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Abstract(s)
Neste trabalho desenvolve-se um projeto de intervenção no Ăąmbito do Mapeamento de CompetĂȘncias, aplicado na GrĂ©s Panaria Portugal, S.A.
O projeto surgiu da necessidade de tornar o Departamento de Recursos Humanos da organização mais estratĂ©gico e possibilitar a adoção de uma polĂtica de GestĂŁo de Recursos Humanos (GRH) integrada, com vista Ă melhoria de algumas prĂĄticas e a adoção de outras.
A competitividade e as exigĂȘncias de mercado que as empresas enfrentam atualmente obriga a uma adaptação constante para o alcance dos nĂveis de sucesso desejĂĄveis. Neste contexto, a GestĂŁo por CompetĂȘncias afigura-se como um suporte Ă organização e ao seu desenvolvimento, uma vez que se baseia num referencial de gestĂŁo de pessoas transversal a toda a organização, permite uma gestĂŁo mais integrada e coerente de todos os processos de GRH. O Mapeamento de CompetĂȘncias Ă© fulcral para a adequação dos colaboradores Ă organização. Neste quadro, a atuação deste projeto de intervenção recaiu sobre as ĂĄreas-chave da organização, que sustentam diretamente o negĂłcio.
Foi definida como finalidade a validação, em julho de 2017, do portfĂłlio das competĂȘncias-chave transversais das ĂĄreas-chave da empresa, por nĂvel de responsabilidade.
Para o sucesso do projeto, optou-se pela estratĂ©gia do modelo genĂ©rico personalizado (Sanghi, 2007), composta por dois Ăąmbitos estratĂ©gicos: identificação e caracterização das competĂȘncias-chave transversais das ĂĄreas-chave da organização, por nĂvel de responsabilidade. Para a concretização dos objetivos propostos, recorreu-se ao profundo conhecimento empĂrico dos responsĂĄveis pelas ĂĄreas-chave da organização, sendo que todas as fases do processo foram sendo acompanhadas e validadas pela direção de Recursos Humanos, que tem uma visĂŁo geral da empresa e competĂȘncia para o fazer.
Os resultados da avaliação confirmam o cumprimento dos objetivos estratégicos, operacionais e da finalidade que se propÎs.
Na conclusĂŁo do trabalho apresentam-se as reflexĂ”es teĂłricas e empĂricas. Numa perspetiva futura, espera-se que o produto deste trabalho, alĂ©m de vir a ser utilizado nos vĂĄrios processos de GestĂŁo de Recursos Humanos, venha a servir de base ao mapeamento das competĂȘncias das restantes ĂĄreas da organização e Ă adoção de prĂĄticas como a GestĂŁo de Carreiras e a Avaliação de Desempenho.
This work presents an intervention project in Competencies Mapping scope, applied in GrĂ©s Panaria Portugal, S.A. The project has emerged from the need to make the organizationâs Human Resources Management function more strategic and to enable the department in charge the adoption of a more integrated policy, with a view to improving some practices and adopting others. The competitiveness and market demands that companies face today require constant adaptation to achieve the desired levels of success. In this context, Management by Competencies appears as a support to the organization and its development. The mapping of competencies is central to the adequacy of employees to the organization. In this context, the scope of this intervention project is on the key areas of the organization, which are the ones that directly support the business. The main purpose of this study was to have validated, in July 2017, the portfolio of the key transversal competencies of the central areas of the company, by level of responsibility. For the success of the project, the customized generic model method (Sanghi, 2007) was chosen with two strategic scopes: to identify the transversal key competencies of the key areas of the organization, by level of responsibility and to characterize the transversal key competencies of the key areas of the organization, per level of responsibility. In order to achieve the proposed objectives, we used the deep empirical knowledge of those responsible for the key areas of the organization, and all stages of the process were followed and validated by the Human Resources director, which has an overview of the company. The results of the evaluation confirm the fulfilment of the strategic, operational objectives and the main purpose that was planned for this project. In the future, it is expected that the product of this work, besides of being used in Human Resources Management processes already performed in the organization, will serve as basis for the other organizational areas competencies mapping and to adopting new Human Resources management practices in the organization such as Career Management and Performance Evaluation.
This work presents an intervention project in Competencies Mapping scope, applied in GrĂ©s Panaria Portugal, S.A. The project has emerged from the need to make the organizationâs Human Resources Management function more strategic and to enable the department in charge the adoption of a more integrated policy, with a view to improving some practices and adopting others. The competitiveness and market demands that companies face today require constant adaptation to achieve the desired levels of success. In this context, Management by Competencies appears as a support to the organization and its development. The mapping of competencies is central to the adequacy of employees to the organization. In this context, the scope of this intervention project is on the key areas of the organization, which are the ones that directly support the business. The main purpose of this study was to have validated, in July 2017, the portfolio of the key transversal competencies of the central areas of the company, by level of responsibility. For the success of the project, the customized generic model method (Sanghi, 2007) was chosen with two strategic scopes: to identify the transversal key competencies of the key areas of the organization, by level of responsibility and to characterize the transversal key competencies of the key areas of the organization, per level of responsibility. In order to achieve the proposed objectives, we used the deep empirical knowledge of those responsible for the key areas of the organization, and all stages of the process were followed and validated by the Human Resources director, which has an overview of the company. The results of the evaluation confirm the fulfilment of the strategic, operational objectives and the main purpose that was planned for this project. In the future, it is expected that the product of this work, besides of being used in Human Resources Management processes already performed in the organization, will serve as basis for the other organizational areas competencies mapping and to adopting new Human Resources management practices in the organization such as Career Management and Performance Evaluation.
Description
VersĂŁo final (Esta versĂŁo contĂ©m as crĂticas e sugestĂ”es dos elementos do jĂșri)
Keywords
GestĂŁo por competĂȘncias Mapeamento de competĂȘncias Projeto de Intervenção CompetĂȘncias-chave Management by competencies Intervention project Competencies mapping Key competencies
Citation
Publisher
Instituto Politécnico do Porto, Instituto Superior de Contabilidade e Administração do Instituto Politécnico