Eduardo de Camargo Oliva

Case study method in business administration research

This article aims to discuss to what extent the use of the case study method of research has been appropriately used in the field of business administration studies. To achieve this aim all articles based on the case study method presented in the XXVI Encontro Nacional de Pos-graduacao em Administracao (EnAnpad) were closely examined. The results show that the case study method has been used in almost all investigations within the field of business administration studies. Among the most critical aspects regarding this use is reference to very few different sources of evidence and also lack of accuracy in the analytical procedures. Only a few articles showed evidence of thorough analytical procedures. There is enough empirical evidence to suggest that researchers do require more specific background as for advantages and limitations in using the case study method, mainly in business administration master programs. Key words: business administration, research, case studies.

Dilemas éticos enfrentados por profissionais de recursos humanos: explorando cursos de ação

Although the topic concerning the role that the HR area and professionals have to play in ethical issues is gaining prominence in the international literature, there are still few studies on this topic in Brazil (Santos, Mendonca, & Demo, 2015). From a qualitative research conducted with 23 HR managers of national and international companies, this study investigated HR professionals’ perceptions about their role in the ethical issues concerning people management, the dilemmas they deal with and their conduct when confronted with these dilemmas. As for findings, most respondents understand their role to be business partners, and that people have value mainly because they contribute to organizational performance. Furthermore, HR professionals believe that they play an important role in reconciling the often conflicting goals of organizations and employees. They reported that they feel pressured by ethical dilemmas that relate to the information to which they have access, to the performance of their HR functions and to their specialist/consultant role. In addition, they feel they are the guardians of ethics in organizations and, because of this, they must set the example for the other areas. Results show the specific aspects related to HR professionals’ decision making, in that different factors determine their courses of action.

Repatriação de profissionais brasileiros: uma análise das políticas praticadas pelas empresas brasileiras

With the objective of analyzing the policies in the repatriation programs practiced in Brazilian transnational companies, this research focused on studying the international management of Human Resources, as well as on deepening the policies and practices of Brazilian companies that have repatriation programs. For this, a descriptive research was carried out with a population limited to the Brazilian Transnational Rankings (2011 and 2012) conducted by Fundacao Dom Cabral. Of the 52 companies listed, 25 participated in the survey, which took the form of an on-site interview. The information obtained was analyzed with the aid of the qualitative analysis software Atlas TI, showing that there is some kind of care by companies in reducing the uncertainties of the returnee, either through efficient communication and clarity about the possibilities of growth; attractive salaries and benefits; of support; or a specific contract guaranteeing return for both parties.

Ethical Dilemmas Faced by Human Resource Professionals: Exploring Courses of Action

Although the topic concerning the role that the HR area and professionals have to play in ethical issues is gaining prominence in the international literature, there are still few studies on this topic in Brazil (Santos, Mendonca, & Demo, 2015). From a qualitative research conducted with 23 HR managers of national and international companies, this study investigated HR professionals’ perceptions about their role in the ethical issues concerning people management, the dilemmas they deal with and their conduct when confronted with these dilemmas. As for findings, most respondents understand their role to be business partners, and that people have value mainly because they contribute to organizational performance. Furthermore, HR professionals believe that they play an important role in reconciling the often conflicting goals of organizations and employees. They reported that they feel pressured by ethical dilemmas that relate to the information to which they have access, to the performance of their HR functions and to their specialist/consultant role. In addition, they feel they are the guardians of ethics in organizations and, because of this, they must set the example for the other areas. Results show the specific aspects related to HR professionals’ decision making, in that different factors determine their courses of action.

Dilemas Éticos Enfrentados por Profissionais de Recursos Humanos: Explorando Cursos de Ação

Although the topic concerning the role that the HR area and professionals have to play in ethical issues is gaining prominence in the international literature, there are still few studies on this topic in Brazil (Santos, Mendonca, & Demo, 2015). From a qualitative research conducted with 23 HR managers of national and international companies, this study investigated HR professionals’ perceptions about their role in the ethical issues concerning people management, the dilemmas they deal with and their conduct when confronted with these dilemmas. As for findings, most respondents understand their role to be business partners, and that people have value mainly because they contribute to organizational performance. Furthermore, HR professionals believe that they play an important role in reconciling the often conflicting goals of organizations and employees. They reported that they feel pressured by ethical dilemmas that relate to the information to which they have access, to the performance of their HR functions and to their specialist/consultant role. In addition, they feel they are the guardians of ethics in organizations and, because of this, they must set the example for the other areas. Results show the specific aspects related to HR professionals’ decision making, in that different factors determine their courses of action.

