A qualidade do serviço público e o alcance de um desempenho estatal mais efetivo tornaram-se um dos grandes desafios da administração pública. Tanto que o legislador incluiu no ordenamento jurídico a obrigatoriedade do Estado capacitar seus servidores, objetivando a melhora na eficiência, na eficácia e na qualidade dos serviços públicos. Este estudo, com a adoção do critério de acessibilidade, teve por objetivo identificar as estratégias de capacitação adotadas pelas Instituições Federais de Ensino (IFEs) do Estado do Paraná para a capacitação dos seus servidores. Identificando se todas oferecem capacitação a seus servidores e as estratégias adotadas e verificando quais as ferramentas de TICs utilizadas na capacitação. Para tanto, a pesquisa foi realizada em duas etapas: sendo a primeira o envio, via web, de questionários para quatro Instituições Federais de Ensino do Estado do Paraná; e na segunda etapa, foram entrevistados os responsáveis pelas Secretarias e/ou Departamentos de Desenvolvimento de Pessoas, que anteriormente responderam os questionários. A opção de utilizar ambos os instrumentos, questionário e entrevista, visou reunir subsídios para a triangulação dos dados e identificação dos elementos que responderam à problemática proposta neste estudo. Os principais resultados dizem respeito à formalização e ao planejamento da capacitação nestas instituições; à busca constante no desenvolvimento de estratégias para o desenvolvimento contínuo dos servidores; à adoção de estratégias de capacitação variadas e à utilização de TICs na capacitação. Esse conjunto de elementos indicou as estratégias de capacitação adotadas pelas IFES do Estado do Paraná e permitiu a compreensão do cenário atual, além do entendimento de como este importante item vem sendo tratado e desenvolvido pelas IFES-Pr. 2 A qualidade do serviço público e o alcance de um desempenho estatal mais efetivo tornaram-se um dos grandes desafios da administração pública. Tanto que o legislador incluiu no ordenamento jurídico a obrigatoriedade do Estado capacitar seus servidores, objetivando a melhora na eficiência, na eficácia e na qualidade dos serviços públicos. Este estudo, com a adoção do critério de acessibilidade, teve por objetivo identificar as estratégias de capacitação adotadas pelas Instituições Federais de Ensino (IFEs) do Estado do Paraná para a capacitação dos seus servidores. Identificando se todas oferecem capacitação a seus servidores e as estratégias adotadas e verificando quais as ferramentas de TICs utilizadas na capacitação. Para tanto, a pesquisa foi realizada em duas etapas: sendo a primeira o envio, via web, de questionários para quatro Instituições Federais de Ensino do Estado do Paraná; e na segunda etapa, foram entrevistados os responsáveis pelas Secretarias e/ou Departamentos de Desenvolvimento de Pessoas, que anteriormente responderam os questionários. A opção de utilizar ambos os instrumentos, questionário e entrevista, visou reunir subsídios para a triangulação dos dados e identificação dos elementos que responderam à problemática proposta neste estudo. Os principais resultados dizem respeito à formalização e ao planejamento da capacitação nestas instituições; à busca constante no desenvolvimento de estratégias para o desenvolvimento contínuo dos servidores; à adoção de estratégias de capacitação variadas e à utilização de TICs na capacitação. Esse conjunto de elementos indicou as estratégias de capacitação adotadas pelas IFES do Estado do Paraná e permitiu a compreensão do cenário atual, além do entendimento de como este importante item vem sendo tratado e desenvolvido pelas IFES-Pr. / Achieving a better public service quality and reaching a more effective performance has become one of the greatest challenges for the public administration. That is the reason why the state obligation on professionally training its employees has been included on the law system in order to improve the efficiency, effectiveness and quality of public services. This study, making use of the accessibility criteria, aimed to identify the training strategies adopted by the Federal Institutions of Higher Education in Paraná State to train their employees, as well as the tools and the methodologies used. For this purpose, the research was conducted in two stages: the first one was sending via web questionnaires to four Federal Institutions of Higher Education in Paraná State. For the second step, the ones responsible for the Secretariats and / or Departments of Personnel Development who had previously answered the questionnaires were interviewed. The option of using both instruments, questionnaires and interviews, aimed to gather information for the triangulation of data and identification of elements that responded to the problem proposed in this study. The main results concern the formal planning and training in these institutions, the constant pursuit to develop strategies for the continued development of the employees; adopting varied strategies for training and the use of ICT in training. This set of elements indicated the training strategies adopted by four Federal Institutions of Higher Education in Paraná State and allowed the understanding of the current situation, and as well as how this important item has being addressed and developed by these institutions.

