Âncoras de carreira e retenção de talentos: estudo de caso sobre - programa de desenvolvimento acelerado de pessoas

• Ano de defesa: 2014
• Autor(a) principal: Viana, Wilson da Cunha
• Orientador(a): Trevisan, Leonardo Nelmi
• Tipo de documento: Dissertação
• Tipo de acesso: Acesso aberto
• Idioma: por
• Instituição de defesa: Pontifícia Universidade Católica de São Paulo
• Programa de Pós-Graduação: Programa de Estudos Pós-Graduados em Administração
• Departamento: Faculdade de Economia, Administração, Contábeis e Atuariais
• País: BR
• Palavras-chave em Português: Âncoras de carreira; Carreira; Desenvolvimento; Retenção
• Palavras-chave em Inglês: Career anchors; Career; Development; Retention
• Área do conhecimento CNPq: CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO
• Link de acesso: https://tede2.pucsp.br/handle/handle/1101

Key personnel retention has been thoroughly discussed in organizations at present. Companies have tried to find ways to develop people considered "outstanding". Such people, however, bear in mind their wishes in order to make decisions, both in their professional and personal life. This study aims to identify the anchors, from the career anchors proposed by Schein, in an accelerated development program of people from an organization, Usiminas. The paper presents an explanatory case study in which 151 participants answered a questionnaire at the initial stage of the program. Throughout the program, part of the participants left the company (overall, 27 employees). In the study, they make part in some indicators as a whole, in others, they are separated. The main relevant issue discussed is as to the career anchors and how they are used as a reference to an accelerated career development program, which seeks retention. Two premises are used. The main premise discusses if an organization, with its retention and accelerated career development programs, seeks to have the best professionals, committed to the business, and if the career anchors are ways of achieving this goal. The secondary premise brings out if the retention and the accelerated career development programs should take into account the participants' career anchors, working as a driving force to such anchors. Most participants are young with good educational background, and short time working for the company. The results show that the anchor 'challenge' ranked high among the participants. Such results go along with the program studied and with the company's expectations for the future in the medium and long-term