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O mentoring como ferramenta de apoio à gestão de recursos humanos: um estudo de caso
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Authors
Advisor(s)
Abstract(s)
Este estudo procura analisar o processo de mentoring de uma organização do sector
bancário português e, em particular, perceber o modo como este processo se enquadra no
sistema de gestão de recursos humanos da organização.
O Mentoring nas últimas décadas recebeu uma especial atenção por parte das organizações
como uma ferramenta estratégica de gestão organizacional. Ao longo das últimas décadas
o Programa de Mentoring foi usado como uma importante estratégia de gestão de recursos
humanos, uma ferramenta de gestão de carreiras e uma atividade de aprendizagem no local
de trabalho, permitindo o desenvolvimento pessoal e profissional.
Num mundo onde a informação, o conhecimento e as oportunidades de desenvolvimento
estão presentes em todo o lado, a capacidade para criar e implementar metodologias
tendentes à sua optimização, marcará certamente a diferença.
O Programa de Mentoring assenta numa relação “one-to-one” na qual o mentor, pessoa
com uma relevante experiência pessoal e profissional, ajuda o mentee, pessoa em processo
de desenvolvimento, a melhorar a sua performance profissional e pessoal.
É nesta lógica que surge o presente estudo, numa tentativa de analisar, do ponto de vista
das percepções dos mentores e mentees da organização alvo de estudo, o impacto e os
benefícios do programa de mentoring.
Para alcançar este objetivo, foi efetuada uma investigação de natureza qualitativa assente
na metodologia de estudo de caso, numa instituição bancária, denominado Banco
Santander Totta.
Recorreu-se à aplicação de 11 entrevistas a mentores, mentees e à Direcção Coordenação
Recursos Humanos Departamento de Formação, Conhecimento e Desenvolvimento, assim
como à análise documental.
Os resultados obtidos indicam que na perceção dos mentores e mentees o Programa de
Mentoring é um processo que permite melhorar a performance do mentee. O Programa de
Mentoring está relacionado com a estratégia de desenvolvimento dos Recursos Humanos.
This study seeks to analyze the mentoring process of an organization of the Portuguese banking sector and, in particular, realize how this process fits in the organization of human resources management system. Mentoring in recent decades has received special attention by organizations as an organizational strategic tool. Over the past decades the Mentoring Program has been used as an important human resource management strategy, a career tool, and a learning activity in the workplace, allowing the personal and professional development. In a world where information, knowledge and development opportunities are present everywhere, the ability to create and implement methodologies aimed at optimizing it will certainly mark the difference. The Mentoring Program is based on a relationship one-to-one in which the mentor, person with a relevant personal and professional experience helps the mentee, people in the development process, to improve their professional and personal performance. It is this logic that the present study appears in an attempt to check, from the point of view of the perceptions of mentors and mentees of the study target organization, analyze the impact the benefits of mentoring program. To accomplish that goal, it was effectuate a research based on qualitative case study methodology was performed in a bank, named Banco Santander Totta. Appealed to the application of 11 interviews with mentors, mentees and Coordination Directorate Human Resources Department of Education, Knowledge and Development, as well as document analysis. The results indicate that the perception of mentors and mentees Mentoring Program is a process that improves the performance of the mentee. The Mentoring Program is related to a strategy of the development of the Human Resources.
This study seeks to analyze the mentoring process of an organization of the Portuguese banking sector and, in particular, realize how this process fits in the organization of human resources management system. Mentoring in recent decades has received special attention by organizations as an organizational strategic tool. Over the past decades the Mentoring Program has been used as an important human resource management strategy, a career tool, and a learning activity in the workplace, allowing the personal and professional development. In a world where information, knowledge and development opportunities are present everywhere, the ability to create and implement methodologies aimed at optimizing it will certainly mark the difference. The Mentoring Program is based on a relationship one-to-one in which the mentor, person with a relevant personal and professional experience helps the mentee, people in the development process, to improve their professional and personal performance. It is this logic that the present study appears in an attempt to check, from the point of view of the perceptions of mentors and mentees of the study target organization, analyze the impact the benefits of mentoring program. To accomplish that goal, it was effectuate a research based on qualitative case study methodology was performed in a bank, named Banco Santander Totta. Appealed to the application of 11 interviews with mentors, mentees and Coordination Directorate Human Resources Department of Education, Knowledge and Development, as well as document analysis. The results indicate that the perception of mentors and mentees Mentoring Program is a process that improves the performance of the mentee. The Mentoring Program is related to a strategy of the development of the Human Resources.
Description
Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do grau de Mestre em Gestão Estratégica de Recursos Humanos
Keywords
Mentoring Programa de Mentoring Mentor Mentee Gestão de Recursos Humanos Mentoring Program Human Resource Management
Citation
Publisher
Instituto Politécnico de Setúbal. escola Superior de Ciênciais Empresariais