Navegando por Assunto "Recursos humanos"

Agora exibindo 1 - 7 de 7

Acesso aberto (Open Access)
Análise de um modelo de dimensionamento da força de trabalho dos servidores técnico-administrativos da UFPA com ênfase na gestão por competência
(Universidade Federal do Pará, 2016-06-28) ALMEIDA, Walquiria Corrêa de; COSTA, Thiago Dias; http://lattes.cnpq.br/1248194912228326
Scale an organization's server framework is a task of the most significant area of human resources, however, difficult to implement, since account the work force may not be enough to put people trained in strategic locations or with specific profiles to meet organization's needs. From 2005, with the implementation of the Plan of Careers of technical and administrative positions of Education Federal Institutions, the staff dimensioning it became mandatory task for efficient management, for the preparation of the Technical Development Plan, approved in 2006 requires the adequacy of the server framework from a model of allocation of positions. In the same year of the Technical Career Plan the Federal Government launched the guidelines for implementation of the National Staff Development Policy federal government and brought to the public service, management by competence, whose purpose is to provide improved services to citizen, emphasizing the efficiency, effectiveness through the ongoing development of the server and the adequacy of their skills to the organization's objectives. Considering this context, the research in question had an exploratory nature to seek to discuss the integration of Management Skills with the subsystem staff dimensioning, and, if used the skills mapping to map the skills and delivery of crowded servers in Program graduate of UFPA, in order to qualitatively assist the design. Deliveries were also tested as quantitative variable for use in the calculation matrix. The quantitative results were obtained by means of descriptive statistics, raising the profile of the servers in relation to the link with the UFPA, education, length of service and hours of work. To calculate the matrix was used measures of central arithmetic average and median tendency to check the ideal framework server with the application of the data in a model already used by the UFPA to scale the technical and administrative staff. The work resulted in the mapping of competence and deliveries and staff dimensioning of the secretariats of graduate programs
Acesso aberto (Open Access)
A capacitação de servidores técnico-administrativos: desenvolvendo na UFPA competências por meio do conhecimento
(Universidade Federal do Pará, 2011-11-29) SERIQUE, Maria Rosangila Xavier; EMMI, Marília Ferreira; http://lattes.cnpq.br/4619867698790381
To meet the challenges of the new millennium, institutions, organizations and the general world of work should be more concerned with people, investing, especially in well-being, personal fulfillment and professional, through training and skills, and knowledge considered the driving force of development. This study aims to investigate whether the general training of technical and administrative staff (TA) of the Federal University of Pará (UFPA) who carried out the courses of specialization in Strategic Management and Personnel Management, in the period 2002 to 2004, the UFPA, Campus Belém, contributed to improving the performance of their units through the knowledge acquired. From the research methodology literature and field research, has been the presentation of the theoretical foundation about the subject under study, based on a qualitative approach, using data collection, documents and interviews. Had managers as informants Dean of Planning (PROPLAN) and Dean of development and personnel management (PROGEP) performing during the research period and still, fifteen servers graduates of the specialization. For interpretation of the data used was content analysis, allowing a better interpretation of the speech of the interviewees, the result indicates that those courses were formed in the pressing need for the framework of technical and administrative staff, from a process of continuous education better performance of work activities, and greater satisfaction and motivation to work, concluding that the UFPA, as a center to provide public educational services for the citizen, should give priority to a policy of continued effective and professional valuation your server, noting that knowledge is an essential tool in human resource policy of the servers to generate power in order that the UFPA own benefit as n and the professionalization and enhancement of the server as a result have shown greater efficiency in the delivery services targeted to society, first objective of governmental institutions.
