Despedimento colectivo e empregabilidade: um estudo a partir do programa de racionalização da força de trabalho na empresa Caminhos de Ferro de Moçambique, EP; cidades de Maputo e Matola (1998 – 2007)

Abstract

The realization of this study was influenced by two orders of factors, namely: the need to face the almost nonexistence, in the country, of research on the topic, and the growing wave of collective redundancies derived from the current international situation characterized by the financial crisis which has led many companies to take collective redundancies as the most practical way to relieve themselves of the crisis, as a general rule, without adopting almost any ethical stance taking into account the professional future of the workers covered. For its effectiveness, it was necessary to identify a company that had carried out a dismissal process based on the termination of contracts and that had involved a significant number of workers, in which case the choice fell on the company Caminhos ± de ferro Mozambique ± EP. To this end, two major objectives were defined, namely: to understand the extent to which companies promote the reintegration, in the labor market, of workers covered by the internal collective dismissal processes, and to awaken, in workers in general, the attention on the need to develop professional skills compatible with current and future challenges imposed by the labor market, as a means of ensuring their employability. As the basic theory, an eclectic approach was adopted combining the model of analysis on change called Theory E and Theory O, proposed by Beer and Nohria (2001) and the perspective of approach on the downsizing process proposed by Rego and Cunha (2004) . For the data collection process, an instrument was designed based on semi-directive interviews with various actors that integrate the analysis unit defined for the work. The collected data were submitted to a content analysis process, and it was found that: a) differently from the thesis advanced by certain authors, according to which most of the companies submitted to restructuring processes have not had the expected success (Henkoff, 1990 ; viii Bennett, 1991 cited by Rego and Cunha, 2004: 5), the collective redundancy process carried out by D D FDER SHOD (PSUHVD &) 0 FRQVWLWXLX XPD b) the success of the Workforce Rationalization Program (PRFT) at the Company was influenced by compliance with the procedures for collective dismissal processes and respect for the principles or factors whom Caldas (2000 cited by Costa, 2004) calls moderators as well as the fact that the collective dismissal process was conducted fairly, in accordance with all its dimensions defined by Rego and Pinha and Cunha (2004: 10), namely: distributive; informational; interactional and procedural; c) in terms of employability, it emerged that the PRFT had a very important component that made it possible to largely curb the impact of the redundancy on the surplus staff - the promotion of external employability. After an analysis of the results, it was concluded that the two theoretical hypotheses tested were confirmed and that the outlined objectives were effectively achieved. Notwithstanding the success of the Workforce Rationalization Program (PRFT), it is recommended that the personnel management bodies of companies responsible for collective redundancy processes assume greater responsibility in the selection of workers to be separated, on the basis of information on the human performance available in individual worker processes. This research also made it possible to note that the job market, in the current economic situation, does not offer much job stability, which poses serious challenges to the workforce placed and available on the market, in terms of developing alternative forms of work that do not imply necessarily formal employment. Finally, it is suggested to continue the study on the process discussed here at the level of the CFM Company, this time with a focus on the early retirement aspect.(TRADUÇÃO NOSSA)