Práticas de gestão de recursos humanos em PME’s portuguesas

O presente estudo tem como principal objectivo caracterizar as práticas de Gestão de Recursos Humanos mais desenvolvidas em pequenas e médias empresas (PME’s) portuguesas. Embora parte integrante de uma investigação mais ampla, a qual resultou numa dissertação de mestrado que pretendeu estudar as práticas de Gestão de Recursos Humanos (GRH) nas empresas de média dimensão do distrito de Aveiro, este estudo pretende apresentar uma das suas principais dimensões de análise. De referir que a investigação inicial abrangia o conceito de média empresa (de 50 a 500 trabalhadores). No entanto, e para conferir originalidade ao estudo que agora se apresenta publicamente, a realidade empírica em estudo foi circunscrita às denominadas PME’s (50 a 249 trabalhadores). Para melhor contextualizar a realidade objecto de estudo, tomou-se como ponto de partida a abordagem teórica sobre as diferentes fases evolutivas do conceito e conteúdo da GRH e, consequentemente, a sua caracterização no nosso país. Adicionalmente é analisado o papel que o departamento de recursos humanos assume no desenvolvimento da GRH no interior das PME’s através da disseminação que faz das suas diferentes práticas, previamente identificadas a partir da revisão de literatura analisada. A partir da literatura revista foi identificado um conjunto de 21 práticas de GRH como as mais comummente desenvolvidas em contexto organizacional. Dado ser objectivo principal perceber se a GRH das PME’s portuguesas acompanha a tendência evolutiva desta disciplina de gestão a nível internacional, fez-se a diferenciação entre aquelas que são consideradas práticas tradicionais e práticas estratégicas de GRH. Delimitado ao distrito de Aveiro, de um universo constituído por 613 empresas, foi aplicado um inquérito por questionário, via postal, tendo sido recolhidos 111 questionários válidos. A análise dos resultados permite concluir que não obstante predominarem em Portugal as PME’s, estas apresentam pouca intensidade no desenvolvimento de práticas de GRH, ao mesmo tempo que se apresentam como limitadoras do grau de intervenção do departamento de RH, no desenvolvimento dessas práticas. Há, portanto, motivos para propor alguns desafios de mudança à GRH vigente neste grupo de empresas, ainda muito dependente dos processos burocrático-administrativos na gestão do recurso mais dinâmico das organizações: as pessoas. É ainda longo o caminho a percorrer para que se possa falar numa efectiva gestão estratégica de recursos humanos nas PME’s portuguesas. Contudo, os primeiros passos estão dados. Este estudo permitiu não só uma primeira aproximação a um conjunto de PME’s portuguesas bem como a obtenção de maior conhecimento da função recursos humanos das PME’s estudadas. As principais conclusões extraídas deste estudo pretendem ser um importante input que auxilie as empresas portuguesas com esta tipologia a melhorarem a sua eficiência no domínio da GRH.

Motivations to participate in international trade fairs: the Portuguese experience

Motivations/barriers to participate in ITF

Participate (or not) in international trade fairs? Decision factors of Portuguese managers

Portugal is a small economy, with an open domestic market that needs competitive exporters to prosper. Trade fairs are an international promotion tool that can be used by firms when considering export development and expansion. This study identifies and evaluates the critical factors that influenced the decision making process of Portuguese SME’s (Small and Medium-Sized Enterprises) managers to participate (or not) in international trade fairs. The results indicate that the firm’s critical decisions factors to select an international trade fair were value for money and the stand (location, typology and size)

Expatriates recruitment and selection for long-term international assignments in portuguese companies

Long-term international assignments’ increase requires more attention being paid for the preparation of these foreign assignments, especially on the recruitment and selection process of expatriates. This article explores how the recruitment and selection process of expatriates is developed in Portuguese companies, examining the main criteria on recruitment and selection of expatriates’ decision to send international assignments. The paper is based on qualitative case studies of companies located in Portugal. The data were collected through semi-structured interviews of 42 expatriates and 18 organisational representatives as well from nine Portuguese companies. The findings show that the most important criteria are: (1) trust from managers, (2) years in service, (3) previous technical and language competences, (4) organisational knowledge and, (5) availability. Based on the findings, the article discusses in detail the main theoretical and managerial implications. Suggestions for further research are also presented.