Acesso aberto (Open Access)
“A gente tem uma vida lá fora...”: relações entre gestão de recursos humanos e sociabilidade das pessoas empregadas nos supermercados da Região Metropolitana de Belém
(Universidade Federal do Pará, 2009-05-04) GONÇALVES, Ida Lenir Maria Pena; MANESCHY, Maria Cristina Alves; http://lattes.cnpq.br/5129734199358770
The management of human resources (HR) represents a theorical approach of business management focused on organization of work to its best advantages and, in particular, the involvement of employees in the aims of the company. The management practices focus not only on the work itself, but also in complex way in social interactions occurred in the workplace, as well in the personal life of workers, in accordance with the assumptions and practices of the prevailing style f management. This work demand to know the nature of the correlations between management of human resources and sociability of workers, videlicet, their ability to make and keep various social ties, form the point of view of workers. To reach these aims, was taken as empirical reference four networks supermarkets from the urban region of Belém, Pará. This sector is a great employer, and has been modernized significantly in the last two decades, implementing some procedures in managements of humans resources and remains under strong competition from national and international groups that found in other capitals of the country. The methodology includes systematic observations, document analysis, general interview guide approach and deep-standardized open-ended interview, respectively with three hundred and eighty and fourteen workers, this last ones selected among those in the larger sample. The interviews versed about social and demographic attributes, occupational and career patterns of professional and personal relationship. Covered, too, the perceptions about rules and attitudes into workplace, based on the standards of the service manuals of business. This includes thirty-four items on a scale of Lickert. These items were arranged in factors, two on the management—quality of work (QW) and introjections of organizational standards (OS)—and three on sociability—trust, maintenance and usefulness of relations (UR) at work. The interviewed answered to items, adjusting the degree of their perception of each. These data were submitted to exploratory statistical technique Correspondence Analyses (CA) in order to verify the correlation between the factors of scale and characteristics of respondents. About the correlations between management and sociability, excel in first the work scheme. Long days of work, variables scale. Long daily breaks and the policy of in-service qualification (on the job) absorb nearly the entire time the employee to maintain personal relations and hinder or even extend those trained in the work environment beyond this space. Also hinder invest in studies, another area of sociability, what surprises in a sample whose predominant age range did not exceed thirty years and whose occupation has little chance of career. In this framework of restrictions, the condition of gender and family were relevant, because women, in particular mothers, reported less leisure activities, in little groups and with minimal presence of workmates, compared to men. Furthermore, we found some cases of people which made affective relationships into the workplace, even the coexistence is restricted to the company. Another striking feature was the dependence on family support for the exercise of labor activity and to face the vicissitudes of the labor market. The importance of family ties was reinforced by the long time of residence in the same neighborhood and, in significant proportion, in the same home, in several cases the housing was close or in the same house of parents or parents-in-law, facilitating the mutual aid. Another aspect that stood out the management of human resources was the perceived vagueness in the criteria for professional growth and application of standards, contributing to the existence of conflicts veil. To establish social ties, the employees place a selective trust, expressed in a few people who are confident in the work. It is worth noting here also a small variation between men and women, because men trust more than women in their workmates. The Correspondence Analysis showed sensitive differences of perception on quality of work and introjections of rules among workers with the first record in the labor book and those with previous experience in a formal work. The first notice a more effective control (surveillance) of management and express less agreement with organizational rules, while the others (the second) do not realize the control as the same way and is seen as complying with these rules. These results were interpreted as arising from different previous trajectories, in formal or informal labors, or because it is the first job. Cannot be said that the restrictions on sociability are due exclusively to characteristics of management in this sector, in view the incidence of another factors, as the social-economic condition of the family or the time of employment, on average two years among the respondents, which may have contributed to these results.
Acesso aberto (Open Access)
Gestão por competências: a experiência da CEF, EMBRAPA e TCU
(Universidade Federal do Pará, 2013-09-02) CHAGAS, Rosana Augusto; PONT VIDAL, Josep; http://lattes.cnpq.br/4415362518177732
The management by competency foreground in Brazil, happened if the Decree nº 5.707/06 who brings as the development servers policy public administration instruments the capacitance oriented for array development of knowledge, ability and attitude needed for public administration servers performance intending the establishment objectives achieve. Since 2001 as related for Brazilian Public National Administration School, sixteen publics organizations trained management by competency principle and further on capacitance utilized others related human resources process prescribed on the management by competency theory as selection and recruitment, allocation vacant, performance evaluation, wage, careers plans and talent bank. For the decade documental analysis, the three organizations, CEF (public bank), (public innovation) and TCU (public court accounts), included as the sixteen organizations related by the brazilian’s public national administration school. Were verified the hypothesis that each organization chose the most appropriate procedure to its structure and organizational culture to implement competency that this was the process of implementation in accordance with their areas and also to implement changes using competency management is not necessary to finalize the mapping of individual skills of all servers of organizations. Changes may start after the definition of the mission, values, strategic goals, vision for the future(mapping organizational skills).Concluding that does not exist a universal model for the implementation of management skills, because each organization is influenced differently by the political climate and organizational culture.
