Título: | THE NEW HUMAN RESOURCES ROLE: WHAT IS STRATEGIC HR AND ITS CONTRIBUTION TO THE BUSINESS | ||||||||||||||||||||||||||||||||||||
Autor: |
GUSTAVO LEONETTE DE MOURA ESTEVAO |
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Colaborador(es): |
SANDRA REGINA DA ROCHA PINTO - Orientador |
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Catalogação: | 25/JAN/2012 | Língua(s): | PORTUGUESE - BRAZIL |
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Tipo: | TEXT | Subtipo: | THESIS | ||||||||||||||||||||||||||||||||||
Notas: |
[pt] Todos os dados constantes dos documentos são de inteira responsabilidade de seus autores. Os dados utilizados nas descrições dos documentos estão em conformidade com os sistemas da administração da PUC-Rio. [en] All data contained in the documents are the sole responsibility of the authors. The data used in the descriptions of the documents are in conformity with the systems of the administration of PUC-Rio. |
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Referência(s): |
[pt] https://www.maxwell.vrac.puc-rio.br/projetosEspeciais/ETDs/consultas/conteudo.php?strSecao=resultado&nrSeq=19055&idi=1 [en] https://www.maxwell.vrac.puc-rio.br/projetosEspeciais/ETDs/consultas/conteudo.php?strSecao=resultado&nrSeq=19055&idi=2 |
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DOI: | https://doi.org/10.17771/PUCRio.acad.19055 | ||||||||||||||||||||||||||||||||||||
Resumo: | |||||||||||||||||||||||||||||||||||||
The necessity for companies to increase their ability to face competition in
global markets has imposed, over the last few years, substantial changes in the HR
organization’s roles. These changes bring challenges to people’s management and
especially for HR professionals. More than ever, HR needs to understand the role
of Strategic HR in order to position itself in the organization and leverage their
goals, adding effective strategic and valuable contribution. Thus, this research
aims to present what is the Strategic HR in the perception of professionals with
extensive experience in HR, who occupies, or had occupied, executive positions
in large organizations. To fulfill the objective, the phenomenographic
methodology was used, and 19 (nineteen) executives were interviewed. The
analysis of the interview’s transcriptions, such as the perceptions, were
categorized and resulted in 6 (six) themes: Competencies for Strategic HR,
Leadership Role, Operation Model, HR Strategic Resources, High Value Products
and Services and The HR Client. Additionally, we proposed an operation model
for the strategic human resources area, combining the 6 (six) central themes. The
results of this study suggest the need of a faster alignment between Human
Resources and business context, and a strong connection between the six central
themes, to effectively generate the HR value perception.
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