Rotatividade no trabalho: análise das dimensões das teorias das necessidades
Today, the great wealth of organizations is their human capital. And a major setback for organizations is the high turnover rates, which mean that companies often lose out on skilled labor and their increased investment, having high expenses with hiring and hiring processes caused by turnover. In th...
| Autor principal: | Andrade, Francieli Deininger de |
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| Formato: | Trabalho de Conclusão de Curso (Especialização) |
| Idioma: | Português |
| Publicado em: |
Universidade Tecnológica Federal do Paraná
2021
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| Assuntos: | |
| Acesso em linha: |
http://repositorio.utfpr.edu.br/jspui/handle/1/26405 |
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| Resumo: |
Today, the great wealth of organizations is their human capital. And a major setback for organizations is the high turnover rates, which mean that companies often lose out on skilled labor and their increased investment, having high expenses with hiring and hiring processes caused by turnover. In this way the interest in carrying out the present case study arose. The objective is to identify the factors that generate employees' satisfaction and motivation, as well as the motives and causes of turnover, verifying the existing flaws for the rotation so as to suggest measures that can be adopted for employee retention. For the accomplishment of the same the methodology adopted is a bibliographical research, associated to a case study carried out in the administrative sector of a refrigerator. Through this it was verified as main results that for the retention of talents must occur changes mainly in managerial factors, investment of the organization in the professional and personal development, and the improvement of the remuneration, in this way the employee tends to feel motivated and as a consequence remain in the organization. |
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