Framework para propor alocação de agentes de transformação levando em consideração as competências e o tipo de abordagem de gerenciamento de projetos

• Ano de defesa: 2020
• Autor(a) principal: Luiz Neto, Alcides
• Orientador(a): Silva, Luciano Ferreira da
• Banca de defesa: Silva, Luciano Ferreira da, Penha, Renato, Oliveira, Paulo Sergio Gonçalves de
• Tipo de documento: Dissertação
• Tipo de acesso: Acesso aberto
• Idioma: por
• Instituição de defesa: Universidade Nove de Julho
• Programa de Pós-Graduação: Programa de Pós-Graduação em Gestão de Projetos
• Departamento: Administração
• País: Brasil
• Palavras-chave em Português: gestão de projetos; agente de transformação; alocação de pessoas; soft skills; hard skills
• Palavras-chave em Inglês: project management; change agent; people allocation; soft skills; hard skills
• Área do conhecimento CNPq: CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO
• Link de acesso: http://bibliotecatede.uninove.br/handle/tede/2447

The influence of people on the complexity of projects opens space for a discussion on the diversity of skills of project managers, demanding that they be increasingly flexible and tough. In this sense, there is still a growing discussion about project management approaches in the corporate world, valuing aspects as a predictive factor, agility and balance desired by the hybrid approach. Based on this context, this objective research presents a structure for the appropriate skills of the transformation agents and the type of approach to be applied in project management. It is worth mentioning that the name of transformation agent used here refers to the respect that initiates or maintains a change effort, whether it be project manager, agile manager, scrum master or similar. To this end, this study adopts, to achieve this objective, a mistaken approach to research, following a qualitative perspective and, subsequently, a quantitative approach. Initially, a research problem was built from the conduct of three systematic analyzes of the literature. The first to understand how the transformation agent competences. The second is to understand the challenges that companies face in terms of people for digital transformation. Finally, a third party will let you understand what hybrid approaches are available and how they are structured. Thus, a second stage consisted of interviews in the focus group format adopted as a standard of incorrect approach, mixing open questions with two methods that use linguistic variables as a basis for fuzzy logic applications, a method for working inaccurate data, such as for example, how many degrees determine it to be hot or cold. As interviews were carried out with two groups of managers of a financial institution, a group without pre-test and another group in the final stage, both involved by the time of transformation agents in this company. The third and last stage of the research was to apply a framework, use a fuzzy logic to direct or transform the most appropriate project, align skills to the requirements of the project and, finally, a new interview with the initial group, responsible for the application, with the objective of collecting feedbacks and evaluating if the structure was coherent and presented positive results. The contribution of this research lies in the opportunity to make decisions to be taken into account, such as skills and approaches to identify which are the agents of transformation that are most applicable for a given group of projects. Another contribution was the construction of an application that, together with intellectual property, were registered in the patent register under number 512020001614-6 for the purpose of future technological production.