5 resultados
Resultados de Busca
Agora exibindo 1 - 5 de 5
Item O Programa Transforma Minas na perspectiva dos servidores públicos da Secretaria de Estado de Meio Ambiente e Desenvolvimento Sustentável de Minas Gerais(Fundação João Pinheiro, 2020-03-27) Bonaccorsi, Mauro Manzali; Oliveira, Kamila Pagel de; http://lattes.cnpq.br/3216062751491834; Oliveira, Kamila Pagel de; Cruz, Marcus Vinícius Gonçalves; Bernardi, Mônica Moreira Esteves; Ckagnazaroff, Ivan BeckThe Transforma Minas Program is a public management policy aimed at selecting managers to occupy middle-level positions, with the goal of professionalizing and strengthening the middle-level bureaucracy and state capacity to face the challenges and fulfillment of social demands on the present, with the provision of public services and the implementation of better quality public policies, with greater optimization of resources, leading to the expansion of their coverage. The research aimed to analyze the implementation of the Transforma Minas Program and its contribution to the promotion of people management based on merit and competence, in the perception of public servants of the State Secretariat for the Environment and SustainableDevelopment - Semad. Developed from June to October 2022, the research followed a qualitative approach methodology, supported by a literary review and which proposed to collect data in the field through documentary exploration, direct observation and interviews with a semi-structured script. After collected, the data analysis were developed with Microsoft Excel and Atlas TI softwares, creating spreadsheets to identify codes, grouped into analysis categories. The research results identified that (1) despite an initiative, the Transforma Minas Program, by itself, is not enough to promote the professionalization of the public service, requiring the rescue or (re)formulation of other policies for public management of people to reach other segments of public servants; (2) belatedly, an effort is being made to monitor turnover and measure results linked to the performance of managers selected by Transforma Minas to verify the effectiveness of the policy; (3) the adherence of the Transforma Minas Program at Semad is still small, the selection process being used only when the manager of the vacancy and the Senior Management do not have an internal or external person to indicate to fill the vacant position of manager and (4) People management at Semad, slowly, is on the way to consolidating a strategic management of Human Resources. The verification in the field of how this public policy has been fulfilling the purposes for which it was conceived, of promoting the attraction, impersonal and transparent selection, performance and continuous development of public managers, and of monitoring the engagement of the leaders of the referred body of the Power Executive of Minas Gerais makes it possible to promote improvements and new directions for the Program.Item Carreiras individuais: descortinando as trajetórias de servidores Técnico-Administrativos em Educação (TAEs) das Instituições Federais de Ensino de Belo Horizonte e região(Fundação João Pinheiro, 2021-12-22) Castro, Marco Aurélio Amaral de; Oliveira, Kamila Pagel de; http://lattes.cnpq.br/3216062751491834; Oliveira, Kamila Pagel de; Assis, Lililan Bambirra de; Vaclavik, Márcia Cristiane; Cruz, Marcos Vinícius Gonçalves daThe Brazilian public career is linked to a traditional system that comprises a tangle of positions in a row, traveling along a path that expands as time elapses and as the public servant reaches the most qualified levels of his/her public function. In another direction are individuals, who in turn are placing less value on traditional concepts such as loyalty, authority, seniority or promotion, so that work, family, self-development and career can receive substantial attention. In this transit are the Brazilian Federal Education Institutions That are identified as normative, corporate and bureaucratic organizations, to which they have a technical-administrative career of the same dimension. This disparity highlights the individual characteristics of Technical Administrative Employees in Education (TAEs) and their interrelation with the career system that was developed for this class of workers. Thus, the present study, which was supported by the concept of individual career of the authors DeLuca, Rocha-de-Oliveira and Chiesa (2016), aimed to verify the level of alignment between the individual and institutional careers of TAEs servers of the Federal Institutions of Teaching in Belo Horizonte-MG and region. To achieve it, a qualitative, descriptive research was developed, composed of multiple case studies concerning the individual career paths of six TAE servers, who were the protagonists of this process. The methodological course comprised two stages, in which the first involved a bibliographic and documentary research, and the second covered a field research that was subdivided into two phases. One consisted of completing an electronic questionnaire, and the other consisted of in-depth narrative interviews with the individuals participating in this study. It was concluded that the individual career of the TAE servers participating in this study is being built with the predominance of a partial alignment in relation to the institutional career of this class of workers. In other words, the public career that was designed for TAE servers cannot completely absorb the contours of the individual careers of these individuals, which involve their retrospective trajectories, their individual projects and expectations, the negotiation format of these projects with certain actors, as well as as the objective and subjective dimensions of their careers. A relevant point that was found in the verification of career alignment concerns the existence of a dynamic behavior for those individuals who have a partial or low level of alignment. To overcome this misalignment, civil servants seek alternatives that can generate a new setback for themselves, further increasing the distortions between their individual and institutional careers.Item Competências digitais de profissionais de gestão de pessoas: estudo a partir do Quadro Dinâmico de Referência de Competência Digital para Portugal aplicado em três Instituições Federais de Ensino Superior(Fundação João Pinheiro, 2021-03-31) Lopes, Érika Rezende; Dufloth, Simone Cristina; http://lattes.cnpq.br/6166815079725368; Dufloth, Simone Cristina; Oliveira, Kamila Pagel; Sousa, Rosânia Rodrigues de; Vasconcelos, Maria Celeste Reis Lobo deDigital Competences (DCs) present themselves as an invaluable resource for the professionals of Human Resource Management (HRM) to deliver on their area-specific tasks and contribute with the design and implementation of their organization strategies. At the same time, for those who work in Human Resource Management units of the Sistema de Pessoal Civil da Administração Federal (SIPEC) [Federal Administration System of Civilian Personnel], the DCs are useful to implement public policies that deal with the use of digital technologies. However, despite previous studies showing the emergency of such DCs, there is a lack of parameters for the identification of these emergencies in the context of this professional field. In this sense, considering that the Dynamic Reference Framework for Digital Competence [Quadro Dinâmico de Referência de Competência Digital] (QDRCD) establishes a benchmark for the discussion of the digital competence of different target groups, it was proposed, as the objective of this study, to identify and adapt the DCs from the QDRCD to the context of the professionals who work in HRM units of the SIPEC, in three Instituições Federais de Ensino Superior (IFES) [Federal Institutions of Higher Education] headquartered in the city of Belo Horizonte, Minas Gerais. For this purpose, a quantitative and qualitative research was carried out, which encompassed literature review, documental and field research. Through the first two procedures, elements were sought to establish the correlation and adjustment of the competence from QDRCD to the general context of the HRM units of SIPEC. In the field research, which took place within the three IFES, structured surveys and semi-structured interviews were distributed to the HRM area managers for the purpose of applicability and relevance analysis of the DCs adapted to the context of the HRM areas of their institutions. Finally, surveys were distributed to the remaining professionals of the area so that they could assess the degree of importance and the mastery level of the competences validated in the previous stage. The results of the research showed that the DCs from the QDRCD, of basic and intermediate levels, could be adapted to the specified target group. Furthermore, the results also showed their applicability, relevance and high degree of importance to the execution of the professional tasks in HRM units at the three IFES. On the other hand, the results also pointed to the fact that such group of professionals presented average mastery of the DCs.Item Teletrabalho no serviço público: o caso da Secretaria de Estado de Saúde de Minas Gerais(Fundação João Pinheiro, 2023-03-30) Campos, Vanessa; Nascimento, Luís Felipe Zilli do; http://lattes.cnpq.br/5043394873182841; Nascimento, Luís Felipe Zilli do; Cruz, Marcus Vinícius Gonçalves da; Souza, Rosânia Rodrigues de; Viana, Raquel de MattosThe COVID-19 pandemic scenario deeply impacted the world of work. At first, to avoid the spread of the disease and curb the sanitary crisis, many professionals had to be placed in remote work modalities. Such arrangements, however, were functional in various sectors of the economy, being definitely adopted even after the end of the most acute period of the pandemic, when social and professional activities began to resume their normality. In a context that, in practical terms, is already beginning to configure itself as "post-standard”, it is necessary to better understand the legacies that the crisis has left to the world of work and its new configurations. Seeking to contribute to this discussion, the present study proposed to conduct a case study on the professional universe of the Minas Gerais State Secretariat of Health (SES/MG), a unit that adopted emergency teleworking during the pandemic, but maintained this arrangement for many of its servers after the normalization of their activities. From a series of semi-structured interviews conducted with folder professionals, it was analyzed how the definitive introduction of teleworking modified work routines and organizational logic, as well as the methods of controlling the activities and the management of teams of SES/ MG. In addition, it was sought to understand how remote work also affected interpersonal relationships in the workplace and in the personal sphere of the servers. In general, the study identified a series of impacts that the adoption of remote work has designed on management processes and daily professional activities. Among the main effects can be listed the flexibility of the logic and mechanisms of work control of the servers (weakened part of the premise of bodies control and their movements, increasing the focus on deliveries and goals); As well as the most accurate mapping of the Secretariat's work and production flows, based on the new monitoring and evaluation instruments implemented not only by the state executive, but also by the unit itself. Among the servers, on the other hand, there is a strong perception of increased workload, as well as intensifying control over their activities, despite the apparent work flexibility brought by the remote model.Item Terceirização de serviços na administração pública: uma análise da conta vinculada no âmbito do Tribunal Regional do Trabalho da 3ª Região(Fundação João Pinheiro, 2020-03-30) Mendes, Lorena Lopes Freire; Ferreira, Frederico Poley Martins; http://lattes.cnpq.br/1448397981510363; Ferreira, Frederico Poley Martins; Cruz, Marcus Vinícius Gonçalves da; Pinto, Luciana Moraes Raso SardinhaThe outsourcing of services, in line with the ideals of the New Public Management, presents itself as a management tool in the search for greater efficiency of services provided in the public sector. However, the default situation of the contracted companies is recurrent regarding respect to the labor amounts owed to their employees. As a result, the service borrower's subsidiary liability was expressly extended to the Public Administration (Summary No. 331 of the TST). In this context, there is a conflict of interest and information asymmetry between a contracted outsourced company and a contracting public agency. In an attempt to align the interests involved, the linked account was created. It is a control instrument that seeks to guarantee the rights of outsourced workers, as well as to protect the Public Administration from eventual subsidiary responsibility. In the light of the agency's theory, the general objective of this work was to analyze the impacts of using the linked account in outsourcing contracts. It was also intended to identify the benefits, critical points and difficulties resulting from the use of the instrument. Therefore, the correlation between the theoretical framework and the empirical view was traced, through a case study in the Regional Labor Court of the 3rd Region (TRT3). From a qualitative approach, a descriptiveexplanatory research was developed in which, through participant observation and interview, the perception of the TRT3 administrative inspectors and the outsourced companies hired by it was collected. After a content analysis, it was demonstrated that the adoption of the linked account can be costly for both the contracting public agency and the contracted company. It was found that the Public Administration chooses to use the linked account and assumes its costs with the main objective of self-preservation. In the case of TRT3, it was found that this option occurred without a prior assessment of the additional costs and benefits generated by that instrument. The results showed that the linked account requires the adaptation of the organizational structure and the training of human resources to meet their requirements. In addition, efforts are divided between the inspection of the contractual object and the inspection of labor obligations. However, it was noted that the use of the linked account is not inappropriate in all situations. It was confirmed that the tool is at least beneficial to workers. Therefore, it is concluded that the operationalization of the linked account must be organized in order to maximize its benefits and reduce its costs. Otherwise, the current trend of expanding outsourcing, in order to make administrative performance more efficient, is harmed by the burden of contractual monitoring.