Recursos humanos e gestão da qualidade: "estudos de caso" em instituições particulares de solidariedade social no Concelho de Estremoz

Neste trabalho discute-se a relevância da performance nas Instituições de Solidariedade Social, com especial incidência a Gestão de Recursos Humanos, e a implementação da Gestão da Qualidade Total, na medida que se multiplicam as exigências em torno da eficiência, quantidade e qualidade dos serviços, e uma maior flexibilidade para assegurar a competitividade a nível nacional. A Gestão Estratégica de Recursos Humanos é a resposta possível e sustentada, de colocar os colaboradores no centro das Instituições, apelando à autonomia, criatividade, talento, estímulos, aspirações individuais e cooperativas, e considerar que são os colaboradores que fazem o sucesso das Instituições. Com este trabalho pretende-se chamar a atenção para a importância da GRH dentro das Instituições de Solidariedade Social, fazendo um diagnóstico da laboração na área de recursos humanos e propondo um plano de intervenção/reorganização destes mesmos serviços. Este trabalho de Dissertação segue a metodologia de três estudos de caso cuja recolha de dados foi realizada, tendo por base diversas fontes: análise documental, observação direta, questionário. Verificamos que as Instituições, objetos de estudo revelam poucos conhecimentos a nível da gestão de recursos humanos, e no que concerne à gestão da qualidade, duas das intuições não tem qualquer conhecimento, apenas a Cerciestemoz trabalha em prol da qualidade uma vez que é, uma Instituição já com vários certificados de qualidade. Face ao estudo empírico realizado constatamos que existe alguma dificuldade em prevalecer a gestão de recursos humanos e a gestão da qualidade, porque terão que estar inseridas as políticas de Gestão Recursos Humanos para que os colaboradores se sintam mais motivados e responsáveis pelas funções que desempenham, o que não é visível neste momento; ABSTRACT: This research discusses the relevance of performance in social solidarity institutions, with a focus on Human Resource Management, and the implementation of Total Quality Management, to the extent that multiply the requirements around efficiency, quantity and quality of services and greater flexibility to ensure competitiveness at national level. The Strategic Human Resource Management is possible and sustained response, placing employees at the center of the institutions, calling for autonomy, creativity, talent, stimuli, individual aspirations and cooperative skills, and consider that it is the employees that make the success of the institutions. This work is intended to draw attention to the importance of HRM in the institutions of social solidarity, making a diagnosis of laboring in the area of human resources and proposing an action plan / reorganization of these same services. This Master's work follows the methodology of three case studies in which data collection was carried out, based on several sources: document analysis, direct observation, questionnaire. We found that the institutions, objects of study reveal little knowledge in the management of human resources, and with regard to quality management, two of intuitions do not have any knowledge, only Cerciestemoz works for the quality since it is a institution already with several quality certificates. Given the empirical study found that there is some difficulty prevail human resource management and quality management, they will have to be inserted the policies of Human Resources Management for employees and feel more motivated and responsible for the functions they perform, the which is not visible at this time.

Impact of IS/IT Investments on Firm Performance: Does Stakeholder Orientation Matter?

This research project addresses a central question in the IS business value field: Does IS/IT investments impact positively on firm financial performance? IS/IT investments are seen as having an enormous potential impact on the competitive position of the firm, on its performance, and demand an active and motivated participation of several stakeholder groups. Actual research conducted in the Information Systems field, relating IS/IT investments with firm performance use transactions costs economics and resource-based view of the firm to try to explain and understand that relationship. However, it lacks to stress the importance of stakeholder management, as a moderator variable in that relationship. Stakeholder theory sees the firm as the hub centric to the spokes representing various stakeholders who were in essence equidistant to the firm, and survival and continuing profitability of the corporation depend upon its ability to fulfil its economic and social purpose, which is to create and distribute wealth or value sufficient to ensure that each primary stakeholder group continues as part of the corporation’s stakeholder system. Stakeholder theory in its instrumental version, argues that if a firm pays attention to the stakes of all stakeholder groups (and not just shareholders), it will obtain higher levels of financial performance. With this premise in mind, the aim of this paper is to discuss and test the use of stakeholder theory in the IS business value stream of research, in order to achieve a better understanding of the impact of IS/IT investments on firm performance (moderated by stakeholder management). To achieve the expected impact from an IS/IT investment, it is argued that firms need a strong commitment from those stakeholder groups, which lead us to the need of a corporate “stakeholder orientation”. When firm financial performance is measured by returns on assets (ROA), returns on investments (ROI) and returns on sales (ROS), the results show that “stakeholder orientation” impact positively in the relation between IS/IT and firm performance, using a sample of Portuguese large companies.