Estudo exploratório, de abordagem qualitativa, que objetivou analisar a repercussão do estágio curricular supervisionado (ECS) no desenvolvimento da dimensão ética da competência de graduandos em Enfermagem. Foram realizadas entrevistas semiestruturadas com 28 estudantes, docentes e enfermeiros colaboradores de uma instituição de ensino superior pública do estado de São Paulo, no período entre outubro de 2010 e março de 2011. O material empírico resultante foi submetido à técnica de análise de discurso e resultou nas seguintes categorias empíricas: a preservação da autonomia; a responsabilidade social e o respeito nas relações intersubjetivas na produção do cuidado em saúde e no processo de ensino e aprendizagem; a terapêutica e o cuidado a partir da dimensão ética; a responsabilidade pública e a justiça social. Em relação ao desenvolvimento das atitudes e valores para atuação em saúde, a análise dos discursos resultou em outras duas categorias empíricas, que dizem respeito às ferramentas a serem utilizadas no processo de ensino e aprendizagem em ética: a reflexão crítica na e sobre a ação a partir do valor humano e as possibilidades de ações e de atitudes a partir da análise dos exemplos. Concluiu-se que o ECS é um espaço privilegiado de integração e desenvolvimento das dimensões técnica, estética, política e, em especial, ética. Na formação inicial, a formação dos valores é tão necessária quanto à aquisição de conhecimentos, pois ambos influenciam a tomada de decisão e a qualidade dessas decisões. No ensino da ética, a abrangência, a profundidade e a exploração dos valores referentes à esfera micro, de preservação da autonomia, responsabilidade e respeito, devem dialogar com os valores macro de responsabilidade pública, equidade e justiça social. / This is an exploratory qualitative study aimed at analyzing the impact of supervised curricular internship (SCI) in the development of the ethical dimension of nursing graduates professional competence. Semi-structured interviews were carried out with 28 students, teachers and nurses, employees of a public higher education institution in the state of Sao Paulo, from October 2010 to March 2011.The obtained empirical material was submitted to the discourse analysis technique and resulted in the following empirical categories: preservation of autonomy; social responsibility and respect in intersubjective relations in health care production and in the process of teaching and learning; therapy and care from the ethical dimension; public responsibility and social justice. Regarding the development of attitudes and values to work in health care, the discourse analysis resulted in two other empirical categories concerning the tools to be used in the teaching and learning process in ethics: a critical reflection in and on action from the viewpoint of human value and possibilities of actions and attitudes from the analysis of examples. It was concluded that the SCI is an ideal opportunity for integration and development of the technical, esthetic, political and mainly ethical dimensions. At the initial training, the formation of values is as necessary as knowledge acquisition, as they both influence decision-making and quality of those decisions. In the teaching of ethics, the scope, depth and exploration of values regarding the micro sphere of preservation of autonomy, responsibility and respect should be in close contact with the macro values of public responsibility, equity and social justice.

Made available in DSpace on 2016-12-12T20:32:01Z (GMT). No. of bitstreams: 1 DISSERTACAO GESTAO POR COMPETENCIAS E ADMINISTRACAO ESTRATEGICA EM UMA EMPRESA PUBLICA.pdf: 823025 bytes, checksum: e1affdfd1ba7ef2069da764e85ad6c95 (MD5) Previous issue date: 2005-12-15 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / The purpose of this dissertation is to verify if the skills that are being formed in the agencies of Caixa Econômica Federal-CEF, in Santa Catarina, are in accordance with the strategic challenges, related to the actions in the segment of clients of the government sector, established for the 2005/2007 period. The study contains theoretical approaches on strategic planning and management and on competence-based management and presents the experience of Caixa Econômica Federal. The conclusion is that the strategic process and competence-based management are indispensable for the conduct of the company towards the building of its mission and objectives and that in its agencies in Santa Catarina these skills, needed in order to act towards its strategic formulations for the government sector have not yet been achieved. / Esta dissertação pretende verificar se as competências que estão sendo formadas nas agências da Caixa Econômica Federal-CEF, em Santa Catarina, estão alinhadas aos desafios estratégicos, relativos à atuação no segmento de clientes do setor público, estabelecidos para o período 2005/2007. O estudo contém abordagens teóricas sobre planejamento e administração estratégica e sobre gestão por competências e apresenta a experiência da Caixa Econômica Federal. Conclui que o processo estratégico e a gestão por competências são elementos indispensáveis para a condução da empresa na construção da sua missão e objetivos e que nas agências da CEF em Santa Catarina ainda não foram formadas habilidades suficientes para a atuação voltada às suas formulações estratégicas para o segmento público.

