Francielle Molon da Silva

A noção de competência na gestão de pessoas: reflexões a partir de casos do setor público

O presente ensaio traz a discussao a gestao por competencias como atributo elementar para o desempenho organizacional, considerando o impacto que alteracoes sociais e economicas tem no trabalho. O objetivo deste e contribuir para reflexoes por parte de gestores, colaboradores e pesquisadores sobre a gestao por competencias enquanto parte de uma gestao estrategica de pessoas, com uma visao mais abrangente. Para tanto, fez-se uma revisao bibliografica que evidenciou a importância da gestao por competencias no desempenho organizacional e na gestao estrategica de pessoas. O estudo aponta que o caminho ainda e vasto e impreciso nas empresas publicas pela complexidade cultural e politica envolvida. O sucesso no desenvolvimento da gestao por competencias (individual e organizacional) esta em reconhecer que, por ser uma abordagem com foco nas pessoas, se trata de um processo evolucionario com eventos planejados e espontâneos que visam transformar comportamentos e atitudes, o que leva tempo e exige paciencia ao longo das acoes organizacionais do dia a dia. Palavras chave: gestao publica; gestao de recursos humanos; competencias.

O que se discute sobre gestão por competências no setor público: um estudo preliminar das construções

In world of work there are many transformations associate with person and performance. In this scenario, the discussion about competences is useful, specially in the human resources practices adopted in the public sector. So, this research wanted to investigated, considering a review of literature and interviews with publics managers, how are the articulation between these subjects. Some results demonstrated that the way to implementation is beginning, however, the trajectory is long and with big difficulties such as culture and another vision and the necessity a new human resources practices implementation.

COMPETÊNCIAS COLETIVAS: CONSIDERAÇÕES ACERCA DE SUA FORMAÇÃO E DESENVOLVIMENTO

Los procesos y el desempeno de las organizaciones se construyen a traves de acciones colectivas que surgen especialmente de la interaccion entre las personas. Sin embargo, las formas predominantes de la gestion en las organizaciones siguen estando impulsadas por el desempeno individual. Una de las dificultades es la falta de ajustes teoricos y empiricos para hacer frente a los conocimientos colectivos. Es en este contexto que el concepto de competencia colectiva ha sido reconocido. Por lo tanto, el objetivo de este trabajo es profundizar el conocimiento de valores colectivos desde la seleccion de las categorias de analisis que permitira la identificacion de los elementos y la dinamica que constituyen el colectivo. En este sentido hemos elegido un caso de estudio desarrollado en el entorno de los Recursos Humanos y, mas en particular, en las practicas de gestion de Recursos Humanos empresa del sector financiero, con el fin de construir conocimiento sobre esta dimension colectiva. El analisis de los resultados revela no solo la presencia de elementos capaces de configurar el trabajo colectivo, sino tambien un entrenamiento dinamico y el desarrollo de capacidades colectivas, principales contribuciones del articulo. La utilizacion de este instrumento ha revelado la presencia de dos poderes colectivos entre las practicas de recursos humanos: la relacion y la colaboracion y la capacidad para desarrollar soluciones conjuntas, teniendo en cuenta la primera en la etapa mas avanzada de consolidacion. Por ultimo, tambien como resultado de la obra, se preparo un marco que representa la dinamica asociada con la formacion y el desarrollo de la competencia colectiva.Processes and the performance of organizations are built through collective actions arising especially from the interaction between people. However, the predominant forms of management in organizations remain driven by individual performance. One of the difficulties is the lack of theoretical and empirical settings to deal with collective knowledge. It is in this context that the concept of collective competence has been recognized. Thus, the objective of this work is to expand the knowledge of collective settings from the selection of categories of analysis that will allow the identification of elements and dynamics that constitute the collective. In this sense we chose a case study developed in the environment of Human Resources, more particularly in management practices HR company acting in the financial sector, in order to build knowledge on this collective dimension. The analysis of the results revealed not only the presence of elements capable of configuring the collective work, but also a dynamic training and competences development collective, main contributions of the article. The use of this instrument has revealed the presence of two collective competences among the practices of HR examined: relationship and collaboration and capacity to develop joint solutions, considering the first in more advanced stage of consolidation. Finally, also as a result of the work, a framework that represents the dynamics associated with the formation and development of collective competence was prepared.Processes and the performance of organizations are built through collective actions arising especially from the interaction between people. However, the predominant forms of management in organizations remain driven by individual performance. One of the difficulties is the lack of theoretical and empirical settings to deal with collective knowledge. It is in this context that the concept of collective competence has been recognized. Thus, the objective of this work is to expand the knowledge of collective settings from the selection of categories of analysis that will allow the identification of elements and dynamics that constitute the collective. In this sense we chose a case study developed in the environment of Human Resources, more particularly in management practices HR company acting in the financial sector, in order to build knowledge on this collective dimension. The analysis of the results revealed not only the presence of elements capable of configuring the collective work, but also a dynamic training and competences development collective, main contributions of the article. The use of this instrument has revealed the presence of two collective competences among the practices of HR examined: relationship and collaboration and capacity to develop joint solutions, considering the first in more advanced stage of consolidation. Finally, also as a result of the work, a framework that represents the dynamics associated with the formation and development of collective competence was prepared.

