Inovar é sobre pessoas: um estudo sobre práticas de gestão de pessoas e inovações gerenciais

• Ano de defesa: 2019
• Autor(a) principal: Silva, Mara Rosalia Ribeiro
• Tipo de documento: Dissertação
• Tipo de acesso: Acesso aberto
• Idioma: por
• Instituição de defesa: PPAC - FEAAC - UFC
• Palavras-chave em Português: Inovação gerencial; Práticas gerenciais; Gestão de pessoas
• Link de acesso: http://www.repositorio.ufc.br/handle/riufc/40217

When it comes to innovation, one of the main Human Resource Management current challenges is to establish models and managerial practices that encourage individuals to find innovative solutions to organizational problems. Imbricated in the varied processes of innovation in organizations, managerial innovations can be highlighted. In short, managerial innovations represent the creation and improvement of new approaches on executing the managerial activity, as well as to signify the construction of new procedures and structures of the administrative system that constitute the organizations. Therefore, the aim of this investigation is to analyze the manager’s perception about Human Resource Management conceptions and practices, as well as their implications regarding the creation and implementation of managerial innovations. Regarding the methodological procedures, this is a qualitative investigation. Sixteen managers of strategic positions in large companies from the state of Ceará, Brazil, were interviewed. The semi-structured interviews were conducted by “strips of paper” technique. The analysis of the data was done through content analysis. The definitions of the codes and categories was supported by the qualitative research software ATLAS.ti7. As a result, the research revealed that the relation between Human Resource Management practices and management innovations is closely linked to an innovative organizational context, fostered in part by the role of the Human Resource Management (responsible for aligning competencies and developing people), as well as by the comprehension about managerial innovation (which represent innovative practices or processes performed under a new approach of execution). Thus, inserted in an innovative context, four Human Resource Management practices promote managerial innovations, which are: "recruitment and selection", "people engagement", "training, development and education" and "performance and competency assessment". To a lesser extent, two Human Resource Management practices can promote managerial innovations, which are: "rewards systems" and "working conditions".