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Publication
Políticas e práticas de formação profissional: instituto de Segurança Social: caso de estudo
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| 1.55 MB | Adobe PDF |
Advisor(s)
Abstract(s)
A formação profissional tem assumido uma nova centralidade nas sociedades
contemporâneas e tem vindo a ser discutida, quer enquanto instância de socialização
profissional e um elemento estruturador das políticas de gestão de recursos humanos, quer
enquanto instância de regulação social, ao assegurar a conformação ideológica e a gestão
dos processos de transição profissional, numa sociedade marcada pelo primado da
flexibilidade (Almeida, 2007).
Numa era marcada pela globalização, a partilha do conhecimento e da informação
acarreta uma constante atualização dos saberes. Por esse motivo, cada vez mais os Recursos
Humanos se veem na obrigatoriedade de criar estratégias de conhecimento, em que a
formação profissional é um fator determinante para o sucesso de qualquer organização.
Deste modo, e segundo Barbosa (2018), a Administração Pública tem vindo, cada vez mais,
a implementar novas ações que apostam na valorização do potencial existente nas pessoas,
aposta esta voltada para a política do desenvolvimento pessoal através da Gestão da
Formação.
O objetivo principal desta dissertação consiste em identificar e compreender o
funcionamento do ciclo da Gestão da Formação enquanto estratégia dos RH num organismo
da função pública, num estudo de caso elaborado no ISS Setúbal (doravante Instituto de
Segurança Social), atentando responder à pergunta: “Como é operacionalizado o ciclo de
Formação no Centro Distrital de Setúbal”. A metodologia seguida é de natureza qualitativa,
sendo que as técnicas de recolha de dados foram a análise documental, o inquérito por
questionário - aplicado aos colaboradores do ISS de Setúbal, mais precisamente os inseridos
na carreira de Assistentes Técnicos e Técnicos Superiores -, e a entrevista, realizada aos
coordenadores e dirigentes dos RH. Os dados recolhidos foram submetidos a análise
estatística e a análise de conteúdo. Em paralelo, realizou-se a necessária revisão da literatura
pertinente para a definição de um quadro teórico que pudesse fundamentar a análise realizada
e os resultados obtidos.
Com base nos resultados obtidos, é de salientar que a formação é um pilar importante
no que concerne à motivação e ao bom desempenho dos colaboradores de modo a cumprir
com eficácia e eficiência as tarefas que lhes são atribuídas.
Vocational training has assumed a new centrality in contemporary societies and has been discussed, both as an instance of professional socialization and a structuring element of human resources management policies, and as an instance of social regulation, by ensuring the ideological conformation and the management of professional transition processes in a society marked by the primacy of flexibility (Almeida, 2007) In an era marked by globalization, the sharing of knowledge and information entails a constant updating of knowledge, for this reason, Human Resources increasingly find themselves obliged to create knowledge strategies, where professional training is a determining factor for the success of any organization. In this way, and according to Barbosa, the Public Administration is increasingly implementing new actions that focus on valuing the existing potential in people, focusing on the policy of personal development through Training Management (Barbosa, 2018). The main objective of this dissertation is to identify and understand the functioning of the Training Management cycle as an HR strategy in a public service organization, in a case study carried out at ISS Setúbal (hereinafter Social Security Institute), trying to answer the question: “ How the Training cycle is implemented in the Setúbal District Center”. The methodology followed is qualitative in nature, and the data collection techniques were document analysis, the questionnaire survey - applied to employees of the ISS of Setúbal, more precisely those included in the career of Technical Assistants and Senior Technicians -, and the interview , carried out to HR coordinators and managers. The data collected was subjected to statistical analysis and content analysis. In parallel, the necessary review of the relevant literature was carried out to define a theoretical framework that could support the analysis carried out and the results obtained. Based on the results obtained, it should be noted that training is an important pillar with regard to the motivation and good performance of employees in order to effectively and efficiently fulfill the tasks assigned to them.
Vocational training has assumed a new centrality in contemporary societies and has been discussed, both as an instance of professional socialization and a structuring element of human resources management policies, and as an instance of social regulation, by ensuring the ideological conformation and the management of professional transition processes in a society marked by the primacy of flexibility (Almeida, 2007) In an era marked by globalization, the sharing of knowledge and information entails a constant updating of knowledge, for this reason, Human Resources increasingly find themselves obliged to create knowledge strategies, where professional training is a determining factor for the success of any organization. In this way, and according to Barbosa, the Public Administration is increasingly implementing new actions that focus on valuing the existing potential in people, focusing on the policy of personal development through Training Management (Barbosa, 2018). The main objective of this dissertation is to identify and understand the functioning of the Training Management cycle as an HR strategy in a public service organization, in a case study carried out at ISS Setúbal (hereinafter Social Security Institute), trying to answer the question: “ How the Training cycle is implemented in the Setúbal District Center”. The methodology followed is qualitative in nature, and the data collection techniques were document analysis, the questionnaire survey - applied to employees of the ISS of Setúbal, more precisely those included in the career of Technical Assistants and Senior Technicians -, and the interview , carried out to HR coordinators and managers. The data collected was subjected to statistical analysis and content analysis. In parallel, the necessary review of the relevant literature was carried out to define a theoretical framework that could support the analysis carried out and the results obtained. Based on the results obtained, it should be noted that training is an important pillar with regard to the motivation and good performance of employees in order to effectively and efficiently fulfill the tasks assigned to them.
Description
Keywords
Gestão da Formação Recursos Humanos Administração Pública ISS de Setúbal Training Management Human Resources Public Administration