Requisitos de papéis e subsistemas de recursos humanos demandados para atuar na área de gestão de pessoas nas organizações

Abstract

Over the years, the concern of organizations with people grows. With that, there was the personnel department, and later, an evolution to the area of People Management. The market demands competent professionals to exercise a profession, and thus, they put pressure as students to develop as competent technicians. The objective of the work was to analyze the requirements of the roles and subsystems of Human Resources in the positions of People Manager and Human Resources Manager on LinkedIn. Qualitative research of descriptive and exploratory knowledge. For data collection, they were used as job vacancies offered on LinkedIn – Brazil, using filters for two searches, one in the terms People Manager and the other in the terms Human Resources Manager. The vacancies returned 101, and of these, only 19 were selected because they fit the job proposal. Subsequently, analyzes were carried out on the vacancies regarding the roles and subsystems of Human Resources for the coding stage. To create the codes with the citations, the ATLAS.ti software was used. We identified 65 citations for Human Resources papers and 103 citations for Human Resources subsystems, which allowed the creation of diagrams and word clouds. The Human Resources role diagram resulted in: the human capital developer is responsible for developing employees; the functional specialist who needs to manage the Human Resources indicators; the strategic partner needs to be an agent of change; the leader needs to lead people and teams. The Human Resources subsystem diagram resulted in: recruitment and selection being responsible for attraction, recruitment and selection; remuneration be responsible for positions and salaries; benefits being responsible for bonus analysis; training and development through capture; performance appraisal by monitoring employee development; personnel department responsible for managing the recruitment and selection teams and personnel department; occupational health and safety be responsible for occupational safety; general services for developing skills; and labor relations for complying with labor laws. The most prominent words in the Human Resources role word cloud were strategies, people, processes, and management. In the Human Resources subsystems, development, employees and management stood out. The limitations of the work were related to the lack of studies similar to this one, and for data collection, it was due to the large amount of information in the application of filters. This aspect limited the selection of descriptions in some vacancies because the name did not follow a specific pattern. The contribution of the study to the area of People Management is the possibility of maintaining the requirements demanded for universities and professors to subsidize the understanding of changes in the scenario of the labor market.