Submitted by Maria Medeiros (maria.dilva1@ufcg.edu.br) on 2018-09-05T12:56:42Z No. of bitstreams: 1 ALBERTO GUSTAVO PAASHAUS JUNIOR - DISSERTAÇÃO (PROFIAP-CCJS) 2016.pdf: 2162671 bytes, checksum: 0dd6069c09d970083fd794208d1bee6d (MD5) / Made available in DSpace on 2018-09-05T12:56:42Z (GMT). No. of bitstreams: 1 ALBERTO GUSTAVO PAASHAUS JUNIOR - DISSERTAÇÃO (PROFIAP-CCJS) 2016.pdf: 2162671 bytes, checksum: 0dd6069c09d970083fd794208d1bee6d (MD5) Previous issue date: 2016-12-14 / A necessidade de efetividade das ações da Administração Pública na consecução de suas funções e atividades tem ganhado crescente relevância no cenário nacional e internacional, uma vez que representa uma resposta às urgências da sociedade quanto à falta de eficiência e eficácia na adequada aplicação do recurso público. Diante de uma série de demandas complexas de uma sociedade em constante mudança, a existência de mecanismos eficientes de planejamento, controle, direção e execução da Gestão Pública tornam-se cada vez mais necessários. Considerando-se que a Gestão Pública Municipal é realizada majoritariamente a partir de projetos, e que estes projetos para serem bem desenvolvidos deverão ser geridos por organizações gerencialmente maduras, propõe-se apresentar neste trabalho um modelo próprio para avaliar a maturidade do Gerenciamento de Projetos em secretarias municipais. Para a concepção do modelo foi desenvolvida uma pesquisa bibliográfica, através da revisão sistemática e comparação entre modelos de maturidade já existentes. Como resultado, foi desenvolvido o Modelo de Maturidade em Gerenciamento de Projetos em Secretarias Municipais, o MMGP-SM, cuja finalidade é avaliar consistentemente as boas práticas em Gerenciamento de Projetos nas secretarias com padrão conceitual orientado a pessoas e processos e cinco níveis da maturidade relacionados a oito dimensões de análise. Além disto, o modelo permite a construção de um plano de ação que identifica de onde devem partir as ações para a evolução na gestão dos projetos nas secretarias sob estudo. O modelo foi avaliado através de sua aplicação na Secretaria de Administração do Município de Sumé - PB, em um estudo de caso de natureza exploratória e descritiva com abordagem qualitativa. Os resultados demonstraram que a Secretaria está no Nível Conhecido de maturidade, isto é, o Gerenciamento de Projetos é conhecido, porém ainda não existe naquele setor um sistema de boas práticas de gestão implantado. Dos resultados obtidos na avaliação de maturidade da Secretaria, foi desenvolvido um Plano de Desenvolvimento em Gerenciamento de Projetos organizado nos padrões do PMBoK® dividido em duas fases, um Plano de Curto e um Plano de Longo Prazo, com crescimento misto dos níveis, cujo objetivo é elevar no prazo de dois anos e meio a Secretaria Municipal de Administração para o Nível Otimizado de maturidade. / The need for effectiveness on the actions of Public Administration in developing its functions and activities has gained increasing importance in national and international scene as it represents a response to the urgent needs of society on the lack of efficiency and effectiveness in the proper application of public resources. Because of a series of complex demands of an ever-changing society, the existence of efficient mechanisms for public management planning, control, direction and execution has become more necessary. Considering that municipal public administration is mainly carried out from projects, and these projects to be well developed should be managed by mature organizations, we present in this research a specific model to assess Project Management maturity in municipal departments. Systematic review and comparison of existing maturity models were used in order to design the model. As a result, the Modelo de Maturidade em Gerenciamento de Projetos em Secretarias Municipais - MMGP-SM was developed with the purpose of consistently evaluate the use of Project Management good practices in municipal departments with a conceptual approach oriented to people and processes, and five levels of maturity related to eight dimensions of analysis. In addition, the model allows the construction of an action plan that identifies where actions for the development of Project Management in municipal departments should start. The model was evaluated at the Administration Department of the town of Sumé – PB in a case study of descriptive and exploratory nature with a qualitative approach. The results have demonstrated that the Municipal Department is in the Known (Conhecido) maturity level, that is, the subject Project Management is known, but there is not a system of management good practices implemented yet. The results obtained in the Department evaluation of maturity were used to construct a Development Plan on Project Management based on PMBoK® standards, divided into two phases, a Short-term Plan and Long-term Plan, with mixed growth of levels, in order to raise within two and a half years the Administration Department maturity to the Optimized (Otimizado) level.

