PRÁTICAS DE RESPONSABILIDADE SOCIAL EMPRESARIAL INTERNA EM PEQUENAS EMPRESAS DO GRANDE ABC

A Responsabilidade Social Empresarial representa um dos destaques das discussões sobre o papel das empresas e seu compromisso com os diversos públicos com a qual se relacionam. Por isso mesmo, este tema tem demandado esforços e a atenção das empresas e de diferentes setores da sociedade e do governo implicando, desta forma, numa concepção de Responsabilidade Social para além do que determina a lei tendo, ainda, as empresas que atuar de maneira responsável com todos seus stakeholders. Um dos aspectos do compromisso social se refere ao público interno como um diferencial competitivo das empresas no processo de gestão. Desta forma, o presente trabalho tem como objetivo identificar se empresas de pequeno porte do ramo industrial desenvolvem práticas internas de Responsabilidade Social Empresarial. Este trabalho, de caráter qualitativo, foi delineado por meio de pesquisa descritiva realizada em empresas localizadas na região do Grande ABC, selecionados a partir do Guia ABCD. Para tanto, utilizou-se de questionário estruturado, adaptado do instrumento de coleta de dados desenvolvido pelo Instituto Ethos de Responsabilidade Social Empresarial em parceria com o Sebrae, como instrumento de coleta. O questionário foi aplicado em 14 empresas do Grande ABC do ramo industrial. Os resultados demonstraram que as empresas pesquisadas possuem, em sua maioria, práticas de responsabilidade social interna, principalmente, as práticas que não necessitam de grande investimento ou são determinadas pela lei. Outras empresas que não possuem as referidas práticas estão em processo de conscientização.

Comunicação Interna e Gestão de Pessoas: Interfaces e perspectivas de integração e diálogo nas organizações

Esta dissertação tem como objetivo destacar a importância da integração entre as áreas de comunicação e de gestão de pessoas para o planejamento e desenvolvimento da comunicação interna nas organizações, bem como levantar algumas oportunidades de parceria entre as áreas. Busca-se também compreender o papel da área de gestão de pessoas nos processos comunicacionais e discutir a importância do diálogo e da participação na melhoria da comunicação com os públicos internos. Os novos contextos sociais e a inserção das organizações neste ambiente serviram como cenário para essa investigação e realçaram a importância do Pensamento Complexo como embasamento teórico. Utilizou-se como metodologia norteadora o levantamento bibliográfico do assunto e a realização de entrevistas semiestruturadas com especialistas das áreas de Comunicação Organizacional e da Administração com ênfase em Gestão de Pessoas. Compreende-se que adotando o pensamento complexo e a visão transdisciplinar como alicerce dessa interação a comunicação interna integrada será capaz de promover o diálogo e a participação e, com isso, ir além da visão técnico-instrumental para vencer as barreiras da departamentalização e atuar estrategicamente com a gestão de pessoas.

Une simple amélioration ou une modernisation radicale? La réforme de l'administration de la Commission Européenne

If the need for change and improvement in the Commission’s ways of working became evident as of 1979, the reform process began with the Santer Commission. Although the public management reform seems to focus on reducing personnel and expenses, it goes further in the sense of modernization: budgetary reforms aim at budgeting results and performance; emphasis is put on individual responsibility and evaluation and on a more flexible approach to personnel management, strategic planning, and transfer of authority.

Cadburys' new factory system, 1879-1919

This thesis examines the reasons for Cadburys' move from a city centre site to a greenfield site in Bournville in 1879 and the subsequent development of the factory and the Bournville community. The founding of the Bournville Village Trust by George Cadbury is discussed in relation to the Garden City movement. The welfare and personnel management policies which Cadburys adopted in the 1900s are considered in relation to welfarism in general, especially in the United States. The extent to which the idea of a `Quaker employer' can explain Cadburys policies is questioned both methodologically and empirically. The early use of scientific management at Bournville is described and related to Edward Cadbury's writings on the subject. Finally, the institution of a Works Council Scheme in 1918 is described and its uses are discussed. It is concluded that Cadburys instituted a new factory system in this period which consisted of a synthesis of ideas borrowed from elsewhere and that for a variety of reasons Cadburys was an appropriate site for their implementation.

