A retenção de talentos no varejo bancário
Autor(a) principal: | |
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Data de Publicação: | 2009 |
Tipo de documento: | Dissertação |
Idioma: | por |
Título da fonte: | Biblioteca Digital de Teses e Dissertações da PUC_SP |
Texto Completo: | https://tede2.pucsp.br/handle/handle/1354 |
Resumo: | This work aims to recognize and demonstrate through the expectations and wishes of the new banking employee what they think about the future of labor market. How to plan their careers, their image for the bank firm and what is more important in their ambition to stay or leave the institution. Bank industry should improve its relationship with their customers, as a matter of fact there is an increase even in concentration and competition by the institutions. More over, banks should empower and transform their employees into customer relationship agents. With technological changes and the transformation, in the last decade, of the labor market characteristic, financial firms are facing a greater competition from other careers, so that their talents are disputed by other segments. In this new reality of greater concentration, intense competition, greater demands from customers and careers competition banks have been given a high turnover in their early careers. What hinders the improvement of their career. We made use of participant observation with active participation in the community studied, making use of field notes, as well as conducting informal interviews and focused. In this context the research were focuses in employees with a maximum of 5 years of banking work in a large financial institution, which are at the initial positions of the banking career in public services agencies of the Sao Paulo city and specializing on serving the public universities. The main result of this study is that all banking employees have already received offers to switch jobs, in their short careers. In other words, banking employees are harassed by other corporate companies. Thus, in the case of an improvement in the Brazilian labor market, the bank industry will have difficult to retain their talents. In our research it became clear that today when banking employees are invited for another job and do not accept, it depends on the opportunities offers by the bank, on the vision of the future and greatly the image and brand of the institution. The banking employees knows the thru value of their salary and will only be seduced by a good pay offer, if it comes with benefits and the image of the new company should be at least the same of the bank where the employee works. Nowadays, a good pay offer should come together with a career plan. The research focus on workers up to 29 years old whom are at the moment of future decisions, for them is not enough just having a good financial offer or benefits or a good corporate image, the company must join all of this with future career s perspective |
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Trevisan, Leonardo Nelmihttp://buscatextual.cnpq.br/buscatextual/visualizacv.do?id=K4291377P4Almeida, César Rodrigues de2016-04-25T16:45:21Z2009-12-072009-10-22Almeida, César Rodrigues de. A retenção de talentos no varejo bancário. 2009. 124 f. Dissertação (Mestrado em Administração) - Pontifícia Universidade Católica de São Paulo, São Paulo, 2009.https://tede2.pucsp.br/handle/handle/1354This work aims to recognize and demonstrate through the expectations and wishes of the new banking employee what they think about the future of labor market. How to plan their careers, their image for the bank firm and what is more important in their ambition to stay or leave the institution. Bank industry should improve its relationship with their customers, as a matter of fact there is an increase even in concentration and competition by the institutions. More over, banks should empower and transform their employees into customer relationship agents. With technological changes and the transformation, in the last decade, of the labor market characteristic, financial firms are facing a greater competition from other careers, so that their talents are disputed by other segments. In this new reality of greater concentration, intense competition, greater demands from customers and careers competition banks have been given a high turnover in their early careers. What hinders the improvement of their career. We made use of participant observation with active participation in the community studied, making use of field notes, as well as conducting informal interviews and focused. In this context the research were focuses in employees with a maximum of 5 years of banking work in a large financial institution, which are at the initial positions of the banking career in public services agencies of the Sao Paulo city and specializing on serving the public universities. The main result of this study is that all banking employees have already received offers to switch jobs, in their short careers. In other words, banking employees are harassed by other corporate companies. Thus, in the case of an improvement in the Brazilian labor market, the bank industry will have difficult to retain their talents. In our research it became clear that today when banking employees are invited for another job and do not accept, it depends