Cette thèse propose un outil d’aide à la décision pour la gestion de processus de maintenance basée surune affectation optimale des ressources humaines afin d’améliorer la performance de la maintenance.En effet, une bonne performance de la fonction maintenance est indispensable pour maintenir laproductivité des installations industrielles, et donc de la compétitivité des entreprises manufacturières.L’approche que nous développons dans ce manuscrit procure un cadre de référence des leviersd’actions envisageables pour mesurer, évaluer, améliorer et optimiser la performance de lamaintenance. Nous prenons en considération un problème d’affectation des ressources humaines, quiprend en compte non seulement leurs disponibilités et compétences, mais aussi la gestion des urgencesd’intervention sur terrain.La méthode que nous proposons est basée sur un modèle de simulation à événements discrets,reproduisant au mieux un service de maintenance. Ceci nous a permis d’évaluer la situation via desindicateurs de performance présélectionnés. Pour optimiser le système, nous proposons un couplagedu modèle de simulation avec un module d’optimisation indépendant qui se réfère à une métaheuristiquebasée sur une approche Pareto. Notre proposition a été testée dans une entrepriseindustrielle réelle.L’approche que nous proposons donne un ensemble de solutions d’affectation des ressourceshumaines, aidant le décideur à mieux gérer l’indisponibilité de ses outils. Nous obtenons de bonsrésultats en un temps raisonnable. / In this thesis, a decision-making tool for maintenance management process based on assignment ofhuman resources is proposed in order to improve maintenance performance. An optimal maintenanceperformance is indispensable to guarantee the productivity and competitiveness of manufacturingcompanies.The proposed approach provides a framework of different possible levers to measure, evaluate,improve and optimize the maintenance performance. The assignment of human resources problem isconsidered. It takes into account different constraints like human resources availability, competences,urgency degree management of interventions requests etc.The proposed method is based on a discrete event simulation model, providing a better presentation ofthe maintenance service and better comprehensive thanks to the performance indicators. To improveuntil optimize the model, a simulation-based Pareto optimization method is introduced. Optimizationmodule was coded on independent programs in order to provide an opportunity of control thesimulation based optimization process.The proposed simulation based optimization method find good solutions in a reasonable amount oftime. Applying this technique on an industrial case-study, we show that it is more effective indetecting real faults than existing alternatives. The approach can be extended to cover other domainsand other types of simulation models.

No description available.

Thesis topic is the training and development of employees in the manufacturing woodworking cooperative Lukavec. The aim of this study is to analyze the system and staff training and development, and then propose appropriate procedures to improve and streamline the system. The work is divided into theoretical and practical part. In the theoretical part are specified the main concepts of learning and development. Further defined human resources, investing in education and human resource development, including return on these investments and the issue of motivation to learn. Business education, its areas, objectives, targets and model training and development is an additional part of the review of the literature. The following area is devoted to the systematic training of workers and its sub-parts. The practical part contains the characteristics of the selected company, an analysis of staff training and development of the team and evaluated survey, based on which it was suggested specific measures that should lead to the improvement of education and development of the company.

The theme of this thesis is "The system of personnel management in an organization." People are the most important source of businesses because it is human resource management as an important activity for the competitiveness of the organization. The aim of thesis was to analyze the system of personnel work in the selected company and suggest changes to improve. Company selected for this thesis comes from the engineering industry and is manufacturer and after-sales servicer of brakes for railway vehicles. The analysis was made on personnel department, labor costs and human resources practices. To the company were recommended proposals for changes, from the findings of the investigation, that would lead to the improvement of personnel management.

The aim of this master thesis was an analysis of motivation and the system of employee remuneration in a chosen organization, proposed amendments and recommendations for improving management in this area. This work has two main parts; the theoretical and the analytical one. In the theoretical part, a thorough research concerning information from the field of motivation and remuneration has been conducted. This information was essential for understanding the given matter and provided me with expert knowledge. The introduction of the analytical part is devoted to the analysis of the motivation system and the system of employee remuneration; the examined company is introduced in terms of its organizational structure, its situation in the field of HR management and its method of remuneration and motivation of its employees. This part was followed by a survey using a questionnaire which contained a total of 25 questions and each of them was subsequently provided with a graphical illustration of the results together with a verbal commentary. The survey questionnaire did not show any weak spots. The employees are sufficiently motivated and the system of remuneration is well established. The examined company realizes that in order to obtain its desired results it is necessary to have quality employees who are well motivated. There naturally is not a business in which all employees are completely satisfied with everything which the business offers. A certain employee dissatisfaction is not entirely undesirable; the business is given the option to constantly improve its running. Following proposals resulting from the survey questionnaire were formulated:holiday or recreational benefits, establishing a company kindergarten or one of its cheaper variants, regular employee evaluation, the method of employee evaluation and presenting the results and the possibility of an educational stay initiated by the company.