Acesso aberto (Open Access)
Mudança organizacional na UFPA: institucionalização da participação dos técnico-administrativos no processo eleitoral para dirigentes das unidades acadêmico-administrativas
(Universidade Federal do Pará, 2016-06-03) CONCEIÇÃO, Juliano Cássio da Silva; TOMA, Marina Yassuko; http://lattes.cnpq.br/6883396550618718
Nowadays, the organizations live in an increasingly, dynamic and changing environment. These changes are in the light of technological advances, economic, political, social contexts, etc. This requires more and more arrangement develop the capacity to adapt new conditions. This work is therefore the possibility of organizational change within the Federal University of Pará, with regard to the institutionalization of the participation of technical administrative in the election process for the positions of academic managers of the administrative units.Thus, this research aims to identify whether there is resistance to this reform and what it is possible causes, as pressure from both the internal and external environment, converge in favor of management reorganize. The chosen setting for the research was the University Council - CONSUN. It is the collective space of deliberation and where decisions are made related to the implementation of an organizational change of this nature. It was made an exploratory and descriptive research, the objective point of view, and from a technical, biographic and documentary. The quantitative method was used, which primary data were obtained from the application of questionnaires between the three categories of counselors: professors, learners and technicians in order to acquire the understanding of them about the subject, they were divided in two groups (Professor and no Professor). The analysis was done by statistical techniques, it concluded that CONSUN is a decision making environment with a high degree of receptivity to organizational changes. The investigate also allowed to identify the main causes of resistance perceived by both groups inside the council. In the way in which the organizational change that is the purpose of this study, the comparative tests make possible to notice significant differences in perception of the two groups, from a specified time that the professor group demonstrated resistance to organizational change
Acesso aberto (Open Access)
Planejamento de pessoal a partir da ótica sistêmica autorreferencial: uma proposta de modelo para o poder judiciário paraense
(Universidade Federal do Pará, 2022-06-02) BRANCALHÃO, Hellen Geysa da Silva Moranda; PONT VIDAL, Josep; http://lattes.cnpq.br/4415362518177732
The implementation of the managerial model in the Brazilian public service has guided several changes in the Judiciary Branch, so that it can deliver a fast, efficient and effective justice to society. Thus arises the need to plan its human resources in accordance with strategic goals, a practice still scarce in the public sector. In this scope, the research proposes to develop a human resources planning model that enables its integration with the TJPA’s organizational strategic planning. Therefore, three specific objectives were defined: to describe the current personnel planning model, to observe how it interacts with organizational strategic planning and to point out operational concepts that can be contributed to the intended model. The theoretical framework presents the main aspects of personnel planning, its contextualization in public management and the importance of integrating it into organizational strategic planning. The systemic approach was highlighted for the desired integration, using the concepts of complexity, systems and communication of the Theory of Self-referential Systems. The research uses the heuristic method, adopts mixed method with nested strategy concomitant and is classified as applied research with exploratory and descriptive objectives, having been guided by 3 independent variables and 8 dependent variables that investigate practices regarding the allocation, development and strategic management of people. As a research strategy, the case study was adopted, with semi-structured interviews as the main instrument. Qualitative data were submitted to content analysis, while quantitative data were processed by descriptive statistical methods. The coding and categorization process was defined based on the interviewees' speech and theoretical reference, resulting in 3 central codes covering 9 thematic categories. Through the serendipity process, three thematic categories were listed: discretion, organizational culture and communication. The research hypotheses were confirmed, once it was observed that the practices of the personnel area that make up the TJPA personnel planning are not integrated among themselves, with the predominance of linear logic (cause-effect) to the detriment of a systemic modus operandi (cause-effect-cause), as well as that the current model also does not favor its integration with organizational strategic planning, due to the isolation that prevails in operations. In the end, an initial proposal for a strategic planning model for people with a systemic/communicative approach was presented.
Acesso aberto (Open Access)
A sociedade da informação no Brasil: um ensaio sobre os desafios do Estado
(2003-04) FERREIRA, Rubens da Silva
This article treats of the challenges the State faces for consolidating an information society in Brazil. These challenges are illiteracy, the need of developing human resources and the difficulty of any citizen in accessing information technology. Information society is understood as something ambivalen for the Brazilian State. It represents challenges but at the same time opportunities for developing an informational order, characterized by very quick changes in a contemporary society. Therefore, the State has to elaborate and apply relevant public policies for overcoming these challenges in order to build up a more evenly accessible information society in Brazil.