Políticas e práticas de gestão de pessoas em prol da inovação no setor público
Autor(a) principal: | |
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Data de Publicação: | 2019 |
Tipo de documento: | Dissertação |
Idioma: | por |
Título da fonte: | Repositório Institucional da Fundação João Pinheiro |
Texto Completo: | http://repositorio.fjp.mg.gov.br/handle/tede/433 |
Resumo: | This dissertation aims to understand how are perceived the policies and practices of People Management that can encourage innovation in the public sector. Through the relationship of people management and innovation, having the public administration reform as background, an analysis scheme was elaborated in which the professionalization of the public service is a bridge between these three axes. The policies and practices of people management have been systematized in analytical dimensions and represent aspects underlying innovation, such as: Work Organization, Development Policies, Compensation Policies, Traditional / Human Resources Functional Policies, Integration of Functions / Actions of Human Resources and Leadership. Through a study of a qualitative and descriptive nature, the variables present in the analysis dimensions (Autonomy, Flexibility, Rotativity of tasks, Organizational mobility, Work teams, Networks, Delegation of responsibility or decision, Training and education programs, Training and training programs, Incentive systems, Compensation or payment by performance variable, Recruitment and selection) were evaluated through documentary analysis and the perceptions of 15 interviewees of federal and state public organizations and by representatives of the Third Sector . These perceptions about the variables were punctuated by the interviewees on a continuous subjective scale present in the script of semi-structured interviews. The findings of the research demonstrate that respondents' perceptions that variables such as ‘teamwork’, ‘networks’ and ‘leadership’ contribute to innovation in the Brazilian public sector while ‘performance variable pay’ and ‘recruitment and selection’ do not results. Some variables were perceived relatively, such as ‘education and schooling’, ‘professional qualification and training programs’ and ‘incentive system’, since each interviewee interpreted them according to their experience and their values. Moreover, the complementarity of HR functions and practices and the adoption of these practices in a compiled way were not detected. Therefore, can be conclude from the research that there is a lack of an integrated and systemic model of people management in Public Administration from the public consulted, as a result of the budget constraint scenario and the change of government management in the dynamics of innovation in the public sector, as well as the absence of organizational support for the innovation strategy. |
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2020-05-14T15:38:27Z2023-10-25T12:58:32Z2023-10-25T12:58:32Z2019-03-28Saldanha, Cristina Camila Teles. Políticas e práticas de gestão de pessoas em prol da inovação no setor público. 2019. 177 f. Dissertação (Programa de Mestrado em Administração Pública) - Fundação João Pinheiro, Belo Horizonte .http://repositorio.fjp.mg.gov.br/handle/tede/433This dissertation aims to understand how are perceived the policies and practices of People Management that can encourage innovation in the public sector. Through the relationship of people management and innovation, having the public administration reform as background, an analysis scheme was elaborated in which the professionalization of the public service is a bridge between these three axes. The policies and practices of people management have been systematized in analytical dimensions and represent aspects underlying innovation, such as: Work Organization, Development Policies, Compensation Policies, Traditional / Human Resources Functional Policies, Integration of Functions / Actions of Human Resources and Leadership. Through a study of a qualitative and descriptive nature, the variables present in the analysis dimensions (Autonomy, Flexibility, Rotativity of tasks, Organizational mobility, Work teams, Networks, Delegation of responsibility or decision, Training and education programs, Training and training programs, Incentive systems, Compensation or payment by performance variable, Recruitment and selection) were evaluated through documentary analysis and the perceptions of 15 interviewees of federal and state public organizations and by representatives of the Third Sector . These perceptions about the variables were punctuated by the interviewees on a continuous subjective scale present in the script of semi-structured interviews. The findings of the research demonstrate that respondents' perceptions that variables such as ‘teamwork’, ‘networks’ and ‘leadership’ contribute to innovation in the Brazilian public sector while ‘performance variable pay’ and ‘recruitment and selection’ do not results. Some variables were perceived relatively, such as ‘education and schooling’, ‘professional qualification and training programs’ and ‘incentive system’, since each interviewee interpreted them according to their experience and their values. Moreover, the complementarity of HR functions and practices and the adoption of these practices in a compiled way were not detected. Therefore, can be conclude from the research