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Advisor(s)
Abstract(s)
Este projeto aborda a Avaliação de Desempenho na modalidade de Gestão por Objetivos e o desenvolvimento de uma ferramenta que perimirá a avaliar o desempenho dos colaboradores alocados às funções de cariz operacionais. O conceito de desempenho está enquadrado no âmbito da Responsabilidade Social da empresa que é certifica neste parâmetro pela norma SA8000. A gestão de pessoas baseada no seu (des)empenho é um fator que a organização quer implementar de forma a motivar os talentos existentes nos seus quadros. Assim, para a empresa, compreender este fator, torna-se num desafio maior, considerar que um colaborador motivado é alguém empenhado em atingir os objetivos definidos pela sua estratégia. Sendo que, a compreensão do que diferencia os colaboradores entre si, é uma peça determinante na competitividade da organização.
A primeira fase é feita uma abordagem à caraterização da empresa de forma anónima. Na segunda fase é feito um levantamento relativo ao estado de arte, as possíveis limitações do tema deste projeto e a sua potencialidade para a empresa. A terceira fase é caracterizada pela construção dos instrumentos a sua aplicação no projeto piloto, os resultados a sua aplicabilidade e as bases para futuros trabalhos. A metodologia chave para a construção do instrumento de avaliação do desempenho dos colaboradores foi o envolvimento dos vários níveis hierárquicos da organização (administração, direção industrial, chefias intermédias, operários e stakeholders) que deram os inputs necessários para definir os critérios que deram origem aos instrumentos que suportam o Manual de Avaliação de Desempenho. Os resultados deste trabalho atingiram o que era esperado pelo que a administração deliberou a implementação do projeto a partir do segundo semestre do corrente ano.
This project addresses a performance evaluation process centered in goals management and in the development of a tool that will evaluate the performance of the employees on their assigned operational functions. The concept of performance is framed within the scope of the company’s Social Responsibility that is certified in by the norm SA8000 standards. The management of people based on their (un) commitment is a strategy that the organization aim to implement in order to enhance the staff’s existing talent. The understanding of this factor by the company becomes a bigger challenge considering that a motivated employee is someone committed to achieving the goals defined. Therefore, the understanding of what differentiates the collaborators between them becomes a determinant piece in the competitiveness of the organization. First, an approach to the characterization of the company anonymously will be described. In the second phase, a survey will be built regarding the state of art, possible limitations of the theme and of this project and its potential for the company. The third phase is characterized by the construction of the instruments, its pilot application, the results its applicability and the basis for future work. The key methodology for the construction of the employee performance evaluation measure was the involvement of different hierarchical levels of the organization (management, industrial management, intermediate managers, workers and stakeholders) who contributed with valuable inputs to define the criteria that gave rise to the instruments that support the Performance Assessment Manual. The results of this work reached what was expected, consequently the administration decided to implement the project in the second half of this year.
This project addresses a performance evaluation process centered in goals management and in the development of a tool that will evaluate the performance of the employees on their assigned operational functions. The concept of performance is framed within the scope of the company’s Social Responsibility that is certified in by the norm SA8000 standards. The management of people based on their (un) commitment is a strategy that the organization aim to implement in order to enhance the staff’s existing talent. The understanding of this factor by the company becomes a bigger challenge considering that a motivated employee is someone committed to achieving the goals defined. Therefore, the understanding of what differentiates the collaborators between them becomes a determinant piece in the competitiveness of the organization. First, an approach to the characterization of the company anonymously will be described. In the second phase, a survey will be built regarding the state of art, possible limitations of the theme and of this project and its potential for the company. The third phase is characterized by the construction of the instruments, its pilot application, the results its applicability and the basis for future work. The key methodology for the construction of the employee performance evaluation measure was the involvement of different hierarchical levels of the organization (management, industrial management, intermediate managers, workers and stakeholders) who contributed with valuable inputs to define the criteria that gave rise to the instruments that support the Performance Assessment Manual. The results of this work reached what was expected, consequently the administration decided to implement the project in the second half of this year.
Description
Versão final (Esta versão contém as críticas sugestões do elemento do júri)
Keywords
Avaliação de desempenho Gestão por objetivos Plano de ação anual e industria têxtil Performance management system Annual action plan and textile industry Goals management