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A gestão de recursos humanos e de carreiras assume-se, na sociedade atual,
como a pedra angular de qualquer gestor, porque o capital humano, fundamental
em qualquer organização, exige ser motivado e reconhecido. Neste sentido, a
Polícia de Segurança Pública, apesar de manter uma estrutura organizacional de
matriz weberiana, tem vindo a adotar a meritocracia como método de ascensão
na carreira.
Importa, por isso, aferir, recorrendo à revisão documental e à observação
participante, se a materialização do método de avaliação curricular, utilizado para
recrutamento para categoria superior na carreira policial da Polícia de Segurança
Pública, é blindado e consubstancia uma estratégia para o enriquecimento e
valorização do pessoal policial. Conclui-se que o modelo está desprotegido,
identificando-se fatores que carecem de ser expurgados, porque não garantem os
princípios da equidade, da justiça e da igualdade de oportunidade e condições de
todos os candidatos, baluartes neste processo.
Em consequência, ferem a consciência estamental do trabalhador e
conduzem à sua desmotivação.
The human resources and careers management has assumed itself, in our current society, as the cornerstone of any manager, because of the human capital, essential in any organization, which requires being motivated and recognized. Therefore, the Public Security Police, which has kept an organizational structure of Weber matrix, has been adopting the meritocracy as a career advancement method. Thus, it is important to verify, making a serious request to the document review and observation, if the effective method of curriculum evaluation used during the recruitment process to a higher category inside the police force of the Public Security Police is unbreakable and if it substantiates a strategy to enrich and enhance the police officers. We can conclude that the model is unprotected, and we are able to identify some factors that need to be cleared because they do not guarantee the principles of equity, of justice and of equality of opportunities as well as the same conditions to all the candidates, that are the basis of this process. As a result, this model hurts the esteem and honourableness of the worker and it leads to a lack of motivation.
The human resources and careers management has assumed itself, in our current society, as the cornerstone of any manager, because of the human capital, essential in any organization, which requires being motivated and recognized. Therefore, the Public Security Police, which has kept an organizational structure of Weber matrix, has been adopting the meritocracy as a career advancement method. Thus, it is important to verify, making a serious request to the document review and observation, if the effective method of curriculum evaluation used during the recruitment process to a higher category inside the police force of the Public Security Police is unbreakable and if it substantiates a strategy to enrich and enhance the police officers. We can conclude that the model is unprotected, and we are able to identify some factors that need to be cleared because they do not guarantee the principles of equity, of justice and of equality of opportunities as well as the same conditions to all the candidates, that are the basis of this process. As a result, this model hurts the esteem and honourableness of the worker and it leads to a lack of motivation.
Descrição
Palavras-chave
Polícia de Segurança Pública Avaliação curricular Mérito Motivação