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Publication
Gestão estratégica de talentos enquanto processo produtivo de recursos humanos na PSP
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Abstract(s)
Uma organização centrada nos seus profissionais, que valoriza, motiva e aproveita o seu
potencial, será mais competente e capaz de acompanhar a evolução social e tecnológica que
os desafios hodiernos impõem. Neste estudo, a gestão estratégica de talentos, além de um
processo de identificação, seleção e desenvolvimento de indivíduos de particular valor para
uma organização, representou-se como um conjunto de práticas e políticas de recursos
humanos atrativas a essas pessoas. Quando aplicada a organizações do setor público, como
a Polícia de Segurança Pública, surge o debate se as abordagens a essa estratégia deverão ser
exclusivas a pessoas talentosas, ou inclusivas, abrangendo toda a força de trabalho. Barreiras
culturais e o dever a princípios de igualdade e justiça impõem especiais cautelas na decisão
sobre qual optar. Por isso, a literatura estudada preconizou uma abordagem mista, onde se
reconhece tratamento diferenciado a profissionais especializados e colocados em posiçõeschave ou a chefias de topo, desde que sujeitos a processos de seleção formais, transparentes
e vistos como justos pelos demais, enquanto, através da adoção de boas práticas e políticas
holísticas de gestão de RH, se mantêm todos os funcionários envolvidos e comprometidos
com a organização. Assim, com a construção de uma marca empregadora forte e fixação de
uma identidade apelativa, afirma-se uma organização em que as pessoas desejam trabalhar.
An organization focused on its professionals, which values, motivates and enhances their potential, will be more competent and able to keep up with the social and technological evolution that today's challenges impose. In this study, strategic talent management, in addition to a process of identifying, selecting and developing qualified individuals, emerges as a set of attractive Human Resources practices and policies. When applied to public sector organizations such as the Polícia de Segurança Pública, debate arises as to whether approaches to this strategy should be inclusive, encompassing the entire workforce, or exclusive to qualified individuals. Cultural barriers and the duty to principles of equality and justice impose special caution in deciding which one to choose. Therefore, the literature studied revealed a mixed approach, where differentiated treatment is recognized for specialized professionals, placed in key positions or in top management, being subject to formal selection processes, transparent and seen as fair by others, while, through the adoption of good practices and holistic HR management policies, all employees are kept involved and committed to the organization. Thus, with the construction of a strong employer brand and the establishment of an appealing identity, an organization in which people want to work is affirmed.
An organization focused on its professionals, which values, motivates and enhances their potential, will be more competent and able to keep up with the social and technological evolution that today's challenges impose. In this study, strategic talent management, in addition to a process of identifying, selecting and developing qualified individuals, emerges as a set of attractive Human Resources practices and policies. When applied to public sector organizations such as the Polícia de Segurança Pública, debate arises as to whether approaches to this strategy should be inclusive, encompassing the entire workforce, or exclusive to qualified individuals. Cultural barriers and the duty to principles of equality and justice impose special caution in deciding which one to choose. Therefore, the literature studied revealed a mixed approach, where differentiated treatment is recognized for specialized professionals, placed in key positions or in top management, being subject to formal selection processes, transparent and seen as fair by others, while, through the adoption of good practices and holistic HR management policies, all employees are kept involved and committed to the organization. Thus, with the construction of a strong employer brand and the establishment of an appealing identity, an organization in which people want to work is affirmed.
Description
Keywords
Gestão Estratégica de Talentos; Gestão de Recursos Humanos; Polícia;
Práticas de Recursos Humanos; Talento; Human Resource Management; Human Resource Practices; Police; Talent;
Talent Management