Práticas em gestão de pessoas adotadas por empresas em Bagé-RS e região da campanha: um estudo guiado pelos seis processos básicos de gestão de pessoas.

Abstract

In the current scenario of organizations, the constant search for competitive advantages and business sustainability has led to the search for new alternatives through the development of innovative management models. With this idea of interdependence between people and organizations, the general context of People Management is formed, originating in the 1990s, as a set of practices necessary to manage people's work. Thus, the general objective of this work is to identify and analyze the People Management processes from the perspective of a private Human Resources consulting company located in the city of Bagé - RS. Followed by the following specific objectives: i) carry out bibliographical research on People Management; ii) identify the People Management processes based on the experience of a professional in the Human Resources area in the Campaign region; and iii) present the collected results and proceed with their analysis. The theoretical assumptions mobilized through the reviewed literature consider the concepts defended by Chiavenato (2010) regarding the process of managing people, namely: adding, applying, rewarding, developing, maintaining and monitoring people. As for the methodology, the research had an exploratory character, supported by a qualitative, bibliographical and documental approach. Data collection for this study took place through two phases, bibliographical research and an interview with a professional in the area of People Management, analyzed from a Discursive Textual Analysis. The study sought to understand the importance of People Management for organizations, adopted practices, factors that impact on the quality of life of employees and aspects that limit companies to apply improvement actions in the area. In general, the results indicate that some basic processes advocated by Chiavenato (2010) are addressed in companies and others are not, requiring their effective implementation. It is concluded, therefore, that the research results demonstrate that companies and their managers are increasingly aware of the importance of people, and that they are the most important resources and that make the difference