With this study, we will test the interrelations between the psychological concept of self-efficacy of managers and its influences on the resistance to change. The results show that it makes a qualitative difference, if change in competences occurs in a positive or a negative direction and that there is a clear predisposition of managers concerning change. Both results have to be taken into account in designing changes processes.

[pt] As organizações estão enfrentando um ambiente turbulento que exige mudanças rápidas e paradigmáticas. Para atender a estas demandas, modelos de gestão de pessoas por competências têm sido adotados como resposta à necessidade de um maior envolvimento dos indivíduos e busca de diferenciais competitivos para a organização (Dutra, 2004). Esta pesquisa teve como objetivo analisar a implantação destes modelos de gestão de pessoas com base em competências e os significados sinalizados pelas iniciativas de comunicação desta mudança organizacional, a partir da ótica de diferentes modelos referenciais (Weick, 1999; Klein, 1996; Ford & Ford, 1995; Van de Ven & Poole, 1995; Lewin, 1951). Utilizou-se uma abordagem qualitativa, com múltiplos estudos de caso. Foram selecionadas sete empresas de um setor da economia brasileira escolhido intencionalmente devido à intensidade e complexidade de seu processo de mudança: o setor de telecomunicações. Os dados foram coletados por meio de investigação documental, entrevistas semi-estruturadas e questionários fechados. As conclusões da pesquisa ressaltam a importância da comunicação na instauração do projeto de mudança e apontam para a necessidade de atentar para os significados que são construídos na organização como desdobramento dos processos de divulgação da mudança planejada e das diferentes fases de implantação dos modelos de gestão de pessoas com base em competências. / [en] Today s turbulent business environment demands speedy and paradigmatic changes. To meet these challenges, organizations are adopting competency-based people-management models as a response to the need for greater individual commitment and as an important strategy for gaining a competitive edge (Dutra, 2004). This study analyzes the implementation of such competency-based models and their meaning for organizational change, as signaled by the communication initiatives the companies adopted, from the perspective of different theoretical frameworks (Weick, 1999; Klein, 1996; Ford & Ford, 1995; Van de Ven & Poole, 1995; Lewin, 1951). Using a qualitative approach, multiple case studies were discussed. Seven companies from the telecommunications sector were selected, as representative of a high clock speed industry that in Brazil continuously undergoes intense and complex changes. The research findings are based on information collected from in-depth semi-structured interviews, closed-answer questionnaires and archival data. The findings reinforce the importance of communication efforts for putting a change project into effect. They also highlight the need to unravel the meanings triggered by information strategies used during the different phases of project implementation considering the competency-based HR management programs as examples of planned change.

In the contemporary business world firms are being transformed into project-based organisations when majority of functions are performed through projects while administrative support is provided by permanent organisational structures. Moreover, variety of industries develop characteristics of Project-Based organizations which implies that HR practices need to be adjusted to help project employees to acquire necessary skills to adapt technology and help company embrace changes in business environment. Therefore, the current research through empirical investigation seeks to explore up-to date understanding of required competences for project members in IT industry in France. Further, it aims to explore how and what HR practices contribute to development of project team members’ competences. The research employs multiple case study of four companies operating in France and IT industry is chosen as it best represents the project-based organisations. Data is collected through six semi-structured interviews and qualitatively analysed by two authors of the current research. Findings of the current research provide an understanding of which and how HR practices are used in IT industry in France to enhance project team members’ competences. Empirical data analysis allowed to identify key HR practices employed in project-based IT companies to support competence development of project team members which are knowledge-sharing, training, induction, lesson-learned and internal rotation. Besides, social media and dedicated website were identified as major knowledge-support tools in IT industry in France. Findings bring new insights to the relationship between HR practices and competence development in IT industry and highlights some discrepancies between literature and reality. Finally, they help to bridge the gap in the existing literature and to formulate some recommendations to the practitioners.