Rekryterare inom kommunala verksamheter har tidigare använt sig av fysiska anställningsintervjuer vid rekrytering, men har på grund av covid-19 pandemin ersatt dessa med videointervjuer. Enligt tidigare forskning begränsas den icke-verbala kommunikationen i samband med videointervjuer vilket riskerar att påverka rekryterarens uppfattning och omdöme av kandidaten. Forskning visar även att kandidater som intervjuas via videolänk tenderar att bli rankade lägre än de som intervjuas via ett fysiskt möte. Den teoretiska referensram som används i studien består av Media Richness Theory och Social Presence Theory som båda analyserar hur den icke-verbala kommunikationen går att avläsa i olika kommunikationskanaler. Studiens syfte är att bidra till ökad kunskap och förståelse för hur rekryterare inom den offentliga sektorn, som har växlat om från att arbeta på en fysisk arbetsplats till att arbeta på distans, upplever användandet av videointervjuer. Vidare syftar studien till att undersöka vilken påverkan videointervjuer har på urvalet av kandidater i en offentlig rekryteringsprocess samt hur negativa effekter som uppkommer i samband med videointervjuer kan förebyggas. Studien har genomförts via kvalitativa semistrukturerade intervjuer med HR-medarbetare från mindre kommuner i Sverige som arbetar med rekrytering. Studiens slutsats visar att den begränsade icke-verbala kommunikationen vid videointervjuer underlättar beslutsfattande baserat på den sökande kandidatens kompetens och erfarenhet. Vidare visar studien att användningen av olika kommunikationsmedel under rekrytering ger olika förutsättningar för rekryteraren att inhämta information om den sökande kandidaten, vilket understryker vikten av att sökprocessen utformas på ett liknande sätt för samtliga sökande kandidater. Studien visar även att det finns ett samband mellan hur kandidater hanterar det digitala mötesrummet och hur de blir bedömda i urvalet för tjänsten. Detta på grund av att ickeverbal kommunikation, på ett särpräglat vis, även påverkar samtalen i en videointervju, men på ett annat sätt än i den traditionella fysiska intervjun, såsom genom en kandidats datorvana, ljussättning och bakgrund i rummet. Avslutningsvis konstaterar studien att det finns ett behov av att kombinera fysiska intervjuer med videointervjuer för att optimera framtida rekryteringsprocesser samt främja lika förutsättningar hos de sökande kandidaterna, studien mynnar således ut i ett förslag på en uppdaterad modell av den traditionella sökprocessen för rekrytering. / Recruiters working in different municipal departments have previously used face-to-face job interviews when recruiting new employees, due to the covid-19 pandemic however, these have been replaced with video interviews. Non-verbal communication is reduced in video interviews, affecting the recruiter's perception and assessment of candidates. According to previous studies, candidates interviewed via video link risk being ranked lower than those interviewed in person. The theoretical framework supporting the study consists of Media Richness Theory and Socia lPresence Theory, both of which analyze how non-verbal communication may be perceived through different communication channels. The purpose of the study is to contribute to increasing the knowledge and to further the understanding of public recruiters experiences of recruitment via video link. The study focuses on recruiters who have shifted from working in a physical workplace to working from home. Furthermore, the aim of the thesis is to investigate the impact of video interviews on the selection of candidates in the public recruitment process and how negative effects that arise in connection with video interviews may be prevented. The study was conducted via qualitative semi-structured interviews with ten HR employees, working with recruitment in smaller municipalities in Sweden. The thesis conclude that the limitation of non-verbal communication in video interviews facilitates recruiter’s decision-making in terms of basing the decision made on competence and experience. It also shows that different means of communication provide different conditions for the recruiter to obtain information, which emphasizes the importance that the search process looks the same for all candidates. The study also shows that there is a connection between how candidates handle the digital meeting room and how they are assessed in the selection for different positions. This is because there is a distinctive form of non-verbal communication that affects the conversations in a video interview in a different way than in the traditional face-to-face interview, such as a candidate's computer skills, lighting and background in the room. The results show that in order to optimize future public recruitment processes and to promote equal opportunities for all applicants, there is a need to combine face-to-face interviews with video interviews, the study thereby concludes with presenting an updated model of the traditional search process.