COMPETENCIAS COLECTIVAS Y SU CONTRIBUCIÓN A LA COMPRENSIÓN DE LAS PRÁCTICAS DE GESTIÓN E DE LA CONFIGURACIÓN EN EL CAMPO DE GESTIÓN DE PERSONAS

Los procesos y el desempeno de las organizaciones se construyen a traves de acciones colectivas que surgen especialmente de la interaccion entre las personas. Sin embargo, las formas predominantes de la gestion en las organizaciones siguen estando impulsadas por el desempeno individual. Una de las dificultades es la falta de ajustes teoricos y empiricos para hacer frente a los conocimientos colectivos. Es en este contexto que el concepto de competencia colectiva ha sido reconocido. Por lo tanto, el objetivo de este trabajo es profundizar el conocimiento de valores colectivos desde la seleccion de las categorias de analisis que permitira la identificacion de los elementos y la dinamica que constituyen el colectivo. En este sentido hemos elegido un caso de estudio desarrollado en el entorno de los Recursos Humanos y, mas en particular, en las practicas de gestion de Recursos Humanos empresa del sector financiero, con el fin de construir conocimiento sobre esta dimension colectiva. El analisis de los resultados revela no solo la presencia de elementos capaces de configurar el trabajo colectivo, sino tambien un entrenamiento dinamico y el desarrollo de capacidades colectivas, principales contribuciones del articulo. La utilizacion de este instrumento ha revelado la presencia de dos poderes colectivos entre las practicas de recursos humanos: la relacion y la colaboracion y la capacidad para desarrollar soluciones conjuntas, teniendo en cuenta la primera en la etapa mas avanzada de consolidacion. Por ultimo, tambien como resultado de la obra, se preparo un marco que representa la dinamica asociada con la formacion y el desarrollo de la competencia colectiva.Processes and the performance of organizations are built through collective actions arising especially from the interaction between people. However, the predominant forms of management in organizations remain driven by individual performance. One of the difficulties is the lack of theoretical and empirical settings to deal with collective knowledge. It is in this context that the concept of collective competence has been recognized. Thus, the objective of this work is to expand the knowledge of collective settings from the selection of categories of analysis that will allow the identification of elements and dynamics that constitute the collective. In this sense we chose a case study developed in the environment of Human Resources, more particularly in management practices HR company acting in the financial sector, in order to build knowledge on this collective dimension. The analysis of the results revealed not only the presence of elements capable of configuring the collective work, but also a dynamic training and competences development collective, main contributions of the article. The use of this instrument has revealed the presence of two collective competences among the practices of HR examined: relationship and collaboration and capacity to develop joint solutions, considering the first in more advanced stage of consolidation. Finally, also as a result of the work, a framework that represents the dynamics associated with the formation and development of collective competence was prepared.Processes and the performance of organizations are built through collective actions arising especially from the interaction between people. However, the predominant forms of management in organizations remain driven by individual performance. One of the difficulties is the lack of theoretical and empirical settings to deal with collective knowledge. It is in this context that the concept of collective competence has been recognized. Thus, the objective of this work is to expand the knowledge of collective settings from the selection of categories of analysis that will allow the identification of elements and dynamics that constitute the collective. In this sense we chose a case study developed in the environment of Human Resources, more particularly in management practices HR company acting in the financial sector, in order to build knowledge on this collective dimension. The analysis of the results revealed not only the presence of elements capable of configuring the collective work, but also a dynamic training and competences development collective, main contributions of the article. The use of this instrument has revealed the presence of two collective competences among the practices of HR examined: relationship and collaboration and capacity to develop joint solutions, considering the first in more advanced stage of consolidation. Finally, also as a result of the work, a framework that represents the dynamics associated with the formation and development of collective competence was prepared.

