Colaboradores de alta performance para engenharia : retenção de talentos
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Tipo
Monografia
Data de publicação
2013-09-09
Periódico
Citações (Scopus)
Autores
Maciel, Marcio Soares
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Resumo
Se até alguns anos atrás as empresas conseguiam gerar lucros e se perpetuar graças às características de seus produtos e serviços, hoje esta postura mudou. A competitividade depende de outros fatores, como exemplo, a retenção de funcionários de alta performance. As pessoas que compõem equipes de empresas passaram a ser um diferencial importantíssimo, sendo fundamental a identificação e retenção de colaboradores que agreguem valores e que gerem resultados alem do esperado. A retenção de colaboradores de alta performance pode ser também uma grande aliada na redução de custos. Afinal, reter colaboradores com este perfil significa manter aqueles que trazem os melhores resultados e também possibilita a diminuição dos gastos relacionados à rotatividade de profissionais na empresa. A responsabilidade na retenção de colaboradores de alta performance esta diretamente ligada ao gestor ou líder alem das políticas corporativas das empresas. Na monografia define-se que os métodos mais significativos para obter êxito nesta atividade refere-se a criação de estratégias e ferramentas para identificar os colaboradores de alta performance e diferenciá-los dos normais. Descobrir fatores que influenciam a retenção, desenvolver habilidades para o gestor motivar, liderar e adaptar técnicas estratégicas para este perfil de funcionário. Um beneficio ao conseguir a retenção do funcionário eficiente é que ele pode influenciar a equipe, inclusive forçando os que estão abaixo ou na média geral a buscarem melhores desempenhos. E como conseqüência obtenção dos melhores resultados. Podemos concluir que a identificação e retenção de colaboradores de alta performance é condição indispensável para que as empresas sejam capazes de alcançar objetivos, lucros e sobreviver em um ambiente altamente competitivo e em constante transformação.
Sometime ago companies were able to get profits and perpetuate due to characteristics of their products and services. This is no longer true. Competitiveness now depends on other factors such as retention of high performance employees. The people who comprise the companies’ teams have become a very important gap. It is fundamental to identify and retain employees that add value and generate results beyond expectations. Retention of high performance employees can be a great ally in reducing costs. After all, retaining employees with this profile means keeping those who bring the best results and also allow the reduction of costs related to staff turnover in the company. The responsibility for retention of high performance employees is directly linked to the manager or leader and corporate policies. This paper shows that the most significant methods to succeed in such activity refer to the creation of strategies and tools to identify employees with high performance and differentiate them from the average. Discovering factors that influence retention develops skills for the manager to motivate, lead and adapt strategic technical staff for this profile. The benefit to achieve effective employee retention is that it can influence the team, making those below average seek better performance, and therefore, thus better company results. We can conclude that the identification and retention of high performance employees is essential for companies to be able to achieve goals, profits and survive in a highly competitive environment which is constantly changing.
Sometime ago companies were able to get profits and perpetuate due to characteristics of their products and services. This is no longer true. Competitiveness now depends on other factors such as retention of high performance employees. The people who comprise the companies’ teams have become a very important gap. It is fundamental to identify and retain employees that add value and generate results beyond expectations. Retention of high performance employees can be a great ally in reducing costs. After all, retaining employees with this profile means keeping those who bring the best results and also allow the reduction of costs related to staff turnover in the company. The responsibility for retention of high performance employees is directly linked to the manager or leader and corporate policies. This paper shows that the most significant methods to succeed in such activity refer to the creation of strategies and tools to identify employees with high performance and differentiate them from the average. Discovering factors that influence retention develops skills for the manager to motivate, lead and adapt strategic technical staff for this profile. The benefit to achieve effective employee retention is that it can influence the team, making those below average seek better performance, and therefore, thus better company results. We can conclude that the identification and retention of high performance employees is essential for companies to be able to achieve goals, profits and survive in a highly competitive environment which is constantly changing.
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Palavras-chave
Estratégia empresarial , Gestão de pessoas , Modelos de liderança , Motivação