Submitted by JÚLIO HEBER SILVA (julioheber@yahoo.com.br) on 2016-11-30T16:07:45Z No. of bitstreams: 2 Dissertação - Isabela Machado Papalardo Landfeldt - 2016.pdf: 2905070 bytes, checksum: 628fb902a87bc02ab3cd3aadd2e7ef1c (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) / Approved for entry into archive by Jaqueline Silva (jtas29@gmail.com) on 2016-12-02T11:47:01Z (GMT) No. of bitstreams: 2 Dissertação - Isabela Machado Papalardo Landfeldt - 2016.pdf: 2905070 bytes, checksum: 628fb902a87bc02ab3cd3aadd2e7ef1c (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) / Made available in DSpace on 2016-12-02T11:47:01Z (GMT). No. of bitstreams: 2 Dissertação - Isabela Machado Papalardo Landfeldt - 2016.pdf: 2905070 bytes, checksum: 628fb902a87bc02ab3cd3aadd2e7ef1c (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Previous issue date: 2016-11-18 / The concept of competence takes different meanings in organizations and some features are essential to organizational performance. Therefore, it becomes important the competence management aimed at people management in order to maintain and develop skills required for the organization performance. In the Brazilian public sector, competence management was established through the Decree nº. 5,707/2006 which sets the National Policy for Staff Development (PNDP), encouraging permanent learning and development of institutional skills from individual skills. Despite the fact that competence management is not exactly old, it is already widespread in different institutions. In this way, public institutions end up sharing and using management methods applied in other institutions, showing very similar characteristics and management models, which is a feature of isomorphism. In consequence, considering the implementation of competence management requirement in federal public institutions in Brazil, this study aims to identify and describe the aspects that influence policies of competence management in federal universities and what the development and implementation of these policies generate in terms of learning. Based on the literature, initially the concepts of competence in organizations, learning in organizations and institutionalization of practices were defined. Then the methodology was set, so that this research is characterized as interpretative, descriptive and case studies. Seven Brazilian Federal universities were analyzed among a universe of 14 universities that have already started the implementation of competence management. With a semi-structured guide, interviews were conducted with managers involved in the process of development, implementation, monitoring and impact of management skills. Data were analyzed based on the goals set before. It was identified that among of the seven universities analyzed, none of them has the competence management model consolidated, whereas some universities are in development step and other in an advanced processes. The main areas that are affected by competence management in universities are training and performance evaluation. Besides relating the fields of study of competences, learning and institutionalization, this research contributes to organizations to understand better the demands of the Decree 5.707/2006 as well as to serve as a tools source for better management of servers. / O conceito de competência assume significados distintos nas organizações e alguns recursos são essenciais ao desempenho organizacional. Desta forma, torna-se importante a gestão por competências visando a gestão de pessoas de forma a manter e desenvolver competências requeridas para o desempenho da organização. No setor público brasileiro, a gestão por competências foi instituída por meio do Decreto nº. 5.707/2006 que define a Política Nacional de Desenvolvimento de Pessoal (PNDP), incentivando a aprendizagem permanente e o desenvolvimento de competências institucionais a partir de competências individuais. Apesar da gestão por competências não ser propriamente antiga, já é difundida em diversas instituições. As instituições públicas acabam compartilhando e utilizando métodos de gestão aplicados em outras instituições, apresentando características e modelos de gestão muito semelhantes, característica do isomorfismo. Desta forma, considerando a exigência de implementação da gestão por competências nas instituições públicas federais brasileiras, o presente estudo visa identificar e descrever os aspectos que influenciam políticas de gestão por competências em universidades públicas federais e o que o desenvolvimento e implantação dessas políticas geram em termos de aprendizagem. Com base na literatura, inicialmente os conceitos de competências nas organizações, aprendizagem nas organizações e institucionalização de práticas foram definidos. Em seguida foi definida a metodologia, de forma a presente pesquisa se caracteriza como interpretativista, descritiva e estudo de casos múltiplos. Foram analisadas sete universidades federais brasileiras dentre um universo de 14 universidades que já iniciaram a implantação da gestão por competências. Com um roteiro semi-estruturado de perguntas, entrevistas foram realizadas com gestores envolvidos no processo de desenvolvimento, implantação, monitoramento e impacto da gestão por competências. Os dados foram analisados com base nos objetivos estabelecidos. Foi identificado que dentre as sete universidades analisadas, nenhuma delas possui o modelo de gestão por competências consolidado, havendo universidades em etapa de desenvolvimento e outras com processos avançados. As principais áreas que são atingidas pela gestão por competências nas universidades são a avaliação de desempenho e capacitação. Além de relacionar os campos de estudos de competências, aprendizagem e institucionalização, esta pesquisa contribui para as organizações entenderem melhor as demandas do Decreto 5.707/2006 bem como para servir de fonte de ferramentas para uma melhor gestão dos servidores.

