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Advisor(s)
Abstract(s)
A capacitação organizacional, com foco nas necessidades e objetivos das Forças
Armadas, para além da procura de um bom desempenho, visa alcançar os resultados e metas
organizacionais. Para apoio à concretização dos seus objetivos a organização pode contar
com um manancial de formação especializada e experiência profissional militar e técnica,
capacidades e competências na posse do pessoal militar que transitou para a situação de
Reserva. É objetivo deste trabalho propor linhas de orientação, que permitam reforçar o
emprego dos militares do quadro permanente na situação de Reserva, de forma voluntária,
em proveito da missão das Forças Armadas, no âmbito da sua especificidade e da legislação
que lhe é aplicável. Como metodologia adotou-se um raciocínio indutivo, com uma
estratégia de investigação qualitativa e o estudo de caso como desenho de pesquisa.
Os dados recolhidos na análise documental e em entrevistas semiestruturadas,
permitem confirmar o subaproveitamento dos militares na situação de reserva fora da
efetividade do serviço. Confirma-se a necessidade de aproveitar a capacidade profissional,
em função da competência revelada e de experiência e harmonizar as aptidões, com os
interesses individuais e com as necessidades da organização. A necessária harmonização
estruturada por uma gestão de carreiras que, promova o desenvolvimento de experiência e
competências, integrando o período de ativo e de Reserva. Para além do reforço das medidas
implementadas a organização carece de um normativo, que oriente procedimentos e que
permita associar de forma adequada as necessidades à vontade do militar. Países aliados
estabeleceram conceitos de Reserva distintos e, em alguns casos, associaram regimes de
incentivos bastante robustos que valorizam o militar e promovem a sua vontade de ser
empregue na efetividade do serviço.
Organizational Increment, focusing on the needs and objectives of the Portuguese Armed Forces, in addition to seeking good performance, aims to achieve organizational results and goals. To support its objectives, the organization can rely on a specialized training and professional military and technical experience, skills and competences possessed by military personnel who transitioned to the Reserve. This work objective is to propose guidelines, which allow reinforcing the employment of permanent staff in the Reserve situation, on a voluntary basis, for the benefit of the Armed Forces mission, within the scope of its specificity and the legislation that is applicable to it. An inductive reasoning was adopted as methodology, with a qualitative investigation strategy with a case study as a research design. The data collection was based on in-depth document analysis and on interviews with key entities to better understand the object researched. The research revealed the need to take advantage of professional capacity, based on competence and experience, and to harmonize aptitudes with individual interests and the organization needs. The necessary harmonization structured by career management that promotes the development of experience and skills, integrating the period of active and reserve. In addition to reinforcing the measures implemented, the organization lacks regulations to guide procedures and to adequately associate needs with the military will. Allied countries established distinct reserve concepts and, in some cases, connected with quite robust incentive regimes that value the military and promote their willingness to be employed in the active duty as Regular reservists.
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Organizational Increment, focusing on the needs and objectives of the Portuguese Armed Forces, in addition to seeking good performance, aims to achieve organizational results and goals. To support its objectives, the organization can rely on a specialized training and professional military and technical experience, skills and competences possessed by military personnel who transitioned to the Reserve. This work objective is to propose guidelines, which allow reinforcing the employment of permanent staff in the Reserve situation, on a voluntary basis, for the benefit of the Armed Forces mission, within the scope of its specificity and the legislation that is applicable to it. An inductive reasoning was adopted as methodology, with a qualitative investigation strategy with a case study as a research design. The data collection was based on in-depth document analysis and on interviews with key entities to better understand the object researched. The research revealed the need to take advantage of professional capacity, based on competence and experience, and to harmonize aptitudes with individual interests and the organization needs. The necessary harmonization structured by career management that promotes the development of experience and skills, integrating the period of active and reserve. In addition to reinforcing the measures implemented, the organization lacks regulations to guide procedures and to adequately associate needs with the military will. Allied countries established distinct reserve concepts and, in some cases, connected with quite robust incentive regimes that value the military and promote their willingness to be employed in the active duty as Regular reservists.
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Description
Keywords
Capacitação organizacional Capacidades Competências Reserva Organizational increment Capacities Competences Reserve