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A influência das práticas de Gestão de Recursos Humanos na criação de inovação e criatividade organizacional
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Advisor(s)
Abstract(s)
Ao longo dos anos, a inovação tem vindo a ganhar cada vez mais relevância para as organizações que a consideram como o meio mais eficaz de atingir os objetivos definidos e alcançar o sucesso.
Devido aos avanços da tecnologia tanto a nível de informações como de comunicações, à crescente globalização e às constantes mudanças no mundo e na sociedade, os produtos e serviços são rapidamente aceites, mas também são facilmente substituídos, acabando por cair em esquecimento. É neste sentido que as empresas têm de introduzir no mercado, com rapidez, opções que vão ao encontro das necessidades e preferências dos consumidores. Só assim conseguem ganhar vantagem na liderança comercial, garantir a sua sustentabilidade e diferenciar-se da concorrência. Contudo, o processo de criação de inovação não é tão simples como pode parecer, pois depende das capacidades e competências cognitivas e inovadoras das pessoas que estão envolvidas. As novas tecnologias são um aspeto importante, uma vez que acrescentam valor à inovação, no entanto, os Recursos Humanos são o meio fundamental para que a inovação ocorra, apenas com o seu know-how é possível a criação de soluções inovadoras.
É neste aspeto que se insere a presente dissertação, que tem como objetivo analisar e compreender de que modo as práticas de Gestão de Recursos Humanos influenciam o desempenho inovador de uma determinada organização. Pretende-se perceber se a empresa adapta as práticas quando direcionadas para áreas inovadores e se existem medidas de incentivo ao desenvolvimento de processos de cariz inovador.
Para a elaboração da dissertação procurou-se analisar e discutir os diversos contributos teóricos e empíricos sobre a inovação, a Gestão de Recursos Humanos, bem como a relação entre a inovação e a Gestão de Recursos Humanos. O estudo de caso foi efetuado à empresa EDA, S.A., que tem apostado fortemente na inovação. Como método de recolha de dados optou-se pelas entrevistas, que possibilitaram investigar a visão dos responsáveis pelas diferentes áreas que constituem a EDA. Através da análise de dados verificou-se que a maioria das práticas de Gestão de Recursos Humanos têm impacto no desempenho inovador dos colaboradores, umas mais do que outras.
ABSTRACT: Over the years, innovation has been increasing its importance for associations that consider it as the most effective means of achieving both their defined goals and success. Due to technological advances both in terms of information and communications, increasing globalization and constant changes in the world and society, products and services are quickly accepted, but are also easily replaced, eventually falling into oblivion. It is in this sense that companies must quickly introduce options to the market that meet the needs and preferences of consumers. Only in this way can they gain an advantage in commercial leadership, guarantee their sustainability, and differentiate themselves from the competition. However, the process of creating innovation is not as simple as it may seem, since it’s dependent on the cognitive and innovative skills as well as the competences of all those involved. New technologies are an important aspect, as they add value to innovation, but Human Resources are the fundamental means for innovation to blossom since innovative solutions are only possible because of their know-how. The present thesis derives from this core, aiming to analyze and better understand how Human Resources Management practices influence the innovative performance of a given organization. It is intended to comprehend if the company adapts the practices when directed to innovative areas and if there are measures to encourage the development of said innovative processes. Theoretical and empirical contributions on innovation, Human Resources Management, as well as the relationship between innovation and Human Resources Management were analyzed throughout this dissertation in order to be able to discuss them. The case study was carried out by the company EDA, S.A., which has been investing heavily in innovation. Interviews were chosen as the method of data collection, which made it possible to investigate the view of those responsible for the different areas that constitute EDA. Through data analysis, it was found that most Human Resources Management practices have an impact on the innovative performance of employees, some more than others.
ABSTRACT: Over the years, innovation has been increasing its importance for associations that consider it as the most effective means of achieving both their defined goals and success. Due to technological advances both in terms of information and communications, increasing globalization and constant changes in the world and society, products and services are quickly accepted, but are also easily replaced, eventually falling into oblivion. It is in this sense that companies must quickly introduce options to the market that meet the needs and preferences of consumers. Only in this way can they gain an advantage in commercial leadership, guarantee their sustainability, and differentiate themselves from the competition. However, the process of creating innovation is not as simple as it may seem, since it’s dependent on the cognitive and innovative skills as well as the competences of all those involved. New technologies are an important aspect, as they add value to innovation, but Human Resources are the fundamental means for innovation to blossom since innovative solutions are only possible because of their know-how. The present thesis derives from this core, aiming to analyze and better understand how Human Resources Management practices influence the innovative performance of a given organization. It is intended to comprehend if the company adapts the practices when directed to innovative areas and if there are measures to encourage the development of said innovative processes. Theoretical and empirical contributions on innovation, Human Resources Management, as well as the relationship between innovation and Human Resources Management were analyzed throughout this dissertation in order to be able to discuss them. The case study was carried out by the company EDA, S.A., which has been investing heavily in innovation. Interviews were chosen as the method of data collection, which made it possible to investigate the view of those responsible for the different areas that constitute EDA. Through data analysis, it was found that most Human Resources Management practices have an impact on the innovative performance of employees, some more than others.
Description
Dissertação de Mestrado, Gestão de Empresas (MBA), 4 de fevereiro de 2022, Universidade dos Açores.
Keywords
Desempenho Organizacional Gestão de Recursos Humanos Recursos Humanos Human Resources Management
Pedagogical Context
Citation
Cabral, Inês Rebelo (2022). "A influência das práticas de Gestão de Recursos Humanos na criação de inovação e criatividade organizacional", 93 p.. Mestrado em Gestão de Empresas (MBA). Ponta Delgada: Universidade dos Açores. [Consult. Dia Mês Ano]. Disponível em www:<http://hdl.handle.net/10400.3/6335>