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Abstract(s)
A rotatividade de pessoal (turnover) é considerada fator crítico à coesão interna das
empresas e maior risco de queda qualitativa e competitividade, seja no setor público ou
no privado. No Instituto Federal de Mato Grosso do Sul (IFMS) campus Nova
Andradina (Mato Grosso do Sul, Brasil), instituição federal pública de ensino, há
persistente turnover verificado em 100 casos de saídas funcionais da unidade frente a
201 entradas (49,7%). O objetivo desta dissertação é o de compreender as razões da
saída dos servidores do IFMS-Campus Nova Andradina, sob o questionamento de quais
os fatores que conduzem os servidores públicos ao turnover e quais as abordagens e
compreensões possíveis a este fenômeno? A partir de estudo documental aplicado em
entrevistas de desligamento realizadas no IFMS campus Nova Andradina, foi formada
uma amostra de 37 (trinta e sete) servidores que é composta por n=31 (trinta e um)
servidores (31 % dos desligamentos entre 2010 a novembro de 2018) e a totalidade dos
indivíduos que deixaram o campus a partir de novembro de 2018 até o ano corrente,
2019 (100%, n=6). Foi confirmado o turnover concentrado nos anos de concurso, a fim
do manejamento interno. O desligamento tende a ocorrer dentro dos três primeiros anos
e, mesmo aspetos de atenção quanto ao ambiente administrativo e possibilidades de
progressão de carreira, os servidores indicaram boa avaliação institucional, com razão
concentrada da rotatividade nas externalidades negativas decorrentes da localização do
campus. Foram critérios pontuais à redução do turnover, o desenvolvimento de
estratégias de compensação de horas para maior flexibilidade ao atendimento das
demandas dos trabalhadores em seus intervalos, períodos de adaptação local,
contratação de residentes no município sede e formação de suporte ao convívio e
interação dos trabalhadores. Sugere-se, para novos estudos, o maior aprofundamento em
análises e estudos que investiguem os fatores externos ao clima e ambiente de trabalho
direto que comprometem a longevidade dos colaboradores nas instituições.
The staff rotation (turnover) is considered a critical factor to the internal cohesion of the companies, to the biggest risk of qualitative fel and to the competitiveness, either in the public sector or the private one. At the Federal Institute of Mato Grosso do Sul (IFMS), Nova Andradina’s campus (Mato Grosso do Sul, Brazil), the federal institution of public education, there is a high turnover as observed in 100 cases, the outputs of the functional unit in front of the 201 entries (49.7%).The aim of this thesis was to understand the reasons for the departure from the servers of IFMS-Campus of Nova Andradina, under the question of the factors that may lead to the civil servants in the turnover, and to identify the possible approaches and understandings for this phenomenon. From the document review and the interviews, shut-down carried out in the IFMS, campus of Nova Andradina, was studied in a sample of n=37 (thirty-seven servants, which is composed of n=31 (thirty-one) servers (31% for the on and off from 2010 to November, 2018 at the latest), and all of those who have left the campus, starting from November 2018 to August 2019 (100%, n=6). These results suggest that the turnover is highest in the year of the competition, with de purpose of internal management. The shut down tends to take place within the first three years and even aspects of attention in relation to the administrative environment and opportunities of career progression, the servers indicated a good institutional assessment, with focused reason on the rotation in the negative multiplier effects arising from the location of the campus. It were specific criteria to the reduction of turnover, the development of strategies of compensation of hours for bigger flexibility to the attendance of the demands of the workers in their intervals, periods of local adaptation, hiring of residents in the city headquarters and formation of support to the conviviality and interaction of the workers. It is suggested, for new studies, the biggest deepening in analyses and studies that investigate the external factors to the climate and environment of direct work that compromise the longevity of the collaborators in the institutions.
The staff rotation (turnover) is considered a critical factor to the internal cohesion of the companies, to the biggest risk of qualitative fel and to the competitiveness, either in the public sector or the private one. At the Federal Institute of Mato Grosso do Sul (IFMS), Nova Andradina’s campus (Mato Grosso do Sul, Brazil), the federal institution of public education, there is a high turnover as observed in 100 cases, the outputs of the functional unit in front of the 201 entries (49.7%).The aim of this thesis was to understand the reasons for the departure from the servers of IFMS-Campus of Nova Andradina, under the question of the factors that may lead to the civil servants in the turnover, and to identify the possible approaches and understandings for this phenomenon. From the document review and the interviews, shut-down carried out in the IFMS, campus of Nova Andradina, was studied in a sample of n=37 (thirty-seven servants, which is composed of n=31 (thirty-one) servers (31% for the on and off from 2010 to November, 2018 at the latest), and all of those who have left the campus, starting from November 2018 to August 2019 (100%, n=6). These results suggest that the turnover is highest in the year of the competition, with de purpose of internal management. The shut down tends to take place within the first three years and even aspects of attention in relation to the administrative environment and opportunities of career progression, the servers indicated a good institutional assessment, with focused reason on the rotation in the negative multiplier effects arising from the location of the campus. It were specific criteria to the reduction of turnover, the development of strategies of compensation of hours for bigger flexibility to the attendance of the demands of the workers in their intervals, periods of local adaptation, hiring of residents in the city headquarters and formation of support to the conviviality and interaction of the workers. It is suggested, for new studies, the biggest deepening in analyses and studies that investigate the external factors to the climate and environment of direct work that compromise the longevity of the collaborators in the institutions.
Description
Esta versão contém as críticas e sugestões dos elementos do júri.
Keywords
Serviço público Gestão de pessoas Totatividade Satisfação laboral Public service Labor satisfaction People management Turnover