O presente artigo teórico tem por objetivo a proposição de diretrizes metodológicas para a análise de redes de capacitação no setor público federal, visando ao desenvolvimento de mecanismos de gestão para a sua maior efetividade. As atuais políticas de desenvolvimento de pessoal no Governo Federal têm atribuído um papel maior às escolas de governo na articulação e coordenação de redes de treinamento. Não obstante, o atestado fracasso da política de desenvolvimento na consecução de seus objetivos aponta para a necessidade de aperfeiçoamento dos modelos de governança adotados. O presente artigo adota as perspectivas teóricas da análise de redes sociais, desenvolvimento de pessoas e gestão de redes de políticas públicas para concepção de métodos e ferramentas de gestão da rede de capacitação federal. Raramente a literatura aborda a análise de redes interorganizacionais completas, tampouco em aspectos relativos ao desenvolvimento de pessoas. No âmbito de uma produção predominantemente teórica e exploratória, o presente artigo avança ao apresentar um modelo analítico macro-organizacional que operacionaliza variáveis para o estudo dos padrões de relacionamento entre organizações, relativos ao intercâmbio de conhecimentos e recursos, realizados por meio de ações formais de capacitação. Sob um ponto de vista prático, o modelo proposto visa subsidiar o aprimoramento das políticas de treinamento e seus mecanismos de governança utilizados por organizações públicas, órgãos centrais e escolas de governo, visando à maior efetividade das atividades de desenvolvimento de pessoal na administração pública.
The Schools of Government perform a central role to the public service of many countries. Despite being a disseminated and well-established phenomenon, the functions and even the concept of Schools of Government vary. Aiming to portray the functions and characteristics of Schools of Government around the world and offer a better understanding of them, this paper presents a comparative study of Schools of Government located across five continents. Based on purposive sampling, eight Schools of Government were selected to be part of this in depth study: École Nationale d'Administration, ENA – France; Canada School of Public Service, CSPS – Canada; Instituto Nacional de la Administración Pública, INAP – Argentina; Australia and New Zealand School of Government, ANZSOG – Australia and New Zealand; Civil Service College, CSC – Singapore; National School of Government, NSG – South Africa; Direcção Geral da Qualificação dos Trabalhadores em Funções Públicas, INA – Portugal; and Escuela Superior de Administración Pública, ESAP – Colombia. Data collection procedures included interviews and document analysis. Data was analyzed using content and comparative analysis. This study highlights some important dimensions of Schools of Government including the position within the government, funding, main activities, organizational structure and personnel. Other similarities (e.g. among members of Commonwealth) and possible common trends and innovation challenges are also discussed. Finally, we discuss the results comparing them to previous studies findings.
Distance education encompasses all forms of learning and teaching in which those who learn and who teach are in different locations. It involves the separation of teachers and learners which distinguishes it from face-to-face education. Online education is characterized by the influence of an educational organization which distinguishes it from self-study and private tutoring. Organizations are both consumers and suppliers of distance education because of its benefits such as productivity improvements and cost savings in training. This paper aims to identify the motivational profile to learning by distance education students who work in a national Brazilian Organization. We consider that the participation in distance learning programs is motivator of stay work. We applied a Brazilian questionnaire (17 item) to 127 employees (majority were male 97.60%, in the range 26 -33 years and 6 to 10 years of time of service in the Organization) who were enrolled or who had taken any course in distance modality in the last 2 years. The results indicate that there is a relatively negative participants' perception about how distance-learning programs can add to their performance in terms of skills and competences acquisition. The support of colleagues is very important for learning and its impact at work organizational routines.
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