The main goal of this theses is to evaluate current personel marketing activities of selected company and to propose changes or extension. The task is to evaluate effectiveness of specific marketing channels, that should help company to increasy the number of production workers. The outcome of this work is to recommend future personel marketing activities to selected company, such as advertising free vacancies and building a good employer brand with the help of personal marketing.

The diploma thesis is focused on human resources in quality management system. The aim of this thesis is to evaluate current state of human resources in quality management in chosen enterprise and to design possible developments on it´s outcomes. This thesis is focused on two parts theoretical and practical part. The theoretical part describes history and important personalities of quality management. Terms: quality, quality management, quality management system, pros and cons of introducing this system are also defined here along with principles and conceptions of quality. Another part is focused on human resources in quality system, it´s training, education, evaluation of training, certification of personnel, motivation, team work, etc. The last part is about management quality cost. Practical part is focused on company analysis in society of human resources in quality management system. First the company is described when it was founded, what the company do, it´s goals, strategy and policy, it´s customers, etc. The quality management system is described here which certificates the company possess, strategy, policy and quality goals. Human resources are also described in association with it´s structure, education and gender. This part is also focused on their education, motivation, teamwork, evaluation, satisfaction and certificate of employees. Finally there are mentioned the cost of obtaining certificates and education costs After this analysis the suggestions for improvements are designed. The suggestions are for human resources in quality management system and improvement of enterprise alike.

p. 1-212 / Submitted by Santiago Fabio (fabio.ssantiago@hotmail.com) on 2013-03-18T17:59:21Z No. of bitstreams: 1 2222.pdf: 2035567 bytes, checksum: 9efba765e4ef6f873401851689fa4577 (MD5) / Approved for entry into archive by Tatiana Lima(tatianasl@ufba.br) on 2013-04-02T19:11:04Z (GMT) No. of bitstreams: 1 2222.pdf: 2035567 bytes, checksum: 9efba765e4ef6f873401851689fa4577 (MD5) / Made available in DSpace on 2013-04-02T19:11:04Z (GMT). No. of bitstreams: 1 2222.pdf: 2035567 bytes, checksum: 9efba765e4ef6f873401851689fa4577 (MD5) Previous issue date: 2005 / Diversos estudos confirmam a importância do comprometimento no trabalho (especialmente o de natureza afetiva) para a obtenção de vantagens competitivas e defendem que é possível desenvolver o comprometimento através de um conjunto articulado de políticas e práticas organizacionais que reforcem a percepção de suporte e de valorização das contribuições dos indivíduos. Com abordagem teórica baseada na articulação de dois grandes temas – Gestão de Pessoas e Comprometimento no Trabalho – buscou-se discutir os pilares de uma gestão voltada para o comprometimento e aprofundar a investigação sobre a influência das políticas e práticas organizacionais no comprometimento dos trabalhadores, através de um estudo de caso em uma organização varejista: a rede de lojas de telefonia celular Nexcom, atuante no estado da Bahia. A pesquisa abrangeu 200 colaboradores da organização pesquisada, com dados coletados através de questionários e tratamento estatístico baseado no programa SPSS. A amostra era composta em sua maioria de indivíduos do sexo feminino (62,8%), jovens (mais da metade possui até 25 anos), solteiros (74,0%), sem dependentes (69,2%), mais concentrados na área de vendas (55,3%), boa parte contratada como estagiários (29,3%) e com pouco tempo de empresa (61,3% estão na Nexcom há um ano ou menos). Foram analisadas as médias de percepção das políticas de gestão (conforme sua tendência a aproximar-se mais do modelo agency ou community) e as médias de comprometimento com o trabalho e com a organização (nas bases afetiva e instrumental), através de estatísticas descritivas e inferenciais; foram identificados e caracterizados padrões de comprometimento a partir das combinações dos focos (trabalho e organização) e bases (afetiva e instrumental), através de análise de clusters; foram analisadas as correlações entre a percepção das políticas de gestão e as diversas medidas de comprometimento. De modo geral, os resultados indicaram que as políticas de gestão da Nexcom são percebidas como mais próximas do modelo community do que do modelo agency; que o nível de comprometimento dos colaboradores da Nexcom com o trabalho é mais forte que com a organização e que para este último a base afetiva é mais forte que a base instrumental; que predominam os padrões de duplo comprometimento com os focos trabalho e organização e de duplo vínculo nas bases afetiva e instrumental; que a percepção dos colaboradores sobre as políticas de gestão da Nexcom está associada ao comprometimento com o trabalho e com a organização (base afetiva); que o grupo de vendedores tem menor comprometimento com o trabalho e com a organização (base afetiva) que os demais colaboradores. Os resultados obtidos foram analisados à luz da teoria e forneceram insumos para recomendações para a organização alvo da pesquisa. / Salvador