that there is a lack of an integrated and systemic model of people management in Public Administration from the public consulted, as a result of the budget constraint scenario and the change of government management in the dynamics of innovation in the public sector, as well as the absence of organizational support for the innovation strategy.Esta dissertação se objetiva a compreender como são percebidas as políticas e práticas de Gestão de Pessoas que podem incentivar a inovação no setor público. Por meio da relação gestão de pessoas e inovação, tendo como pano de fundo a reforma da administração pública, um esquema de análise foi elaborado em que a profissionalização do serviço público é uma ponte entre esses três eixos. As políticas e práticas de gestão de pessoas foram sistematizadas em dimensões de análise e representam aspectos subjacentes à inovação, sendo essas: Organização do Trabalho, Políticas de Desenvolvimento, Políticas de Compensação, Políticas Tradicionais/Funcionais de Recursos Humanos, Integração das Funções/Ações de Recursos Humanos e Liderança. Por meio de um estudo de natureza qualitativa e descritiva, delineou-se a partir da literatura as variáveis presentes nas dimensões de análise (Autonomia, Flexibilidade, Rotatividade de tarefas, Mobilidade organizacional, Equipes de trabalho, Redes, Delegação de responsabilidade ou da decisão, Formação e escolaridade, Programas de capacitação e de treinamento, Sistemas de incentivos, Remuneração ou pagamento por variável de desempenho, Recrutamento e seleção) foram avaliadas mediante análise documental e as percepções de 15 entrevistados de organizações públicas federais e estaduais e por representante do Terceiro Setor. Essas percepções acerca das variáveis foram pontuadas pelos entrevistados em uma escala subjetiva contínua presente no roteiro de entrevistas semiestruturadas. Os achados da pesquisa demonstram pelas percepções dos entrevistados que variáveis como ‘trabalho em equipe’, ‘redes’ e ‘liderança’ contribuem para a inovação no setor público brasileiro enquanto ‘pagamento por variável de desempenho’ e ‘recrutamento e seleção’ não apresentam bons resultados. Algumas variáveis foram percebidas de forma relativa, como ‘formação e escolaridade’, ‘programas de capacitação e treinamento’ e ‘sistema de incentivos’, pois cada entrevistado interpretou-as conforme sua experiência e seus valores. Além do mais, não foi detectada a complementariedade das funções e práticas de RH nem a adoção dessas práticas de forma compilada. Portanto, pode-se concluir pela pesquisa que falta um modelo integrado e sistêmico de gestão de pessoas na Administração Pública a partir do público consultado, fruto do cenário de restrição orçamentária e da mudança de gestão governamental nas dinâmicas de inovação no setor público, bem como a ausência de suporte organizacional para a estratégia de inovação.application/pdfporFundação João PinheiroPrograma de Mestrado em Administração PúblicaFJPBrasilEscola de Governo Professor Paulo Neves de CarvalhoAdministração de PessoalRecursos HumanosAdministração PúblicaADMINISTRACAO PUBLICA::ADMINISTRACAO DE PESSOALPolíticas e práticas de gestão de pessoas em prol da inovação no setor públicoinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisCruz, Marcus Vinicius Gonçalves daCruz, Marcus Vinicius Gonçalves daSilva Filho, Antonio Isidro daLopes, Daniel Paulino TeixeiraOliveira, Kamila Pagel deAssis, Lilian Bambirra dehttp://lattes.cnpq.br/9806559441955152Saldanha, Cristina Camila Telesinfo:eu-repo/semantics/openAccessreponame:Repositório Institucional da Fundação João Pinheiroinstname:Fundação João Pinheiro (FJP)instacron:FJPORIGINALFJP05-000449.pdfFJP05-000449application/pdf2755945http://repositorio.fjp.mg.gov.br/bitstreams/cd72976a-1afe-4aa5-9b24-520b3a627646/downloadf9094297501dfb29530806e59637de27MD51LICENSElicense.txttext/plain2165http://repositorio.fjp.mg.gov.br/bitstreams/29cec277-0322-4b84-87c1-5bd29fa0258e/downloadbd3efa91386c1718a7f26a329fdcb468MD52TEXTFJP05-000449.pdf.txtFJP05-000449.pdf.txtExtracted texttext/plain103769http://repositorio.fjp.mg.gov.br/bitstreams/3d60f9e6-93e1-43f6-8526-2c7e4ce0d2a1/downloade78e557293c9e7718216c204bd9ad5daMD59THUMBNAILFJP05-000449.pdf.jpgFJP05-000449.pdf.jpgGenerated Thumbnailimage/jpeg2599http://repositorio.fjp.mg.gov.br/bitstreams/6c38bb5b-a83d-43af-87f3-dbf4b6f12a29/download5c66a12454f45ac33fb3204b0fc96ddeMD510tede/4332023-11-16 13:43:04.302open.accessoai:repositorio.fjp.mg.gov.br:tede/433http://repositorio.fjp.mg.gov.brRepositório InstitucionalPUBhttp://www.repositorio.fjp.mg.gov.br/oai/requestopendoar:2023-11-16T16:43:04Repositório Institucional da Fundação João Pinheiro - 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dc.title.por.fl_str_mv |
Políticas e práticas de gestão de pessoas em prol da inovação no setor público |
title |
Políticas e práticas de gestão de pessoas em prol da inovação no setor público |
spellingShingle |
Políticas e práticas de gestão de pessoas em prol da inovação no setor público Saldanha, Cristina Camila Teles Administração de Pessoal Recursos Humanos Administração Pública ADMINISTRACAO PUBLICA::ADMINISTRACAO DE PESSOAL |
title_short |
Políticas e práticas de gestão de pessoas em prol da inovação no setor público |
title_full |
Políticas e práticas de gestão de pessoas em prol da inovação no setor público |
title_fullStr |
Políticas e práticas de gestão de pessoas em prol da inovação no setor público |