The influence of pre-departure training on expatriate adjustment: an empirical investigation with portuguese international assignees

This chapter examines the cross-cultural influence of training on the adjustment of international assignees. We focus on the pre-departure training (PDT) before an international assignment. It is an important topic because in the globalized world of today more and more expatriations are needed. The absence of PDT may generate the failure of the expatriation experience. Companies may neglect PDT due to cost reduction practices and ignorance of the need for it. Data were collected through semi-structured interviews to 42 Portuguese international assignees and 18 organizational representatives from nine Portuguese companies. The results suggest that companies should develop PDT programs, particularly when the cultural distance to the host country is bigger and when there is no previous experience of expatriation to that country in the company. The study is original because it details in depth the methods of PDT, its problems, and consequences. Some limitations linked to the research design and detailed in the conclusion should be overcome in future studies.

Privatization in an international mixed duopoly with environmental taxes

We study the effects of environmental and trade policies in an international duopoly serving two countries, with pollution abatement. This analysis is done in both mixed and privatized markets. The model has two stages: First, governments choose environmental taxes and import tariffs, simultaneously; then, the firms compete in the market by choosing output levels for the domestic market and to export and also abatement levels.

China's space program : a new tool for PRC "soft power" in international relations?

When China launched an anti-satellite (ASAT) weapon in January 2007 to destroy one of its inactive weather satellites, most reactions from academics and U.S. space experts focused on a potential military “space race” between the United States and China. Overlooked, however, is China’s growing role as global competitor on the non-military side of space. China’s space program goes far beyond military counterspace applications and manifests manned space aspirations, including lunar exploration. Its pursuit of both commercial and scientific international space ventures constitutes a small, yet growing, percentage of the global space launch and related satellite service industry. It also highlights China’s willingness to cooperate with nations far away from Asia for political and strategic purposes. These partnerships may constitute a challenge to the United States and enhance China’s “soft power” among key American allies and even in some regions traditionally dominated by U.S. influence (e.g., Latin America and Africa). Thus, an appropriate U.S. response may not lie in a “hard power” counterspace effort but instead in a revival of U.S. space outreach of the past, as well as implementation of more business-friendly export control policies.

Expatriates’ influence on knowledge sharing: an empirical study with International portuguese companies

Despite the abundant literature in knowledge management, few empirical studies have explored knowledge management in connection with international assignees. This phenomenon has a special relevance in the Portuguese context, since (a) there are no empirical studies concerning this issue that involves international Portuguese companies; (b) the national business reality is incipient as far as internationalisation is concerned, and; (c) the organisational and national culture presents characteristics that are distinctive from the most highly studied contexts (e.g., Asia, USA, Scandinavian countries, Spain, France, The Netherlands, Germany, England and Russia). We examine the role of expatriates in transfer and knowledge sharing within the Portuguese companies with operations abroad. We focus specifically on expatriates’ role on knowledge sharing connected to international Portuguese companies and our findings take into account organizational representatives’ and expatriates’ perspectives. Using a comparative case study approach, we examine how three main dimensions influence the role of expatriates in knowledge sharing among headquarters and their subsidiaries (types of international assignment, reasons for using expatriation and international assignment characteristics). Data were collected using semi‐structured interviews to 30 Portuguese repatriates and 14 organizational representatives from seven Portuguese companies. The findings suggest that the reasons that lead Portuguese companies to expatriating employees are connected to: (1) business expansion needs; (2) control of international operations and; (3) transfer and knowledge sharing. Our study also shows that Portuguese companies use international assignments in order to positively respond to the increasingly decaying domestic market in the economic areas in which they operate. Evidence also reveals that expatriation is seen as a strategy to fulfill main organizational objectives through their expatriates (e.g., business internationalization, improvement of the coordination and control level of the units/subsidiaries abroad, replication of aspects of the home base, development and incorporation of new organizational techniques and processes). We also conclude that Portuguese companies have developed an International Human Resources Management strategy, based on an ethnocentric approach, typically associated with companies in early stages of internationalization, i.e., the authority and decision making are centered in the home base. Expatriates have a central role in transmitting culture and technical knowledge from company’s headquarters to the company’s branches. Based on the findings, the article will discuss in detail the main theoretical and managerial implications. Suggestions for further research will also be presented.