on the opportunities offers by the bank, on the vision of the future and greatly the image and brand of the institution. The banking employees knows the thru value of their salary and will only be seduced by a good pay offer, if it comes with benefits and the image of the new company should be at least the same of the bank where the employee works. Nowadays, a good pay offer should come together with a career plan. The research focus on workers up to 29 years old whom are at the moment of future decisions, for them is not enough just having a good financial offer or benefits or a good corporate image, the company must join all of this with future career s perspectiveEste trabalho visa identificar, através das expectativas de funcionários em início de carreira bancária, o que pensam do futuro no mercado de trabalho, como planejam a carreira, se reconhecem algum esforço da instituição em retê-los e, o que é mais importante, a perspectiva para ficar ou sair do banco. Os bancos precisam melhorar o relacionamento com os seus clientes uma vez que aumenta a concentração e a concorrência entre as instituições torna-se mais acirrada. Para superar o impasse, há necessidade de capacitar e transformar seus colaboradores em agentes de relacionamento junto à clientela. Com as mudanças tecnológicas e as transformações ocorridas na última década, o mercado de trabalho bancário passou a sofrer, também, concorrência de outras carreiras, fazendo com que os seus talentos sejam disputados por outros segmentos. Nesta nova realidade, com grande concentração, forte concorrência, maiores exigências dos clientes e carreiras concorrentes, os bancos passaram a ter um alto turnover em suas carreiras iniciais. O que dificulta na melhoria do atendimento. Foi realizada uma pesquisa de observação participante, com participação ativa na comunidade pesquisada, fazendo uso de anotações, notas de campo, bem como realizando entrevistas informais e focalizadas. Neste contexto, abordamos jovens com, no máximo, cinco anos de atuação em uma grande instituição financeira, em cargos iniciais da carreira bancária, em agências da cidade de São Paulo especializadas no atendimento ao público universitário. O aspecto a destacar é que todos os entrevistados receberam ofertas para trocar de emprego, em suas curtas carreiras profissionais. Os funcionários de banco são assediados pela concorrência e por outras empresas. No caso de uma melhora do mercado de trabalho brasileiro, os bancos terão cada vez mais dificuldades para reter os seus talentos. Ficou patente que o atual empregado de banco, quando é convidado e não aceita trocar de emprego, baseia a decisão nas oportunidades que imagina ter no próprio banco, demonstrando boa visão do futuro e valorização da imagem e da marca da instituição. O funcionário bancário tem noção do valor do seu salário e somente será seduzido por uma boa oferta salarial, acompanhada por benefícios que entendem ser direito. Além disso, a imagem da empresa que faz a proposta tem que ser, no mínimo, a mesma do banco onde está trabalhando e é necessário que venha acompanhada de um plano de carreira. Foram ouvidas pessoas com até 29 anos de idade, que estão no momento de decisão do futuro pretendido. Para este contingente, não basta atender uma das condições, seja uma boa proposta financeira ou boa imagem. Acreditam que somente se todas as premissas forem estará modulado um cenário de boas perspectivas futurasapplication/pdfhttp://tede2.pucsp.br/tede/retrieve/2697/Cesar%20Rodrigues%20de%20Almeida.pdf.jpgporPontifícia Universidade Católica de São PauloPrograma de Estudos Pós-Graduados em AdministraçãoPUC-SPBRFaculdade de Economia, Administração, Contábeis e AtuariaisRetenção de talentosBancárioBancarios -- Emprego -- BrasilMercado de trabalho -- BrasilTalent retentionJob marketBankingCNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAOA retenção de talentos no varejo bancárioinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisinfo:eu-repo/semantics/openAccessreponame:Biblioteca Digital de Teses e Dissertações da PUC_SPinstname:Pontifícia Universidade Católica de São Paulo (PUC-SP)instacron:PUC_SPTEXTCesar Rodrigues de Almeida.pdf.txtCesar Rodrigues de Almeida.pdf.txtExtracted texttext/plain258493https://repositorio.pucsp.br/xmlui/bitstream/handle/1354/3/Cesar%20Rodrigues%20de%20Almeida.pdf.txt5d3b56fb3555e17fe4c5c9910059cf29MD53ORIGINALCesar Rodrigues de Almeida.pdfapplication/pdf781276https://repositorio.pucsp.br/xmlui/bitstream/handle/1354/1/Cesar%20Rodrigues%20de%20Almeida.pdfa4c6e6c8c1d86e0f3fb19d1c04784b9fMD51THUMBNAILCesar Rodrigues de Almeida.pdf.jpgCesar Rodrigues de Almeida.pdf.jpgGenerated Thumbnailimage/jpeg3607https://repositorio.pucsp.br/xmlui/bitstream/handle/1354/2/Cesar%20Rodrigues%20de%20Almeida.pdf.jpg629f3b499b47350f3bc137c6884df6b2MD52handle/13542022-12-21 09:14:41.645oai:repositorio.pucsp.br:handle/1354Biblioteca Digital de Teses e Dissertaçõeshttps://sapientia.pucsp.br/https://sapientia.pucsp.br/oai/requestbngkatende@pucsp.br||rapassi@pucsp.bropendoar:2022-12-21T12:14:41Biblioteca Digital de Teses e Dissertações da PUC_SP - Pontifícia Universidade Católica de São Paulo (PUC-SP)false |
dc.title.por.fl_str_mv |
A retenção de talentos no varejo bancário |
title |
A retenção de talentos no varejo bancário |
spellingShingle |
