Human resource management, labor market and labor relations in Brazil: an analysis on human resources management models in Brazil after 2000

• Grant number: 13/26673-1
• Support Opportunities: Regular Research Grants
• Start date: August 01, 2014
• End date: July 31, 2016
• Field of knowledge: Applied Social Sciences - Administration - Business Administration
• Principal Investigator: Wilson Aparecido Costa de Amorim
• Grantee: Wilson Aparecido Costa de Amorim
• Host Institution: Faculdade de Economia, Administração e Contabilidade (FEA). Universidade de São Paulo (USP). São Paulo , SP, Brazil
• Associated researchers: Amyra Moyzes Sarsur ; Ana Carolina de Aguiar Rodrigues ; André Luiz Fischer ; Marcus Vinicius Gonçalves da Cruz

Abstract

In the early 1990s, attempts to analyze the relationship between human resource management and the more general conditions of economic and political environment Brazilian showed a distance between the fields of related knowledge of the matter. In the Management, the labor was usually taken as another input to be managed and labor relations and something included among the variables to be controlled by the companies. In economic terms, the labor market and as part of it, labor relations were treated almost as an undesirable noise to the production process. The literature on organizational theory and economics, in short, was characteristically prescriptive.The third theoretical approach to the question was in the Social Sciences. Of mostly Marxist approach, its analytical approach to labor relations rarely considered the internal context of the organizations.Since then, the Brazilian economy went through a long process of transition that probably still unfinished, radically affected the HR management. The labor market provides a vantage point for understanding this process. What we propose here is an approach that is positioned in Management, Economics and Sociology interface for analysis of people management in Brazil in the proposed period.This research will assess the extent to which companies are taking into account the important changes taking place in the Brazilian labor market. These new conditions, combined with aspects of the economic environment, brought the unemployment rate decreasing, the average income increasing of workers and maintaining high rates of turnover. In labor relations, there was an increase in the bargaining power of workers and the consistent return of strike movements.In this perspective, this research seeks to advance the discussion on strategies, policies and declared and assumed by people management practices of organizations, investigating and analyzing the models adopted.The research line of research dating back to the 1990s (Fleury; FISCHER, 1992) (Fischer, 1998) (CARVALHO NETO and 2010) (BARBOSA, 2005) and more recent authors such as WOOD, TONELLI, Cooke (2011), Amorim; FISCHER (2013) resumes. These authors observed major economic, social and institutional changes in the country. They were concerned about the distance that the literature and related to people management research established in relation to issues such as labor relations. The external factors (economic, social and union environment) were hardly considered in the research and existing prescription in the area of people management. For these authors is necessary to align people management to the theme linked to its external constraints to make it less prescriptive, more analytical and adherent to the Brazilian reality.To support this study, the following theoretical issues related to research on strategic people management and people management models were considered: (i) strategic people management (control or involvement) (ALBUQUERQUE, 2002); (ii) models of human resource management (Fischer, 2002; LEGGE, 1995; LENGNICK - HALL, HALL - LENGNICK, ANDRADE, DRAKE, 2009; Delery, Doty 1996); (iii) labor relations (Kaufman, 2010; CARVALHO NETO, 2010; BARBOSA, 2005; BREWSTER, 2007; Amorim, FISCHER, 2013); (iv) imercado work in Brazil (DIEESE 2012; Dedecca, 2010).The aim was to consider descriptive and analytical aspects of the strategy and management models of people and their relationships with the structural and cyclical conditions of the Brazilian labor market, without losing sight of the importance from the perspective of labor relations. Labor relations arise as point of contact between the topics covered in the survey. (AU)

Scientific publications

(References retrieved automatically from Web of Science and SciELO through information on FAPESP grants and their corresponding numbers as mentioned in the publications by the authors)

AMORIM, WILSON APARECIDO COSTA DE; CRUZ, MARCUS VINICIUS GONCALVES DA; SARSUR, AMYRA MOYZES; FISCHER, ANDRE LUIZ. HRM in Brazil: an institutional approach. REGE-REVISTA DE GESTAO, v. 28, n. 1, FEB 2021. (13/26673-1, 16/24434-8)