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Abstract(s)
O capital humano das organizações é considerado, hoje em dia, a principal fonte do sucesso organizacional. Com as limitações de recursos que caraterizam as instituições públicas em Portugal, a área de recursos humanos assume uma relevância crescente, procurando evoluir e encontrar novas formas de dinamizar e rentabilizar o potencial dos seus funcionários.
A Polícia de Segurança Pública (PSP) possui uma diversidade e quantidade de profissionais bastante consideráveis, pelo que se apresentam grandes desafios para uma gestão eficiente, que procura o desenvolvimento e crescimento dos recursos, para a prossecução dos objetivos estratégicos da Instituição.
Como instrumento ou ferramenta de Gestão de Recursos Humanos, a Avaliação de Desempenho tem assumido uma importância crescente, de acordo com o seu potencial para a melhoria do desempenho e eficiência, na medida em que atua e intervém sobre os fatores que influenciam o comportamento humano, tais como, a motivação, satisfação e cultura organizacional.
Assim propomo-nos revisitar o processo e modelo de Avaliação de Desempenho implementado na PSP, procurando caracterizá-lo e avaliar o seu estado de desenvolvimento e paralelamente, observar a sua influência na satisfação e desempenho dos Polícias.
Finalmente, propomos a implementação de um modelo alternativo, integrado na Gestão dos Recursos Humanos, capaz de corresponder às necessidades da PSP e às expetativas e ambições dos seus profissionais.
Nowadays, the human capital of organizations is considered to be the main contributor to organizational success. Given the constraints and limitations that public administration is currently facing in Portugal, the human resources area has an increasingly important role always looking at evolving and finding new ways of enhancing its personnel’s potential. The Polícia de Segurança Pública (PSP) has a substantial and quite diverse number of professionals and this represents a great challenge in terms of efficient management, which aims at developing and boosting the resources in order to meet the institution’s strategic goals. As an instrument or as a human resources management tool, the performance evaluation has become increasingly important given its potential for improving the performance and efficiency. This evaluation tool also interferes on the elements that influence human behavior such as motivation, satisfaction and organizational culture. Therefore, we intend to revisit the process and model for performance evaluation implemented in the Polícia de Segurança Pública (PSP). We aim at analyzing and assessing its level of development and, simultaneously, determine its influence in the satisfaction and performance of Police officers. In conclusion, we propose the implementation of an alternative model, integrated in Human Resources Management that is not only able to meet the requirements and needs of Polícia de Segurança Pública (PSP) as in institution but also balance the expectations and motivations of its professionals.
Nowadays, the human capital of organizations is considered to be the main contributor to organizational success. Given the constraints and limitations that public administration is currently facing in Portugal, the human resources area has an increasingly important role always looking at evolving and finding new ways of enhancing its personnel’s potential. The Polícia de Segurança Pública (PSP) has a substantial and quite diverse number of professionals and this represents a great challenge in terms of efficient management, which aims at developing and boosting the resources in order to meet the institution’s strategic goals. As an instrument or as a human resources management tool, the performance evaluation has become increasingly important given its potential for improving the performance and efficiency. This evaluation tool also interferes on the elements that influence human behavior such as motivation, satisfaction and organizational culture. Therefore, we intend to revisit the process and model for performance evaluation implemented in the Polícia de Segurança Pública (PSP). We aim at analyzing and assessing its level of development and, simultaneously, determine its influence in the satisfaction and performance of Police officers. In conclusion, we propose the implementation of an alternative model, integrated in Human Resources Management that is not only able to meet the requirements and needs of Polícia de Segurança Pública (PSP) as in institution but also balance the expectations and motivations of its professionals.
Description
Keywords
Avaliação de Desempenho Mérito Desempenho Eficiência Satisfação e Gestão de Recursos Humanos