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Análise do macroprocesso de desenvolvimento de pessoas numa PME de serviços
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| 1.08 MB | Adobe PDF |
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Abstract(s)
A gestão de pessoas torna-se fundamental para superar as mudanças contínuas e melhorar o desempenho das organizações. Em especial, para as pequenas e médias empresas que precisam de recursos, conhecimentos e habilidades para serem sustentáveis, competitivas e reduzir a mortalidade. Entre os diferentes processos estratégicos dos recursos humanos, apresenta-se o desenvolvimento de pessoas, ferramenta vital para o aperfeiçoamento e aumento das competências e capacidades, que visa direcionar as empresas à inovação e aprendizagem contínua através de equipas de trabalho preparadas para acompanhar estas alterações. Portanto, este projeto tem o propósito de analisar como as ações de formação e o desenvolvimento influenciam no desempenho dos colaboradores da Equione. A empresa da pesquisa é uma PME de serviços. O projeto realizado foi um estudo explicativo através da utilização de entrevistas semiestruturadas para a recolha dos dados e para a análise destes aplicou-se o método de categorização proposto por Miles e Huberman (1994). Os principais resultados deste projeto foram que o macroprocesso a ser analisado apresenta uma lacuna na Equione, o capital intelectual não está a ser desenvolvido nem o seu desempenho gerido nem avaliado. O foco atual é na satisfação do cliente com base nos processos, falta de comunicação, formalizações e limitações foram descobertas. Escassa utilização das ferramentas de gestão de pessoas, apenas acontecem formações a nível técnico, geralmente internas, para resolver problemas da operação. Espera-se contribuir para evitar as deficiências apresentadas neste macroprocesso para reter os talentos e motivar os colaboradores com base numa correta avaliação do desempenho com a finalidade de sobreviver neste ambiente cada vez mais competitivo.
People management becomes essential to overcome continuous changes and improve the performance of organizations. In particular, for small and medium-sized businesses that need resources, knowledge and skills to be sustainable, competitive and reduce mortality. Among the different strategic processes of human resources, there is the development of people, a vital tool for the improvement and increase of skills and capacities, which aims to direct companies to innovation and continuous learning through work teams prepared to accompany these changes. Therefore, this project aims to analyze how training and development actions influence the performance of Equione employees. The research company is a service SME. The project carried out was an explanatory study through the use of semi-structured interviews for data collection, and for their analysis, the categorization method proposed by Miles and Huberman (1994) was applied. The main results of this project were that the macroprocess to be analyzed has a gap in Equione, and that the intellectual capital is not being developed nor its performance is being managed or evaluated. The current focus is on customer satisfaction based on processes, and lack of communications, formalities and limitations have been discovered. Little use of people management tools, only technical training, usually internal, takes place to solve problems in the operation. It is expected to help prevent the deficiencies presented in this macro process to retain talents and motivate employees based on a correct performance assessment in order to survive in this increasingly competitive environment.
People management becomes essential to overcome continuous changes and improve the performance of organizations. In particular, for small and medium-sized businesses that need resources, knowledge and skills to be sustainable, competitive and reduce mortality. Among the different strategic processes of human resources, there is the development of people, a vital tool for the improvement and increase of skills and capacities, which aims to direct companies to innovation and continuous learning through work teams prepared to accompany these changes. Therefore, this project aims to analyze how training and development actions influence the performance of Equione employees. The research company is a service SME. The project carried out was an explanatory study through the use of semi-structured interviews for data collection, and for their analysis, the categorization method proposed by Miles and Huberman (1994) was applied. The main results of this project were that the macroprocess to be analyzed has a gap in Equione, and that the intellectual capital is not being developed nor its performance is being managed or evaluated. The current focus is on customer satisfaction based on processes, and lack of communications, formalities and limitations have been discovered. Little use of people management tools, only technical training, usually internal, takes place to solve problems in the operation. It is expected to help prevent the deficiencies presented in this macro process to retain talents and motivate employees based on a correct performance assessment in order to survive in this increasingly competitive environment.
Description
Keywords
Gestão de Recursos Humanos PMEs Gestão de Desempenho Formação Desenvolvimento Estratégia Organizacional