Principais desafios para a utilização de people analytics nas funções de recrutamento e seleção de candidatos
Tipo
TCC
Data de publicação
2023-06-15
Periódico
Citações (Scopus)
Autores
Kobayachi , Lucas Massao
Valvano , Lucas Soltau
Nascimento, Maria Fernanda Silva Ferreira do
Pereira, Milene da Silva
Valvano , Lucas Soltau
Nascimento, Maria Fernanda Silva Ferreira do
Pereira, Milene da Silva
Orientador
Cesar, Ana Maria Roux Valentini Coelho
Título da Revista
ISSN da Revista
Título de Volume
Membros da banca
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Resumo
A captação, manutenção e conhecimento sobre as condições de um ambiente de trabalho favorável para um colaborador de alta performance e com habilidades distintas no mercado de trabalho é imprescindível para a vitalidade de uma empresa ou organização. Neste estudo temse como objetivo geral: identificar quais são os principais desafios para a utilização de People Analytics nas funções de recrutamento e seleção de candidatos, sob a ótica de gestores da área de Recursos Humanos. Adotou-se abordagem qualitativa para o estudo. Foram feitas entrevistas semi-estruturadas junto a 5 profissionais que atuam na área de Recursos Humanos, utilizandose para tal um roteiro de questões, sendo que todas as entrevistas foram gravadas e transcritas. Os dados foram tratados com Análise de Conteúdo, partindo-se de categorias pré estabelecidas. Os resultados apontam que o tratamento criterioso dos dados permite compreender de forma precisa as necessidades da empresa e as competências dos candidatos, otimizando o processo seletivo. Contudo, é importante ressaltar que ainda existem limitações em relação à aplicação do People Analytics em diferentes contextos organizacionais. Questões éticas, envolvendo privacidade e viéses inconscientes no momento da análise dos dados, devem ser abordados com cautela e responsabilidade.
The recruitment, maintenance, and knowledge about the conditions of a work environment favor a high-performance employee with different skills in the job market and support the vitality of a company or organization. This study has the general objective: to identify the main challenges for using People Analytics in recruiting and selecting candidates, from the perspective of managers in the Human Resources area. A qualitative approach was adopted for the study. Semi-structured interviews were carried out with five professionals who work in the Human Resources area, using a script of questions. All interviews were recorded and transcribed. Data were treated with Content Analysis, starting from pre-established categories. The results indicate that careful data treatment allows a precise understanding of the company's needs and the candidates' skills, optimizing the selection process. However, it is essential to emphasize that there are still restrictions regarding applying PeopleAnalytics in different organizational contexts. Ethical issues involving privacy and unconscious bias during data analysis must be approached with caution and responsibility.
The recruitment, maintenance, and knowledge about the conditions of a work environment favor a high-performance employee with different skills in the job market and support the vitality of a company or organization. This study has the general objective: to identify the main challenges for using People Analytics in recruiting and selecting candidates, from the perspective of managers in the Human Resources area. A qualitative approach was adopted for the study. Semi-structured interviews were carried out with five professionals who work in the Human Resources area, using a script of questions. All interviews were recorded and transcribed. Data were treated with Content Analysis, starting from pre-established categories. The results indicate that careful data treatment allows a precise understanding of the company's needs and the candidates' skills, optimizing the selection process. However, it is essential to emphasize that there are still restrictions regarding applying PeopleAnalytics in different organizational contexts. Ethical issues involving privacy and unconscious bias during data analysis must be approached with caution and responsibility.
Descrição
Palavras-chave
people analytics , recursos humanos , gestão de pessoas , recrutamento , seleção de pessoas , people analytics , human resources , people management , recruitment , people selection