AFTER-SALES STRATEGIES TO FIND, TRAIN AND RETAIN TALENTS IN AUTOMOTIVE MAINTENANCE AND REPAIR
DOI:
https://doi.org/10.61164/rmnm.v11i1.4153Keywords:
Recursos Humanos; Colaboradores; Investimento; Formação de Mão de Obra.Abstract
We are experiencing a growing demand for qualified labor to work in the automotive maintenance and repair segment, and dealerships are increasingly facing higher costs for maintaining their operations, which will directly influence the resources made available for training specialized labor. The work that will be developed aims to present to employers and recruiters how important the performance of HR (Human Resources) is for the success of an organization. During this work, we will be raising employees' expectations regarding their workplace and the tools made available for the development of their work activities, and we will also be illustrating the costs of recruiting, training and retaining employees. In this way, we will discuss methods for identifying weaknesses and strengths in organizations in order to list points for improvement to ensure that investments in training of technical staff are not in vain, but that they can deal very professionally when one of the employees is harassed by the competing market and that we have the strength to retain our greatest asset of the company, which is undoubtedly our employees.
Downloads
References
KOTLER, P. Administração de marketing – 10. ed. São Paulo: Prentice Hall, 2000.
MARTINS, Gilberto de Andrade. Metodologia da investigação científica para ciências sociais aplicadas. 2. ed. São Paulo: Atlas, 2009.
ÁVILA, Lucas Veiga; STECCA, Jaime Peixoto. Gestão de pessoas. Santa Maria: Rede E-Tec, 2015.
SOVIENSKI, Fernanda; STIGAR, Robson. Recursos humanos x Gestão de pessoas. Revista Científica de Administração, São Paulo, v. 10, n. 2, p. 51-61, 10 jan. 2008.
VALVERDE, M., Scullion, H., & Ryan, G. (2013). Talent management in Spanish medium-sized organisations. The International Journal of Human Resource Management. DOI: https://doi.org/10.1080/09585192.2013.777545
TANSLEY, C., & Tietze, S. (14 de April de 2013). Rites of passage through talent management progression stages: an identity work perspective. The International Journal of Human Resource Management. DOI: https://doi.org/10.1080/09585192.2013.777542
Downloads
Published
Issue
Section
License
Copyright (c) 2025 Revista Multidisciplinar do Nordeste Mineiro
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
Authors who publish in this journal agree to the following terms:
Authors retain copyright and grant the journal the right of first publication, with the work simultaneously licensed under the Creative Commons Attribution License, which permits the sharing of the work with proper acknowledgment of authorship and initial publication in this journal;
Authors are authorized to enter into separate, additional agreements for the non-exclusive distribution of the version of the work published in this journal (e.g., posting in an institutional repository or publishing it as a book chapter), provided that authorship and initial publication in this journal are properly acknowledged, and that the work is adapted to the template of the respective repository;
Authors are permitted and encouraged to post and distribute their work online (e.g., in institutional repositories or on their personal websites) at any point before or during the editorial process, as this may lead to productive exchanges and increase the impact and citation of the published work (see The Effect of Open Access);
Authors are responsible for correctly providing their personal information, including name, keywords, abstracts, and other relevant data, thereby defining how they wish to be cited. The journal’s editorial board is not responsible for any errors or inconsistencies in these records.
PRIVACY POLICY
The names and email addresses provided to this journal will be used exclusively for the purposes of this publication and will not be made available for any other purpose or to third parties.
Note: All content of the work is the sole responsibility of the author and the advisor.