Made available in DSpace on 2016-03-15T19:38:13Z (GMT). No. of bitstreams: 1 Marcio Porto Feitosa.pdf: 2725801 bytes, checksum: 5c9c8956e43192ab0926f3b37d416ec5 (MD5) Previous issue date: 2009-08-04 / The main theme of this work is the construction of a computacional model that represents the people for their professional and behavioral skills, sugesting a gage in order to enable academically trained professionals, students, companies and schools to have the same benchmark for measuring knowledge, skills and attitudes of a certain person (or groups of people). The study is based on the theory of "Management by Competencies", that is nowadays being much utilized and its use is increasing within the Human Resources area of the companies. The study aims not only the theoretical idealization but also the practical use of a prototype of a Web Portal with the basic features of register and search for information of interest, by people as well as by oportunities that are offered. The methodology utilized in the research, after theoretically researching the subject, will be to construct a computacional model for Competency, the implementation of a database that can gather the basic functions required by the Web Portal, the construction of the Web pages for the prototype functioning and functionality and performance tests. The expected results are in 3 areas: adequacy of model, Portal functionality and computacional performance. / Este estudo tem como tema a idealização de um modelo computacional que represente as pessoas pelas suas competências profissionais e comportamentais, de forma a sugerir um padrão de medida para que profissionais academicamente formados, profissionais em formação (alunos), empresas e instituições de ensino tenham um mesmo referencial para aferição de conhecimentos, habilidades e atitudes de determinada pessoa (ou grupos de pessoas) . O estudo está embasado na teoria da Gestão por Competências que se apresenta em franca utilização e expansão nas áreas de Recursos Humanos das empresa. O estudo objetiva, não só a idealização teórica, mas a implementação prática de protótipo de um Portal Web com as funcionalidades básicas de cadastro e busca de informações de interesse, tanto por pessoas como por oportunidades oferecidas. A metodologia da pesquisa consistirá, após pesquisa teórica do tema, idealizar um modelo computacional para a Competência, a implementação de uma base de dados que agregue as funcionalidades básicas necessárias ao Portal Web, a confecção das páginas Web para funcionamento do protótipo e testes de funcionalidade e desempenho, sendo que os resultados esperados se situam em três setores: adequação do modelo, funcionalidade do Portal e desempenho computacional.

