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A percepção da transferência da formação e o compromisso organizacional dos colaboradores
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Abstract(s)
Na procura contínua de potenciar a eficácia das organizações, e dos seus recursos humanos, a formação organizacional como uma prática de gestão permite introduzir a dinâmica necessária para que os estados de desempenho da organização sejam reativamente ajustados e proativamente atuantes na envolvente de negócio. No entanto, independentemente da importância atribuída à formação, a avaliação da formação é cada vez mais vista como crucial, dado os recursos que são comumente aplicados em programas de formação de organização contemporânea. O objetivo desta investigação é avaliar um curso para os recém-colaboradores, no sector bancário, averiguando a relação entre a perceção da transferência da formação e os níveis do compromisso organizacional. O estudo teve como campo de ação uma unidade bancária situada em Angola, composta por 60 colaboradores próprios da organização, sendo a amostra da investigação composta por 46 participantes. Os dados da pesquisa foram coletados por meio de um questionário composto por duas escalas os resultados da análise deram bons indicadores concernente a transferência da formação não tendo sido encontrado obstáculos ao processo. Não foram encontradas relações significativas com os níveis do compromisso organizacional.
In the ongoing quest to the effectiveness of organizations, and their human resources, organizational training as a management practice allows you to enter the necessary dynamics for the states of the organization's performance is adjusted reactively and proactively engaging in active business. However, regardless of the importance attached to training, evaluation of training is increasingly seen as crucial, given the resources that are commonly applied in the contemporary organization of training programs. The goal of this research is to evaluate a course for newly employees in the banking sector by examining the relationship between the perception of the transfer of training and levels of organizational commitment. The study had the playing field a banking unit situated in Angola, composed of 60 direct employees of the organization, and the sample is composed of 46 research participants. The research data were collected through a questionnaire consisting of two scales analysis results gave good indicators concerning the transfer of training, not obstacles were encountered in the process. No significant relationships between levels of organizational commitment were found.
In the ongoing quest to the effectiveness of organizations, and their human resources, organizational training as a management practice allows you to enter the necessary dynamics for the states of the organization's performance is adjusted reactively and proactively engaging in active business. However, regardless of the importance attached to training, evaluation of training is increasingly seen as crucial, given the resources that are commonly applied in the contemporary organization of training programs. The goal of this research is to evaluate a course for newly employees in the banking sector by examining the relationship between the perception of the transfer of training and levels of organizational commitment. The study had the playing field a banking unit situated in Angola, composed of 60 direct employees of the organization, and the sample is composed of 46 research participants. The research data were collected through a questionnaire consisting of two scales analysis results gave good indicators concerning the transfer of training, not obstacles were encountered in the process. No significant relationships between levels of organizational commitment were found.
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Keywords
Avaliação da formação Transferência da formação Compromisso organizacional