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Authors
Advisor(s)
Abstract(s)
O presente relatório de estágio tem como objetivo analisar as causas e implicações do
recrutamento por mobilidade na admissão e cessação de funções na Secretaria-Geral do Ministério da
Economia e Mar (SGE) ao longo da última década. Para isso, foram conduzidas seis entrevistas na
instituição de acolhimento, com perguntas formuladas de acordo com os objetivos da pesquisa e
visando responder às questões de investigação propostas. Os resultados indicam que o recrutamento
por mobilidade tem um papel central na gestão de recursos humanos da SGE, no preenchimento de vagas
em áreas de elevada complexidade técnica. Este tipo de recrutamento também contribui para o
desenvolvimento profissional dos trabalhadores, ao facilitar a partilha de conhecimentos e a
introdução de novas práticas. Contudo, verificou-se a ausência de um planeamento estratégico claro
para a gestão dos processos de mobilidade, o que faz com que essa modalidade seja utilizada de
forma informal. Ademais, as entrevistas revelaram divergências entre os responsáveis sobre as
implicações da mobilidade, sugerindo a necessidade de uma política mais estruturada. Os resultados
foram discutidos à luz da literatura presente no enquadramento teórico do trabalho, evidenciando
tanto os benefícios quanto as
limitações do recrutamento por mobilidade na administração pública.
The internship report aims to understand the causes and implications of the mobility-based recruitment process for the admission and termination of employees at the SGE over the last decade. Six interviews were conducted within the host organization, structured according to the research objectives and designed to address the research questions posed. The findings show that mobility-based recruitment plays a crucial role in human resources management at SGE, in filling vacancies in technically complex areas. It also serves as a mechanism for promoting the development of employees' skills, contributing to organizations through knowledge sharing and the introduction of new techniques and procedures. Moreover, it was noted that the SGE lacks a strategic plan to manage recruitment processes mobility, which is frequently used within the organization. Regarding the implications of mobility-based recruitment, there was a lack of consensus, suggesting the absence of a structured policy related to its implementation. The findings are theoretically grounded in the literature outlined in the theoretical framework of the research.
The internship report aims to understand the causes and implications of the mobility-based recruitment process for the admission and termination of employees at the SGE over the last decade. Six interviews were conducted within the host organization, structured according to the research objectives and designed to address the research questions posed. The findings show that mobility-based recruitment plays a crucial role in human resources management at SGE, in filling vacancies in technically complex areas. It also serves as a mechanism for promoting the development of employees' skills, contributing to organizations through knowledge sharing and the introduction of new techniques and procedures. Moreover, it was noted that the SGE lacks a strategic plan to manage recruitment processes mobility, which is frequently used within the organization. Regarding the implications of mobility-based recruitment, there was a lack of consensus, suggesting the absence of a structured policy related to its implementation. The findings are theoretically grounded in the literature outlined in the theoretical framework of the research.
Description
Relatório de Estágio para a obtenção do grau de Mestre em Administração Pública
Keywords
Administração Pública Gestão de Recursos Humanos Recrutamento por Mobilidade Planeamento Estratégico Retenção de Talentos Public Administration Human Resources Management Recruitment Mobility Retention