Submitted by Ana Maria Fiscina Sampaio (fiscina@bahia.fiocruz.br) on 2013-10-18T16:16:22Z No. of bitstreams: 1 Marcelo Ramos Avaliação de um programa de iniciaçao....pdf: 1814448 bytes, checksum: e11584a979e8e9bff325c70fe3cf152e (MD5) / Made available in DSpace on 2013-10-18T16:16:22Z (GMT). No. of bitstreams: 1 Marcelo Ramos Avaliação de um programa de iniciaçao....pdf: 1814448 bytes, checksum: e11584a979e8e9bff325c70fe3cf152e (MD5) Previous issue date: 2012 / Universidade Federal da Bahia. Escola de Administração. Salvador, BA, Brasil / A formação científica em níveis de mestrado e doutorado está diretamente relacionada às possibilidades de maior empregabilidade e melhor remuneração dos indivíduos. Este aspecto constitui-se no fundamento primordial deste estudo, que busca avaliar a contribuição do PIBIC/FIOCRUZ-Bahia na formação de recursos humanos para o Sistema Nacional de Ciência, Tecnologia e Inovação em Saúde. Discute-se, também, a potencialidade da iniciação científica como ferramenta de inclusão e transformação social na cidade de Salvador-BA. A pesquisa foi realizada em três etapas e se iniciou com o levantamento de dados documentais na coordenação do PIBIC/FIOCRUZ-Bahia, quando foram identificados 338 indivíduos com ingresso no programa entre os anos de 1992 e 2009. Em seguida foram realizadas buscas aos seus currículos na Plataforma Lattes do CNPq, sendo identificados 286 registros, destes, 31,81% havia ingressado em programas de mestrado e 16,78% em cursos de doutorado, até dezembro de 2011. A terceira etapa foi responsável pela coleta de dados primários através do envio de questionário eletrônico aos egressos cadastrados na Plataforma Lattes. Nessa etapa foi obtido um retorno de 26,22% de respostas que forneceram informações utilizadas para descrever o perfil sócio demográfico dos egressos, bem como, a percepção dos exbolsistas sobre aspectos relacionados aos objetivos do Programa. Concluiu-se que os egressos do PIBIC/FIOCRUZ-Bahia alcançaram desempenho significativamente superior à média nacional do índice de ingresso em programas de pós-graduação stricto sensu em nível de mestrado e, sobretudo, em nível de doutorado. Os resultados da pesquisa, por outro lado, sugerem que a FIOCRUZ-Bahia ainda pode ampliar o acesso de egressos de escolas públicas do ensino médio, afrodescendentes, pessoas com deficiência física e moradores de bairros periféricos de Salvador-BA a uma educação emancipadora, viabilizada pela iniciação científica. / The scientific training in master's and doctoral levels is directly related to the possibilities of increasing employability of individuals and better pay. This constitutes the primary basis of this study, which seeks to assess the contribution of PIBIC / FIOCRUZ-Bahia in the training of human resources for the National System of Science, Technology and Innovation in Health is argued, also, the potential initiation science as a tool for inclusion and social transformation in the city of Salvador, Bahia. The survey was conducted in three phases and began with the documentary data collection in coordinating PIBIC / FIOCRUZ-Bahia, when 338 individuals were identified entering the program between 1992 and 2009. Then search was performed to their curricula in CNPq's Lattes Platform, identified 286 records of these, 31.81% had joined the master program and 16.78% in doctoral programs, by December 2011. The third stage was responsible for collecting primary data by sending electronic questionnaire to graduates registered in the Lattes Platform. At this stage it was obtained a return of 26.22% of respondents who provided information used to describe the socio-demographic profile of the graduates, as well as the perception of the alumni on issues related to the objectives of the program. It was concluded that the graduates of PIBIC / FIOCRUZ-Bahia achieved performance significantly above the national average index entry in post-graduate studies at Master degree and especially at the doctoral level. The survey results, however, suggest that the FIOCRUZ-Bahia can still expand the access of public school graduates of high school, African descendants, people with disabilities and residents of the suburbs of Salvador-BA to an emancipatory education, made possible for undergraduate research.