Gestão por competências: estudo da alocação de profissionais em uma instituição federal de ensino

• Ano de defesa: 2015
• Autor(a) principal: Menezes, Filipe Amaral Rocha de
• Orientador(a): Cruz, Marcus Vinícius Gonçalves da
• Banca de defesa: Alves, Marília, Paiva, Kely César Martins de
• Tipo de documento: Dissertação
• Tipo de acesso: Acesso aberto
• Idioma: por
• Instituição de defesa: Fundação João Pinheiro
• Programa de Pós-Graduação: Programa de Mestrado em Administração Pública
• Departamento: Escola de Governo Professor Paulo Neves de Carvalho
• País: Brasil
• Palavras-chave em Português: Administração de pessoal; Gestão de pessoal; Servidor público; Reforma universitária; Brasil
• Área do conhecimento CNPq: ADMINISTRACAO PUBLICA::ADMINISTRACAO DE PESSOAL
• Link de acesso: http://repositorio.fjp.mg.gov.br/handle/tede/355

The theme of Competence Management has increasingly configured as an effective methodology for various tools such as selection of personnel, talent retention, enhancements and improved performance, performance appraisal, training and development and Public Administration has been structured on this design in order to prepare for new and increasingly complex demands of contemporary Brazilian society. Within the context of the Brazilian public service, the federal public universities follow this evolutionary dynamics and also require competent professionals for its operations. The research question here is: how works the process of allocating of approved public servants, using the Competence Management, in their admission for a public university. Therefore, semi-structured interviews were used in interviewing those newly admitted servants, their managers and the human resources personnel. This material was analyzed in categories and subcategories, using the method of Content Analysis. The results are: this analysis allowed us to understand the knowledge, skills and attitudes that these professionals need for competent performance, and contributes to a better understanding of the problems about the recruitment, selection and adaptation. The conclusions are that the competency management still needs greater diffusion of its methodology, given the difficulties of understanding of its concepts by the sample of respondents, although the results shows that this methodology contributes for the acclimation of the new servants to the organization.