{"id":14963,"date":"2024-11-11T07:00:01","date_gmt":"2024-11-11T07:00:01","guid":{"rendered":"https:\/\/www.ruydelacerda.pt\/attracting-and-retaining-talent-efr-certification\/"},"modified":"2025-11-28T11:02:31","modified_gmt":"2025-11-28T11:02:31","slug":"attracting-and-retaining-talent-efr-certification","status":"publish","type":"post","link":"https:\/\/www.ruydelacerda.pt\/en\/attracting-and-retaining-talent-efr-certification\/","title":{"rendered":"Attracting and Retaining Talent \u2013 \u201cEFR\u201d Certification"},"content":{"rendered":"\t\t
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(English Below) \ud83c\uddf5\ud83c\uddf9<\/p>\n

Artigo do Sr. David Zamith<\/strong> no Jornal VidaEcon\u00f3mica, Janeiro 2024<\/strong><\/p>\n

Criar condi\u00e7\u00f5es para incentivar os seus colaboradores a permanecer \u00e9 importante, como saber porqu\u00ea os seus colaboradores procuram novo emprego pode ser mais importante para desenvolver uma estrat\u00e9gia de reten\u00e7\u00e3o eficaz ou, ainda, saber o motivo por que a sua equipa se sente bem na sua empresa ou at\u00e9 pela atra\u00e7\u00e3o dos melhores? E vamos fazer a nossa an\u00e1lise partindo deste \u00faltimo pressuposto, sentir-se bem onde trabalha, logo olhando para a nova Norma IPQ 4059, norma relativa \u00e0 gest\u00e3o de Bem-Estar e Felicidade Organizacional, que aponta aos Objectivos de Desenvolvimento Sustent\u00e1vel ODS 3 \u2013 Sa\u00fade e Bem-Estar e ODS 8 \u2013 Felicidade Organizacional.<\/p>\n

Hoje fala-se muito sobre a Intelig\u00eancia Artificial (IA) e os seus efeitos no mundo do trabalho mas pouco se fala sobre o Humanismo nas Empresas ou como criar verdadeiras e atrativas condi\u00e7\u00f5es, a come\u00e7ar pela Forma\u00e7\u00e3o Cont\u00ednua das equipas, forma\u00e7\u00e3o fundamental para a nova era IA, ou como se propala hoje pela necessidade de \u201cAprender a Aprender\u201d toda a vida; a Forma\u00e7\u00e3o \u00e9 fundamental para o desenvolvimento de conhecimentos e compet\u00eancias que permitam o colocar as pessoas no centro das organiza\u00e7\u00f5es, dando oportunidades de carreira e trabalhando num ecossistema agrad\u00e1vel, flex\u00edvel, com boas ferramentas de trabalho, ou seja, criando condi\u00e7\u00f5es para que cada qual seja aut\u00f3nomo na sua atividade (l\u00edderes empresariais), como bem se verificou durante a pandemia com o trabalho remoto, onde empresas (algumas j\u00e1 utilizavam esse dito \u201chomework\u201d) n\u00e3o sentiram quaisquer dificuldades na sua implementa\u00e7\u00e3o e outras o mesmo n\u00e3o pode ser dito!<\/p>\n

S\u00f3 com uma estrat\u00e9gia de forma\u00e7\u00e3o cont\u00ednua \u00e9 poss\u00edvel elevar o saber geral na empresa (com a partilha de conhecimentos dentro das equipas) e transmitir autonomia no trabalho! E esse foi um dos pontos que levou a Fundaci\u00f3n M\u00e1s Familia a criar a Certifica\u00e7\u00e3o \u201cefr\u201d \u2013 Empresas Familiarmente Respons\u00e1veis, certifica\u00e7\u00e3o co-emitida em Portugal pela ACEGE – Associa\u00e7\u00e3o Crist\u00e3 de Empres\u00e1rios e Gestores, a qual refor\u00e7a a concilia\u00e7\u00e3o entre as esferas laboral e familiar, em empresas de qualquer dimens\u00e3o!<\/p>\n

