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Publication
As práticas de gestão de recursos humanos e a satisfação dos trabalhadores numa unidade orgânica pública
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Advisor(s)
Abstract(s)
A Administração Pública nas últimas décadas passou por grandes reformas na sua gestão com o objetivo de se tornar mais eficiente e naturalmente as Práticas de Gestão de Recursos Humanos foram transformadas e adaptadas neste período. O trabalhador no seio desta transformação adquire um novo estatuto e a reforma altera aspetos no relacionamento entre o indivíduo e a instituição que afetam e influenciam a satisfação profissional.
Este estudo tem como objetivo identificar os níveis de satisfação dos trabalhadores em relação as Práticas de Gestão de Recursos Humanos de uma Unidade Orgânica Pública, no que diz respeito à Gestão de Carreira, Formação Profissional e Desenvolvimento, Recrutamento e Seleção, Sistema de Avaliação e Desempenho, Práticas de Informação e Comunicação. Para a qual aplicou-se o inquérito por questionário de Práticas de Gestão de Recursos Humanos adaptado do modelo europeu comum de Gestão da Qualidade para o setor público, Common Assessment Framework, (CAF), a uma amostra de 31 trabalhadores.
Os resultados obtidos demonstram a existência de um nível global de baixa satisfação dos trabalhadores, verificou-se uma relação positiva e bastante significativa entre as Práticas de Gestão de Recursos Humanos e a Satisfação global dos trabalhadores, indicando que uma maior força das Práticas de Gestão de Recursos Humanos esta associada a uma maior satisfação. Em relação as dimensões, Gestão de Carreira, Formação Profissional e Desenvolvimento, Recrutamento e Seleção, Informação e Comunicação, Sistema de Avaliação e Desempenho, a Prática com menor nível de satisfação é a Avaliação de Desempenho, logo a dimensão que se destaca na perceção dos trabalhadores. Faz-se notar a importância de um cuidado redobrado relativamente ao modo como o SIADAP é implementado pelos responsáveis organizacionais.
Conclui-se que a mudança organizacional ocorrida no contexto da Nova Gestão Pública afeta a satisfação profissional dos trabalhadores que exercerem funções em uma UOP e a influência tendencialmente de forma negativa.
The Public Administration in the last decades underwent major reforms in its management with the aim of becoming more efficient and naturally the Human Resources Management Practices were transformed and adapted in this period. The worker within this transformation acquires a new statute and the reform changes aspects in the relationship between the individual and the institution, wich affect and influence professional satisfaction. This study aims to identify the satisfaction levels of the employees in relation to the Human Resources Management Practices of a Public Organic Unit with regard to Career Management, Vocational Training and Development, Recruitment and Selection, Evaluation and Performance System, Information and Communication Practices. To this effect was applied a questionnaire on the Human Resources Management Practices adapted from the Common European Framework of Quality Management for the Public Sector, Common Assessment Framework (CAF). This applied to a sample of 31 workers. The results obtained demonstrate the existence of a global level of low employee satisfaction, a positive and quite significant relationship was found between the Human Resources Management Practices and the Overall Satisfaction of the employees, indicating that a greater strength of the Management Practices of Human resources is associated with greater satisfaction. In relation to the dimensions, Career Management, Professional Training and Development, Recruitment and Selection, Information and Communication, Evaluation and Performance System, the Practice with lower level of satisfaction is the Performance Evaluation, thus the dimension that stands out in the perception of the workers. The importance of redoubled care regarding the way in which the SIADAP is implemented by the organizational leaders is emphasized. In conclusion, the organizational change occurred in the context of the New Public Management affects the professional satisfaction of the employees who perform functions in a UOP. This and the influence tends to be negative.
The Public Administration in the last decades underwent major reforms in its management with the aim of becoming more efficient and naturally the Human Resources Management Practices were transformed and adapted in this period. The worker within this transformation acquires a new statute and the reform changes aspects in the relationship between the individual and the institution, wich affect and influence professional satisfaction. This study aims to identify the satisfaction levels of the employees in relation to the Human Resources Management Practices of a Public Organic Unit with regard to Career Management, Vocational Training and Development, Recruitment and Selection, Evaluation and Performance System, Information and Communication Practices. To this effect was applied a questionnaire on the Human Resources Management Practices adapted from the Common European Framework of Quality Management for the Public Sector, Common Assessment Framework (CAF). This applied to a sample of 31 workers. The results obtained demonstrate the existence of a global level of low employee satisfaction, a positive and quite significant relationship was found between the Human Resources Management Practices and the Overall Satisfaction of the employees, indicating that a greater strength of the Management Practices of Human resources is associated with greater satisfaction. In relation to the dimensions, Career Management, Professional Training and Development, Recruitment and Selection, Information and Communication, Evaluation and Performance System, the Practice with lower level of satisfaction is the Performance Evaluation, thus the dimension that stands out in the perception of the workers. The importance of redoubled care regarding the way in which the SIADAP is implemented by the organizational leaders is emphasized. In conclusion, the organizational change occurred in the context of the New Public Management affects the professional satisfaction of the employees who perform functions in a UOP. This and the influence tends to be negative.
Description
Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do grau de
Mestre em Gestão Estratégica de Recursos Humanos
Keywords
Evolução da Administração Pública em Portugal Gestão de Recursos Humanos Práticas de Recursos Humanos e Satisfação Profissional Evolution of Public Administration in Portugal Human Resources Management Human Resources Practices and Professional Satisfaction
Pedagogical Context
Citation
Publisher
Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais