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Previous issue date: 2008-07-17 / Taking into account an increasingly turbulent and competitive world scenario, the changes
that take place in the organizational environment require Personnel Management Systems that
maximize the alignment of the organizational strategy with the HR practices. What is
constantly being tested is the cultural capacity of each company to offer effective answers to
the new challenges: people and organizations need to show better skills and results, and thus
need to develop their competencies. In this sense, the general objective of this dissertation
consists of analyzing perception of the sales manager against the organizational culture and
the Management by Competencies Programs in a steel plant, identifying the aspect linked to
organizational culture during the execution of the Management by Competencies Program,
pointing out the positive and negative aspects of the program adopted by the company, and
describing the influences of the competencies mapping in the development plan of its
collaborators. The sample was selected of not probability or intentional form, and also by
convenience. The collection of data if based on the internal and external document evaluation
of the company characterizing the documentary research, as well as the research of field,
developed by means of questionnaires applied to the involved sales manager with the
Management by Competencies Program. The results highlighted the importance of the
organizational culture as a means of improving the tight alignment of individual objectives
with the objectives of the corporation. The model is seen as satisfactory by the collaborators,
as they are able to perceive that the program is directly linked to the culture of their
organization, be it through its mission, values and objectives; and that the mapping of the
competencies is able to have a strong positive impact on the PDP (Personal Development
Plan). However, there is a necessity for improvements, such as a greater agility of decisionmaking,
a lack of a plan of information management, a necessity of greater involvement by
the HR area and its superiors in the process of the implementation of the program. In addition,
in its last phase, the study presents some commentaries about the situation encountered in the
company object of this study, with the same objective of making suggestions for
improvements in the deficiencies found in the Competencies Management Program and
Management of the Organizational Culture. / Tendo em vista o cen?rio de um mundo cada vez mais turbulento e competitivo, as
transforma??es que ocorrem no ambiente das organiza??es exigem sistemas de Gest?o de
Pessoas que alinhem ao m?ximo a estrat?gia organizacional com as pr?ticas de RH. E o que
constantemente est? sendo colocado ? prova ? a capacidade cultural de cada empresa de
oferecer respostas efetivas aos novos desafios: pessoas e organiza??es precisam mostrar
melhores qualifica??es e resultados, precisam, portanto, desenvolver suas compet?ncias.
Nesse sentido, o objetivo geral dessa disserta??o consiste em analisar a percep??o dos
gerentes da ?rea comercial frente ? cultura organizacional e aos Programas de Gest?o por
Compet?ncia em uma ind?stria sider?rgica, identificando os aspectos ligados ? cultura
organizacional durante o processo de execu??o do Programa de Gest?o por Compet?ncias,
apontando os pontos positivos e negativos do programa adotado pela empresa e descrever as
influ?ncias do mapeamento de compet?ncias no Plano de Desenvolvimento de seus
colaboradores. A amostra foi selecionada de forma n?o probabil?stica ou intencional, e
tamb?m por conveni?ncia. A coleta de dados se baseou na avalia??o de documentos internos
e externos da empresa caracterizando a pesquisa documental, bem como a pesquisa de campo,
desenvolvida mediante question?rios aplicados aos gerentes comerciais envolvidos com o
Programa de Gest?o por Compet?ncias. Os resultados destacam a import?ncia da cultura
organizacional como meio de se trabalhar o estreito alinhamento dos objetivos dos indiv?duos,
com os objetivos da corpora??o. O modelo ? tido como satisfat?rio pelos colaboradores, onde
conseguem perceber que o programa est? diretamente relacionado ? cultura de sua
organiza??o, seja atrav?s de sua miss?o, valores e objetivos; e que o mapeamento de
compet?ncias tamb?m consegue ter um forte impacto positivo no PDP (Plano de
Desenvolvimento Pessoal). Mas h? necessidade de melhoria, como maior agilidade na tomada
de decis?o, aus?ncia de um plano de gerenciamento da informa??o, necessidade de maior
envolvimento da ?rea de RH e dos superiores no processo de implementa??o do programa. E
numa ?ltima etapa, o estudo apresenta alguns coment?rios sobre a situa??o verificada na
empresa estudada, da mesma forma que procura fazer sugest?es de melhoria das defici?ncias
encontradas no Programa de Gest?o das compet?ncias e da Gest?o da Cultura Organizacional.
| Identifer | oai:union.ndltd.org:IBICT/oai:localhost:tede/992 |
| Date | 17 July 2008 |
| Creators | Diniz, Suzy Veiga |
| Contributors | Boas, Ana Alice Vilas |
| Publisher | Universidade Federal Rural do Rio de Janeiro, Curso de P?s-Gradua??o em Gest?o e Estrat?gia em Neg?cios, UFRRJ, Brasil, Ci?ncias Sociais Aplicadas |
| Source Sets | IBICT Brazilian ETDs |
| Language | Portuguese |
| Detected Language | English |
| Type | info:eu-repo/semantics/publishedVersion, info:eu-repo/semantics/masterThesis |
| Format | application/pdf |
| Source | reponame:Biblioteca Digital de Teses e Dissertações da UFRRJ, instname:Universidade Federal Rural do Rio de Janeiro, instacron:UFRRJ |
| Rights | info:eu-repo/semantics/openAccess |
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