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Motivação e programas de Trainees na perspetiva dos participantes
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Orientador(es)
Resumo(s)
Os programas de trainees são considerados como a chave para tornar eficazes os processos de atração e retenção de talentos. Contudo, pouco se sabe sobre este tipo de programas. O presente estudo tem como foco estes programas, procurando compreender se estes promovem a atração e retenção de talentos, que tipo de fatores influenciam essa capacidade de atração e retenção e qual o papel da motivação nesse processo. Para o fazer, foram recolhidos testemunhos de trainees que participam nestes programas, acreditando-se que uma abordagem qualitativa permite uma perspetiva única sobre estes programas.
Os resultados demonstram que as empresas têm um longo caminho a percorrer no que toca ao desenvolvimento de programas de trainees que sejam capazes de garantir a retenção desses talentos. No caso da atração de talento, esta é realizada com base nas perceções que os jovens talentos têm acerca destes programas, e das crenças acerca das vantagens únicas que estes oferecem. Já no caso da retenção, a capacidade de motivar trainees desempenha um papel central, particularmente a motivação intrínseca. Adicionalmente, a gestão do intervalo entre expetativas acerca dos programas e realidade é essencial ? sendo que quanto maior este intervalo, maior a dificuldade de garantir essa retenção.
Verifica-se que os trainees se tratam de uma força de trabalho exigente, o que leva a que as empresas tenham de aperfeiçoar as suas estratégias de gestão de talentos e de gestão motivacional se pretendem que os programas de trainees desempenhem a função desejada enquanto ferramenta de atração e retenção de talentos.
Trainee programs are considered as the key to making the processes of attraction and retention of talent effective. However, little is known about such programs. The present study focuses on these programs, trying to understand if they promote the attraction and retention of talents, what kind of factors influence this capacity of attraction and retention and what role of motivation in that process. To do so, trainee testimonies were collected from participating in these programs, believing that a qualitative approach allows a unique perspective on these programs. The results show that companies have a long way to go in developing trainee programs that are able to ensure retention of those talents. In the case of talent attraction, it is realized based on the perceptions that the young talents have about these programs, and of the beliefs about the unique advantages that these offer. Already in the case of retention, the ability to motivate trainees plays a central role, particularly the intrinsic motivation. In addition, the management of the interval between expectations about programs and reality is essential - the longer this interval, the greater the difficulty in securing such retention. Trainees are seen to be a demanding workforce, leading companies to improve their talent management and motivational management strategies if trainee programs are to perform the desired function as a attraction and retention of talents.
Trainee programs are considered as the key to making the processes of attraction and retention of talent effective. However, little is known about such programs. The present study focuses on these programs, trying to understand if they promote the attraction and retention of talents, what kind of factors influence this capacity of attraction and retention and what role of motivation in that process. To do so, trainee testimonies were collected from participating in these programs, believing that a qualitative approach allows a unique perspective on these programs. The results show that companies have a long way to go in developing trainee programs that are able to ensure retention of those talents. In the case of talent attraction, it is realized based on the perceptions that the young talents have about these programs, and of the beliefs about the unique advantages that these offer. Already in the case of retention, the ability to motivate trainees plays a central role, particularly the intrinsic motivation. In addition, the management of the interval between expectations about programs and reality is essential - the longer this interval, the greater the difficulty in securing such retention. Trainees are seen to be a demanding workforce, leading companies to improve their talent management and motivational management strategies if trainee programs are to perform the desired function as a attraction and retention of talents.
Descrição
Mestrado em Gestão de Recursos Humanos
Palavras-chave
Programas de Trainees Atração e Retenção de Talentos Motivação Trainees Gestão de Recursos Humanos Trainee Programs Attraction and Retention of Talents Motivation Human Resources Management
Contexto Educativo
Citação
Ferreira, Joana Alexandra Trindade (2019). "Motivação e programas de Trainees na perspetiva dos participantes". Dissertação de Mestrado, Universidade de Lisboa. Instituto Superior de Economia e Gestão.
Editora
Instituto Superior de Economia e Gestão