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Publication
Gestão da Formação como Estratégia dos Recursos Humanos: Estudo de Caso na Autarquia de Lisboa e na Autarquia da Praia em Cabo Verde
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Abstract(s)
Tanto em Cabo Verde como em Portugal, o paradigma da Formação Profissional está a sofrer alterações, sendo visto como um importante veículo de valorização e mudança nas pessoas, e nas organizações. Na era da globalização a partilha do conhecimento e da informação requer uma constante atualização dos saberes, por isso os departamentos dos recursos humanos devem criar estratégias baseadas na gestão e aperfeiçoamento do conhecimento onde a Formação constitui um fator crucial de desenvolvimento. Deste modo, segundo Barbosa, a administração Pública vem cada vez mais, a implementar novas ações que apostam na valorização do potencial existente nas pessoas, aposta esta voltada para a política do desenvolvimento pessoal através da Gestão da Formação (Barbosa, L.E. 2018).
Nesta ótica, tem-se como objetivo central identificar e compreender o funcionamento do ciclo do processo da Gestão da formação como estratégica dos recursos humanos num estudo de caso feito nas Autarquias de Lisboa, e da Praia- Cabo Verde. Foi feita um enquadramento das organizações em estudo, um enquadramento teórico e uma revisão das literaturas relativamente as temáticas de recursos humanos, formação, e autarquia local.
Utilizou-se uma metodologia qualitativa adotando a realização de questionários, de modo a analisar o grau de satisfação dos colaboradores relativamente ao Plano de Formação existente nas suas autarquias, e a realização de entrevistas direcionadas aos chefes responsáveis pela unidade dos Recursos Humanos ou de desenvolvimento e Formação.
Com base nos resultados obtidos, é de considerar que a formação constitui um excelente investimento feito pelas organizações, contribuindo para uma aprendizagem ao longo da vida, proporcionando mudanças organizacionais significativas e maior satisfação e motivação por partes dos colaboradores.
In both Cape Verde and Portugal, the Professional Training paradigm is changing, which is being sees as an importante vehicle for valuing and changing, both for people and organizations, In the era of globalization, the sharing of knowledge and information is constant, it also requires a constant updating of knowledge, that is why human resources departments must creat strategies based on knowledge Management and improvement where Training is a crucial developmente factor. In this way, according to Narbosa, the Public Administration is increasingly implementing new actions that focus on valuing the potential that exists in people, which is focused on the personal development policy through Training Management (Barbosa, L.R. (2018). In this light, the central objective is to identify and understand the functioning of the training management process cycle as a strategic management of human resources in a cas study carried out in the Municipalities of Lisbon, and Praia-Cabo Verde. A framework of the organizations under study was made, as well as a theoretical framework and a review of the literature regarding the themes of human resources, training, and local authority. A qualitative methodology with a focus on questionnaires was used in order to analyze the degree of satisfaction of the employees in relation to the existing Training Plan in their municipalities, and to conduct interviews directed to the heads responsible for the Human Resources unit, or development and training. Based on the results obtained, it is to be considered that training is an excellent investment made by organizations, contributing to lifelong learning, providing significant organizational changes and greater satisfaction and motivation on the part of employees.
In both Cape Verde and Portugal, the Professional Training paradigm is changing, which is being sees as an importante vehicle for valuing and changing, both for people and organizations, In the era of globalization, the sharing of knowledge and information is constant, it also requires a constant updating of knowledge, that is why human resources departments must creat strategies based on knowledge Management and improvement where Training is a crucial developmente factor. In this way, according to Narbosa, the Public Administration is increasingly implementing new actions that focus on valuing the potential that exists in people, which is focused on the personal development policy through Training Management (Barbosa, L.R. (2018). In this light, the central objective is to identify and understand the functioning of the training management process cycle as a strategic management of human resources in a cas study carried out in the Municipalities of Lisbon, and Praia-Cabo Verde. A framework of the organizations under study was made, as well as a theoretical framework and a review of the literature regarding the themes of human resources, training, and local authority. A qualitative methodology with a focus on questionnaires was used in order to analyze the degree of satisfaction of the employees in relation to the existing Training Plan in their municipalities, and to conduct interviews directed to the heads responsible for the Human Resources unit, or development and training. Based on the results obtained, it is to be considered that training is an excellent investment made by organizations, contributing to lifelong learning, providing significant organizational changes and greater satisfaction and motivation on the part of employees.
Description
Keywords
Gestão de Recursos Humanos, Administração Pública, gestão da Formação, Autarquias Locais. Human Resource Management, Public Administration, Training Management, Local Authorities