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Políticas e práticas de formação profissional continua: o caso de um grupo de empresas de consultoria e engenharia
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Advisor(s)
Abstract(s)
É bem sabido que os mercados não são estáticos e que o mundo em que vivemos está em
constante mudança. Estas mudanças levam as empresas a estarem sempre vigilantes e a seguir
as constantes alterações do mercado, sob pena de ficarem para trás em relação as outras
empresas que, em função das alterações do mercado, tiveram a capacidade de mudar as suas
estratégias de negócio ou mesmo os seus estilos de gestão. As empresas, para poderem
responder a essas exigências do mercado e à mudança tecnológica, procuram dotar os seus
trabalhadores de novas competências, investindo cada vez mais na sua formação. A formação
profissional está cada vez mais a ser vista como um investimento necessário para o
desenvolvimento empresarial dado que o desenvolvimento dos trabalhadores dá origem ao
desenvolvimento da empresa.
Tendo em conta os pressupostos enunciados, o objetivo do presente estudo, sobre políticas
e práticas de formação profissional, é caraterizar as práticas de formação de um grupo de
empresas que exerce a sua atividade na área da consultoria e engenharia informática. Para a
prossecução deste objetivo recorremos a uma abordagem metodológica de natureza qualitativa
em que a entrevista semi-diretiva ao responsável pela gestão de recursos humanos e o inquérito
por questionário aos trabalhadores são as técnicas de recolha de dados privilegiadas.
Os resultados evidenciam que estamos perante uma empresa que aposta na formação dos
seus trabalhados, não só pelo número de horas de formação que disponibiliza, mas também
pelos objetivos dessas ações de formação. Isto porque as ações de formação não se destinam
apenas a responder aos problemas já existentes, compreendendo as três finalidades enunciadas
por Meignant (2003): consolidar o existente, acompanhar e facilitar as mudanças e preparar o
futuro. A importância que a empresa atribui à formação profissional dos seus trabalhadores pode
também ser explicada pelo facto de existir um departamento específico para a formação
profissional.
It is well known that markets are not static and that the world we live in is constantly changing. These changes lead companies to be vigilant and constantly changing the market, otherwise they will be out of step with other companies that, due to market changes, have had the ability to change their business strategies or even management styles. Companies, in order to respond to these market demands and technological change, seek to equip their workers with new skills, investing more and more in their training. Vocational training is increasingly seen as a necessary investment for business development as the development of workers gives rise to enterprise development. Taking into account the assumptions, the aim of the present study, on vocational training policies and practices, is to characterize the training practices of a group of companies that work in the area of computer consulting and engineering. In order to achieve this objective, we have used a methodological approach of a qualitative nature in which the semi-directive interview with the person responsible for human resources management and the questionnaire survey of the workers are the techniques for collecting privileged data. That we are facing a company that bets on the training of its employees, not only for the number of hours of training that it provides, but also for the objectives of these training actions. This is because the training actions are not only intended to respond to the existing problems, the company's training policy comprises the three purposes enunciated by Meignant (2003), to consolidate the existing one, to accompany and facilitate the changes, and to prepare the future. The importance of the company to the vocational training of its employees can also be explained by the fact that there is a specific department for vocational training.
It is well known that markets are not static and that the world we live in is constantly changing. These changes lead companies to be vigilant and constantly changing the market, otherwise they will be out of step with other companies that, due to market changes, have had the ability to change their business strategies or even management styles. Companies, in order to respond to these market demands and technological change, seek to equip their workers with new skills, investing more and more in their training. Vocational training is increasingly seen as a necessary investment for business development as the development of workers gives rise to enterprise development. Taking into account the assumptions, the aim of the present study, on vocational training policies and practices, is to characterize the training practices of a group of companies that work in the area of computer consulting and engineering. In order to achieve this objective, we have used a methodological approach of a qualitative nature in which the semi-directive interview with the person responsible for human resources management and the questionnaire survey of the workers are the techniques for collecting privileged data. That we are facing a company that bets on the training of its employees, not only for the number of hours of training that it provides, but also for the objectives of these training actions. This is because the training actions are not only intended to respond to the existing problems, the company's training policy comprises the three purposes enunciated by Meignant (2003), to consolidate the existing one, to accompany and facilitate the changes, and to prepare the future. The importance of the company to the vocational training of its employees can also be explained by the fact that there is a specific department for vocational training.
Description
Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do
grau de Mestre em Gestão estratégica de Recursos Humanos
Keywords
Gestão de recursos humanos Formação profissional Competitividade Human resource management Vocational training Competitivness
Citation
Publisher
Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais