| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 2.27 MB | Adobe PDF |
Authors
Advisor(s)
Abstract(s)
A avaliação de desempenho é um assunto bastante atual considerando o novo papel da Gestão de Pessoas, entendido como um procedimento que avalia e estimula o potencial dos funcionários da empresa. Assume-se o seu caráter fundamentalmente orientador, redirecionando os desvios, apontando para as dificuldades e promovendo incentivos em relação aos pontos fortes da organização. O presente trabalho visa analisar o processo de Avaliação de Desempenho realizado no IFMS e identificar se o mesmo cumpre realmente o papel de avaliar o desempenho dos servidores, considerando os formulários utilizados, comunicação, feedback e motivação. O referencial teórico delimitou o assunto dando base para a investigação. A metodologia utilizada foi a pesquisa quantitativa e descritiva. O questionário foi respondido por 225 servidores. Os dados foram tabulados e analisados pela estatística descritiva e para os cálculos foram utilizados a frequência (moda) e média das respostas. Os resultados revelaram a insatisfação dos servidores com o atual sistema de Avaliação de Desempenho.
Performance Evaluation is a very topical issue considering the new role of People Management. It assumes its fundamentally guiding character, redirecting deviations, pointing to difficulties and promoting incentives in relation to the strengths of the organization. This paper aims to analyze the IFMS Performance Evaluation process and identify if it really fulfills the role of evaluating the performance of the servers, considering the forms used, communication, feedback and motivation. The theoretical framework delimited the subject giving basis for the investigation. The methodology used was the quantitative and descriptive research. The questionnaire was answered by 225 servers. Data were tabulated and analyzed by descriptive statistics and for calculations the frequency (mode) and average of the answers were used. The results revealed the dissatisfaction of the servers with the current Performance Evaluation system.
Performance Evaluation is a very topical issue considering the new role of People Management. It assumes its fundamentally guiding character, redirecting deviations, pointing to difficulties and promoting incentives in relation to the strengths of the organization. This paper aims to analyze the IFMS Performance Evaluation process and identify if it really fulfills the role of evaluating the performance of the servers, considering the forms used, communication, feedback and motivation. The theoretical framework delimited the subject giving basis for the investigation. The methodology used was the quantitative and descriptive research. The questionnaire was answered by 225 servers. Data were tabulated and analyzed by descriptive statistics and for calculations the frequency (mode) and average of the answers were used. The results revealed the dissatisfaction of the servers with the current Performance Evaluation system.
Description
Versão Final-contém as críticas e sugestões do juri
Keywords
Avaliação de desempenho Motivação Comunicação Performance avaluation Feedback Motivation Communication