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Advisor(s)
Abstract(s)
Decorrente das alterações observadas nas organizações e na natureza do trabalho nas
últimas décadas, as pessoas assumem-se como o elemento central para o sucesso
organizacional, promovendo a necessidade de implementar modelos gestionários baseados
no desenvolvimento de competências.
Considerando que a Força Aérea ainda não dispõe de um modelo de gestão por
competências que lhe permita efetuar a gestão das carreiras dos seus militares, a presente
investigação apresenta como objetivo edificar um modelo de gestão por competências que
possibilite à Força Aérea melhorar a forma como gere processos que envolvem a escolha de
pessoas, com base numa seleção prévia de competências e nível de proficiência das mesmas.
De modo a alcançar este objetivo, foi desenvolvida uma investigação de raciocínio
hipotético-dedutivo, suportado numa estratégia de investigação qualitativa e no desenho de
pesquisa de estudo de caso.
Com a realização da investigação foi possível verificar que o processo de
transformação digital irá promover a integração de dados, pessoas e tecnologia, que a gestão
do talento relaciona de forma direta o desenvolvimento e que a retenção de recursos humanos
e a avaliação do desempenho informam sobre o nível atingido das competências e do
potencial dos recursos humanos da Força Aérea.
Due to the changes observed in organizations and in the nature of work in recent decades, people assume themselves as the central element for organizational success, promoting the need to implement management models based on the development of competencies. Considering that the Air Force does not yet have a skills management model that allows it to manage the careers of its military, this research aims to build a skills management model that enables the Air Force to improve the way it manages processes involving the choice of persons, based on a prior selection of skills and their proficiency level. In order to achieve this goal, a hypothetical-deductive reasoning investigation was developed, supported by a qualitative research strategy and in the case study research design. With this research it was possible to verify that the process of digital transformation will promote the integration of data, people and technology, the management of talent directly relates the development and retention of human resources and the evaluation of performance informs about the level reached of the skills and potential of human resources of the Air Force.
Due to the changes observed in organizations and in the nature of work in recent decades, people assume themselves as the central element for organizational success, promoting the need to implement management models based on the development of competencies. Considering that the Air Force does not yet have a skills management model that allows it to manage the careers of its military, this research aims to build a skills management model that enables the Air Force to improve the way it manages processes involving the choice of persons, based on a prior selection of skills and their proficiency level. In order to achieve this goal, a hypothetical-deductive reasoning investigation was developed, supported by a qualitative research strategy and in the case study research design. With this research it was possible to verify that the process of digital transformation will promote the integration of data, people and technology, the management of talent directly relates the development and retention of human resources and the evaluation of performance informs about the level reached of the skills and potential of human resources of the Air Force.
Description
Keywords
Gestão do talento Competências Carreiras militares Transformação digital Avaliação do desempenho Talent management Skills Military careers Digital transformation Performance evaluation