Programas Trainee e Expatriação como Processos que Evidenciam a Importância Estratégica da Gestão de Recursos Humanos

Abstract

This study aims to show the relevance of Human Resources Management with strategic performance, especially when concerning the trainee programs and the expatriation process since this area is fundamental in implementation the business objectives and to effectively contribute to the business, it is necessary participant stance in defining these and that their policies and practices are consistent with global strategic demands of organizations. In order to understand these processes, this proposal is exemplified through two case studies: the first one made a research with young trainees and former trainees and the second one focused on expatriates and repatriates. We looked for analyzing these processes trying to understand what its role between the strategies of the organizations. As main results, we identified several similarities among the process of expatriation and trainee programs: both are a way of personal development nurtured by a professional advancement; eventually, expectations are frustrated, there are huge investments by companies in developing these processes; there is a glamorization by both processes, either by winning a position as manager, international mission and the learning possibilities. It was concluded that, in these cases, the Human Resources (HR) Management shows no strategic profile in relation to these processes, since they are not linked to overall business strategy, or for omission of HR, or still not mature enough to such processes.

Keywords

• Trainee Programs
• Expatriation
• Business Strategies
• Human Resources – Processes