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Implementação piloto de um sistema de avaliação de desempenho: uma PME tecnológica
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Este trabalho apresenta o planeamento, desenvolvimento e implementação piloto de um sistema de avaliação de desempenho numa PME tecnológica, com o objetivo de estruturar práticas de gestão de pessoas alinhadas com a estratégia organizacional. Foram aplicadas metodologias complementares, como a escala gráfica, incidentes críticos, avaliação 360º e autoavaliação, integradas num único questionário, permitindo obter uma perspetiva abrangente sobre o desempenho dos colaboradores. O sistema foi implementado com diferentes perfis organizacionais, developers, gestora de recursos humanos, gestor de projeto e CEO, possibilitando uma análise diferenciada das relações hierárquicas e funcionais. Os resultados evidenciam que a diversidade de instrumentos favoreceu o envolvimento dos participantes e aumentou a perceção de justiça e transparência no processo avaliativo. Por outro lado, as reuniões de feedback informal permitiram recolher sugestões de melhoria e identificar a necessidade de ajustes futuros, como o aprofundamento das métricas utilizadas e a institucionalização do processo.
This study presents the planning, development and pilot implementation of a performance evaluation system in a technological Small Medium Enterprise (SME), with the aim of structuring people management practices aligned with the organizational strategy. Complementary methodologies were applied, such as graphic rating scales, critical incidents, 360-degree feedback, and self-assessment, integrated into a single questionnaire, thus providing a comprehensive perspective on employee performance. The system was implemented across different organizational profiles, developers, human resources manager, project manager, and CEO, enabling a differentiated analysis of hierarchical and functional relationships. The results show that the diversity of instruments favored participant involvement and increased the perception of fairness and transparency in the evaluation process. Furthermore, informal feedback meetings allowed the collection of suggestions for improvement and emphasized the need for future adjustments, such as the deepening of the metrics used and the institutionalization of the process. Although exploratory in nature, applied within a specific organizational context and with a small sample, the research demonstrated the feasibility and potential of adopting structured evaluation systems in SME. There is a need for more robust future studies, using mixed methods and longitudinal analysis, to assess the sustained impact of performance appraisal on factors such as motivation, talent retention, and organizational climate.
This study presents the planning, development and pilot implementation of a performance evaluation system in a technological Small Medium Enterprise (SME), with the aim of structuring people management practices aligned with the organizational strategy. Complementary methodologies were applied, such as graphic rating scales, critical incidents, 360-degree feedback, and self-assessment, integrated into a single questionnaire, thus providing a comprehensive perspective on employee performance. The system was implemented across different organizational profiles, developers, human resources manager, project manager, and CEO, enabling a differentiated analysis of hierarchical and functional relationships. The results show that the diversity of instruments favored participant involvement and increased the perception of fairness and transparency in the evaluation process. Furthermore, informal feedback meetings allowed the collection of suggestions for improvement and emphasized the need for future adjustments, such as the deepening of the metrics used and the institutionalization of the process. Although exploratory in nature, applied within a specific organizational context and with a small sample, the research demonstrated the feasibility and potential of adopting structured evaluation systems in SME. There is a need for more robust future studies, using mixed methods and longitudinal analysis, to assess the sustained impact of performance appraisal on factors such as motivation, talent retention, and organizational climate.
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Avaliação de Desempenho Gestão de Pessoas Mercado de Trabalho PME Performance Evaluation People Management Labor Market SME