Políticas de Recrutamento e Seleção nos Programas de Expatriação. Uma Comparação entre as Transnacionais Brasileiras

Com o objetivo decomparar as politicas de recrutamento e selecao nos programas de expatriacaodas empresas brasileiras, considerando o numero de profissionais expatriados,esta pesquisa se concentrou em estudar as teorias relacionadas ao tema, gestaointernacional de recursos humanos, bem como, se aprofundar nas politicas epraticas das empresas brasileiras que possuem programas de expatriacao. Paraisso, foi feita uma pesquisa descritiva, a partir de um estudo transversal comas caracteristicas da populacao. Sendo assim, a populacao dessa pesquisa, foilimitada aos Rankings das Transnacionais Brasileiras – 2011 e 2012 – levantadopela Fundacao Dom Cabral – FDC. Das 52 empresas que compoe o Ranking emquestao, 25 empresas participaram da pesquisa que se deu em formato deentrevista in loco. As informacoes levantadas foram trabalhadas com auxilio dosoftware de analise qualitativa – Atlas TI – e as consideracoes sobre osresultados mostram que as empresas brasileiras alem de possuirem politicas derecrutamento e selecao em seus programas de expatriacao, tambem estao emmomentos diferentes de aplicacao dessas politicas.

GESTÃO ESTRATÉGICA DE PESSOAS PARA PESQUISADORES EM ADMINISTRAÇÃO NAS UNIVERSIDADES PRIVADAS

This study aimed to describe and analyze the policies and/or practices of people management in private institutions of higher education in the metropolitan region of Sao Paulo for research professors from the Graduate Courses of Management. This is an exploratory and qualitative study, in which eight institutions were surveyed and it approached the actors responsible for the Management of Graduate Courses in Business Administration, those in charge of HR and the research professor, totalizing 30 interviews. It used techniques of content analysis with the support of the Atlas IT 6.2. It was verified that the policies and/or practices of people management in the institutions surveyed seemed to be unconvincing in the light of the theoretical approaches referenced in this study. The deliberated strategic means for the Graduate Courses in Business Administration in this research follow objectives from the external environment without the concern for a strategic planning in people management that consider the researcher as the central element. However, it was observed that some people management’s practices seemed to be contributive and distinguished from observed general practices such as attraction, retention and development of research professors.Esta pesquisa teve como objetivo geral descrever e analisar as politicas de gestao de pessoas nas universidades privadas da regiao metropolitana da grande Sao Paulo, para os docentes pesquisadores dos cursos de Administracao Stricto Sensu. Trata-se de um estudo exploratorio e qualitativo, em que foram pesquisadas oito instituicoes, tendo como atores os responsaveis pela gestao dos cursos de Administracao Stricto Sensu, os responsaveis pelas areas de RH e os docentes pesquisadores, totalizando 30 entrevistas. Utilizou-se a tecnica de analise de conteudo com auxilio do Atlas TI 6.2. Verificou-se que as politicas e/ou praticas estrategicas de gestao de pessoas existentes nas instituicoes pesquisadas, revelaram-se pouco convincentes a luz das abordagens teoricas referenciadas no presente estudo. Essas politicas e/ou praticas de gestao de pessoas para os docentes pesquisadores se concentram no cumprimento de diretrizes estabelecidas pela CAPES. As acoes estrategicas deliberadas para os programas de Pos-Graduacao Stricto Sensu em Administracao das (IES) pesquisadas seguem objetivos oriundos do ambiente externo, sem existencia de um planejamento estrategico de gestao de pessoas que considere o pesquisador como elemento central para o cumprimento de resultados. No entanto, observaram-se algumas praticas de gestao de pessoas que sinalizam como sendo contributivas e diferenciadas das praticas gerais pesquisadas, tais como atracao, retencao e desenvolvimento dos docentes pesquisadores.

STRATEGIC PEOPLE MANAGEMENT FOR RESEARCHES IN BUSINESS ADMINISTRATION IN BRAZILIAN UNIVERSITIES

This study aimed to describe and analyze the policies and/or practices of people management in private institutions of higher education in the metropolitan region of Sao Paulo for research professors from the Graduate Courses of Management. This is an exploratory and qualitative study, in which eight institutions were surveyed and it approached the actors responsible for the Management of Graduate Courses in Business Administration, those in charge of HR and the research professor, totalizing 30 interviews. It used techniques of content analysis with the support of the Atlas IT 6.2. It was verified that the policies and/or practices of people management in the institutions surveyed seemed to be unconvincing in the light of the theoretical approaches referenced in this study. The deliberated strategic means for the Graduate Courses in Business Administration in this research follow objectives from the external environment without the concern for a strategic planning in people management that consider the researcher as the central element. However, it was observed that some people management’s practices seemed to be contributive and distinguished from observed general practices such as attraction, retention and development of research professors.Esta pesquisa teve como objetivo geral descrever e analisar as politicas de gestao de pessoas nas universidades privadas da regiao metropolitana da grande Sao Paulo, para os docentes pesquisadores dos cursos de Administracao Stricto Sensu. Trata-se de um estudo exploratorio e qualitativo, em que foram pesquisadas oito instituicoes, tendo como atores os responsaveis pela gestao dos cursos de Administracao Stricto Sensu, os responsaveis pelas areas de RH e os docentes pesquisadores, totalizando 30 entrevistas. Utilizou-se a tecnica de analise de conteudo com auxilio do Atlas TI 6.2. Verificou-se que as politicas e/ou praticas estrategicas de gestao de pessoas existentes nas instituicoes pesquisadas, revelaram-se pouco convincentes a luz das abordagens teoricas referenciadas no presente estudo. Essas politicas e/ou praticas de gestao de pessoas para os docentes pesquisadores se concentram no cumprimento de diretrizes estabelecidas pela CAPES. As acoes estrategicas deliberadas para os programas de Pos-Graduacao Stricto Sensu em Administracao das (IES) pesquisadas seguem objetivos oriundos do ambiente externo, sem existencia de um planejamento estrategico de gestao de pessoas que considere o pesquisador como elemento central para o cumprimento de resultados. No entanto, observaram-se algumas praticas de gestao de pessoas que sinalizam como sendo contributivas e diferenciadas das praticas gerais pesquisadas, tais como atracao, retencao e desenvolvimento dos docentes pesquisadores.