Recruiting and developing technicians for hotel food service operations

The thesis which follows is a study of recruiting and developing skilled workers for Hotel Food Service Operations in the Miami area. The aim of the study is to bring to the attention of personnel management the role of recruiting and training in providing the skilled people needed for their operation in the short and long run as well. The study was done as a case study of the medium and large size hotels which have a minimum of 250 units each in the Miami area. However, the study has been generalized where it is possible, and when data permitted. The primary data was collected by the use of the questionnaire survey method composed of key questions about recruiting, training and sources of skilled people, turnover reasons, etc. Eight tables have been constructed, analyzed and interpreted. A personal opinion was mentioned in the interpretation of each table's data. It was found that personnel management should provide a better recruiting and developing procedures in order to attract more qualified people, particularly among the youngsters who are potential skilled workers for the future. It was concluded that the quality of work life, the benefits, and the opportunities for advancement in the food and beverage operations play a significant role in an employee's decision to stay with a particular job, and to acquire the necessary skills.

Da voz que cala ao corpo que fala: o assédio moral no ambiente de trabalho como desafio para o serviço social

The changes ocurred in the world of capitalist labor, especially from the last decades of the 20th century, accentuated the process of manipulation and domination of the working class, materialized mainly through naturalization and / or trivialization of violence, conducted in the work environment. From this process, emerge the elements of bullying, that is, the embarrassing and humiliating practices which extend through time, degrading human race, and becoming fruitful object for study, debate and the intervention of the professionals of the Social Service area. Thus, we assume the perspective of analyzing the concepts and the work of social workers, whom work at people management area before the bullying in the workplace. We propose the following objectives: apprehend the settings of bullying, in the contemporary context of competitiveness and flexibility of work, as well as its implications for workers' health; characterize the background of this expression of violence at work in the municipality of Natal- RN; and analyze the powers and duties of the social worker in the process of prevention, identification and addressing of bullying in the context of work. This study consisted of a qualitative approach, based on the dialectical-critical method as soon as we adopt methodological procedures such as: theoretical knowledge, documental and field research, and performed using semi-structured interviews. The subjects of this research were nine (09) the Social Service professionals working in personnel management area, in five (5) institutions with legal and branches of different activities, located in Natal-RN. Even interviewed one (01) representative of the Public Ministry of Rio Grande do Norte Office (MPT-RN). The findings of this analysis indicate that bullying is a contemporary expression of "social question", which is presented as a demand for the Social-assistants – covered up and / or camuflage – under the guise of problems related to workers' health or mere conflicts of interpersonal relationships, that is, without any causal connection with the organization of work. The fear of losing job, not to be inserted in the labor market, and / or suffering reprisals, deepens the subject levels of the victims of bullying. Hence the importance of Social Workers are capable to understand the social reality, by preventing and combating the elements of bullying.

A política de gestão de pessoas da UFPA: em sintonia com o gerencialismo?

This research examined the personnel policies of the Federal University of Pará (UFPA), aimed at the middle area, implemented by the President's Office of Personnel Management (PROGEP), through the Performance Management and Development from 2006 to 2009 period, in which Institutional Plan was implemented for Technical and administrative (PIDT) with a view to ascertaining whether these actions were developed in line with the ideas of managerialism or New Public Management (NPM). The study opted for qualitative research using interview as a tool to collect data. The informants were managers PROGEP / UFPA who acted in that period. Data interpretation was based on analysis of content from the collation of speeches and documents produced during the period with the managerial categories. Data analysis revealed that the management of people, UFPA has the characteristics of a hybrid management, observing the period studied two models of management: a bureaucratic, rational, focused on processes, contemporary face of public organizations, and other managerialist, adopted by PROGEP in obedience to the mandatory policies of the federal government, being much more present the characteristics of a personnel policy-oriented processes. Concludes that the personnel policy of the UFPA has not been fully tuned to managerialism in the surveyed period

Gestão de pessoas, fato administrativo e racionalidades: um estudo em uma ONG de Natal-RN

This present work aimed to investigate, through the structuring element Fato Administrativo , the way rationality guides the processes of personnel management at the Associação Companhia TerrAmar , which operates in the district of Felipe Camarão in Natal/RN. This paper is characterized by a descriptive study, as it sought to establish the relationship between the materialization of the studied phenomenon - by means of a theoretical framework consisting of the following theories: Fato Administrativo (GUERREIRO RAMOS, 1983), Substantive and Instrumental Rationality (GUERREIRO RAMOS, 1981) and Proceedings of Personnel Management proposed by Joel Dutra (2004). As the main research findings, time as an intrinsic element of the Fato Administrativo - suffers much interference from external factors, especially from the sponsors of the researched organization and also from their bureaucratic control tools; not directly relating to the processes of Personnel Management, though. Among these, it was noticed that there isn‟t a dialogue between the sponsors and the theory, due to incompatibilities regarding the structure and nature of each organization. Both movement and development have stood out. These are processes that are guided by elements of substantive rationality, literally speaking, including personal, emancipatory and solidarity values. Thus, it is stated that for future research a compatible model of Personnel Management should be built and explored (compatible with the nature of nonprofit organizations). Understanding, in depth, the processes separately aiming to understand each work is also advised. Trying to fully understand the ways of overcoming the lack of skilled workers to perform activities in similar organizations needs to be considered as well

