Loading...
Publication
Análise crítica ao sistema de Avaliação de Desempenho da Fundação CEBI – Fundação para o Desenvolvimento Comunitário de Alverca
| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 1.32 MB | Adobe PDF |
Authors
Advisor(s)
Abstract(s)
Os Recursos Humanos têm cada vez mais importância nas organizações, bem como, são uma grande contribuição para o sucesso organizacional, o que faz com que procurem gerir, acompanhar e avaliar o desempenho com o intuito da maximização dos resultados, da motivação e do desenvolvimento dos seus colaboradores. A Avaliação de Desempenho, para além de permitir a concretização destes pontos, ainda auxilia na verificação do cumprimento e definição das metas e objetivos. Sendo, também, uma forma de motivação e de realizar um balanço do trabalho e da evolução dos colaboradores. O presente relatório foi desenvolvido no âmbito de um estágio curricular na Fundação CEBI, para a obtenção do grau de mestre em Gestão de Recursos Humanos. O estágio foi realizado no Departamento de Gestão de Recursos Humanos da Fundação para adquirir experiência e conhecimento prático na área. Neste Departamento foram realizadas diversas atividades, que permitiram perceber que o Sistema de Avaliação de Desempenho da Fundação CEBI não estava a alcançar os resultados esperados. É sobre este tema, que a Revisão de Literatura incide. Considerando a Revisão de Literatura e todo o estudo realizado, identificam-se como problemas do Sistema de Avaliação de Desempenho desenvolvido pela Fundação: não atribuição de benefícios ou recompensas aos colaboradores que se destacam com um bom desempenho; não atribuição de feedback ao longo do ano e recebimento tardio ou não conhecimento dos resultados finais. A proposta de melhoria apresentada consiste numa restruturação do Sistema de Avaliação de Desempenho devendo: ter em conta os envolvidos no processo; adotar uma política de liderança que promova a motivação e empenho dos colaboradores; realizar coaching; fornecer feedback contínuo; adoção de uma política de recompensas aos colaboradores que se destaquem pelo seu desempenho e mérito e ser mais do que uma pessoa a preparar todo o processo e tratamento dos resultados finais.
Human resources are important to the organization, as well as increasingly important to the organization, which makes them seek to manage, monitor and evaluate performance with the aim of maximizing results, motivating and developing their employees. The Performance Evaluation of the Goals, in addition to allowing the verification of these points, also helps in the verification of the evaluation and definition of the goals and objectives. Being, also, one of motivation and accomplishment, a balance of the work and the evolution of the collaborators. This report was developed within the scope of a curricular internship at Fundação CEBI, for the management of master's degree resources. The study was carried out at the Foundation's Human Resources Management Department to gain experience and practical knowledge in the area. In this Department, several activities were carried out, which made it possible to perceive that the CEBI Foundation's Evaluation System did not achieve the expected results. It is on this topic that the Literature Review focuses. Considering a literature review and the entire study carried out, identifying as problems of the system developed by the Foundation: there was no evaluation of benefits or rewards for employees who stood out with a good performance; not informed of feedback throughout the year and late receipt or not knowing the final results. An improvement proposal presented consists of a restructuring of the Development Performance Assessment System: taking into account those involved in the process; adopt a leadership policy that promotes employee motivation and commitment; perform coaching; provide ongoing feedback; adoption of a policy of rewards to employees who stand out for their performance and merit and be more than a preparation for the entire process and treatment of the final results.
Human resources are important to the organization, as well as increasingly important to the organization, which makes them seek to manage, monitor and evaluate performance with the aim of maximizing results, motivating and developing their employees. The Performance Evaluation of the Goals, in addition to allowing the verification of these points, also helps in the verification of the evaluation and definition of the goals and objectives. Being, also, one of motivation and accomplishment, a balance of the work and the evolution of the collaborators. This report was developed within the scope of a curricular internship at Fundação CEBI, for the management of master's degree resources. The study was carried out at the Foundation's Human Resources Management Department to gain experience and practical knowledge in the area. In this Department, several activities were carried out, which made it possible to perceive that the CEBI Foundation's Evaluation System did not achieve the expected results. It is on this topic that the Literature Review focuses. Considering a literature review and the entire study carried out, identifying as problems of the system developed by the Foundation: there was no evaluation of benefits or rewards for employees who stood out with a good performance; not informed of feedback throughout the year and late receipt or not knowing the final results. An improvement proposal presented consists of a restructuring of the Development Performance Assessment System: taking into account those involved in the process; adopt a leadership policy that promotes employee motivation and commitment; perform coaching; provide ongoing feedback; adoption of a policy of rewards to employees who stand out for their performance and merit and be more than a preparation for the entire process and treatment of the final results.
Description
Keywords
Avaliação de Desempenho Gestão de Recursos Humanos Gestão de Desempenho Fundação CEBI