Análise das práticas de recrutamento e de seleção de pessoas com deficiência para o trabalho em empresas privadas: cumprimento à Lei nº 8.213/1991

• Autor(a) principal: Souza, Danielle Castelões Tavares de
• Data de Publicação: 2010
• Tipo de documento: Dissertação
• Idioma: por
• Título da fonte: Biblioteca Digital de Teses e Dissertações da UERJ
• Texto Completo: http://www.bdtd.uerj.br/handle/1/14880
• topic: Law number 8.213/1991; People with disabilities; Recruitment and selection; Lei nº 8.213/1991; Pessoas com deficiência; Deficientes - Emprego; Deficiente Estatuto legal, leis, etc; Empresas multinacionais; Deficientes Orientação profissional; CNPQ::CIENCIAS HUMANAS::PSICOLOGIA::PSICOLOGIA DO TRABALHO E ORGANIZACIONAL::RECRUTAMENTO E SELECAO DE PESSOAL

The purpose of this research aimed at critically examining the best practices in recruitment and selection, targeted to persons with disabilities seeking work in five private companies in Rio de Janeiro with over a hundred employees in their staff, therefore, obliged to comply with Law number 8.213/1991, the Quota Law. It was also analyzed the way Human Resource professionals have acquired expertise on such practices. Part of the objectives of this proposed research was to identify the basis of this legal determination, when it comes to the technical support to HR professionals in the selection process. In regards to this, the focus of this investigation was to verify the existence of training programs for these professionals, since the requirement for training is frequently focused on the disabled candidate while, in fact, the issue is also present in the professional who is handling this audience on the occasion of their entrance in the organizations. The methodological approach included a field survey based on data from semi-structured interviews, complemented by technical analysis of verbal reports. Six HR professionals, who work directly in the area of recruitment and selection of persons with disabilities, were chosen as research participants. Inevitably, these HR professionals were using psychometric instruments among others routinely employed in the selection process, also in the evaluation of persons with disabilities. The results of this study indicate that the best practices for recruitment and selection currently in use and directed at people with disabilities are discriminatory, since the professionals involved in this process, evidencing lack of knowledge of appropriate practices, apply the same selection procedures for openings destined to people known as "regular". In addition, the literature review indicates a lack of technical and scientific support that could qualify the professionals responsible for the entry and permanence in the job market of persons with disabilities, confirming thus the limitation of the public politics action in force. Due to this fact, it is proposed the adoption of affirmative actions, in this case from the private sector, in the sense of mobilizing efforts to favor the recruitment of socially excluded groups in the labor market, as it is the case of people with disabilities.