Aspectos determinantes para a atração, formação e retenção de talentos na empresa
Since the late 20th century and early second millennium there were major changes in world economics. Upon this fact is increasing discussion about the role and importance of human talent in organizations. Given the current situation, the changes that occur in business are not enough to be only struc...
| Autor principal: | Nisgoski, Luiz Fernando |
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| Formato: | Trabalho de Conclusão de Curso (Especialização) |
| Idioma: | Português |
| Publicado em: |
Universidade Tecnológica Federal do Paraná
2020
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| Assuntos: | |
| Acesso em linha: |
http://repositorio.utfpr.edu.br/jspui/handle/1/23459 |
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| Resumo: |
Since the late 20th century and early second millennium there were major changes in world economics. Upon this fact is increasing discussion about the role and importance of human talent in organizations. Given the current situation, the changes that occur in business are not enough to be only structural, but above all it must be cultural and behavioral changes. Regarding the management of people, it was observed that, in fact, there is a new trend related to human resource management. With the competitiveness, organizations rely on investing strategies, personal assuming new responsibilities for the performance necessary to meet goals and objectives. With this literature review sought to understand and improve the knowledge about the determinants for attracting, training and retaining talent in the company and investigate what policies and practices of human resource management that effectively contribute to the retention of talent. Through theoretical searched verified the importance of managers being donees of knowledge, skills and competencies needed to lead talented people. Whereas it is also a growing awareness among businesses about the importance of managing organizational culture to achieve results, there was interest from this study, researching it and there was indeed than climate and organizational culture are behavioral issues that affecting labor relations, contributing to the loss of talent and staff turnover. |
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