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Publication
A eficácia da formação na motivação dos colaboradores e no sucesso das organizações: Estudo de caso na empresa Delta Serviços
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Abstract(s)
De acordo com Chiavenato (2014), capital humano é o conjunto de talentos,
capacidades e competências inerentes a pessoas que atuam nas organizações com o intuito de responder aos desafios da empresa. Os colaboradores precisam de ser
motivados e estimulados através de um “contexto organizacional que lhes dê estrutura, retaguarda e impulso”, pois por si só não atingem os objetivos pretendidos. Com a elaboração deste projeto pretendemos fazer um estudo sobre de que forma a formação e a qualificação dos colaboradores da Delta Serviços do Grupo Nabeiro tem sido eficaz, qual o impacto na sua motivação e área de atuação. Procurando assim saber, que efeitos essas formações estão a proporcionar no nível do desempenho não só do colaborador, como também consequentemente na performance da organização, pois para o Grupo Nabeiro (GN), uma das principais contribuições da formação é capacitar continuadamente todos os seus colaboradores, tornando-os cidadãos criativos, com condições para enfrentar as mudanças de maneira original e inovadora. Assim, este projeto pretende, de uma maneira geral, responder a uma questão: “Qual o impacto da formação na motivação dos colaboradores da Delta Serviços, e qual o seu nível de
eficácia?” Como forma de dar cumprimento a este objetivo, foram desenvolvidos objetivos específicos e hipóteses de investigação. Com base na revisão de literatura, foram estudados os conceitos que melhor seenquadravam no contexto, nomeadamente, formação, motivação, eficácia da formação
e desenvolvimento de competências.
O estudo foi desenvolvido com uma amostra de 87 sujeitos. Os dados para efetuar este estudo foram recolhidos no CIPGCRN (Centro Internacional de Pós-graduação
Comendador Rui Nabeiro), e no Departamento de Recursos Humanos, onde constam os registos das formações que os colaboradores frequentaram.
A recolha de dados foi feita através de questionário que media a autoperceção da
eficácia da formação. O questionário encontra-se dividido em 11 dimensões, a saber: Implicação Afetiva, Motivação, Feedback de Desempenho, Suporte do Supervisor Hierárquico, Design de Transferência, Transferência da Formação, Autoeficácia de Desempenho, Retenção da Formação, Importância da Formação na Cultura Organizacional, Importância da Formação no Desenvolvimento Pessoal e Importância da Formação para a equipa. Começámos por estudar o questionário no que concerne à sensibilidade, fidelidade e validade externa, utilizando os procedimentos estatísticos
recomendados na literatura através do software SPSS (Statistical Package for the Social Sciences). Os resultados obtidos permitiram-nos concluir que estamos perante um questionário robusto. De seguida recorremos ao estudo da distribuição de frequência para perceber a importância atribuída pelos inquiridos às diferentes dimensões associadas à eficácia da formação e se a formação tinha impacto na motivação dos colaboradores. Concluímos que os indivíduos atribuem grande importância a todas as dimensões e que consideram que a formação contribui para aumentar os seus níveis de motivação. Procurámos, ainda, perceber se existia ou não relação entre as dimensões e a autoperceção da eficácia da formação. Para o efeito recorremos ao estudo das correlações utilizando o coeficiente de Pearson. Existe relação positiva e estatisticamente significativa entre dimensões, e entre estas e o total da prova. Este resultado permitiu-nos inferir que o aumento de uma variável poderá levar ao aumento da(s), outra(s) e aumento da perceção da eficácia da formação.
Finalmente, para entender qual, ou quais as variáveis que poderiam ser preditoras da eficácia da formação recorremos ao estudo da regressão linear múltipla, utilizando o procedimento stepwiser, a transferência, é a variável com maior poder preditivo tendo esta explicado 80,6% da eficácia percebida. Incorporar outras dimensões teve um efeito menos significativo, mas ainda relevante, na perceção da eficácia da formação.Com base nas informações apresentadas, concluímos que alcançamos com êxito os objetivos gerais e específicos da pesquisa, além de responder positivamente às hipóteses de investigação.
