Representações sobre o papel do gestor de pessoas como facilitador nas negociações informais



• Representações sobre o papel do gestor de pessoas como facilitador nas negociações informais: uma abordagem qualitativa

  Type	Book Section
  Editor	Fátima Lobo
  Author	Ricardo Moreira
  URL	http://dx.doi.org/10.17990/Axi/2016_9789726972556_225
  Rights	© 2016 Aletheia - Associação Científica e Cultural
  Place	Braga
  Publisher	Axioma - Publicações da Faculdade de Filosofia
  Pages	225-238
  ISBN	978-972-697-255-6
  Date	2016
  Language	Portuguese
  Abstract	The debate about the legitimacy of Human Resources Management (HRM), - also known by People Management, taking a more strategic approach - is complex and multifaceted and, is in certain approaches contradictory and paradoxical, regarding the non-implementation of practice of their theoretical intentions (Oliveira, 2014). There are several authors who reported that human resource managers can take the role of ‘facilitators’ (Cabral-Cardoso, 2004; Cabral-Cardoso, 2006; Sayli & Gormus, 2009; Moreira, 2014). This study is based on analysis of 10 interviews with directors of other departments – there is an exploratory nature of the sample, by convenience, non-probabilistic is extracted from 3 companies with more than 3. 000 employees in the north (2 Industry companies and 1 Distribution rganization, belonging to the District of Porto), that exploit the informal negotiating role of people management professionals. To analyze the information collected, it is used the content analysis as an auxiliary instrument of the message transmitted by exposure interviewed. The analysis content crosses the processing of data with speech analysis (Moreira, 2010).The speculative aim of this exercise does not make mention of all categories of analysis and explored dimensions, as they are subsumed in the text, however, stand out: the role and the power of Personnel Management in informal negotiations and the proximity and participation of people management in decision making. The results shows that the commitment of the Department of HRM will be more perceived the higher is its position in the hierarchy and, in parallel, is important the ability of some managers of people to congregate informal power. Although one can equate a model of ‘flexibility’ procedures in this way, it is not neglecting the ‘segmentation of the labor force’ that can arise, where the idea is to point some different HRM systems.
  Book Title	Psicologia do Trabalho e das Organizações: Contributos
  Date Added	28/06/2016, 15:31:31
  Modified	28/06/2016, 15:57:42

  Notes:

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