title_full_unstemmed |
Políticas e práticas de gestão de pessoas em prol da inovação no setor público |
title_sort |
Políticas e práticas de gestão de pessoas em prol da inovação no setor público |
author |
Saldanha, Cristina Camila Teles |
author_facet |
Saldanha, Cristina Camila Teles |
author_role |
author |
dc.contributor.advisor1.fl_str_mv |
Cruz, Marcus Vinicius Gonçalves da |
dc.contributor.referee1.fl_str_mv |
Cruz, Marcus Vinicius Gonçalves da |
dc.contributor.referee2.fl_str_mv |
Silva Filho, Antonio Isidro da |
dc.contributor.referee3.fl_str_mv |
Lopes, Daniel Paulino Teixeira |
dc.contributor.referee4.fl_str_mv |
Oliveira, Kamila Pagel de |
dc.contributor.referee5.fl_str_mv |
Assis, Lilian Bambirra de |
dc.contributor.authorLattes.fl_str_mv |
http://lattes.cnpq.br/9806559441955152 |
dc.contributor.author.fl_str_mv |
Saldanha, Cristina Camila Teles |
contributor_str_mv |
Cruz, Marcus Vinicius Gonçalves da Cruz, Marcus Vinicius Gonçalves da Silva Filho, Antonio Isidro da Lopes, Daniel Paulino Teixeira Oliveira, Kamila Pagel de Assis, Lilian Bambirra de |
dc.subject.por.fl_str_mv |
Administração de Pessoal Recursos Humanos Administração Pública |
topic |
Administração de Pessoal Recursos Humanos Administração Pública ADMINISTRACAO PUBLICA::ADMINISTRACAO DE PESSOAL |
dc.subject.cnpq.fl_str_mv |
ADMINISTRACAO PUBLICA::ADMINISTRACAO DE PESSOAL |
description |
This dissertation aims to understand how are perceived the policies and practices of People Management that can encourage innovation in the public sector. Through the relationship of people management and innovation, having the public administration reform as background, an analysis scheme was elaborated in which the professionalization of the public service is a bridge between these three axes. The policies and practices of people management have been systematized in analytical dimensions and represent aspects underlying innovation, such as: Work Organization, Development Policies, Compensation Policies, Traditional / Human Resources Functional Policies, Integration of Functions / Actions of Human Resources and Leadership. Through a study of a qualitative and descriptive nature, the variables present in the analysis dimensions (Autonomy, Flexibility, Rotativity of tasks, Organizational mobility, Work teams, Networks, Delegation of responsibility or decision, Training and education programs, Training and training programs, Incentive systems, Compensation or payment by performance variable, Recruitment and selection) were evaluated through documentary analysis and the perceptions of 15 interviewees of federal and state public organizations and by representatives of the Third Sector . These perceptions about the variables were punctuated by the interviewees on a continuous subjective scale present in the script of semi-structured interviews. The findings of the research demonstrate that respondents' perceptions that variables such as ‘teamwork’, ‘networks’ and ‘leadership’ contribute to innovation in the Brazilian public sector while ‘performance variable pay’ and ‘recruitment and selection’ do not results. Some variables were perceived relatively, such as ‘education and schooling’, ‘professional qualification and training programs’ and ‘incentive system’, since each interviewee interpreted them according to their experience and their values. Moreover, the complementarity of HR functions and practices and the adoption of these practices in a compiled way were not detected. Therefore, can be conclude from the research that there is a lack of an integrated and systemic model of people management in Public Administration from the public consulted, as a result of the budget constraint scenario and the change of government management in the dynamics of innovation in the public sector, as well as the absence of organizational support for the innovation strategy. |
publishDate |
2019 |
dc.date.issued.fl_str_mv |
2019-03-28 |
dc.date.accessioned.fl_str_mv |
2020-05-14T15:38:27Z 2023-10-25T12:58:32Z |
dc.date.available.fl_str_mv |
2023-10-25T12:58:32Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/masterThesis |
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masterThesis |
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publishedVersion |
dc.identifier.citation.fl_str_mv |
Saldanha, Cristina Camila Teles. Políticas e práticas de gestão de pessoas em prol da inovação no setor público. 2019. 177 f. Dissertação (Programa de Mestrado em Administração Pública) - Fundação João Pinheiro, Belo Horizonte . |
dc.identifier.uri.fl_str_mv |
http://repositorio.fjp.mg.gov.br/handle/tede/433 |
identifier_str_mv |
Saldanha, Cristina Camila Teles. Políticas e práticas de gestão de pessoas em prol da inovação no setor público. 2019. 177 f. Dissertação (Programa de Mestrado em Administração Pública) - Fundação João Pinheiro, Belo Horizonte . |
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http://repositorio.fjp.mg.gov.br/handle/tede/433 |
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Fundação João Pinheiro |
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FJP |
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Brasil |
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Escola de Governo Professor Paulo Neves de Carvalho |
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Fundação João Pinheiro |
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