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Objectivos e dificuldades inerentes ao processo de expatriação : o caso das empresas portuguesas em Angola
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Serve o presente estudo para tratar um tema que, resultando directamente do factor globalização, está cada vez mais presente em grandes e médias empresas portuguesas: o processo de expatriação. Com a necessidade de se expandir globalmente e colocar os melhores recursos em diferentes países, a empresa opta por enviar de forma provisória colaboradores para ocupar cargos que dificilmente seriam ocupados por colaboradores do próprio país, principalmente numa fase inicial. Desta forma, este estudo vai incidir exactamente na análise dos objectivos e dificuldades associadas ao processo de expatriação, tanto no que diz respeito aos expatriados enviados para Angola, como da empresa que gere e controla o processo de expatriação.
Perante toda a análise realizada pretendo dar algum tipo de suporte a qualquer futuro expatriado que leia esta tese, remetendo e advertindo para o que poderá encontrar no início, durante e no final do processo de expatriação: dificuldades esperadas, como as ultrapassar e acima de tudo o que de positivo pode retirar da experiência. Mais precisamente, procuro explicar que o Departamento de Recursos Humanos deverá realizar todos os esforços para escolher e formar o melhor possível o futuro expatriado, dar-lhe todo o apoio durante a sua estadia em Angola, através de um suporte local ou de mecanismos de comunicação contínua, e, por último, preparar cuidadosamente a sua (re)integração na empresa. Este procedimento não só resultará numa adaptação local mais rápida por parte do expatriado, como tornará maior a probabilidade de sucesso de toda a operação.
The present study was performed to treat and analyze a subject that is a direct result of globalization and that is increasingly present in large and medium-sized Portuguese companies: the expatriation process. There is a need for the companies to expand globally and place the best resources in each destination country. That way, one chooses to send their employees, on a provisional basis, to positions that would hardly be occupied by employees of the destination country, especially in an early stage. Thus, this study will fall exactly on the objectives and difficulties associated with the whole expatriation process, specifying the case of Portuguese companies in Angola. Along the main conclusions, my intention is to communicate a clear idea and give some sort of support to any reader and future expatriate who reads this thesis, referring and warning what anyone can find at the beginning, during and after the expatriation process, expected difficulties and how to overcome them and above all, how positive the experience can be. More precisely, I intend to explain that the Human Resources Department must make every effort to select and train a future expatriate, give him all the footing during his stay in Angola through a physical support or continuous communication mechanisms, and finally, prepare carefully his (re)integration into the company. This procedure will not only result in a faster local adaptation by the expatriate itself, as it will rise the probability of this whole operation be a success.
The present study was performed to treat and analyze a subject that is a direct result of globalization and that is increasingly present in large and medium-sized Portuguese companies: the expatriation process. There is a need for the companies to expand globally and place the best resources in each destination country. That way, one chooses to send their employees, on a provisional basis, to positions that would hardly be occupied by employees of the destination country, especially in an early stage. Thus, this study will fall exactly on the objectives and difficulties associated with the whole expatriation process, specifying the case of Portuguese companies in Angola. Along the main conclusions, my intention is to communicate a clear idea and give some sort of support to any reader and future expatriate who reads this thesis, referring and warning what anyone can find at the beginning, during and after the expatriation process, expected difficulties and how to overcome them and above all, how positive the experience can be. More precisely, I intend to explain that the Human Resources Department must make every effort to select and train a future expatriate, give him all the footing during his stay in Angola through a physical support or continuous communication mechanisms, and finally, prepare carefully his (re)integration into the company. This procedure will not only result in a faster local adaptation by the expatriate itself, as it will rise the probability of this whole operation be a success.
Descrição
Mestrado em Gestão de Recursos Humanos
Palavras-chave
Expatriação Globalização Empresas multinacionais Objectivos Dificuldades Angola Expatriation Globalization Transnational Companies Objectives Difficulties
Contexto Educativo
Citação
Melo, António Filipe Peixoto Cordeiro Nunes (2011). "Objectivos e dificuldades inerentes ao processo de expatriação : o caso das empresas portuguesas em Angola". Dissertação de Mestrado, Universidade de Lisboa. Instituto Superior de Economia e Gestão.
Editora
Instituto Superior de Economia e Gestão