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Modelo de Avaliação de Desempenho: um Estudo de Caso numa Empresa do Setor de Logística e Mudanças
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| 1.59 MB | Adobe PDF |
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Abstract(s)
O papel estratégico dos Recursos Humanos (RH) nas organizações é cada vez mais reconhecido como essencial para o sucesso organizacional. No âmbito de um estudo de mestrado em Gestão de Recursos Humanos, foi desenvolvido um projetto no Grupo A3, especificamente no Departamento de RH e Transportes, com o objetivo de analisar e propor melhorias ao Sistema de Avaliação de Desempenho (SAD). Este estudo teve como objetivo principal a identificação de problemas no SAD existente no Grupo A e a apresentação de propostas que promovessem a motivação, o desenvolvimento e o alinhamento entre os objetivos individuais e organizacionais.
A metodologia adotada foi qualitativa, com a aplicação de entrevistas e questionários aos colaboradores do Grupo A.
Os resultados indicaram que a maioria dos colaboradores percebia o SAD como um instrumento importante para o alinhamento de objetivos, mas destacavam a necessidade de melhorias significativas. Com base nos dados, foi proposta a reformulação do SAD, incluindo a participação ativa dos colaboradores no processo de avaliação, a introdução de feedback contínuo, e a implementação de uma política de recompensas.
A conclusão aponta que a adoção destas melhorias pode contribuir para um ambiente de trabalho mais motivador e produtivo, promovendo a equidade e o desenvolvimento profissional dos colaboradores. O impacto positivo do SAD reformulado foi evidenciado na perceção dos colaboradores, que destacaram a clareza nas responsabilidades, oportunidades de progressão na carreira e maior alinhamento com os objetivos organizacionais.
The strategic role of Human Resources (HR) in organizations is increasingly recognized as essential for organizational success. As part of a master's degree study in Human Resources Management, a project was developed at Group A4 , specifically in the HR and Transport Department, with the objective of analyzing and proposing improvements to the Performance Evaluation System (PES). The main aim of this study was to identify issues in the existing PES and present proposals that would foster motivation, development, and alignment between individual and organizational goals. The methodology adopted was qualitative, utilizing interviews and questionnaires administered to Group A employees. The results indicated that most employees perceived the PES as an important tool for goal alignment but emphasized the need for significant improvements. Based on the data, a reformulation of the PES was proposed, including the active participation of employees in the evaluation process, the introduction of continuous feedback, and the implementation of a rewards policy. The conclusion suggests that adopting these improvements can contribute to a more motivating and productive work environment, promoting equity and professional development for employees. The positive impact of the restructured PES was evidenced in the employees' perceptions, highlighting clarity in responsibilities, opportunities for career progression, and greater alignment with organizational goals.
The strategic role of Human Resources (HR) in organizations is increasingly recognized as essential for organizational success. As part of a master's degree study in Human Resources Management, a project was developed at Group A4 , specifically in the HR and Transport Department, with the objective of analyzing and proposing improvements to the Performance Evaluation System (PES). The main aim of this study was to identify issues in the existing PES and present proposals that would foster motivation, development, and alignment between individual and organizational goals. The methodology adopted was qualitative, utilizing interviews and questionnaires administered to Group A employees. The results indicated that most employees perceived the PES as an important tool for goal alignment but emphasized the need for significant improvements. Based on the data, a reformulation of the PES was proposed, including the active participation of employees in the evaluation process, the introduction of continuous feedback, and the implementation of a rewards policy. The conclusion suggests that adopting these improvements can contribute to a more motivating and productive work environment, promoting equity and professional development for employees. The positive impact of the restructured PES was evidenced in the employees' perceptions, highlighting clarity in responsibilities, opportunities for career progression, and greater alignment with organizational goals.
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Keywords
Gestão de Recursos Humanos Gestão de Desempenho Avaliação de Desempenho Colaboradores Setor Logístico