COLLECTIVE COMPETENCES AND THEIR CONTRIBUTION FOR UNDERSTANDING THE CONFIGURATION OF THE MANAGEMENT PRACTICES IN THE FIELD OF HUMAN RESOURCES MANAGEMENT

Los procesos y el desempeno de las organizaciones se construyen a traves de acciones colectivas que surgen especialmente de la interaccion entre las personas. Sin embargo, las formas predominantes de la gestion en las organizaciones siguen estando impulsadas por el desempeno individual. Una de las dificultades es la falta de ajustes teoricos y empiricos para hacer frente a los conocimientos colectivos. Es en este contexto que el concepto de competencia colectiva ha sido reconocido. Por lo tanto, el objetivo de este trabajo es profundizar el conocimiento de valores colectivos desde la seleccion de las categorias de analisis que permitira la identificacion de los elementos y la dinamica que constituyen el colectivo. En este sentido hemos elegido un caso de estudio desarrollado en el entorno de los Recursos Humanos y, mas en particular, en las practicas de gestion de Recursos Humanos empresa del sector financiero, con el fin de construir conocimiento sobre esta dimension colectiva. El analisis de los resultados revela no solo la presencia de elementos capaces de configurar el trabajo colectivo, sino tambien un entrenamiento dinamico y el desarrollo de capacidades colectivas, principales contribuciones del articulo. La utilizacion de este instrumento ha revelado la presencia de dos poderes colectivos entre las practicas de recursos humanos: la relacion y la colaboracion y la capacidad para desarrollar soluciones conjuntas, teniendo en cuenta la primera en la etapa mas avanzada de consolidacion. Por ultimo, tambien como resultado de la obra, se preparo un marco que representa la dinamica asociada con la formacion y el desarrollo de la competencia colectiva.Processes and the performance of organizations are built through collective actions arising especially from the interaction between people. However, the predominant forms of management in organizations remain driven by individual performance. One of the difficulties is the lack of theoretical and empirical settings to deal with collective knowledge. It is in this context that the concept of collective competence has been recognized. Thus, the objective of this work is to expand the knowledge of collective settings from the selection of categories of analysis that will allow the identification of elements and dynamics that constitute the collective. In this sense we chose a case study developed in the environment of Human Resources, more particularly in management practices HR company acting in the financial sector, in order to build knowledge on this collective dimension. The analysis of the results revealed not only the presence of elements capable of configuring the collective work, but also a dynamic training and competences development collective, main contributions of the article. The use of this instrument has revealed the presence of two collective competences among the practices of HR examined: relationship and collaboration and capacity to develop joint solutions, considering the first in more advanced stage of consolidation. Finally, also as a result of the work, a framework that represents the dynamics associated with the formation and development of collective competence was prepared.Processes and the performance of organizations are built through collective actions arising especially from the interaction between people. However, the predominant forms of management in organizations remain driven by individual performance. One of the difficulties is the lack of theoretical and empirical settings to deal with collective knowledge. It is in this context that the concept of collective competence has been recognized. Thus, the objective of this work is to expand the knowledge of collective settings from the selection of categories of analysis that will allow the identification of elements and dynamics that constitute the collective. In this sense we chose a case study developed in the environment of Human Resources, more particularly in management practices HR company acting in the financial sector, in order to build knowledge on this collective dimension. The analysis of the results revealed not only the presence of elements capable of configuring the collective work, but also a dynamic training and competences development collective, main contributions of the article. The use of this instrument has revealed the presence of two collective competences among the practices of HR examined: relationship and collaboration and capacity to develop joint solutions, considering the first in more advanced stage of consolidation. Finally, also as a result of the work, a framework that represents the dynamics associated with the formation and development of collective competence was prepared.

Aprendizagem organizacional a partir das práticas de educação a distância da Escola de Administração/UFRGS

Studies on Learning and Distance Education are found in various forms of publication. However, the articulation between these areas is still an open field for debates. To enhance this discussion, the purpose of this study is to analysis the way that has been occurred the organizational learning in the EA/UFRGS, after the experiences of the courses in distance in the period of 2005 to 2010. We used a qualitative case study method to analyze these four on-line courses at UFRGS. Data were obtained through participant observation and documentation and analyzed through the use of qualitative interpretive analysis technique. Information was collected through participant observation and was analyzed thru a qualitative interpretative technique. Findings showed that a series of practices and roles were set and changed much more as a result of trial and error process than as a result of coordinated and planned actions done by the on-line staff group. We inferred that UFRGS online course management practices that were adopted resulted in organizational learning. However, an integrated discussion and routine evaluation between the managers of the four analyzed courses could bring more benefits to the Business School, reducing the administrative and teaching subjectivity.