Boas pr\u00e1ticas de concilia\u00e7\u00e3o nas empresas: \u00c9 muito importante conhecer as boas pr\u00e1ticas de concilia\u00e7\u00e3o nas ). Para isso, a gest\u00e3o do work-life balance posiciona-se como chave em quest\u00f5es de lideran\u00e7a, remunera\u00e7\u00e3o, competitividade ou reputa\u00e7\u00e3o corporativa, cultura humanista e cultura \u00e9tica, entre outras. E \u00e9 que as boas pr\u00e1ticas em mat\u00e9ria de concilia\u00e7\u00e3o s\u00e3o um aspeto fundamental no modelo de gest\u00e3o de pessoas de uma empresa, uma vez que nela assentam os seus princ\u00edpios e valores. Uma empresa s\u00f3 pode ser competitiva se tiver a capacidade de se adaptar ao mercado atual e \u00e0s necessidades e novas exig\u00eancias dos seus clientes. Com esse objetivo, empresas l\u00edderes se reinventam a cada dia, sendo flex\u00edveis com os seus clientes e tamb\u00e9m implementando planos flex\u00edveis com os seus colaboradores.<\/p>\n

Ter boas pr\u00e1ticas de concilia\u00e7\u00e3o entre vida profissional e familiar, como flexibilidade temporal e espacial, apoio ao desenvolvimento profissional, pessoal ou familiar, promo\u00e7\u00e3o da diversidade, inclus\u00e3o, desenvolvimento de novos modelos de lideran\u00e7a ou promo\u00e7\u00e3o do uso de novas tecnologias e ferramentas, n\u00e3o \u00e9 apenas uma necessidade atual, mas tamb\u00e9m \u00e9 um poderoso est\u00edmulo para o trabalhador e refor\u00e7a positivamente o compromisso entre a empresa e os seus profissionais.<\/p>\n

As empresas \u201cefr\u201d s\u00e3o refer\u00eancia quando falamos de boas pr\u00e1ticas em concilia\u00e7\u00e3o. Muitos t\u00eam levado a gest\u00e3o da concilia\u00e7\u00e3o a algo al\u00e9m de uma mera certifica\u00e7\u00e3o, que \u00e9 justamente o objetivo desta ferramenta de melhoria cont\u00ednua. Fizeram dela um dos seus pilares fundamentais em termos de cultura e lideran\u00e7a, um exemplo a seguir, como que utilizando os elementos do \u201cefr\u201d como pilar base na elabora\u00e7\u00e3o de C\u00f3digo de Governo ESG, para uma gest\u00e3o moderna na trilogia das preocupa\u00e7\u00f5es Ambientais, Sociais e Econ\u00f3micas ou em linguagem anglo-sax\u00f3nica, seguindo a pol\u00edtica dos 3P: People – Planet – Profit! Num mundo, vol\u00e1til e incerto, as empresas\u00a0 t\u00eam de se adaptar rapidamente, serem \u00e1geis e flex\u00edveis, numa Vis\u00e3o Estrat\u00e9gica de Transpar\u00eancia, apostando forte nas pessoas e no conhecimento para uma aposta nas lideran\u00e7as a n\u00edvel transversal da empresa, numa cultura \u00e9tica e motivacional com foco na cria\u00e7\u00e3o de riqueza e do bem comum, transmitindo estabilidade, exemplo e seguran\u00e7a, como suportes de responsabilidade social interna e do tal bem-estar e felicidade organizacional a que todos almejamos, retendo e atraindo os melhores!<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t

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\ud83c\uddec\ud83c\udde7<\/p>\n

Attracting and retaining talent – \u2018efr\u2019 certification<\/strong><\/p>\n

Article by Mr David Zamith in VidaEcon\u00f3mica newspaper, January 2024<\/strong><\/p>\n

Creating the conditions to encourage your employees to stay is important, but knowing why your employees are looking for a new job may be more important to developing an effective retention strategy, or even knowing why your team feels good in your company or even attracting the best? We\u2019re going to make our analysis based on this last assumption, feeling good about where you work, looking at the new IPQ Standard 4059, a standard on the management of Well-being and Organisational Happiness, which points to the Sustainable Development Goals SDG 3 – Health and Well-being and SDG 8 – Organisational Happiness.<\/p>\n

