EMPLOYER BRANDING: FROM THE TRADITIONAL PERSPECTIVE TO DIGITAL APPROACH
This study performs a literature review into employer branding, from a
traditional perspective to a current digital approach. As we are now living in a Digital Age,
and the new work generations are already born digital it is crucial to find ways to
communicate with them. Employer Branding concept, although it has been around for a few
years, it is still a concept with a lot to explore, in the sense of strengthening the relationship
between the departments that deal with it and, above all, the search for tools needed to
disseminate it. This study intends to facilitate that path, by presenting an exhaustive literature
review of both, concept and models of Employer Branding, as a way to promote the research
in the area.info:eu-repo/semantics/publishedVersio
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