MODELO DE GESTÃO DE PESSOAS ALINHADO AOS PILARES DA SUSTENTABILIDADE ORGANIZACIONAL: UM ESTUDO NAS INDÚSTRIAS DE PAPEL E CELULOSE

Abstract

The scenario of changes observed in the global marketplace has characteristics that reflect the behavioral changes of consumers more oriented to conscious consumption, which demands coherent and suitable adaptations of the organizations to stay in the market; these changes influence the management of an organization. Based on the current theory of strategies and social practice to analyze the policies and practices of management in the environmental, social and economic fields, this study the process of sustainable strategic alignment. In view of these needs, the present dissertation aims to answer the question: What is the sustainable strategic alignment between the people management model and the organizational sustainability in the Pulp and Paper Industries? This question is also presented as a central objective of research, and for this it was necessary to follow an appropriate methodology, choosing, in this case, an essentially qualitative research, with multiple case studies in depth; the data collection took place through interviews and systematic observation with analysis of the content. The investigation took place in two companies in the paper and cellulose industry, recognized in the national market and located in the south of Brazil, namely: Amazonas CIA de Papel e Celulose (a company with a fictional name for the preservation of the company's identity), companies and Santa Maria CIA de Papel e Celulose. The main results found and interpreted under the light of strategic theory as social practice, which helped in the understanding of this alignment process, have demonstrated that the actors involved include factors such as new technologies and programs to maintain competitiveness, as well as motivation for the need to maintain the certifications that ensure compliance with legislation and show the market that they are concerned with sustainable development. Therefore, the strategies established in both companies, through sustainable strategic alignment in the management of people who collaborate with the implementation of sustainability are: Recruitment and Selection; Learning, Training and Development; Performance and Competence Evaluation; Communication and Internal Marketing; Quality of Life, Safety, Health and Ergonomics; Internal and External Consultancy and Labor Relations and Law. Finally, the results found that the scope of sustainable strategic alignment is due to the influence of the people management model followed by the strategic managers and directed by the tactical managers to the implementation of sustainability. Thus, this research collaborates with future studies, both in the theoretical field and in the professional practice, in the theme of sustainable strategic alignment.