A retenção de talentos no varejo bancário Almeida, César Rodrigues de Retenção de talentos Bancário Bancarios -- Emprego -- Brasil Mercado de trabalho -- Brasil Talent retention Job market Banking CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO |
title_short |
A retenção de talentos no varejo bancário |
title_full |
A retenção de talentos no varejo bancário |
title_fullStr |
A retenção de talentos no varejo bancário |
title_full_unstemmed |
A retenção de talentos no varejo bancário |
title_sort |
A retenção de talentos no varejo bancário |
author |
Almeida, César Rodrigues de |
author_facet |
Almeida, César Rodrigues de |
author_role |
author |
dc.contributor.advisor1.fl_str_mv |
Trevisan, Leonardo Nelmi |
dc.contributor.authorLattes.fl_str_mv |
http://buscatextual.cnpq.br/buscatextual/visualizacv.do?id=K4291377P4 |
dc.contributor.author.fl_str_mv |
Almeida, César Rodrigues de |
contributor_str_mv |
Trevisan, Leonardo Nelmi |
dc.subject.por.fl_str_mv |
Retenção de talentos Bancário Bancarios -- Emprego -- Brasil Mercado de trabalho -- Brasil |
topic |
Retenção de talentos Bancário Bancarios -- Emprego -- Brasil Mercado de trabalho -- Brasil Talent retention Job market Banking CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO |
dc.subject.eng.fl_str_mv |
Talent retention Job market Banking |
dc.subject.cnpq.fl_str_mv |
CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO |
description |
This work aims to recognize and demonstrate through the expectations and wishes of the new banking employee what they think about the future of labor market. How to plan their careers, their image for the bank firm and what is more important in their ambition to stay or leave the institution. Bank industry should improve its relationship with their customers, as a matter of fact there is an increase even in concentration and competition by the institutions. More over, banks should empower and transform their employees into customer relationship agents. With technological changes and the transformation, in the last decade, of the labor market characteristic, financial firms are facing a greater competition from other careers, so that their talents are disputed by other segments. In this new reality of greater concentration, intense competition, greater demands from customers and careers competition banks have been given a high turnover in their early careers. What hinders the improvement of their career. We made use of participant observation with active participation in the community studied, making use of field notes, as well as conducting informal interviews and focused. In this context the research were focuses in employees with a maximum of 5 years of banking work in a large financial institution, which are at the initial positions of the banking career in public services agencies of the Sao Paulo city and specializing on serving the public universities. The main result of this study is that all banking employees have already received offers to switch jobs, in their short careers. In other words, banking employees are harassed by other corporate companies. Thus, in the case of an improvement in the Brazilian labor market, the bank industry will have difficult to retain their talents. In our research it became clear that today when banking employees are invited for another job and do not accept, it depends on the opportunities offers by the bank, on the vision of the future and greatly the image and brand of the institution. The banking employees knows the thru value of their salary and will only be seduced by a good pay offer, if it comes with benefits and the image of the new company should be at least the same of the bank where the employee works. Nowadays, a good pay offer should come together with a career plan. The research focus on workers up to 29 years old whom are at the moment of future decisions, for them is not enough just having a good financial offer or benefits or a good corporate image, the company must join all of this with future career s perspective |
publishDate |
2009 |
dc.date.available.fl_str_mv |
2009-12-07 |
dc.date.issued.fl_str_mv |
2009-10-22 |
dc.date.accessioned.fl_str_mv |
2016-04-25T16:45:21Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/masterThesis |
format |
masterThesis |
status_str |
publishedVersion |
dc.identifier.citation.fl_str_mv |
Almeida, César Rodrigues de. A retenção de talentos no varejo bancário. 2009. 124 f. Dissertação (Mestrado em Administração) - Pontifícia Universidade Católica de São Paulo, São Paulo, 2009. |
dc.identifier.uri.fl_str_mv |
https://tede2.pucsp.br/handle/handle/1354 |
identifier_str_mv |
Almeida, César Rodrigues de. A retenção de talentos no varejo bancário. 2009. 124 f. Dissertação (Mestrado em Administração) - Pontifícia Universidade Católica de São Paulo, São Paulo, 2009. |
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https://tede2.pucsp.br/handle/handle/1354 |
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Programa de Estudos Pós-Graduados em Administração |
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PUC-SP |
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Faculdade de Economia, Administração, Contábeis e Atuariais |
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Pontifícia Universidade Católica de São Paulo |
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