The context of human resources outsourcing and perception of the organizational culture according to the service usufruct
Autor(a) principal: | |
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Data de Publicação: | 2021 |
Tipo de documento: | Dissertação |
Idioma: | eng |
Título da fonte: | Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
Texto Completo: | http://hdl.handle.net/10071/24300 |
Resumo: | Prevailing on a growing fast-paced environment, organizations are becoming more aware of the changing speed, looking for ways to compete with it. HRO allows organizations to focus on core business and receive specialized work, being a trend increasingly targeted of interest among organizations. Each organizational culture has its values and way of interpreting and doing things and when planning HRO, OC remains one essential variable, as an outsourcing approach leads to changes in procedures and organizational values. Not much research has conducted in-depth analyses of the link between OC and HRO choices. This study had two main objectives: to give a context of the HRO and to clarify the perception of OC towards the service. Results came by descriptive analysis and mean comparison analysis. The outcomes most highlighted were: the highest reason to recur to HRO was to comply with a legal obligation and the highest reason to not recur was the preference for internal knowledge development. The highest obstacle when trying to recur to the service was to find specialist organizations and the most outsourced HR activity was Health and Safety at Work. To conclude, there were no significant differences concerning the perception across each OC, according to the use or do not use of HRO. However, the OC that stood out the most was culture of adaptability, whether recurring to HRO or not. |
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The context of human resources outsourcing and perception of the organizational culture according to the service usufructOutsourcingHuman resources outsourcingCultura organizacional -- Organizational cultureOutsourcing de recursos humanosPrevailing on a growing fast-paced environment, organizations are becoming more aware of the changing speed, looking for ways to compete with it. HRO allows organizations to focus on core business and receive specialized work, being a trend increasingly targeted of interest among organizations. Each organizational culture has its values and way of interpreting and doing things and when planning HRO, OC remains one essential variable, as an outsourcing approach leads to changes in procedures and organizational values. Not much research has conducted in-depth analyses of the link between OC and HRO choices. This study had two main objectives: to give a context of the HRO and to clarify the perception of OC towards the service. Results came by descriptive analysis and mean comparison analysis. The outcomes most highlighted were: the highest reason to recur to HRO was to comply with a legal obligation and the highest reason to not recur was the preference for internal knowledge development. The highest obstacle when trying to recur to the service was to find specialist organizations and the most outsourced HR activity was Health and Safety at Work. To conclude, there were no significant differences concerning the perception across each OC, according to the use or do not use of HRO. However, the OC that stood out the most was culture of adaptability, whether recurring to HRO or not.Prospetando num ambiente de rápido crescimento, as organizações estão a tornar-se mais conscientes da velocidade da sua mudança, procurando formas de competir com as mudanças no mercado. HRO permite que as organizações se concentrem no negócio principal e recebam trabalho especializado, sendo uma tendência cada vez mais alvo de interesse entre si. Cada CO tem os seus valores e forma de os interpretar e fazer as coisas e, ao planear o ORH, a OC continua a ser uma variável essencial, uma vez que uma abordagem do outsourcing conduz a mudanças nos procedimentos e valores organizacionais. Pouca investigação tem conduzido análises aprofundadas sobre a ligação entre CO e as escolhas do HRO. Este estudo teve dois objetivos principais: conceder um contexto do ORH e clarificar a perceção da CO em relação ao serviço. Os resultados foram obtidos através de análise descritiva e análise comparativa de médias. Os resultados mais destacados foram: a razão mais referida para recorrer ao ORH foi o cumprimento da obrigação legal e a razão mais elevada para não recorrer foi a preferência pelo desenvolvimento do conhecimento interno. O maior obstáculo ao tentar recorrer ao serviço foi encontrar organizações especializadas e a atividade de RH mais externalizada foi a Saúde e Segurança no Trabalho. Para concluir, não houve diferenças significativas relativamente à perceção de cada CO, de acordo com o uso de HRO sem uso. No entanto, a CO que mais se destacou foi a cultura de adaptabilidade, recorrente ou não da HRO.2022-01-25T11:46:25Z2021-12-21T00:00:00Z2021-12-212021-11info:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisapplication/pdfhttp://hdl.handle.net/10071/24300TID:202856046engPinheiro, Maria Leonor de Assisinfo:eu-repo/semantics/openAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2023-11-09T17:55:47Zoai:repositorio.iscte-iul.pt:10071/24300Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-19T22:28:29.926964Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse |
dc.title.none.fl_str_mv |
The context of human resources outsourcing and perception of the organizational culture according to the service usufruct |
title |
The context of human resources outsourcing and perception of the organizational culture according to the service usufruct |
spellingShingle |
The context of human resources outsourcing and perception of the organizational culture according to the service usufruct Pinheiro, Maria Leonor de Assis Outsourcing Human resources outsourcing Cultura organizacional -- Organizational culture Outsourcing de recursos humanos |
title_short |
The context of human resources outsourcing and perception of the organizational culture according to the service usufruct |
title_full |
The context of human resources outsourcing and perception of the organizational culture according to the service usufruct |
title_fullStr |
The context of human resources outsourcing and perception of the organizational culture according to the service usufruct |
title_full_unstemmed |
The context of human resources outsourcing and perception of the organizational culture according to the service usufruct |
title_sort |
The context of human resources outsourcing and perception of the organizational culture according to the service usufruct |
author |
Pinheiro, Maria Leonor de Assis |
author_facet |
Pinheiro, Maria Leonor de Assis |
author_role |
author |
dc.contributor.author.fl_str_mv |
Pinheiro, Maria Leonor de Assis |
dc.subject.por.fl_str_mv |
Outsourcing Human resources outsourcing Cultura organizacional -- Organizational culture Outsourcing de recursos humanos |
topic |
Outsourcing Human resources outsourcing Cultura organizacional -- Organizational culture Outsourcing de recursos humanos |
description |
Prevailing on a growing fast-paced environment, organizations are becoming more aware of the changing speed, looking for ways to compete with it. HRO allows organizations to focus on core business and receive specialized work, being a trend increasingly targeted of interest among organizations. Each organizational culture has its values and way of interpreting and doing things and when planning HRO, OC remains one essential variable, as an outsourcing approach leads to changes in procedures and organizational values. Not much research has conducted in-depth analyses of the link between OC and HRO choices. This study had two main objectives: to give a context of the HRO and to clarify the perception of OC towards the service. Results came by descriptive analysis and mean comparison analysis. The outcomes most highlighted were: the highest reason to recur to HRO was to comply with a legal obligation and the highest reason to not recur was the preference for internal knowledge development. The highest obstacle when trying to recur to the service was to find specialist organizations and the most outsourced HR activity was Health and Safety at Work. To conclude, there were no significant differences concerning the perception across each OC, according to the use or do not use of HRO. However, the OC that stood out the most was culture of adaptability, whether recurring to HRO or not. |
publishDate |
2021 |
dc.date.none.fl_str_mv |
2021-12-21T00:00:00Z 2021-12-21 2021-11 2022-01-25T11:46:25Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
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info:eu-repo/semantics/masterThesis |
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masterThesis |
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publishedVersion |
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http://hdl.handle.net/10071/24300 TID:202856046 |
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http://hdl.handle.net/10071/24300 |
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TID:202856046 |
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eng |
language |
eng |
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info:eu-repo/semantics/openAccess |
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openAccess |
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application/pdf |
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reponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação instacron:RCAAP |
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Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
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RCAAP |
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RCAAP |
reponame_str |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
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