There’s a lot of talk today about Artificial Intelligence (AI) and its effects on the world of work, but little is said about Humanism in Companies or how to create truly attractive conditions, starting with the Continuous Training of teams, which is fundamental for the new AI era, or as it’s called today, the need to \u2018Learn to Learn\u2019 all your life; Training is fundamental for developing knowledge and skills that allow people to be placed at the centre of organisations, providing career opportunities and working in a pleasant, flexible ecosystem with good working tools, in other words, creating the conditions for everyone to be autonomous in their activity (business leaders), as has been seen during the pandemic with remote working, where companies (some of which already used this so-called \u2018homework\u2019) experienced no difficulties in implementing it and others the same cannot be said!<\/p>\n

Only with a continuous training strategy is it possible to raise general knowledge in the company (by sharing knowledge within teams) and transmit autonomy at work! And this was one of the points that led Fundaci\u00f3n M\u00e1s Familia to create the \u2018efr\u2019 Certification – Family Responsible Companies, a certification co-issued in Portugal by ACEGE – Christian Association of Entrepreneurs and Managers, which reinforces the reconciliation of work and family life in companies of any size!<\/p>\n

Good work-life balance practices in companies: It is very important to know the good work-life balance practices in companies.) To this end, work-life balance management is key to issues of leadership, remuneration, competitiveness or corporate reputation, humanist culture and ethical culture, among others. Good work-life balance practices are a fundamental aspect of a company’s people management model, as they underpin its principles and values. A company can only be competitive if it has the ability to adapt to the current market and the needs and new demands of its customers. To this end, leading companies reinvent themselves every day, being flexible with their customers and also implementing flexible plans with their employees.<\/p>\n

Having good work-life balance practices, such as time and space flexibility, support for professional, personal or family development, promotion of diversity, inclusion, development of new leadership models or promotion of the use of new technologies and tools, is not only a current necessity, but it is also a powerful stimulus for the worker and positively reinforces the commitment between the company and its professionals.<\/p>\n

The \u2018efr\u2019 companies are a benchmark when it comes to good practice in conciliation. Many have taken conciliation management beyond mere certification, which is precisely the aim of this continuous improvement tool. They have made it one of their fundamental pillars in terms of culture and leadership, an example to follow, as if using the elements of \u2018efr\u2019 as a basic pillar in drawing up the ESG Code of Governance, for modern management in the trilogy of Environmental, Social and Economic concerns, or in Anglo-Saxon language, following the 3P policy: People – Planet – Profit! In a volatile and uncertain world, companies have to adapt quickly, be agile and flexible, with a Strategic Vision of Transparency, betting heavily on people and knowledge for leadership across the company, in an ethical and motivational culture focused on creating wealth and the common good, transmitting stability, example and security, as supports for internal social responsibility and the well-being and organisational happiness we all crave, retaining and attracting the best!<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t

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Creating conditions to encourage employees to stay is important, but understanding why your employees look for new opportunities can be even more crucial for developing an effective retention strategy. Equally important is knowing why your team feels good working at your company or what attracts the best talent to join your organization?…<\/p>\n","protected":false},"author":2,"featured_media":14957,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_joinchat":[],"footnotes":""},"categories":[181],"tags":[],"class_list":["post-14963","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-rdl-institutional"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.ruydelacerda.pt\/en\/wp-json\/wp\/v2\/posts\/14963","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.ruydelacerda.pt\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.ruydelacerda.pt\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.ruydelacerda.pt\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.ruydelacerda.pt\/en\/wp-json\/wp\/v2\/comments?post=14963"}],"version-history":[{"count":1,"href":"https:\/\/www.ruydelacerda.pt\/en\/wp-json\/wp\/v2\/posts\/14963\/revisions"}],"predecessor-version":[{"id":14964,"href":"https:\/\/www.ruydelacerda.pt\/en\/wp-json\/wp\/v2\/posts\/14963\/revisions\/14964"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.ruydelacerda.pt\/en\/wp-json\/wp\/v2\/media\/14957"}],"wp:attachment":[{"href":"https:\/\/www.ruydelacerda.pt\/en\/wp-json\/wp\/v2\/media?parent=14963"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.ruydelacerda.pt\/en\/wp-json\/wp\/v2\/categories?post=14963"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.ruydelacerda.pt\/en\/wp-json\/wp\/v2\/tags?post=14963"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}