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Modelo de gestão de desempenho: para a polícia nacional de São Tomé e Príncipe
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Orientador(es)
Resumo(s)
Numa sociedade cada vez mais global e competitiva, que impõe uma mudança contínua em qualquer organização, seja ela pública ou privada.
As pessoas constituem, cada vez mais, recurso essencial, se não, o mais importante para o bom desempenho das organizações, sendo elas o factor decisivo para se manter a competitividade. Torna-se necessário, ter em conta as capacidades profissionais, manutenção da motivação, satisfação e formação dos funcionários. Gestão de desempenho surge como uma ferramenta importante para melhorar a eficiência e eficácia na produção ou dos serviços prestados, caso seja sector privado ou público.
Nesse contexto o desenvolvimento da implementação de uma política eficaz de gestão de pessoas é essencial para a Polícia Nacional de São Tomé e Príncipe (PNSTP) atingir o sucesso. No âmbito deste estudo pretende-se identificar, através do método quantitativo e qualitativo, se modelo de avaliação utilizada na Polícia de Segurança Pública PSP Portuguesa é adequada para a PNSTP e desenvolver um modelo de gestão de desempenho para a PNSTP.
Realizou-se um estudo de caso no Comando Distrital de Água-Grande, onde se realizaram entrevistas à cadeia de comando e se aplicaram questionários aos elementos da PNSTP. Pôde-se verificar que, existe necessidade de implementação de um modelo de avaliação de desempenho, que assenta numa política de gestão por objectivos, subsidiado por um conjunto de competências que os trabalhadores têm de demonstrar durante um determinado período em que são objecto de avaliação.
Conclui-se que o modelo de avaliação utilizado na PSP não serve para ser implementado na PNSTP, porque o modelo baseia-se apenas na delimitação de um conjunto de competências inscritas na ficha de avaliação, onde os avaliadores se limitam a fazer uma classificação dessas competências, no final do ciclo de desempenho estabelecido.
In an increasingly global and competitive society, which requires continuous change in any organization, public or private. People are increasingly essential feature, if not the most important to the performance of organizations, they being the decisive factor in maintaining competitiveness. It is becomes necessary to take into account the professional capacities, maintaining motivation, satisfaction and employee training. Performance management emerges as an important tool to improve efficiency and effectiveness in production or services rendered, if private or public sector. In this context the development of the implementation of an effective policy management is essential to the National Police of Sao Tome and Principe (PNSTP) achieve success. Within this study aims to identify, through quantitative and qualitative methods of evaluation is used in Portuguese Police Public Security (PSP) model is suitable for PNSTP and develop a performance management model for PNSTP. We conducted a case study in the District Command of Água-Grande, where they performed semi-structured the chain of command interviews and questionnaires were applied to the elements of PNSTP. It was verified that there is need to implement a model of performance evaluation, based on a policy management by objective, supported by a set of competencies that workers must demonstrate during a period in which they are evaluated. We conclude that the evaluation model on PSP not meant to be implemented in PNSTP, because the model is based only on the definition of a set of competencies listed in the rubric, where assessors are limited to making a classification of those powers at the end of the established cycle performance.
In an increasingly global and competitive society, which requires continuous change in any organization, public or private. People are increasingly essential feature, if not the most important to the performance of organizations, they being the decisive factor in maintaining competitiveness. It is becomes necessary to take into account the professional capacities, maintaining motivation, satisfaction and employee training. Performance management emerges as an important tool to improve efficiency and effectiveness in production or services rendered, if private or public sector. In this context the development of the implementation of an effective policy management is essential to the National Police of Sao Tome and Principe (PNSTP) achieve success. Within this study aims to identify, through quantitative and qualitative methods of evaluation is used in Portuguese Police Public Security (PSP) model is suitable for PNSTP and develop a performance management model for PNSTP. We conducted a case study in the District Command of Água-Grande, where they performed semi-structured the chain of command interviews and questionnaires were applied to the elements of PNSTP. It was verified that there is need to implement a model of performance evaluation, based on a policy management by objective, supported by a set of competencies that workers must demonstrate during a period in which they are evaluated. We conclude that the evaluation model on PSP not meant to be implemented in PNSTP, because the model is based only on the definition of a set of competencies listed in the rubric, where assessors are limited to making a classification of those powers at the end of the established cycle performance.
Descrição
Palavras-chave
Gestão de recursos humanos Gestão de desempenho Avaliação