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Competências-chave do formador: estudo de caso no CENFIM-NSIi
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Advisor(s)
Abstract(s)
O objetivo geral deste estudo é analisar e refletir sobre as competências-chave dos
formadores do Centro de Formação Profissional da Indústria Metalúrgica e
Metalomecânica (CENFIM), no seu Núcleo de Sines (NSI). Como objetivos específicos
pretende-se definir o perfil ideal do formador do CENFIM NSI, de forma a avaliar o grau
de similaridade do candidato a esse perfil, com vista a tornar mais eficiente e eficaz o
processo de recrutamento e seleção destes profissionais. Realizou-se um estudo de caso
único com uma abordagem quantitativa, através da utilização do inquérito. Ao nível da
amostra, a recolha de informação centrou-se em três grupos de intervenientes: primeiro,
os candidatos a formador, “objeto” do processo de seleção; segundo, o grupo de
profissionais da equipa de gestão do CENFIM-NSI, que serão referidos como
especialistas; terceiro, o grupo de formadores de referência, que são formadores que
colaboram com o NSI desde há vários anos. A ordenação da importância relativa das
competências identificadas permitiu obter o perfil de competências do formador (PCF)
para os candidatos a formador. Cada um dos PCFs foram comparados ao perfil de
competências ideal do formador e ao perfil de competências do formador de referência.
As percentagens de similaridade obtidas para cada um dos PCFs foram bastante
elevadas, situando-se entre os 83% e os 89%. Os resultados apresentados neste processo
são significativos e concorrem para a decisão de contratação do candidato a formador.
Auxilia os gestores das instituições de formação profissional na conceção de políticas com
enfoque nas competências que contribuam para a elaboração de sistemas de trabalho deelevado desempenho, alavancando para níveis superiores a eficiência dos formadores, e,
por inerência, o resultado dos próprios formandos.
The general objective of this study is to analyze and reflect on the key competencies of trainers working for the Center for Professional Training of the Metallurgical and Metalworking Industry (CENFIM), in its Sines Delegation (NSI). As specific objectives it is intended to define the ideal trainer profile of the CENFIM NSI, in order to assess the degree of similarity of the candidate to meet that profile, with a view to making the process of recruiting and selecting these professionals more efficient and effective. A single case study was carried out with a quantitative approach, using the survey. At the sample level, the collection of information focused on three groups of stakeholders: firstly, the candidates “object” of the trainer selection process; second, the group of professionals from the CENFIM NSI management team, who will be referred to as specialists; third, the group of reference trainers, who have been collaborating with NSI for several years. The ordering of the relative importance of the identified competences made it possible to obtain, for candidates for training, the trainer competence profile (TCP). Each of the TCPs was compared to the ideal competence profile of the trainer and to the competence profile of the reference trainer. The percentages of similarity obtained for each of the TCPs were quite high, ranging between 83% and 89%. The results presented in this process are significant and contribute to the hiring decision of the trainer candidate. Assists managers of vocational training institutions in designing policies with a focus on skills that contribute to the development of high-performance work systems, leveraging the efficiency of the trainers to higher levels, and, inherently, the result of the trainees themselves.
The general objective of this study is to analyze and reflect on the key competencies of trainers working for the Center for Professional Training of the Metallurgical and Metalworking Industry (CENFIM), in its Sines Delegation (NSI). As specific objectives it is intended to define the ideal trainer profile of the CENFIM NSI, in order to assess the degree of similarity of the candidate to meet that profile, with a view to making the process of recruiting and selecting these professionals more efficient and effective. A single case study was carried out with a quantitative approach, using the survey. At the sample level, the collection of information focused on three groups of stakeholders: firstly, the candidates “object” of the trainer selection process; second, the group of professionals from the CENFIM NSI management team, who will be referred to as specialists; third, the group of reference trainers, who have been collaborating with NSI for several years. The ordering of the relative importance of the identified competences made it possible to obtain, for candidates for training, the trainer competence profile (TCP). Each of the TCPs was compared to the ideal competence profile of the trainer and to the competence profile of the reference trainer. The percentages of similarity obtained for each of the TCPs were quite high, ranging between 83% and 89%. The results presented in this process are significant and contribute to the hiring decision of the trainer candidate. Assists managers of vocational training institutions in designing policies with a focus on skills that contribute to the development of high-performance work systems, leveraging the efficiency of the trainers to higher levels, and, inherently, the result of the trainees themselves.
Description
Keywords
Formador Formação Profissional Perfil de competências Páticas de gestão de recursos humanos Sistemas de trabalho de elevado desempenho Trainers Vocational training Competencies profile Human resource management practices High performance work systems
Citation
Brito, G.C. & Cordeiro, J.P. (2020). Competências-chave do formador: estudo de caso no CENFIM-NSIi. European Journal of Human Resource Management Studies, 4(3), 74-104.