According to Chiavenato (2014), human capital is the set of talents, capabilities and skills inherent to people who work in organizations with the aim of responding to the company's challenges. Employees need to be motivated and stimulated through na “organizational context that gives them structure, support and momentum”, as they alone cannot achieve the desired objectives. With the development of this project we intend to carry out a study on how the training and qualification of Delta Serviços employees of the Nabeiro Group has been effective, what is the impact on their motivation and area of activity. Therefore, trying to find out what effects these trainings are having on the level of performance not only of the employee, but also consequently on the performance of the organization, as for the Nabeiro Group (GN), one of the main contributions of training is to continuously train all its employees, making them creative citizens, capable of facing changes in an original and innovative way. Therefore, this project aims, in general, to answer a question: “What is the impact of training on the motivation of Delta Serviços employees, and what is its level of effectiveness?” As a way of achieving this objective, specific objectives and research hypotheses were developed. Based on the literature review, the concepts that best fit the context were studied, namely, training, motivation, training effectiveness and skills development. The study was developed with a sample of 87 subjects. The data to carry out this study were collected at CIPGCRN (Comendador Rui Nabeiro International Postgraduate Center), and at the Human Resources Department, which contains records of the training that employees attended. Data collection was done through a questionnaire that measured self-perception of the effectiveness of the training. The questionnaire is divided into 11 dimensions, namely: Affective Implication, Motivation, Performance Feedback, Hierarchical Supervisor Support, Transfer Design, Training Transfer, Performance Self-Efficacy, Training Retention, Importance of Training in the Organizational Culture, Importance of Training in Personal Development and Importance of Training for the team. We started by studying the questionnaire in terms of sensitivity, reliability and external validity using the statistical procedures recommended in the literature through the SPSS software (Statistical Package for the Social Sciences). The results obtained allowed us to conclude that we have a robust questionnaire. We then resorted to studying the frequency distribution to understand the importance attributed by respondents to the different dimensions associated with the effectiveness of training and whether training had an impact on employee motivation. We concluded that individuals attribute great importance to all dimensions and that they consider that training contributes to increasing their levels of motivation. We also sought to understand whether there was a relationship between the dimensions and self-perception of training effectiveness. To this end, we used the study of correlations using the Pearson coefficient. There is a positive and statistically significant relationship between dimensions, and between these and the total test. This result allowed us to infer that an increase in one variable could lead to an increase in the other(s) and an increase in the perception of training effectiveness. Finally, to understand which or which variables could be predictors of the effectiveness of training, we resorted to the study of multiple linear regression, using the stepwiser procedure, transfer is the variable with the greatest predictive power, having explained 80.6% of the effectiveness perceived. Incorporating other dimensions had a less significant, but still relevant, effect on the perception of training effectiveness. Based on the information presented, we concluded that we successfully achieved thegeneral and specific objectives of the research, in addition to responding positively tothe research hypotheses.
According to Chiavenato (2014), human capital is the set of talents, capabilities and skills inherent to people who work in organizations with the aim of responding to the company's challenges. Employees need to be motivated and stimulated through na “organizational context that gives them structure, support and momentum”, as they alone cannot achieve the desired objectives. With the development of this project we intend to carry out a study on how the training and qualification of Delta Serviços employees of the Nabeiro Group has been effective, what is the impact on their motivation and area of activity. Therefore, trying to find out what effects these trainings are having on the level of performance not only of the employee, but also consequently on the performance of the organization, as for the Nabeiro Group (GN), one of the main contributions of training is to continuously train all its employees, making them creative citizens, capable of facing changes in an original and innovative way. Therefore, this project aims, in general, to answer a question: “What is the impact of training on the motivation of Delta Serviços employees, and what is its level of effectiveness?” As a way of achieving this objective, specific objectives and research hypotheses were developed. Based on the literature review, the concepts that best fit the context were studied, namely, training, motivation, training effectiveness and skills development. The study was developed with a sample of 87 subjects. The data to carry out this study were collected at CIPGCRN (Comendador Rui Nabeiro International Postgraduate Center), and at the Human Resources Department, which contains records of the training that employees attended. Data collection was done through a questionnaire that measured self-perception of the effectiveness of the training. The questionnaire is divided into 11 dimensions, namely: Affective Implication, Motivation, Performance Feedback, Hierarchical Supervisor Support, Transfer Design, Training Transfer, Performance Self-Efficacy, Training Retention, Importance of Training in the Organizational Culture, Importance of Training in Personal Development and Importance of Training for the team. We started by studying the questionnaire in terms of sensitivity, reliability and external validity using the statistical procedures recommended in the literature through the SPSS software (Statistical Package for the Social Sciences). The results obtained allowed us to conclude that we have a robust questionnaire. We then resorted to studying the frequency distribution to understand the importance attributed by respondents to the different dimensions associated with the effectiveness of training and whether training had an impact on employee motivation. We concluded that individuals attribute great importance to all dimensions and that they consider that training contributes to increasing their levels of motivation. We also sought to understand whether there was a relationship between the dimensions and self-perception of training effectiveness. To this end, we used the study of correlations using the Pearson coefficient. There is a positive and statistically significant relationship between dimensions, and between these and the total test. This result allowed us to infer that an increase in one variable could lead to an increase in the other(s) and an increase in the perception of training effectiveness. Finally, to understand which or which variables could be predictors of the effectiveness of training, we resorted to the study of multiple linear regression, using the stepwiser procedure, transfer is the variable with the greatest predictive power, having explained 80.6% of the effectiveness perceived. Incorporating other dimensions had a less significant, but still relevant, effect on the perception of training effectiveness. Based on the information presented, we concluded that we successfully achieved thegeneral and specific objectives of the research, in addition to responding positively tothe research hypotheses.
Description
Keywords
Gestão de Recursos Humanos Motivação Desenvolvimento de Competências Formação e Eficácia da Formação Human resources management Motivation Skills Development Training and Training Effectiveness