Submitted by Renata Lopes (renatasil82@gmail.com) on 2016-07-21T19:24:29Z No. of bitstreams: 1 patriciabeatriznatalioborgesabate.pdf: 4291336 bytes, checksum: 36bb341730505fe87a1ca88f29026cd6 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2016-07-22T15:36:09Z (GMT) No. of bitstreams: 1 patriciabeatriznatalioborgesabate.pdf: 4291336 bytes, checksum: 36bb341730505fe87a1ca88f29026cd6 (MD5) / Made available in DSpace on 2016-07-22T15:36:09Z (GMT). No. of bitstreams: 1 patriciabeatriznatalioborgesabate.pdf: 4291336 bytes, checksum: 36bb341730505fe87a1ca88f29026cd6 (MD5) Previous issue date: 2015-01-19 / A presente pesquisa discute o desafio de se implantar um sistema meritocrático de responsabilização e avaliação de desempenho na Secretaria de Estado de Educação de Minas Gerais (SEE/MG), a partir dos processos de Avaliação de Desempenho Individual (ADI) e Avaliação Especial de Desempenho (AED). Em 2014, a SEE/MG alterou a metodologia do processo de avaliação de desempenho dos servidores administrativos ao adotar a avaliação por competências, na perspectiva da gestão do desempenho. A complexidade da fase de implantação inerente às políticas públicas, somada às dificuldades verificadas em anos anteriores (2004 a 2013) e às adaptações necessárias para sua implantação na SEE/MG, motivou este estudo. Como objetivo geral, buscou-se identificar as resistências verificadas na implementação dos processos de avaliação de desempenho na SEE/MG, a fim de propor medidas para favorecer a efetivação da avaliação de desempenho por competências para os servidores administrativos em exercício nas unidades central e regionais da SEE/MG. Trata-se de uma pesquisa descritiva, com abordagem qualitativa. No estudo de caso realizado, foram entrevistados gestores responsáveis pela implantação da avaliação por competências nas Secretarias de Estado de Planejamento e Gestão (SEPLAG/MG), Agricultura, Pecuária e Abastecimento (SEAPA/MG) e Fazenda (SEF/MG) e, por meio de questionários, buscou-se conhecer a percepção de servidores envolvidos com a implantação do processo na SEE/MG. A pesquisa demonstrou que a consolidação da política de avaliação de desempenho no serviço público estadual vai além do desenvolvimento de técnicas avaliativas ou observância dos procedimentos legais. Para minimizar antigas e novas resistências, evidenciadas, principalmente, pela incompreensão da metodologia, falta de credibilidade no processo e descomprometimento dos avaliadores, foi proposto um curso a distância para os gestores e responsáveis pela implantação do processo na SEE/MG, bem como um estudo amplo sobre a avaliação por competências, com o desenvolvimento de instrumento para avaliar as competências técnicas necessárias para o exercício dos diversos cargos das carreiras da SEE/MG. / The present study discusses the challenge for implementing a meritocratic system of accountability and performance evaluation in Secretaria de Estado de Educação de Minas Gerais (SEE/MG - State Department of Education of Minas Gerais) from the Individual Performance Assessment (ADI) and Special Performance Assessment (AED) processes. In 2014, the SEE/MG changed the evaluation process methodology for the administrative staff performance by adopting the assessment throughout competences in the perspective of performance management. The complexity of the implementation phase intrinsic to public policies, in addition to meet with numerous obstacles in previous years (2004-2013), and the necessary adjustments to its effectuation in SEE/MG incentivated this study. We seek to identify the verified resistance during the implementation of the evaluation processes for the performance in SEE / MG as the general goal, in order to propose measures that support the evaluation effectiveness of the active administrative staff performances in the central and regional units of SEE/MG. It deals with descriptive research concerning to a qualitative approach. In this conducted case study, managers responsible for implementing the evaluation for competency in the State Departments of Planning and Management (SEPLAG/MG), Agriculture, Livestock and Supplies (SEAPA/MG), Finance (SEF/MG) were interviewed by means of questionnaires, sought to investigate the perception of workers involved in the implementation process in SEE/MG. The research demonstrated that the consolidation of performance evaluation policy at the state public service surpass the development of evaluative techniques or legal procedures. In order to reduce former and new resistances, evidenced primarily by the misunderstanding of the methodology, lack of credibility in the process and disengagement of the evaluators, an online course was offered to managers and to the ones responsible for the process implementation in SEE/MG, and also a broad study on the evaluation of competences with the development of an instrument to assess the necessary technical competences for the performance of multiple career positions of SEE/MG.

Os estudos sobre gestão de pessoas em pequenas empresas no Brasil mostram-se incipientes, considerando a importância destas organizações para a economia do país. Este trabalho busca analisar a adoção do modelo de gestão de pessoas baseado em competências por organizações que se caracterizem como pequena empresa, identificando benefícios e dificuldades, bem como a percepção dos profissionais que trabalham com gestão de pessoas nestas organizações. Para tanto, optou-se pela abordagem multimétodo. Inicialmente realizou-se a implantação do modelo de gestão por competências em duas organizações, através do método da pesquisa-ação. Posteriormente, analisou-se a percepção dos profissionais que trabalham com gestão de pessoas em pequenas empresas sobre as dinâmicas do conceito de competência como orientador da gestão de pessoas nestas organizações, através de survey. Trata-se gestão por competências como uma inovação radical em modelo de gestão para este tipo de organização, justificando através de revisão teórica tal concepção. Os resultados da pesquisa-ação indicam que a implantação de gestão de pessoas por competências demanda muito dos recursos, já escassos, das pequenas empresas e, portanto, faz-se necessário alto comprometimento da gestão destas empresas, bem como preparação para as mudanças necessárias. Foi possível inferir que as práticas vigentes nas PEs ainda remetem ao modelo de departamento pessoal, como advertido pelos teóricos. Há, todavia, percepção da necessidade de mudança. Os profissionais que responderam à survey, em sua maioria, possuem ensino superior, ocupam cargos de gestão nas PEs e declararam estarem familiarizados com o conceito de gestão de pessoas por competências. Foi possível classificar o conhecimento destes profissionais a respeito do conceito de competência em três níveis, sendo que houve prevalência de profissionais que possuem pouco conhecimento sobre o conceito e pouca presença de desconhecedores. Destaca-se que tanto os benefícios quanto as dificuldades previstas na literatura foram encontrados por meio da intervenção e percebidos pelos respondentes quando da survey. A relação custo-benefício da adoção foi positivamente avaliada em ambas as fases do estudo. Os resultados dos testes das hipóteses levantadas apontam para a intenção de adoção e percepção positiva da viabilidade de adotar o modelo de gestão por competências pelas pequenas empresas / Studies about people management in small companies in Brazil are incipient, considering the importance of these organizations to the economy. The study seeks to analyze the application of the competence-based management model in small enterprises (SEs, identifying the benefits and the difficulties as well as the perception of the professionals that work with people management in these organizations. Therefore, with a multi-method approach, competence-based management models were implemented in two SEs through action research method. Subsequently, the perceptions of the professionals that work with people management in SEs about the dynamics of the concept of competence as the guide for people management in these organizations was analyzed through survey. Competence-based management is understood as a radical innovation in management model for this type of organization, and this concept is justified through theoretical review. It was possible to infer that the practices in SEs still refer to the personnel department model, as advised by theorists. However, there is awareness of the need for change. Professionals who responded to the survey, in most cases, have higher education, occupy management positions and declared to be familiar with the concept of competence-based management. It was possible to classify the knowledge of these professionals in three levels and there was prevalence of professionals who have little knowledge about the concept and low presence of those who have no knowledge. It is noteworthy that both the benefits and the difficulties set out in the literature were found through the intervention and perceived by respondents on the survey. The cost-benefit ratio of the adoption was positively evaluated in both phases of the study. The hypotheses test results point to the intention of adoption and to a positive perception of the feasibility of adoption of the competence-based model by small enterprises.