O trabalho integra idéias fundamentais da gestão do conhecimento e do supply chain management, consideradas de grande importância na dinâmica atual do mercado, procurando contribuir para a gestão de cadeias de produção agroindustriais. A partir dessas idéias, observadas na revisão bibliográfica, desenvolve-se um modelo composto por práticas que devem ser utilizadas na busca de vantagem competitiva sustentável. Observa-se que o modelo se restringe às cadeias de produção agro-alimentícias, cujo agente que agrega maior valor ao produto final é o processador de matéria-prima, chamado, nesta tese, de agente coordenador. O aplicabilidade das práticas do modelo é verificada por meio de pesquisa qualitativa, com a realização de um estudo de caso em um fabricante de refrigerantes, franquia da Divisão Brasil da The Coca-Cola Company. Percebe-se que é possível levar a gestão do conhecimento para o âmbito da cadeia de produção, no entanto, práticas como a elaboração conjunta do planejamento estratégico e o reconhecimento formal da competência essencial da cadeia foram consideradas não aplicáveis para o objeto de análise do trabalho. As demais práticas propostas foram consideradas viáveis. Porém, sabe-se da necessidade de adequação para particularidades e contingências de cada caso. Conclui-se que a gestão da cadeia de suprimentos baseada na gestão do conhecimento e no desenvolvimento de competências é essencial para a competitividade de todas as unidades de negócios e, portanto, da cadeia agro-alimentícia como um todo. / This work integrates fundamental ideas of knowledge management and supply chain management, considered of great importance in the nowadays dynamic of the market, looking to contribute to the agribusiness supply chain management. Using these ideas, cited in the bibliographic revision, it is developed a model composed by practices that should be used in the search of sustained competitive advantage. This model is restricted to agribusiness production chains, whose actor that aggregates most value to the final product is the raw material processor, called in this thesis, of coordenator actor. The appplicability of the model is verified by means of a qualitative research, with the carrying out of a case study in a soft drink producer, franchising of the brazilian division of The Coca-Cola Company. It was realized that it is possible to bring the knowledge management to the scope of production chain, although practices as the joint elaboration of strategic planning and the formal acknowledgment of the essential chain competence were not considered applicable to the work analysis object. The other proposed practices were considered feasible. However, it is known the need to fit the model to the particularities and contingencies of each case and it is recognized how hard it is to apply a model based in the systemic vision. It is concluded that the agribusiness supply chain management under the viewpoint of the knowledge management and the competence development is essential to the competitivity of all business unities and, therefore, of the chain as a whole.

