Desafios da gestão de pessoas em startups de tecnologia no Brasil

Abstract

This work lists some of the challenges for people management in technology startups in Brazil, since, with its dynamic and innovative nature, people management plays a fundamental role in ensuring the healthy growth and competitiveness of these companies. The theme was chosen for the analysis, since technology startups are very present in Brazil's economic growth and the intersection between innovation, technology and human resources is essential for the success of these organizations, in this dynamic and constantly changing environment. The research was based on the theoretical basis of people management and its relationship with the strategic foundations that characterize studies on startups. The investigation used a qualitative method to better understand the aspects that constitute challenges for this type of organization. In this way, in-depth interviews were carried out with managers from four different technology startups, to collect material to describe the situations experienced and the perspectives of these leaders regarding people management. The interviews consisted of three blocks of subjects, raised in advance through exploratory research, which indicated that they were areas of concern for managers. The first challenge discussed was attracting talent, an important process in startups, as it is these talents that will sustain the performance and growth of companies. Thinking about the competitive and globalized market today, startups, as they are in development, often do not have the same financial power as consolidated companies, making them focus on other factors that add value to candidates, such as challenging environments and professional development, which was corroborated by the interviewees. Next, the challenge of retaining these talents was discussed, since historically startups live in environments full of change and high turnover rates. Some actions brought up by the interviewed managers were: long-term financial incentives, processes aimed at professional development and improving the work environment. As a last challenge, the construction and maintenance of organizational culture was taken into consideration, as culture is one of the main factors in maintaining the work environment, and it is essential to see how employees see the company. It was possible to verify that cultures and their constant evolution, along with the participative dimension of employees, have a place in managers' concerns.