Planung des Lernfeldunterrichtes im Spannungsfeld von Geschäftsprozessorientierung und lernfeldübergreifender Kompetenzentwicklung. Das Hamburger Konzept kooperativer curricularer Entwicklungsarbeit

Der Hamburger Schulversuch EARA (Erprobung neu strukturierter Ausbildungsformen im Rahmen des Ausbildungskonsenses 2007-2010“) wurde durch in Konsortium der Universität Hamburg evaluiert und wissenschaftlich begleitet. Die Schulversuchsevaluation gliederte sich in einen summativen und einen formativen Teil (vgl. EARA 2012, 11 f.). Im Rahmen der formativen Evaluation wurden intensive curriculare Entwicklungsarbeiten geleistet, die durch eine enge Kooperation von wissenschaftlicher Begleitung und Projektschulen geprägt waren. Dieser Beitrag stellt die theoretischen Grundlagen der gemeinsamen Curriculumentwicklung im Schulversuch EARA dar. Diese sind umfassend in der Kooperation mit der beruflichen Schule für Büro und Personalmanagement Bergedorf für das Berufsbild Kaufleute für Bürokommunikation umgesetzt worden. In diesem Beitrag werden zunächst zentrale Herausforderungen der schulnahen Curriculumentwicklung im Kontext des Lernfeldansatzes dargestellt, um dann im zweiten Abschnitt die im Schulversuch EARA zum Tragen gekommenen Lösungsansätze zu beschreiben. Die spezifischen Herausforderungen waren (1) eine veränderte curriculare Entwicklungslogik, (2) die notwendige curriculare Rekonstruktion von Lernfeldern, (3) die Schwierigkeiten prozessübergreifender Kompetenzentwicklung und (4) die geforderte Verknüpfung von Prozess- und Systemperspektive in den Lernsituationen. Die Lösungsvorschläge für diese Herausforderungen münden im Konzept der Hamburger Kompetenzmatrix und werden am Beispiel von Ergebnissen aus dem Projekt EARA dargestellt. Der Beitrag endet mit der Bilanzierung von Erfolgen und Desideraten.

Retención del talento humano en tiempos de cambio

"Retención del talento humano en tiempos de cambio” tiene como principal objetivo encontrar los factores más importantes en este aspecto que tienen nueve empresas representativas de Antioquia con presencia en Colombia y otros lugares de la geografía mundial; además, abordar estas empresas para conocer el estado actual de los procesos de gestión del talento humano como motor para fortalecer la retención y encontrar tendencias en las prácticas de estas organizaciones -- Se parte de una revisión bibliográfica, que considera variables intrínsecas y extrínsecas (que analizan los impactos hacia el ser y el hacer, respectivamente) -- Posteriormente se realizan entrevistas con los líderes de gestión humana de esas empresas, de las cuales se puede concluir que: primero, la gestión continua y de muchos años para fortalecer el liderazgo de los jefes redunda en un clima laboral que permite la retención de sus trabajadores; segundo, es importante permitir al trabajador desarrollarse dentro de la organización entendiendo la transición que empiezan a afrontar estas empresas por la necesidad de contratar jóvenes a los que motivan la alta exposición y el asumir retos evitando trabajos monótonos y repetitivos; tercero, se deben considerar aspectos como la diversidad y la inclusión, los beneficios que ofrece la empresa, y los paquetes de beneficios que cada día son más dinámicos e intentan ser totalmente flexibles para todos los trabajadores, y en menor escala el factor salarial -- Se hace claridad en que cada una de las compañías abordadas ofrecen a sus trabajadores salarios competitivos acordes a los cargos, roles y el sector en el cual trabajan, además de un salario emocional que los impacta directamente y también beneficia sus familias -- El presente estudio se realizó sobre una población de nueve empresas: Grupo Argos, Grupo Bancolombia, Grupo EPM, Organización Corona, Protección, Servicios Nutresa, Sura Asset Management, Sofasa-Renault y la Universidad Eafit -- Todas ellas generan un impacto alto en la tasa de empleo de la ciudad de Medellín y de Colombia, son altamente reconocidas en Colombia, América Latina y otras partes del mundo