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Gestão da carreira do oficial de polícia com base na formação de especialidade e ou de especialização
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Abstract(s)
A gestão de carreira dos recursos humanos dentro das organizações tem assumido de forma
recorrente, um especial relevo, na medida em que é necessário conjugar os interesses das
organizações com as expectativas dos funcionários, de forma a potenciar cada uma das
partes envolvidas, para manter a organização com altos índices de eficiência e eficácia,
bem como para reter o conhecimento, sobretudo pelo capital humano. Conscientes deste
desiderato e das constantes alterações que ocorrem na sociedade, de ordem económica,
política e de segurança, com influência nas instituições e, em especial, na Polícia de
Segurança Pública, pretendemos analisar o modelo de gestão de carreira dos oficiais com
especialidade ou especialização na instituição. Por assistirmos a uma estagnação da
carreira de oficial, saídas da instituição para outros organismos públicos ou privados por
parte dos oficiais e pela não devida valorização da especialização para efeitos de colocação
nos concursos de promoção, achamos oportuno revisitar as práticas de gestão de carreira
dos oficiais e que este estudo seja o estímulo para que se desenvolvam esforços para a
aplicação de outros modelos de gestão de carreira.
The career management of human resources within organisations has assumed recurrently a special relevance, insofar as it is necessary to conjugate the interests of organisations with the expectations of employees, in order to empower each one of the parties involved, to maintain the organisation with high levels of efficiency and effectiveness, as well as to retain knowledge, especially through human capital. Aware of this desideratum and of the constant changes occurring in society, of an economic, political and security nature, with influence on institutions and in particular on the Public Security Police, we intend to analyse the career management model of officers with speciality or specialisation in the institution. Because we are witnessing the stagnation of the officers' career, the departure of officers from the institution to other public or private organizations, and the lack of due value given to specialization for the purposes of placement in promotion competitions, we consider it opportune to revisit the career management practices of officers and that this study may be the stimulus to develop efforts towards the application of other career management models.
The career management of human resources within organisations has assumed recurrently a special relevance, insofar as it is necessary to conjugate the interests of organisations with the expectations of employees, in order to empower each one of the parties involved, to maintain the organisation with high levels of efficiency and effectiveness, as well as to retain knowledge, especially through human capital. Aware of this desideratum and of the constant changes occurring in society, of an economic, political and security nature, with influence on institutions and in particular on the Public Security Police, we intend to analyse the career management model of officers with speciality or specialisation in the institution. Because we are witnessing the stagnation of the officers' career, the departure of officers from the institution to other public or private organizations, and the lack of due value given to specialization for the purposes of placement in promotion competitions, we consider it opportune to revisit the career management practices of officers and that this study may be the stimulus to develop efforts towards the application of other career management models.
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Keywords
Especialidade; Especialização; Gestão de Carreira; Polícia; Progressão; Specialty; Specialization; Career Management; Police; Progression