GESTIÓN ESTRATÉGICA DE PERSONAS PARA INVESTIGADORES EN ADMINISTRACIÓN DE EMPRESAS EN LAS UNIVERSIDADES PRIVADAS

This study aimed to describe and analyze the policies and/or practices of people management in private institutions of higher education in the metropolitan region of Sao Paulo for research professors from the Graduate Courses of Management. This is an exploratory and qualitative study, in which eight institutions were surveyed and it approached the actors responsible for the Management of Graduate Courses in Business Administration, those in charge of HR and the research professor, totalizing 30 interviews. It used techniques of content analysis with the support of the Atlas IT 6.2. It was verified that the policies and/or practices of people management in the institutions surveyed seemed to be unconvincing in the light of the theoretical approaches referenced in this study. The deliberated strategic means for the Graduate Courses in Business Administration in this research follow objectives from the external environment without the concern for a strategic planning in people management that consider the researcher as the central element. However, it was observed that some people management’s practices seemed to be contributive and distinguished from observed general practices such as attraction, retention and development of research professors.Esta pesquisa teve como objetivo geral descrever e analisar as politicas de gestao de pessoas nas universidades privadas da regiao metropolitana da grande Sao Paulo, para os docentes pesquisadores dos cursos de Administracao Stricto Sensu. Trata-se de um estudo exploratorio e qualitativo, em que foram pesquisadas oito instituicoes, tendo como atores os responsaveis pela gestao dos cursos de Administracao Stricto Sensu, os responsaveis pelas areas de RH e os docentes pesquisadores, totalizando 30 entrevistas. Utilizou-se a tecnica de analise de conteudo com auxilio do Atlas TI 6.2. Verificou-se que as politicas e/ou praticas estrategicas de gestao de pessoas existentes nas instituicoes pesquisadas, revelaram-se pouco convincentes a luz das abordagens teoricas referenciadas no presente estudo. Essas politicas e/ou praticas de gestao de pessoas para os docentes pesquisadores se concentram no cumprimento de diretrizes estabelecidas pela CAPES. As acoes estrategicas deliberadas para os programas de Pos-Graduacao Stricto Sensu em Administracao das (IES) pesquisadas seguem objetivos oriundos do ambiente externo, sem existencia de um planejamento estrategico de gestao de pessoas que considere o pesquisador como elemento central para o cumprimento de resultados. No entanto, observaram-se algumas praticas de gestao de pessoas que sinalizam como sendo contributivas e diferenciadas das praticas gerais pesquisadas, tais como atracao, retencao e desenvolvimento dos docentes pesquisadores.

Compensation system for executives and members of the board of directors as a support to the corporate governance structure

Este artigo tem por objetivo verificar se existe alinhamento entre o sistema de remuneracao de executivos e conselheiros com a estrutura de governanca corporativa. Compoem a estrutura de governanca corporativa o presidente do conselho de administracao, os conselheiros, CEO e a diretoria executiva. A literatura consultada indica a existencia de obras que evidenciavam aspectos de governanca e de remuneracao isolados, mas nao de forma conjunta e integrada. Para a realizacao da pesquisa1 foi utilizado o metodo exploratorio e a tecnica de entrevista junto as empresas que aderiram aos niveis diferenciados de governanca corporativa da Bovespa (nivel 1, nivel 2 e novo mercado). Para tratamento dos dados, utilizou-se a analise de conteudo. Como principal conclusao pode-se afirmar que houve alinhamento entre a Estrutura de Governanca Corporativa e o Sistema de Remuneracao de Administradores. Verificou-se haver o continuo acompanhamento dos resultados operacionais e financeiros e uma preocupacao em mostrar aos investidores como as empresas possuem controles confiaveis, sendo a remuneracao um dos elementos periodicamente auditados. Palavras-chave: remuneracao, governanca corporativa, administradores.