Exploring why portuguese companies expatriate, and portuguese expatriates accept international assignments

This study explores (1) the reasons that lead Portuguese companies to use expatriates and (2) the motivations that led the repatriates to accepting an international assignment. Semistructured interviews were carried out on 44 individuals (14 responsible for organizational management of the expatriates and 30 repatriates), in seven international companies based in Portugal, and analysis of the thematic content was conducted for data processing. Results suggest that the reasons that lead Portuguese companies to expatriating employees are connected to business needs and the control of international operations, while individual motivations are linked to personal and professional ambition, the will to serve the company and organizational pressure. We concluded that Portuguese companies, like most European companies, seem to develop a strategy of International Human Resources Management (IHRM) according to an ethnocentric approach, characteristic to companies in early stages of internationalization. Similarly, the main motivations of Portuguese repatriates are identical to those of other expatriates, though the will to serve the company seems to be more valued by Portuguese repatriates than by expatriates from other countries.

Factors of repatriates’ turnover: literature review

One of the important challenges for multinational organisations is to increase the ability to retain their repatriates. The literature review shows high turnover rates amongst repatriates in the first two years following return from the international assignment. This paper discusses organisation’s (in)ability to retain its repatriates. A diversity of predictable factors of repatriates’ turnover is identified, including factors related to the job, the organisation, qualification, career development, personality, social context and the market. The paper analysis organisational support practices designed to increase the power of retention and decrease the turnover. We concluded that research about retention versus turnover of repatriates is scarce, mainly regarding the role a formal repatriation and retention programme in facilitating the retention of these employees with acquired international knowledge and skills, that is, the role that organisational factors play in voluntary turnover decisions. Further research is suggested at the end of the article.

International Expectations: ICW - Prelúdio para o CNM

Neste artigo são abordadas as primeiras diligências internacionais para se formar o CNMP, Conselho Nacional das Mulheres Portuguesas. Procurámos identificar as figuras que estiveram envolvidas nesses contactos iniciais, delineando o relacionamento com a Rainha Sr.ª D. Amélia por parte de quem esteve envolvido. Tempo será ainda de apurar as razões do insucesso. Este estudo assinala uma antecipação em cerca de 10 anos no historial do CNMP, relevante pelas pessoas envolvidas, pelas relações com o feminismo internacional, com particular impacto pois sinaliza o sentido em que o mesmo ocorreu. A iniciativa partiu do ICW «International Council of Women» para Portugal, como acontecera antes estando na génese de outros Conselhos congé

Proceedings of the fifth international conference on Axiomatic Design (ICAD 2009)

FCT/UNL; UNIDEMI, Caixa Geral de Depósitos, CEST, MANO, Visteon, Axiomatic Design, Pionee

Foresight studies on work in the knowledge society: a 2nd international conference at UNL

The 2nd International Conference on "Foresight Studies on Work in the Knowledge Society" was organised by IET, the Research Centre on Enterprise and Work Innovation, at the Faculty of Sciences and Technology of "Universidade Nova de Lisboa" (FCT-UNL), and took place on January 26 and 27 of 2009 with the support of the European project WORKS-Work Organisation Re-structuring in the Knowledge Society (financed by the European Commission, and co-ordinated by HIVA Leuven)

Privatization and social welfare in an international mixed Stackelberg duopoly

Competition between public and private firms exists in a range of industries like telecommunications, electricity, natural gas, airlines industries, as weel as services including hospitals, banking and education. Some authors studied mixed oligopolies under Cournot competition (firms move simultaneously) and some others considered Stackelberg models (firms move sequentially). Tomaru [1] analyzed, in a Cournot model, how decision-making upon cost-reducing R&D investment by a domestic public firm is affected by privatization when competing in the domestic market with a foreign firm. He shows that privatization of the domestic public firm lowers productive efficiency and deteriorates domestic social welfare. In this paper, we examine the same question but in a Stackelberg formulation instead of Cournot. The model is a three-stage game. In the first stage, the domestic firm chooses the amount of cost-reducing R&D investment. Then, the firms compete à la Stackelberg. Two cases are considered: (i) The domestic firm is the leader; (ii) The foreign firm is the leader. We show that the results obtained in [1] for Cournot competition are robust in the sence that they are also true when firms move sequentially.