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O impacto da gestão da carreira na autonomia, satisfação e desempenho: um experimento numa empresa familiar na indústria de desenvolvimento de software no Brasil
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| 14.16 MB | Adobe PDF |
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Abstract(s)
O sistema de avaliação de competências está diretamente relacionado com a autonomia, desempenho e satisfação de uma pequena empresa? Para responder a esta questão de partida foi desenvolvido como objetivo geral do presente projeto implantar um sistema de avaliação de desempenho por competências para aumentar a autonomia, desempenho e satisfação laboral numa pequena empresa.
Sendo este dividido em três objetivos específicos: (1) Identificar média normal entre autonomia, desempenho e satisfação dos colaboradores; (2) Identificar média de autonomia, desempenho e satisfação após a implantação do projeto e (3) Identificar impacto do projeto nos níveis de autonomia, desempenho e satisfação.
O projeto foi desenvolvido em uma pequena empresa de desenvolvimento de software em Santos – São Paulo/Brasil. A empresa possui, no momento da pesquisa, 9 colaboradores, sujeitos do estudo. A metodologia de pesquisa utilizada é quantitativa e qualitativa com a utilização do instrumento JDS. A situação inicial da empresa estudada se encontrava sem qualquer prática de gestão de recursos humanos que ultrapassasse as atividades de Payroll, manutenção de benefícios assegurados por lei e controle de início e termina de jornada de trabalho. O trabalho de gestão de carreiras foi iniciado em 2010, entretanto o projeto foi abandonado pela falta de responsáveis pela atividade.
O resultado deste projeto revela que que um programa de gestão de carreiras e desempenho por competências, seguindo o modelo proposto por Ceitil (2016) e Camara, (2015) proporcionaram à uma empresa de pequeno porte aumentos não significativos de autonomia, desempenho e satisfação.
Is the competency assessment system directly related to the autonomy, performance and satisfaction of a small business? To answer this starting question, the general objective of this project was developed to implement a performance evaluation system by competences to increase autonomy, performance and job satisfaction in a small company. This being divided into three specific objectives: (1) Identify normal average between autonomy, performance and employee satisfaction; (2) Identify average autonomy, performance and satisfaction after project implementation and (3) Identify project impact on levels of autonomy, performance and satisfaction. The project was developed in a small software development company in Santos - São Paulo / Brazil. At the time of the research, the company has 9 collaborators, subjects of the study. The research methodology used is quantitative and qualitative with the use of the JDS instrument. The initial situation of the studied company was without any human resources management practice that went beyond the Payroll activities, maintenance of benefits guaranteed by law and control of the beginning and end of the workday. The career management work started in 2010, however the project was abandoned due to the lack of responsible for the activity. The result of this project reveals that a career management and competency-based performance program, following the model proposed by Ceitil (2016) and Camara, (2015) provided a small business with non-significant increases in autonomy, performance and satisfaction.
Is the competency assessment system directly related to the autonomy, performance and satisfaction of a small business? To answer this starting question, the general objective of this project was developed to implement a performance evaluation system by competences to increase autonomy, performance and job satisfaction in a small company. This being divided into three specific objectives: (1) Identify normal average between autonomy, performance and employee satisfaction; (2) Identify average autonomy, performance and satisfaction after project implementation and (3) Identify project impact on levels of autonomy, performance and satisfaction. The project was developed in a small software development company in Santos - São Paulo / Brazil. At the time of the research, the company has 9 collaborators, subjects of the study. The research methodology used is quantitative and qualitative with the use of the JDS instrument. The initial situation of the studied company was without any human resources management practice that went beyond the Payroll activities, maintenance of benefits guaranteed by law and control of the beginning and end of the workday. The career management work started in 2010, however the project was abandoned due to the lack of responsible for the activity. The result of this project reveals that a career management and competency-based performance program, following the model proposed by Ceitil (2016) and Camara, (2015) provided a small business with non-significant increases in autonomy, performance and satisfaction.
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Keywords
Job Design Avaliação de desempenho Carreira Gestão por Competências Autonomia Desempenho Satisfação