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Abstract(s)
A regulamentação das atividades do setor público exige maiores habilidades e responsabilidades aos seus servidores, bem como a inserção de novas ferramentas gerenciais que os qualifiquem para o melhor atendimento dos princípios administrativos. Com base nesta imposição legal, delimitaram-se os objetivos desta investigação, com a pretenção de verificar a existência das ferramentas de potencilaização e valorização adotadas pelo IFG - Campus Jataí e, igualmente, identificar como são aplicadas as potencializações e como são definidas as ferramentas de valorização e quais são elas, tanto financeiras como não financeiras, aos seus técnicos administrativos.
Considerando tais objetivos, procedeu-se à elaboração de um estudo empírico pautado em uma metodologia predominantemente qualitativa, por meio de um estudo de caso único considerando o Campus Jataí, apresentando como subunidades da investigação o IFG e o técnico administrativo. O estudo de caso teve por base a pesquisa de documentos internos do IFG - Campus Jataí, mas também de dados externos. Quanto à coleta e à análise dos dados, foram caracterizados e categorizados quantitativa e qualitativamente para evidenciar as ferramentas de potencialização e valorização do técnico administrativo.
Dos resultados alcançados, destacou-se, quanto às ferramentas de potencialização, que vários cursos são ofertados, diretamente, pelo IFG e por parceiros, de forma indireta, estes em maiores ofertas e temas direcionados à administração de forma geral. Quanto às ferramentas de valorização, as financeiras são determinadas por lei e somente alteradas por aprovação legislativa e as não financeiras podem ser desenvolvidas pelo setor de Recursos Humanos, por meio de estratégias que contribuem para o aumento da estima e da motivação.
Embora o técnico administrativo não tenha, por parte da instituição, a destinação de vagas para sua potencialização em nível de pós-graduação stricto e lato sensu, fator que contribui para alavancar a sua potencialidade, existem incentivos por meio de bolsas que suprem essa deficiência. Concluiu-se que a política de benefícios, de maneira geral, é um fator motivador da manutenção do capital humano existente na instituição, considerando o tempo de serviço dos servidores técnico-administrativos em educação cuja maioria permanece na instituição até a aposentadoria.
The regulation of public sector activities requires greater skills and responsibilities for its employees, as well as the insertion of new managerial tools that will qualify them to better serve the administrative principles. Based on this legal imposition, the objectives of this investigation were delimited, with the intention of verifying the existence of the potentialization and valorization tools adopted by IFG - Campus Jataí and, also, to identify how potentializations are applied and how the tools of and what are they, both financial and non-financial, to their administrative technicians. Considering these objectives, an empirical study based on a predominantly qualitative methodology was carried out, through a single case study considering Campus Jataí, presenting as subunits of the investigation the IFG and the administrative technician. The case study was based on the research of internal documents of IFG - Campus Jataí, but also of external data. Data collection and analysis were quantitatively and qualitatively characterized and categorized to show the tools of enhancement and valorization of the administrative technician. From the results achieved, it was highlighted that, in terms of potentialization tools, several courses are offered, directly, by the IFG and by partners, in an indirect way, these in greater offers and topics addressed to the general administration. As for the valuation tools, the financial ones are determined by law and only modified by legislative approval and the non financial ones can be developed by the Human Resources sector, through strategies that contribute to the increase of the esteem and the motivation. Although the administrative technician does not have the allocation of vacancies for their potentialization at the stricto and lato sensu postgraduate level, a factor that contributes to leverage their potential, there are incentives through scholarships that supply this deficiency. It was concluded that the benefits policy, in general, is a motivating factor for the maintenance of the human capital existing in the institution, considering the time of service of the technical-administrative servants in education whose majority remains in the institution until retirement.
The regulation of public sector activities requires greater skills and responsibilities for its employees, as well as the insertion of new managerial tools that will qualify them to better serve the administrative principles. Based on this legal imposition, the objectives of this investigation were delimited, with the intention of verifying the existence of the potentialization and valorization tools adopted by IFG - Campus Jataí and, also, to identify how potentializations are applied and how the tools of and what are they, both financial and non-financial, to their administrative technicians. Considering these objectives, an empirical study based on a predominantly qualitative methodology was carried out, through a single case study considering Campus Jataí, presenting as subunits of the investigation the IFG and the administrative technician. The case study was based on the research of internal documents of IFG - Campus Jataí, but also of external data. Data collection and analysis were quantitatively and qualitatively characterized and categorized to show the tools of enhancement and valorization of the administrative technician. From the results achieved, it was highlighted that, in terms of potentialization tools, several courses are offered, directly, by the IFG and by partners, in an indirect way, these in greater offers and topics addressed to the general administration. As for the valuation tools, the financial ones are determined by law and only modified by legislative approval and the non financial ones can be developed by the Human Resources sector, through strategies that contribute to the increase of the esteem and the motivation. Although the administrative technician does not have the allocation of vacancies for their potentialization at the stricto and lato sensu postgraduate level, a factor that contributes to leverage their potential, there are incentives through scholarships that supply this deficiency. It was concluded that the benefits policy, in general, is a motivating factor for the maintenance of the human capital existing in the institution, considering the time of service of the technical-administrative servants in education whose majority remains in the institution until retirement.
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Keywords
Capital humano Potencialização Valorização Técnico administrativo em educação Human capital Administrative technician in education Empowerment Valorization