O trabalho integra idéias fundamentais da gestão do conhecimento e do supply chain management, consideradas de grande importância na dinâmica atual do mercado, procurando contribuir para a gestão de cadeias de produção agroindustriais. A partir dessas idéias, observadas na revisão bibliográfica, desenvolve-se um modelo composto por práticas que devem ser utilizadas na busca de vantagem competitiva sustentável. Observa-se que o modelo se restringe às cadeias de produção agro-alimentícias, cujo agente que agrega maior valor ao produto final é o processador de matéria-prima, chamado, nesta tese, de agente coordenador. O aplicabilidade das práticas do modelo é verificada por meio de pesquisa qualitativa, com a realização de um estudo de caso em um fabricante de refrigerantes, franquia da Divisão Brasil da The Coca-Cola Company. Percebe-se que é possível levar a gestão do conhecimento para o âmbito da cadeia de produção, no entanto, práticas como a elaboração conjunta do planejamento estratégico e o reconhecimento formal da competência essencial da cadeia foram consideradas não aplicáveis para o objeto de análise do trabalho. As demais práticas propostas foram consideradas viáveis. Porém, sabe-se da necessidade de adequação para particularidades e contingências de cada caso. Conclui-se que a gestão da cadeia de suprimentos baseada na gestão do conhecimento e no desenvolvimento de competências é essencial para a competitividade de todas as unidades de negócios e, portanto, da cadeia agro-alimentícia como um todo. / This work integrates fundamental ideas of knowledge management and supply chain management, considered of great importance in the nowadays dynamic of the market, looking to contribute to the agribusiness supply chain management. Using these ideas, cited in the bibliographic revision, it is developed a model composed by practices that should be used in the search of sustained competitive advantage. This model is restricted to agribusiness production chains, whose actor that aggregates most value to the final product is the raw material processor, called in this thesis, of coordenator actor. The appplicability of the model is verified by means of a qualitative research, with the carrying out of a case study in a soft drink producer, franchising of the brazilian division of The Coca-Cola Company. It was realized that it is possible to bring the knowledge management to the scope of production chain, although practices as the joint elaboration of strategic planning and the formal acknowledgment of the essential chain competence were not considered applicable to the work analysis object. The other proposed practices were considered feasible. However, it is known the need to fit the model to the particularities and contingencies of each case and it is recognized how hard it is to apply a model based in the systemic vision. It is concluded that the agribusiness supply chain management under the viewpoint of the knowledge management and the competence development is essential to the competitivity of all business unities and, therefore, of the chain as a whole.

The need to manage, map and develop a companies employees competencies is constantly increasing in today’s rapidly growing market. It is therefore incredibly importantto have a broad understanding of what competencies one’s employees possess and whichcompetencies the company potentially lacks. This thesis investigates how to assess, evaluate and map employees competencies in the best possible manner, followed by the potential effects this can have on the individuals undergoing the assessment. Lastly the thesis identifies how a competency management system could be implemented and whichfunctionalities said system should contain. This study began with a systematic literaturereview, for me to get a better understanding of the competency concept and competency assessment. The literature study was followed by a questionnaire distributed to all Etteplansemployees in Linköping and Norrköping, and lastly four interviews were conducted withemployees at the office in Linköping. To get a clearer understanding of the employeesthoughts regarding competency and the implementation of a new competency management system. One of the most important factors to take into consideration when applyinga competency management procedure is that these implementations takes time and mustbe carefully planned and executed to generate the best possible results. All companies areunique and require their own competency management procedure to succeed.

The initial motivation of this work was the understanding that the two views of competitive advantage of strategic management - the Market-based View (MBV) and the Resource-based View (RBV) - need a theoretically structured combination. Moreover, another problem considered is the perception that the literature on process-orientation does not explicate its linkages with strategic management. Following these theoretical demands, this work offered a proposal that integrates the process-orientation into a model of core competence management (CCM).

