A large part of the contemporary organizations is inserted in a highly competitive and dynamic environment, bringing to the managers the challenge of rethinking organizational strategies and management models. In this context, competency management emerges as a promising model capable of linking people management processes to business strategy. Therefore, the present research had as objective to analyze the models of competency management implemented by large organizations in Brazil. Three case studies were carried out, comprising beverage, chemical and steel industries, and then a comparative analysis was performed. From the obtained results, it was verified the importance of aligning values and organizational strategies to the defined competency model; use feedback as a human development tool; and implement a horizontal and in Y career structure. The contributions of the present research are perceived in two different environments. Firstly, in the business sphere, it has the potential to contribute in order to reduce the difficulties experienced by various organizations when trying to adopt competency management, which often use practices that do not fit with this system and maintain human resources management processes not aligned with the business strategy. Additionally, regarding the administrative science, the accomplishment of this study contributes to mitigate the theoretical gap around the researched topic.
ISSN 1677 4280 v.18, n.2, maio / agosto 2017 RESUMO Partindo da falta de consolidação teórica do tema gestão por competências, definiu-se como objetivo para esta pesquisa descrever o modelo de gestão baseada em competências implantado em uma organização de grande porte e analisar as práticas adotadas. Como método de pesquisa, utilizou-se o estudo de caso, sendo o objeto investigado uma organização multinacional que atua no setor de metalurgia. Como resultado da pesquisa, foi possível mapear ações e práticas que podem ser implantadas para operacionalizar o modelo de gestão de pessoas por competências, que podem servir como diretrizes para outras organizações que desejam estruturar ou aprimorar este modelo gerencial. Desta forma, contribui-se para a consolidação teórica do tema e, ao mesmo tempo, para sua disseminação no meio empresarial.Palavras-chave: Modelo de competências. Desenvolvimento humano. Avaliação de desempenho. ABSTRACTStarting from the lack of theoretical consolidation of the theme competence-based management, we define as objective of research describe the competency-based management model implemented in a large organization and analyze the practices adopted. As a research method, we used the case study, and the object investigated was a multinational organization which operates in the metallurgy sector. As a result of research, it was possible to map actions and practices that can be implemented to operationalize the model of human resources management based on competences, which can serve as guidelines for other organizations that want to improve or organize this management model. This research contributes to the theoretical consolidation of the subject and, at the same time, to their dissemination in the business environment.
This research aimed to describe the strategic remuneration practices adopted by Brazilian organizations actually. We conducted a multicases study in four organizations. Data collection was implemented based on an electronic questionnaire. As a result, we map the remuneration practices adopted, as well as the alignment between these and the assessment process. Analyzing the cases studied, we identified some ways that organizations are adopting in terms of compensation of employees: (1) the adoption of mechanisms to complement traditional salaries based on positions; (2) increased efforts to retain talents; (3) work flexibility; and (4) stimulus to human development. Remuneração Estratégica: um Estudo MulticasosEsta pesquisa objetivou descrever as práticas de remuneração estratégica adotadas pelas organizações na atualidade. Realizou-se um estudo multicasos em quatro organizações. A coleta de dados operacionalizouse por meio de um questionário eletrônico. Como resultados, mapearam-se as práticas de remuneração adotadas, assim como o alinhamento entre estas e o processo de avaliação de desempenho. Analisando os casos estudados, identificaram-se alguns caminhos que as organizações estão adotando em termos de compensação dos funcionários: (1) adoção de mecanismos para complementar os salários tradicionais baseados nos cargos;(2) aumento dos esforços para reter talentos; (3) flexibilização do trabalho; e (4) estímulo ao desenvolvimento humano.autores Esta investigación tuvo como objetivo describir las prácticas de remuneración estratégicas adoptadas por organizaciones brasileñas hoy. Hemos llevado a cabo un estudio de casos múltiples en cuatro organizaciones. La recolección de datos se realizó con un cuestionario electrónico. Como resultado, mapeamos las prácticas de remuneración adoptadas, así como la alineación entre estos y el proceso de evaluación del desempeño. Analizando los casos estudiados, identificamos algunos aspectos que las organizaciones están adoptando relacionados con compensación de empleados: (1) la adopción de mecanismos para complementar los salarios tradicionales basados en posiciones; (2) aumento de los esfuerzos para retener a los empleados; (3) el trabajo flexible; y (4) estimular el desarrollo humano.
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