Posturas estratégicas, práticas de gestão de pessoas e práticas de mensuração dos resultados e contribuições da gestão de pessoas para o desempenho organizacional: uma análise de suas relações e configurações

Abstract

The objective of this research is to investigate the relationship between strategic postures constructs, people management practices and practices of measuring results and contributions of human resource management, seeking to understand the force and direction of this relationship. The mapping of types of strategic postures adopted by the organizations surveyed and, also, the practices related to the processes of human resource management and measurement of results and contributions of human resource management f`or the performance of the organizations was surveyed. Domestic and foreign companies were studied, of different sizes, belonging to various economic sectors and the different branches of activity, operating in the national territory. From a universe of some 3,000 organizations registered in the Brazilian Association of Human Resource Management, was set a list of three hundred organizations to participate. An electronic survey was used for data collection, consisting of 80 objective questions, and ten more questions of identification of the profile of the respondents and their respective organizations. The survey was conducted from September 17 to December 28, 2012. At the end it was obtained a total of 281 valid respondents in the sample. For evaluating strategic postures was used the model created by Miles and Snow (1978), which describes four types of strategic postures analyzer, reactor, defender, and prospector. To assess human resource management practices and performance measurement practices and contributions of human resource management was used a set of variables and measurement indicators, obtained from theoretical body adopted. The collected data were subjected to statistical treatment, which involved the descriptive statistics and multivariate analysis techniques. The methodology employed involved factor analysis, and for the measurement and analysis ofthe relationships between constructs, it was used the parameter estimation by the PLS (Partial Least Squares) and also the use of statistical software SPSS. The PLS method was chosen on the basis of the formative characteristic of constructs, the flexibility of the method in relation to the size of the sample. SPSS software was chosen because of his power of analysis and statistical sensitivity. The results showed that it was found a statistically significant positive correlation between every model hypothetical constructs used by validating the model itself and confirming every chance proposals. The predominant strategic posture in the sample was the analytical, followed by the strategic postures prospective, defensive and reactive, respectively. There was the prevalence of contingencialist perspective of human resource management, and the predominance of a linear, sequential and horizontally fit management process from the organizations strategies, which are unfolding in people management practices in an attempt to achieve the goals of the organization. lt was noted that the practices of measuring results of human resource management, only reflect the efficiency of internal processes of people management, but do not provide direct information on the level of alignment of human resource management practices with organizational strategy. At the end were listed recommendations for the enrichment and evolution of the theme researched.