For several years now, the healthcare service has been facing major recruitment challenges where the shortage of nurses is a reality. As time goes by and experienced employees leave the profession, managers are facing a transition to not only having a lack of resources but also a lack of competence. Insufficient staffing or competence can create negative consequences and further aggravate the basic problem of competence management. The overall purpose of this study is to create knowledge about the situation of unit managers regarding the competence management of nurses, by examining what conditions and tools   unit managers have in their leadership to handle this. The study examines the conditions and tools that unit managers describe that they have for managing competence and need thereof in the department. What tools regarding competence management / needs, how the tools look like and how they are used in relation to competence management, and whether the unit manager lacks any tools. Finally, the study describes how the unit manager handles the unit’s competence needs and competence management, through leadership. The study is based on theories in competence management, learning organizations, learning in the workplace and leadership. Specifically, four different departments are examined at an emergency hospital in central Sweden using a qualitative method. The empirical material comes from completed semi-structured interviews with a total of eight unit managers, which were analyzed based on a qualitative content analysis approach. The results of the study show how the unit managers have adopted different strategies for working with the prevailing competence management situation. Competence management is mostly described in terms of competence development. The unit managers describe limitations regarding the shortage of nurses and there are major challenges regarding the competence level of the department. The unit managers describe a need for a larger proportion of the group of nurses who have solid professional experience within the specialty of the   department. The results show different obstacles at different levels, where the goal to have a long-term and forward-looking focus, may stand aside. The unit managers describe that other things take up their time, where a large proportion of the worktime is spent on staffing, with the right competence. The study shows how the unit managers use or develop their own competence tools to facilitate competence management. Support from the organisation is in many issues lacking but demanded. About half of the unit managers use the region's competence tools. The unit manages describes some elements of a learning organization, but the holistic approach for the entire hospital is not in focus. Leadership is described as clear, present and that the goals of the unit are linked to the employees' motivation and development needs. The lack of nurses remaining, and the lack of experienced nurses in the unit affects the unit managers' daily work. A large part of the worktime is spent on recruitment, but also on constantly developing the competence of the employees in order to ensure good patient care.

[pt] O presente trabalho buscou trazer compreensão sobre os principais aspectos que afetam o contrato psicológico que os indivíduos estabelecem com uma empresa que se encontra em processo de mudança nas relações de trabalho. Focalizou-se em um fenômeno característico da década atual, quando se verifica um aumento de empresas que buscam através da implantação de um sistema de gestão baseado em competências, condições para a obtenção de vantagem competitiva. No que diz respeito à gestão estratégica de recursos humanos, o conceito de competências é instrumento de referência para mediar as diferentes responsabilidades e contribuições individuais na empresa. Em contrapartida, o desempenho organizacional, dependerá da qualidade no grau de entrega dos indivíduos ao novo modelo de gestão, através da manutenção de um contrato psicológico positivo dos profissionais. Optou-se por desenvolver um estudo de caso qualitativo com características exploratórias. A organização escolhida foi a Technip S.A., empresa de engenharia que possui forte atuação no setor petroquímico e que se encontra em fase de implantação de um sistema de gestão baseado em competências. A metodologia utilizada na pesquisa de campo foi fundamentada em entrevistas individuais realizadas, por meio de questões semi-estruturadas. Buscou- se identificar a realidade social da organização a partir do estudo das expectativas dos indivíduos em relação à mesma, antes e depois da iniciativa de mudança, como forma importante de compreensão da estruturação da ação nesse ambiente. Os resultados conduziram à percepção da existência de uma relação de reciprocidade entre individuo e organização. Conclui-se que, enquanto a mudança exerce, sobre o contrato psicológico dos indivíduos, uma influência que vai desde o reforço ao rompimento, a leitura que os indivíduos fazem da mesma encontrase relacionada ao contrato psicológico pré- existente. / [en] The purpose of this study is to have a better understanding of the main aspects that affect the psychological contract established by individuals facing a changing process on their organizational work relationship. This study focused on the competence management implementation as a competitive advantage. In terms of resource management strategy, the concept of competence is an important instrument to measure different individual responsibilities and contributions to the organization. On the other hand, the organization performance will depend on how individuals interact with the management system in order to maintain a positive psychological contract. Therefore, a qualitative case study with exploratory characteristics was developed based on several interviews done with employees from a company that belongs to the petrochemical sector, called Technip S.A. This firm is implementing a competence management methodology. These interviews were based on previous questionnaires and their purpose was to identify the social reality of the organization based o its individuals` expectation, before and after changing events. The main results of this study confirm a reciprocity relationship between individuals and organization, that a change in the work relationship can either reinforce the psychological contract or violate it, and the individuals` comprehension will directly depend on their pre-existent psychological contract. Finally, this study suggests that the success of a competence management system implementation depends on understanding the psychological contract of those involved on the changing events.