South African education is currently in a process of restructuring, stemming from radical political changes in 1994. In 1995 a system of outcomes-based education was adopted by the Department of Education, strategically supported by the South African Qualifications Authority with its twelve relevant National Standards Bodies. Together with this, a system of unit standards, based on the accreditation of credits, learning programmes and qualifications is in a process of development. Music as formal school subject does not enjoy the same financial support from the Education Department as do the so-called "essential" subjects such as Mathematics and Science. Therefore no formal structures to generate unit standards for Music were origmally planned and budgeted for by educational authorities. To fill this need, and to prevent the marginalisation of such an important subject, the MEUSSA (Music Education Unit Standards for Southern Africa) project was initiated by the Music Department of the University of Pretoria early in 2000, involving 18 Master's and doctoral students in various areas of musical expertise. The aim is to generate unit standards for Music(s) in Southern Africa across traditional aspects such as instrumental training, harmony, history, theory and aural training, as well as the relatively unexplored domains of Music Technology, World Musics and Popular Music. Cultural shifts over the last approximately forty years began reshaping the understanding of the world we are' living in, resulting in a transition from a modern to a postmodern culture in Western societies. For the project of writing unit standards for music to be relevant, it was necessary to reflect on these changes and to accommodate them in music education. Frameworks and standards generated in the USA, Australia, New Zealand and England were also investigated and contextualised. Because the field of expertise of the author lies, inter alia, in the field of Aerophones, unit standards were specifically generated for music performance. These standards have to be considered as part of the MEUSSA project, and therefore be read in conjunction with contributions by other members of this team. It is the wish of the author, as part of the MEUSSA team, that this study will contribute towards making music education of high quality available to every learner in Southern Africa. / Thesis (DMus)--University of Pretoria, 2006. / Music / unrestricted

Eine Kompetenz beschreibt im Kontext eines Lehr-/Lernprozesses fachliche und fachübergreifende Basisqualifikationen. Als latente Fähigkeit kann sie jedoch nicht direkt beobachtet werden. Eine indirekte Beobachtung ist möglich, indem sie durch eine Menge valider Aufgaben beschrieben wird, die nur erfolgreich bearbeitet werden können, wenn die Kompetenz existiert. Werden diese Aufgaben durch einen Lernenden bearbeitet, so liefert ihm das Ergebnis der Bearbeitung ein unmittelbares Feedback über seinen aktuellen Lernerfolg. Der Lehr-/Lernprozess verhält sich dabei wie ein Regelkreis, in dem das Feedback als Regelgröße Einfluss auf verschiedene Aspekte des Lernens nimmt, zum Beispiel die Motivation. Wurde eine Aufgabe nicht korrekt gelöst, wünschen sich die Lernenden Feedback, welches ihnen hilft, das Problem zu erkennen, zu verstehen und zu lösen. Dabei kann sie ein Tutor unterstützen. Betreut der Tutor jedoch mehrere Lernende gleichzeitig, zum Beispiel während einer Übung, kann es zu einer Verringerung der individuellen Betreuungszeit kommen. Dadurch fällt es dem Tutor schwerer, ein individuelles, ausführliches und sofortiges Feedback im Anschluss an die Aufgabenbearbeitung zu geben. Es wird anhand mehrerer empirischer Studien untersucht, ob zuvor entwickeltes FCF einen Beitrag zur Bewältigung dieser Herausforderung bei kompetenzorientierten Programmieraufgaben leisten kann.

