Retenção de talentos e intenção de rotatividade dos colaboradores em uma cooperativa do Oeste Catarinense

Abstract

The importance not only of employees, but of talented employees within an organization, directly influences the results of companies. The cooperative growth, coming from an increasingly competitive environment where the talent shortage reaches record levels, makes it a survival necessity to keep its best employees. Based on this, the general objective of this paper was defined as, to analyze the factors that interfere in the retention of talents and the intention of employee turnover in a cooperative in the West of Santa Catarina. The methodology of the search is characterized as quantitative, with an applied purpose and bibliographic classification and case study, including participatory research. After defining the average turnover intention, we sought to identify which policies and practices of company human resources were perceived by employees as better and worse. The analyzes considered 37 questionnaires answered by strategic employees of the company, using the scales of the validated instrument of turnover intention and policies and practices human resources developed by Siqueira (2014). The averages obtained allowed us to affirm that the organization's turnover intention is low and that demographic variables such as gender, age, education and the number of dependents cause variations in this intention. Finally, the data analysis revealed that the policies and practices of human resources: recruitment, selection, remuneration and rewards have the lowest average perception of the respondents, which can contribute to proposals for readjustment of discourse and/or readjustment of practices to attract and retain the staff.