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Abstract(s)
A mudança é um desafio permanente para as Organizações e, decorrentemente, para a Força Aérea (FA). A conceção/operacionalização do módulo de Recursos Humanos (RH) do Sistema Integrado de Gestão (SIG), em 2018, afigurou-se um projeto complexo, que alterou os procedimentos instituídos na gestão de pessoal e no processamento de vencimentos da FA.
O presente estudo analisa a gestão da mudança associada à implementação do SIG-RH, mediante um raciocínio dedutivo, alicerçado numa estratégia de investigação quantitativa com reforço qualitativo, no estudo de caso como desenho de pesquisa, e nas análises: documental, de conteúdo às entrevistas semiestruturadas a seis oficiais (chefias), e das respostas, a um questionário, de 51 militares e civis (83,6% de N=61), utilizadores do SIG-RH das Direções de Pessoal e de Finanças da FA.
Dos resultados obtidos, concluiu-se que a otimização desta gestão ancora, primariamente, na sintonia entre a implementação das estratégias definidas pela chefia, e a forma como estas são efetivamente percebidas pelos utilizadores. Concomitantemente, deve focar-se em: promover o envolvimento dos colaboradores e avaliar uma intervenção mitigadora das eventuais resistências; enriquecer a comunicação interna das melhorias/mais-valias já obtidas; e reforçar as ações de formação, centradas nas competências dos utilizadores e na recolha de inputs/contributos de melhoramento.
Change is a permanent challenge for Organizations and, consequently, for the Air Force (FA). The design/operationalization of the Human Resources Integrated Management System’s (SIG-RH) module, during 2018, was a complex project, which changed the established procedures for both the Air Force’s personnel management and wage processing. This study analyzes change management related to the SIG-RH’s implementation, through deductive reasoning, based on a quantitative research strategy with qualitative reinforcement, case study design, and on both document and content analysis of semi-structured interviews to six officers (leaders), and questionnaire’s answers, of 51 military and civilians (83.6% of N = 61), SIG RH’s users of the Air Force’s Personnel and Finance Directorates. Based on the attained results, it was concluded that the management optimization lies, primarily, on the harmony between the implementation of the leaders’ defined strategies, and how these are effectively perceived by the users. Simultaneously, it should focus on: promoting employee participation and evaluating an intervention to mitigate any resistance; developing internal communication of the improvements/gains already obtained; and reinforcing training actions, centered on users’ competences and on the assembly of inputs/contributions for improvement.
Change is a permanent challenge for Organizations and, consequently, for the Air Force (FA). The design/operationalization of the Human Resources Integrated Management System’s (SIG-RH) module, during 2018, was a complex project, which changed the established procedures for both the Air Force’s personnel management and wage processing. This study analyzes change management related to the SIG-RH’s implementation, through deductive reasoning, based on a quantitative research strategy with qualitative reinforcement, case study design, and on both document and content analysis of semi-structured interviews to six officers (leaders), and questionnaire’s answers, of 51 military and civilians (83.6% of N = 61), SIG RH’s users of the Air Force’s Personnel and Finance Directorates. Based on the attained results, it was concluded that the management optimization lies, primarily, on the harmony between the implementation of the leaders’ defined strategies, and how these are effectively perceived by the users. Simultaneously, it should focus on: promoting employee participation and evaluating an intervention to mitigate any resistance; developing internal communication of the improvements/gains already obtained; and reinforcing training actions, centered on users’ competences and on the assembly of inputs/contributions for improvement.
Description
Keywords
Gestão da mudança Resistência à mudança Implementação de sistema de informação Recursos Humanos Sistema Integrado de Gestão-RH na Força Aérea Change management Change r Information system implementation Human resources Air Force HR-Integrated Management System