Impacto da universidade corporativa no reposicionamento estratégico da função recursos humanos em uma empresa de telecomunicações

• Ano de defesa: 2005
• Autor(a) principal: Furtado, Maria Tereza Mesquita
• Tipo de documento: Dissertação
• Tipo de acesso: Acesso aberto
• Idioma: por
• Palavras-chave em Português: Desenvolvimento de Pessoal; Pessoal -Treinamento; Responsabilidade dos empregadores na educação
• Link de acesso: http://www.repositorio.ufc.br/handle/riufc/15566

This research results from a study of the themes: strategic management of human resources and corporative universities. Its main purpose is to evaluate the contribution that the CUs can bring to the strategic re-position of the HR function, compared to the traditional practices of training and development. A literature review was made about people’s development, contextualizing the HR’s management, considering the traditional and strategic focus and the CU concept. Through a case study, the corporative university of a telecommunications company was investigated, in its Rio de Janeiro (RJ) and Fortaleza (CE) branches. As far as methodology is concerned, this research is of qualitative nature and it is also exploitive, descriptive, bibliographic and of field status. The subjects interviewed were managers, technicians, users of the services of the corporative university as well as partners, representing the strategic, tactic and techno-functional levels, a total of 19 participants. In the process of data collection there were used as evidence source, semi-structured direct interviews based on Brandão’s model (2004), questionnaires and intern data. The data analysis was based on the principles of Meister (1999) and Eboli (1999), in order to identify which impacts were perceived in the human resources function, as a result of the adoption of the CU in the company. The research results have shown that the corporative university practices partially reflects these principles. The organization which was studied has been using the corporative university institutionally and also as a strategic unit to deal with requirements that make a difference in its results and also investing profoundly in the e-learning methodology. As part of the HR management, the CU is, as well as the other HR processes, fitting in a new context motivated by changes in the organizational management model. Although well recognized as a management tool of people’s development and an appropriate space for learning, its public is yet to notice the T&D practices in CU.