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A valorização dos colaboradores como fator eminente para a taxa de retenção dos mesmos na hotelaria
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| 2.01 MB | Adobe PDF |
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Abstract(s)
A prestação de serviços é o fundamento do setor hoteleiro. Este setor vive sobretudo de
mão-de-obra intensiva, da prestação de serviços, nos quais a interação com o cliente
assume um papel fundamental. Porém, é um setor de atividade que enfrenta o problema de
assegurar uma performance superior por parte dos seus recursos humanos, muitas vezes
recrutados exclusivamente para períodos sazonais.
Neste estudo pretende-se analisar as práticas de gestão de pessoas no setor hoteleiro na
Ilha da Madeira e aplicando o método qualitativo e tendo por base os objetivos previamente
definidos, pretende-se obter resposta relevante à seguinte questão: Que práticas de gestão
de RH são aplicadas Hotelaria? A pesquisa utilizou entrevistas semiestruturadas,
evidenciando que a principal causa da baixa retenção é a falta de práticas eficazes de
valorização dos colaboradores.
Os resultados revelam que a implementação de estratégias que valorizem os colaboradores,
como oportunidades de crescimento profissional, reconhecimento e um ambiente de
trabalho positivo, são cruciais para aumentar a retenção. A gestão eficaz das práticas de
GRH não só melhora a motivação dos funcionários, mas também contribui para o
desenvolvimento das competências necessárias para um serviço de excelência. Além disso,
o estudo aponta que a satisfação no trabalho e o comprometimento organizacional são
fatores determinantes para reduzir a intenção de saída dos funcionários.
A análise correlacional também revelou que funcionários mais jovens e com menor
escolaridade apresentavam maior intenção de saída, sugerindo que estratégias específicas
de retenção devem ser direcionadas para esses grupos. Esta abordagem analítica permitiu
compreender de forma abrangente as dinâmicas das práticas de GRH na hotelaria da
Madeira, oferecendo insights valiosos para a formulação de políticas que promovam a
retenção de talentos no setor.
The provision of services is the foundation of the hotel industry. This sector is mainly labor intensive, providing services in which interaction with the customer plays a fundamental role. However, it is a sector that faces the problem of ensuring superior performance from its human resources, often recruited exclusively for seasonal periods. This study aims to analyze people management practices in the hotel industry on Madeira Island and, by applying the qualitative method and based on previously defined objectives, we aim to obtain a relevant answer to the following question: What HR management practices are applied in the hotel industry? The research used semi-structured interviews, showing that the main cause of low retention is the lack of effective practices to value employees. The results reveal that the implementation of strategies that value employees, such as opportunities for professional growth, recognition and a positive work environment, are crucial to increasing retention. Effective management of HRM practices not only improves employee motivation, but also contributes to the development of the skills necessary for excellent service. Furthermore, the study indicates that job satisfaction and organizational commitment are determining factors in reducing employees’ intention to leave. The correlational analysis also revealed that younger and less educated employees had a higher intention to leave, suggesting that specific retention strategies should be targeted at these groups. This analytical approach allowed for a comprehensive understanding of the dynamics of HRM practices in the hotel industry in Madeira, offering valuable insights for the formulation of policies that promote talent retention in the sector.
The provision of services is the foundation of the hotel industry. This sector is mainly labor intensive, providing services in which interaction with the customer plays a fundamental role. However, it is a sector that faces the problem of ensuring superior performance from its human resources, often recruited exclusively for seasonal periods. This study aims to analyze people management practices in the hotel industry on Madeira Island and, by applying the qualitative method and based on previously defined objectives, we aim to obtain a relevant answer to the following question: What HR management practices are applied in the hotel industry? The research used semi-structured interviews, showing that the main cause of low retention is the lack of effective practices to value employees. The results reveal that the implementation of strategies that value employees, such as opportunities for professional growth, recognition and a positive work environment, are crucial to increasing retention. Effective management of HRM practices not only improves employee motivation, but also contributes to the development of the skills necessary for excellent service. Furthermore, the study indicates that job satisfaction and organizational commitment are determining factors in reducing employees’ intention to leave. The correlational analysis also revealed that younger and less educated employees had a higher intention to leave, suggesting that specific retention strategies should be targeted at these groups. This analytical approach allowed for a comprehensive understanding of the dynamics of HRM practices in the hotel industry in Madeira, offering valuable insights for the formulation of policies that promote talent retention in the sector.
Description
Keywords
Hotelaria Gestão de recursos humanos Retenção de colaboradores Satisfação no trabalho Motivação e rotatividade Hotel industry Human resource management Employee retention Job satisfaction Motivation and turnover Gestão Hoteleira . Escola Superior de Tecnologias e Gestão