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A felicidade no trabalho como forma de captação e retenção de polícias na Polícia de Segurança Pública
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Abstract(s)
A Polícia de Segurança Pública (PSP), assim como qualquer outra instituição, enfrenta
diversos desafios face às rápidas e constantes mudanças na sociedade e no mundo. Nos
últimos concursos para o ingresso no Curso de Formação de Agentes (CFA), a PSP não
conseguiu preencher as vagas disponíveis, tendência que já se vem mantendo nos últimos
anos. Como poderemos então melhorar a atratividade da profissão, para assim aumentar o
número de candidatos a ingressarem na Polícia de Segurança Pública? Neste estudo
pretende-se essencialmente refletir sobre uma abordagem que múltiplas empresas estão a
adotar para atrair funcionários, assim como para mantê-los, evitando o que se designa por
turnover. Pois é tão importante a captação de candidatos como a retenção daqueles
(polícias e pessoal de apoio técnico à atividade operacional) que já servem a PSP. A
presente reflexão prende-se com a possibilidade e a capacidade de uma entidade
fortemente hierarquizada como a PSP, honrosamente a instituição policial mais antiga de
Portugal, conseguir fazer sobressair nos seus profissionais a felicidade no trabalho. Pois,
quaisquer boas mudanças serão sempre realizadas em prol de “uma polícia integral,
humana, forte, coesa e ao serviço do Cidadão”
The Public Security Police (PSP), like any other institution, faces several challenges caused by rapid and constant changes in society and in the world. The PSP, in recent tenders, has not been able to fill the numbers available to join the police, a trend that has been maintained in recent years. So how can the attractiveness of the Police be improved? How could we improve the attractiveness of the profession to increase the number of candidates to join the PSP? In this study, we intend to reflect essentially on a model that many companies are adopting to attract employees, as well as to keep them, avoiding what is known as turnover. Thus, it is as important to attract candidates as it is to retain detainees (police and technical support personnel for operational activity) who already serve the PSP. The present reflection concerns the possibility and capacity of a strongly hierarchical entity, honorably the oldest police institution in Portugal, to be able to bring happiness in its professionals. Any good changes will always be carried out in favor of “an integral, humane, strong, cohesive police at the service of the Citizen”.
The Public Security Police (PSP), like any other institution, faces several challenges caused by rapid and constant changes in society and in the world. The PSP, in recent tenders, has not been able to fill the numbers available to join the police, a trend that has been maintained in recent years. So how can the attractiveness of the Police be improved? How could we improve the attractiveness of the profession to increase the number of candidates to join the PSP? In this study, we intend to reflect essentially on a model that many companies are adopting to attract employees, as well as to keep them, avoiding what is known as turnover. Thus, it is as important to attract candidates as it is to retain detainees (police and technical support personnel for operational activity) who already serve the PSP. The present reflection concerns the possibility and capacity of a strongly hierarchical entity, honorably the oldest police institution in Portugal, to be able to bring happiness in its professionals. Any good changes will always be carried out in favor of “an integral, humane, strong, cohesive police at the service of the Citizen”.
Description
Keywords
atratividade, felicidade no trabalho, liderança, PSP, recursos
humanos, attractiveness, happiness at work, human resources, leadership