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Publication
Processo de seleção e recrutamento na Polícia de Ordem Pública da Guiné-Bissau
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Advisor(s)
Abstract(s)
Atualmente, várias organizações vivem em constante evolução principalmente numa das
áreas de Gestão de Recursos Humanos, recrutamento e seleção, pois, consiste em qualificar
pessoas com um determinado perfil para entrada na organização. Portanto, é relevante que
as organizações através de recrutamento e seleção adotem uma forma de trazer as
competências dentro das suas instituições e saber avaliar estas capacidade para prol da
organização.
Evidentemente, a Polícia de Ordem Pública (POP) guineense não está excluída destes
valores, pois, através do processo de recrutamento e seleção vai permitir promover a
competência, capacidade física e mental para futuros funcionários da instituição referida.
Ao longo deste trabalho abordamos sobre diferentes conceitos de Gestão de Recursos
Humanos, suas evoluções e suas práticas, também, foram aportados sobre processo de
seleção e recrutamento na Polícia de Ordem Pública da Guiné-Bissau que teve como
objetivo, estudar e verificar se o atual modelo de recrutamento e seleção praticado na POP é
o mais adequado para esta polícia, comparando-o com os modelos de recrutamento e seleção
de outras corporações congéneres, particularmente a PSP e PNA por forma a nos habilitar
se for o caso, propor um modelo que nos pareça mais adequado às necessidades e exigências
da Polícia guineense. Ainda, teve uma parte prática através de um estudo de campo.
Assim sendo, depois deste estudo de campo feito, concluímos que o modelo de POP não
está adequado para este polícia porque não existe uma norma especifica que fala sobre o
processo de recrutamento e seleção, o que há é o regime geral da Administração Pública.
Portanto, concluímos que o modelo alternativo para POP é adotar uma legislação própria
sustentada nas leis existente de modo a garantir segurança na POP.
Currently, several organizations are constantly evolving mainly in one of the areas of Human Resources Management: recruitment and selection because it consists of qualifying people with a certain profile to join those organizations. Therefore, it is relevant that these organizations through recruitment and selection may be able to evaluate those with the necessary skills to join them contributing this way for the success of the aforementioned organizations. Obviously, the Guinean Public Order Police (POP) is not excluded from these procedures because they know that it is the recruitment and selection process that will allow the development of physical and psychological skills for the future officers’ performance. Throughout this work we have addressed different concepts of Human Resources Management, such as its evolution and its procedures regarding the recruitment and selection process in the Public Order Police from Guinea-Bissau, whose objective is to study and to verify whether the current recruitment and selection model in POP is the most appropriate for this police, comparing it to the recruitment and selection models of other similar corporations, particularly PSP and PNA in order to enable us, if applicable, to propose a model that in our opinion is more appropriate to the needs and requirements of the Guinean Police. At this regard, we have also carried out a case study. After all these studies, we concluded that the POP model is not suitable for this police because there is no specific rules on the recruitment and selection process, nor in the general regime of the Public Administration. Considering all these studies and their respective conclusions, we shall affirm that the alternative model for the POP is to establish its own legislation supported by the existing laws in order to ensure a better security provided by the POP.
Currently, several organizations are constantly evolving mainly in one of the areas of Human Resources Management: recruitment and selection because it consists of qualifying people with a certain profile to join those organizations. Therefore, it is relevant that these organizations through recruitment and selection may be able to evaluate those with the necessary skills to join them contributing this way for the success of the aforementioned organizations. Obviously, the Guinean Public Order Police (POP) is not excluded from these procedures because they know that it is the recruitment and selection process that will allow the development of physical and psychological skills for the future officers’ performance. Throughout this work we have addressed different concepts of Human Resources Management, such as its evolution and its procedures regarding the recruitment and selection process in the Public Order Police from Guinea-Bissau, whose objective is to study and to verify whether the current recruitment and selection model in POP is the most appropriate for this police, comparing it to the recruitment and selection models of other similar corporations, particularly PSP and PNA in order to enable us, if applicable, to propose a model that in our opinion is more appropriate to the needs and requirements of the Guinean Police. At this regard, we have also carried out a case study. After all these studies, we concluded that the POP model is not suitable for this police because there is no specific rules on the recruitment and selection process, nor in the general regime of the Public Administration. Considering all these studies and their respective conclusions, we shall affirm that the alternative model for the POP is to establish its own legislation supported by the existing laws in order to ensure a better security provided by the POP.
Description
Keywords
GRH Recrutamento e Seleção Organização Polícia de Ordem Pública Human Resources Management Recruitment and Selection Organization Public Order Police