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Publication
Percepção dos colaboradores sobre a gestão da formação na Decathlon Portugal
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Abstract(s)
No contexto atual, altamente volátil e competitivo, as empresas reconhecem que a formação dos colaboradores é cada vez mais importante para lhes garantir vantagens competitivas sustentáveis. Ainda que muitos gestores partilhem desta visão e mobilizem ações no sentido de desenvolver as competências dos colaboradores, verifica-se por vezes um desfasamento entre aquilo que os gestores afirmam sobre a formação das suas empresas e a imagem da mesma junto dos colaboradores (Meignant, 2003). O objetivo principal deste estudo é conhecer a perceção dos colaboradores da Decathlon Portugal sobre a gestão da formação na empresa. Os objetivos específicos são: (1) caracterizar a gestão da formação da empresa; e conhecer a perceção dos seus colaboradores sobre: (2) o compromisso da empresa para com a formação; (3) a importância e benefícios que atribuem à formação da empresa; (4) o seu contributo para diagnóstico das necessidades de formação; (5) a equidade no acesso à formação e fatores que o condicionam; (6) os fatores que contribuem para a aprendizagem e desenvolvimento de competências; (7) a qualidade das ações de formação da empresa. Com este propósito foi enviado um questionário online a todos os colaboradores, tendo-se obtido 154 respostas, o que representa 12% da população. Os resultados e conclusões mais relevantes deste estudo mostram-nos que os colaboradores da Decathlon Portugal têm uma perceção tendencialmente positiva sobre a gestão da formação da empresa. Não obstante, entre as seis dimensões analisadas, o contributo dos colaboradores para diagnóstico das necessidades de formação e a equidade no acesso à formação são as duas dimensões com médias de concordância mais baixas. Por seu turno, a importância e benefícios que os colaboradores atribuem à formação da empresa é a dimensão que apresenta valores médios de concordância mais elevados. Os resultados deste estudo permitem formular sugestões de melhoria que a Decathlon Portugal pode utilizar para alcançar os objetivos desejados.
In the current context, highly volatile and competitive, companies recognize the increasing importance of employee training, which can provide their sustainable competitive advantages. Although many managers share this vision and mobilize actions in order to develop the employees' skills, sometimes there is a gap between what managers say about the training in their companies and the image that their employees have about it (Meignant, 2003). The main goal of this study is to understand Decathlon Portugal employees’ perception of training management in the company. The specific objectives are: (1) to characterize the company’s training management; and to know the employees’ perception about: (2) company's commitment to training; (3) the importance and benefits they recognize in the training of the company; (4) their contribution to training needs analysis; (5) the equity in access to training and factors that influence it; (6) the factors that boost learning and skills development; (7) the quality of company's training actions. For this purpose, an online questionnaire was sent to all employees. 154 responses were obtained, which represents 12% of the population. The most relevant results and conclusions of this study show us that Decathlon Portugal employees’ tend to have a positive perception of training management in the company. Knowing the six dimensions analyzed, the analysis of training needs and the equity in the access to training represents the two dimensions with lower agreement average values. On the other hand, the importance and benefits that employees recognize on company’s training is the one that presents the highest average value of agreement. The results of this study provide some improvement suggestions that Decathlon Portugal may use to achieve the desired goals.
In the current context, highly volatile and competitive, companies recognize the increasing importance of employee training, which can provide their sustainable competitive advantages. Although many managers share this vision and mobilize actions in order to develop the employees' skills, sometimes there is a gap between what managers say about the training in their companies and the image that their employees have about it (Meignant, 2003). The main goal of this study is to understand Decathlon Portugal employees’ perception of training management in the company. The specific objectives are: (1) to characterize the company’s training management; and to know the employees’ perception about: (2) company's commitment to training; (3) the importance and benefits they recognize in the training of the company; (4) their contribution to training needs analysis; (5) the equity in access to training and factors that influence it; (6) the factors that boost learning and skills development; (7) the quality of company's training actions. For this purpose, an online questionnaire was sent to all employees. 154 responses were obtained, which represents 12% of the population. The most relevant results and conclusions of this study show us that Decathlon Portugal employees’ tend to have a positive perception of training management in the company. Knowing the six dimensions analyzed, the analysis of training needs and the equity in the access to training represents the two dimensions with lower agreement average values. On the other hand, the importance and benefits that employees recognize on company’s training is the one that presents the highest average value of agreement. The results of this study provide some improvement suggestions that Decathlon Portugal may use to achieve the desired goals.
Description
Keywords
Formação Gestão da formação Práticas da formação Training Training management Training practices