Construção de um Sistema de Gestão do Desempenho para Indústria do Setor Metalomecânico

• Autor(a) principal: Sofia Raquel Alves da Fonseca
• Data de Publicação: 2019
• Tipo de documento: Dissertação
• Idioma: por
• Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
• Texto Completo: https://hdl.handle.net/10216/121618
• topic: Economia e gestão; Economics and Business

This report is the result of a curricular internship in the Human Resources (HR) de-partment of a Portuguese company in the metallurgical industry sector, which main goal consisted in designing a Performance Management System, an essential tool for a strategic HR management, promoter of a culture of meritocracy. To achieve this goal, other more specific ones had to be defined: clarification of the mission, vision and values of the company; implementation of a Role Analysis and Description Program; definition of the Performance Management System's design; and definition of a communication strategy for its implementation. In order to respond to the goals listed above, a research-action based design was cho-sen, using different data collection methods: participant observation and field notes; doc-ument analysis; focused discussion groups; semi-scripted interviews and benchmarking, which in turn were spread over three distinct work phases. Among the results, one can highlight the update of the mission, vision and values of the company; the development of partial organization charts by department; the identifi-cation of 38 new roles and renaming of 47 others; the update and creation of functional generic descriptions for all the roles; the creation of a Role Manual and Skills and Compe-tencies Portfolio; and the definition of the Performance Management System design, es-pecially its main characteristics, its components and their weight (generic and specific competences as well as organizational, departmental and / or individual goals / out-comes), and its phases. The future will bring the implementation of the built Performance Management Sys-tem as well as the assessment process that follows, which, considering the size of the company and the learning curve it will go through, will be organized in phases, in order to identify improvement needs. This Performance Management System will directly impact the upstream and downstream systems that are essential for a strategic HR management, namely in recruitment and selection, training management, rewards and careers.