Syftet med studien är att ur ett arbetsgivarperspektiv undersöka sex organisationers strategiska förhållningssätt till kompetensutveckling och hur kompetensutveckling kan bidra till att organisationen får behålla sin personal. Följande frågeställningar besvaras: Hur beskriver organisationerna kompetensutveckling som en del av arbetet med kompetensförsörjning? Hur arbetar organisationerna strategiskt med kompetensutveckling av sin personal? Kan kompetensutveckling beskrivas som en bidragande faktor till att organisationerna får behålla personal över tid? För att besvara studiens syfte och frågeställningar användes en kvalitativ metod i form av semistrukturerade intervjuer med sex arbetsgivarrepresentanter som, i sina HR- eller chefsroller, arbetar med kompetensutveckling i sina respektive organisationer. Resultatet visar att organisationerna till stor del har ett liknande strategiskt förhållningssätt när det kommer till kompetensutveckling av sin personal. Vidare är samtliga intervjupersoner överens med den tidigare forskningen som hävdar att organisationer ökar sina chanser att behålla personal genom att erbjuda möjligheter till kompetensutveckling. / The purpose of the study is to investigate, from the employer’s perspective, six organizations’ strategic approaches to competence development and whether they consider it a contributing factor to the organization being able to retain employees. The study answers the following research questions: How do the organizations describe competence development as part of the competence-based management? How do the organizations work strategically with competence development of their employees? Is it possible to describe competence development as a contributing factor to the organization being able to retain employees? In order to answer the purpose of the study and the research questions, a qualitative method was used in the form of semi-structured interviews with six employer representatives who, in their HR or managerial roles, work with competence development in their organizations. The results show that the organizations have a similar strategic approach in terms of competence development of their employees. Furthermore, all respondents agree with the previous research, which claims that organizations increase their chances of retaining employees by offering opportunities for competence development.

How can we understand the innovativeness of firms or organizations in general, and how should we assess it in terms of nontechnological innovation? My paper deals with these two questions. The “ability” of companies to adapt to new circumstances, to create new products, processes and new knowledge, has been conceptualized in many approaches. Some of them simply define a list of “(critical) success factors” or “(key) performance indica-tors”, as tools for ranking and evaluation, without any theoretical reference. Others, like the resource-based or capability-based approach(es), work with theoretical references, but are still very weak in operationalizing of what they call “capability”. My paper gives a critical description of this situation and offers a new proposal to classify and to measure the “inclination” of organizations to innovate in all dimensions. This proposal roots in pragmatistic thinking as represented in the theory of reflexive modernization and in the pragmatist version of organizational learning theory. Empirically, it has been applied merely in case studies yet. A survey project is in preparation.

Objective: The future of public health in Canada depends on the competence of today’s public health students. The Public Health Agency of Canada (PHAC) core competence categories are designed to guide public health practice and the training of public health students. The objectives of this study were to understand public health graduate students’ perception of the PHAC core competencies and report the usability of a practicum placement software in the facilitation of competence-based learning. Methods: Twelve students in the first year of the graduate program in public health participated in two focus group sessions. Participants were asked to select their top and least desired PHAC competencies and then discuss the reasons for their selection. Factors that may have influenced the category selection and their opinion on improving the competence categories were discussed. The system usability scale (SUS) was administered to the student participants and two staff members to help understand the usability of the practicum placement software in the facilitation of competence-based learning. Results: Partnership, collaboration, and advocacy emerged as the top-desired, with public health sciences being the second top-desired. The assessment and analysis category was the least desired, followed by the Leadership competence category. Prior educational background, future career goals with respect to job prospects were among the key factors that influenced the students’ competence selection. Conflict resolution, outreach, and community engagement were some of the suggestions of categories that could be included in the core competence categories. The system usability score for InPlace platform was 61.8 (95% 56.7- 66.9). Conclusions: Overall, students believe that the PHAC core competencies are comprehensive. They suggested seeing certain terminologies become a prominent part of the competence categories. The use of InPlace platform in the facilitation of competence-based learning may require more time for adequate user experience. / Thesis / Master of Public Health (MPH)