Acolhimento e integração de novos talentos : uma nova abordagem transformadora
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2025
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O primeiro dia numa organização, tido como o momento de "boas-vindas", é fundamental, garantir uma experiência enriquecedora e marcante na vida do novo talento, facilita assim a integração, desenvolve o sentido de pertença, cria o espírito de envolvimento e parceria, impulsiona a retenção dos mesmos, e estimula o desenvolvimento de relações. A abordagem garante a criatividade, inovação e a orientação para os desafios, focada nos recém- chegados, provocando neles o sentimento de valorização, e acolhimento desde o primeiro dia. O presente estudo, tem como propósito definir as melhores práticas e estruturas mais adequadas, de modo a ir ao encontro das necessidades e prioridades da empresa e dos novos talentos. De forma a orientar e alinhar o objetivo do projeto formula-se uma pergunta de partida sendo ela: Como o processo de acolhimento e integração de Boas-Vindas, poderá promover e facilitar a adaptação ao ambiente organizacional e impulsionar um sentido de pertença e envolvimento a novos talentos? A pesquisa adota a metodologia de Pesquisa-Ação, um processo que envolve a participação de todos os interessados na procura de soluções para os problemas organizacionais, utilizando assim um modelo de abordagem exploratória, avaliando as atuais tendências e adotando uma abordagem de investigação qualitativa, associada à filosofia interpretativa. O modelo do caleidoscópio de mudança utiliza as seis dimensões do mesmo, analisando uma visão abrangente das opções de implementação, conforme sugere os autores Balogun e Hope Hailey (2004). Em conformidade com as diretrizes do Project Management Institute (PMI, 2021), a gestão do projeto segue o ciclo de vida padrão, composto por cinco estágios propostos. Segundo as recomendações de Cothran e Wysocki (2019), a adoção dos objetivos SMART permite alinhar os nossos processos com as melhores práticas de gestão de projetos. Através da ferramenta PERT (Program Evaluation and Review Technique), temos uma representação clara do projeto, facilitando a identificação das tarefas a definir, e a gestão de tempo das mesmas, como sugere Santos (2020). Em suma, pretende-se implementar uma mudança incremental, com vista a melhor integração dos colaboradores na organização Moneris.
The first day in an organisation, seen as the ‘welcome’ moment, is fundamental, guaranteeing an enriching and remarkable experience in the life of the new talent, thus facilitating integration, developing a sense of belonging, creating a spirit of involvement and partnership, boosting retention and stimulating the development of relationships. The approach guarantees creativity, innovation and challenge-orientation, focussing on the newcomers and making them feel valued and welcomed from day one. The purpose of this study is to define the best practices and most appropriate structures to meet the needs and priorities of the company and new talent. In order to orientate and align the aim of the project, a starting question was formulated: How can the welcome and integration process promote and facilitate adaptation to the organisational environment and boost a sense of belonging and involvement in new talent? The research adopts the Action Research methodology, a process that involves the participation of all stakeholders in the search for solutions to organisational problems, thus using an exploratory approach model, evaluating current trends and adopting a qualitative research approach, associated with the interpretive philosophy. The kaleidoscope of change model uses its six dimensions, analysing a comprehensive view of implementation options, as suggested by the authors Balogun and Hope Hailey (2004). In accordance with the guidelines of the Project Management Institute (PMI, 2021), project management follows the standard life cycle, made up of five proposed stages. According to the recommendations of Cothran and Wysocki (2019), the adoption of SMART objectives allows us to align our processes with the best project management practices. Through the PERT (Programme Evaluation and Review Technique) tool, we have a clear representation of the project, making it easier to identify the tasks to be defined and manage their time, as suggested by Santos (2020). In summary, the aim is to implement incremental change with a view to better integrating employees into the Moneris organisation.
The first day in an organisation, seen as the ‘welcome’ moment, is fundamental, guaranteeing an enriching and remarkable experience in the life of the new talent, thus facilitating integration, developing a sense of belonging, creating a spirit of involvement and partnership, boosting retention and stimulating the development of relationships. The approach guarantees creativity, innovation and challenge-orientation, focussing on the newcomers and making them feel valued and welcomed from day one. The purpose of this study is to define the best practices and most appropriate structures to meet the needs and priorities of the company and new talent. In order to orientate and align the aim of the project, a starting question was formulated: How can the welcome and integration process promote and facilitate adaptation to the organisational environment and boost a sense of belonging and involvement in new talent? The research adopts the Action Research methodology, a process that involves the participation of all stakeholders in the search for solutions to organisational problems, thus using an exploratory approach model, evaluating current trends and adopting a qualitative research approach, associated with the interpretive philosophy. The kaleidoscope of change model uses its six dimensions, analysing a comprehensive view of implementation options, as suggested by the authors Balogun and Hope Hailey (2004). In accordance with the guidelines of the Project Management Institute (PMI, 2021), project management follows the standard life cycle, made up of five proposed stages. According to the recommendations of Cothran and Wysocki (2019), the adoption of SMART objectives allows us to align our processes with the best project management practices. Through the PERT (Programme Evaluation and Review Technique) tool, we have a clear representation of the project, making it easier to identify the tasks to be defined and manage their time, as suggested by Santos (2020). In summary, the aim is to implement incremental change with a view to better integrating employees into the Moneris organisation.
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MESTRADO EM GESTÃO AVANÇADA DE RECURSOS HUMANOS, GESTÃO, GESTÃO DE RECURSOS HUMANOS, INTEGRAÇÃO SOCIOPROFISSIONAL, VALORIZAÇÃO PROFISSIONAL, MANAGEMENT, HUMAN RESOURCES MANAGEMENT, SOCIO-PROFESSIONAL INTEGRATION, PROFESSIONAL DEVELOPMENT