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Abstract(s)
A Quarta Revolução Industrial trouxe mudanças significativas na forma como os modelos de
negócio se constituem e operam. Estes, estão imergidos num campo aberto e em crescente
transformação, não somente relativo às inovações tecnológicas utilizadas pelas empresas, mas
também relacionado com a forma como os colaboradores estão a trabalhar. Através de
computadores conectados à nuvem, é possível criar equipas geograficamente dispersas e que
realizam suas funções fora da estrutura da organização. Ou seja, a empresa torna-se capaz de
possuir sua força de trabalho localizada em qualquer lugar do mundo, o que é chamado de
trabalho remoto.
Do ponto de vista da gestão de operações, o trabalho remoto pode trazer muitos benefícios para a
estratégia operacional das empresas. Em contrapartida, representa um grande desafio no que à
gestão de talentos diz respeito. Hoje, quando as empresas podem atrair mais talentos contratando
trabalhadores remotos e mais colaboradores estão dispostos a trabalhar remotamente, as
empresas deparam-se com significantes desafios quanto à retenção de talentos neste contexto de
Trabalho Remoto. O objetivo central desta investigação, portanto, é compreender a partir da visão
dos teletrabalhadores, quais são os fatores mais relevantes que influenciam a sua tomada de
decisão ao permanecer trabalhando numa empresa que opera de maneira remota.
A metodologia segue uma abordagem qualitativa, através de um conjunto de entrevista
semiestruturada, realizadas com profissionais que estão a trabalhar em grandes, pequenas e
microempresas que operam de forma remota. O estudo mostra que os teletrabalhadores levam
em consideração todo o ambiente que é criado pela cultura organizacional da empresa, ou seja: i)
um ambiente de desenvolvimento e crescimento pessoal, ii) ambiente participativo, colaborativo
e de crescimento através de trocas com os colegas, iii) valores compatíveis com os da organização,
iv) remuneração justa e compatível, v) autonomia e flexibilidade para a execução das tarefas.
Embora os aspetos relacionados com o teletrabalho levem os teletrabalhadores a procurar
empresas que operam neste formato, não é o que condiciona os teletrabalhadores a permanecer
na empresa.
The Fourth Industrial Revolution brought about significant changes in the way in which business models are constituted and operate. These are immersed in an open and ever-changing field, not only related to the technological innovations used by companies, but also related to the way in which their employees are working. Through computers connected to the cloud, it is possible to create geographically dispersed teams that perform their functions outside the organization's structure. In other words, the company is able to have its workforce located anywhere in the world, which is called remote work. From the point of view of operations management, remote work can bring many benefits to companies' operational strategy. On the other hand, there is a great challenge related to talent management. Today, when companies can attract more talent by hiring remote workers and more employees are willing to work remotely, companies are faced with questions about how to retain talent in Remote Work. The central objective of this investigation, therefore, is to understand, from the teleworker's point of view, which aspects related to Talent Management strategies influence their decision-making to remain working in a company that operates remotely. The methodology follows a qualitative research approach, through semi-structured interviews, carried out with professionals who are working in large, small and micro companies that operate remotely. The study shows that teleworkers take into account the entire environment that is created by the company's organizational culture, that is: i) an environment of personal development and growth, ii) participatory, collaborative and growth environment through exchanges with colleagues, iii) values compatible with those of the organization, iv) fair and compatible remuneration, v) autonomy and flexibility to perform tasks. Although the aspects related to teleworking is what makes teleworkers look for companies that operate in this format, it is not what conditions teleworkers to remain in the company.
The Fourth Industrial Revolution brought about significant changes in the way in which business models are constituted and operate. These are immersed in an open and ever-changing field, not only related to the technological innovations used by companies, but also related to the way in which their employees are working. Through computers connected to the cloud, it is possible to create geographically dispersed teams that perform their functions outside the organization's structure. In other words, the company is able to have its workforce located anywhere in the world, which is called remote work. From the point of view of operations management, remote work can bring many benefits to companies' operational strategy. On the other hand, there is a great challenge related to talent management. Today, when companies can attract more talent by hiring remote workers and more employees are willing to work remotely, companies are faced with questions about how to retain talent in Remote Work. The central objective of this investigation, therefore, is to understand, from the teleworker's point of view, which aspects related to Talent Management strategies influence their decision-making to remain working in a company that operates remotely. The methodology follows a qualitative research approach, through semi-structured interviews, carried out with professionals who are working in large, small and micro companies that operate remotely. The study shows that teleworkers take into account the entire environment that is created by the company's organizational culture, that is: i) an environment of personal development and growth, ii) participatory, collaborative and growth environment through exchanges with colleagues, iii) values compatible with those of the organization, iv) fair and compatible remuneration, v) autonomy and flexibility to perform tasks. Although the aspects related to teleworking is what makes teleworkers look for companies that operate in this format, it is not what conditions teleworkers to remain in the company.
Description
Keywords
Gestão de Talentos Retenção de Talentos Teletrabalho Trabalho Remoto