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Advisor(s)
Abstract(s)
Considerando-se a Guarda Nacional Republicana como uma Força de Segurança humana, prĂłxima e de confiança que se distingue pela excelĂȘncia do serviço, que os seus militares prestam ĂĄs populaçÔes que servem, torna-se fundamental melhorar a eficiĂȘncia da GestĂŁo de Recursos Humanos, na procura do desempenho ainda mais eficaz.
O Perfil de CompetĂȘncias, enquanto ferramenta da gestĂŁo de competĂȘncias, define-se como o conjunto de competĂȘncias necessĂĄrias para o desempenho, com sucesso, de uma função. A sua definição permite a identificação e tipificação das competĂȘncias necessĂĄrias para o desempenho da função e tipificar aquelas diferenciadoras do desempenho superior, numa perspetiva em que o capital humano Ă© considerado elemento primordial no sucesso das organizaçÔes.
Nesta senda e como objetivo geral procurou-se compreender a utilidade da aplicação do Perfil de CompetĂȘncias nos processos de Recrutamento e Seleção, Avaliação do Desempenho, Sistema Retributivo, Mobilidade do Efetivo e na Definição de Objetivos de trabalho, na GNR. Para isso foi seguida uma metodologia do tipo raciocĂnio dedutivo, de abordagem qualitativa e desenho de pesquisa de estudo de caso. Dos resultados alcançados atravĂ©s da realização de entrevistas, destacam-se as vantagens no Recrutamento e Seleção, na Avaliação do Desempenho e na Definição de Objetivos. Tendo ainda sido identificados constrangimentos a ter em conta na aplicação ao Sistema Retributivo e Mobilidade de Efetivos.
Considering the Republican National Guard as a close and trustworthy Human Security Force distinguished by the excellence of the service that its military provides to the populations it serves, it becomes fundamental to improve the efficiency of Human Resources Management in even more effective performance. Competencies Profile, as a competencies management tool, is defined as the set of competencies required for the successful performance of a role. Its definition allows the identification and classification of the competencies necessary for the performance of the function and typify the differentiators of the superior performance, in a perspective in which the human capital is considered primordial element in the success of the organizations. In this way and as a general objective, the aim was to understand the usefulness of applying the Competencies Profile in the Recruitment and Selection, Performance Evaluation, Retribution, Effective Mobility and Job Objectives in GNR processes. For this, a methodology of deductive reasoning, qualitative approach and case study research design were followed. From the results obtained through interviews, the advantages of Recruitment and Selection, Performance Evaluation and Goal Setting stand out. Having been identified restrictions to be taken into account in the application to the Retributive and Effective Mobility System.
Considering the Republican National Guard as a close and trustworthy Human Security Force distinguished by the excellence of the service that its military provides to the populations it serves, it becomes fundamental to improve the efficiency of Human Resources Management in even more effective performance. Competencies Profile, as a competencies management tool, is defined as the set of competencies required for the successful performance of a role. Its definition allows the identification and classification of the competencies necessary for the performance of the function and typify the differentiators of the superior performance, in a perspective in which the human capital is considered primordial element in the success of the organizations. In this way and as a general objective, the aim was to understand the usefulness of applying the Competencies Profile in the Recruitment and Selection, Performance Evaluation, Retribution, Effective Mobility and Job Objectives in GNR processes. For this, a methodology of deductive reasoning, qualitative approach and case study research design were followed. From the results obtained through interviews, the advantages of Recruitment and Selection, Performance Evaluation and Goal Setting stand out. Having been identified restrictions to be taken into account in the application to the Retributive and Effective Mobility System.
Description
Keywords
Perfil de competĂȘncias CompetĂȘncia GestĂŁo de recursos humanos Competencies profile Competencies Human resources management