ORGANIZATIONAL TRAINING NEEDS EVALUATION: THE CASE OF A LATIN-AMERICAN AIRPORT MANAGEMENT COMPANY
Autor(a) principal: | |
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Data de Publicação: | 2013 |
Outros Autores: | , , |
Tipo de documento: | Artigo |
Idioma: | por |
Título da fonte: | REAd (Porto Alegre. Online) |
Texto Completo: | https://seer.ufrgs.br/index.php/read/article/view/39058 |
Resumo: | This paper aims to report a case of organizational training needs evaluation held in a large public organization. For that, its integrate theoretical and methodological aspects emphasized in the literature of Administration and Psychology in an approach capable of meeting the need, frequently suggested, of links between the training programs and organizational strategy. Methods and qualitative research techniques were employed. First, documentary analysis were conducted to understand the strategy of the organization studied and to define questions to the achievement of 2 focus groups. These groups, in a second time, were held with the participation of 14 high-ranking officials of the company, which had to indicate the changes and challenges to the company, the organizational competences necessary to confront these changes and challenges and, finally, the organizational units that need to be involved in training programs. The categories of content emerged from the replies of the participants of focus groups, suggests that the organizational training needs derived from an extensive series of internal (e.g. organizational support, communication etc.) and external (e.g. public policies, companies providing service etc.) changes and challenges. Those training needs were not associated with any particular job, but to many organizational actors located inside and out the company. The results indicated that: (a) it might exist training needs that are not linked to specifics jobs, but to actors of a same macro-process that pass by the organizational structure; (b) these macro-process can overcome the organization’s limits, indicating that training needs can happen in stakeholders as well; and (c) the treatment of the organizational development needs implies in delivering training programs for many employees (internal and external), so that, skilled and better integrated, are able to continuously meet the organizational changes and challenges. With low production of systematic studies over organizational analysis in training needs evaluation, this paper can be of great value to the continuity of academic and professional progress of the areas interested in the theme of Training, Development and Education (TD&E). |
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ORGANIZATIONAL TRAINING NEEDS EVALUATION: THE CASE OF A LATIN-AMERICAN AIRPORT MANAGEMENT COMPANYEVALUACIÓN DE NECESIDADES ORGANIZACIONALES DE ENTRENAMIENTO: EL CASO DE UNA EMPRESA LATINOAMERICANA DE ADMINISTRACIÓN AEROPORTUARIAAVALIAÇÃO DE NECESSIDADES ORGANIZACIONAIS DE TREINAMENTO: O CASO DE UMA EMPRESA LATINO-AMERICANA DE ADMINISTRAÇÃO AEROPORTUÁRIAtreinamento de pessoasavaliação de necessidades de treinamentolevantamento de necessidades de treinamentoanálise organizacionalmapeamento de competências organizacionaispersonnel trainingtraining needs evaluationtraining needs identificationorganizational analysisorganizational competences mappingentrenamiento de personasevaluación de necesidades de entrenamientorecogida de necesidades de entrenamientoanálisis organizacionalrecogida cartográfica de competencias organizacionalesThis paper aims to report a case of organizational training needs evaluation held in a large public organization. For that, its integrate theoretical and methodological aspects emphasized in the literature of Administration and Psychology in an approach capable of meeting the need, frequently suggested, of links between the training programs and organizational strategy. Methods and qualitative research techniques were employed. First, documentary analysis were conducted to understand the strategy of the organization studied and to define questions to the achievement of 2 focus groups. These groups, in a second time, were held with the participation of 14 high-ranking officials of the company, which had to indicate the changes and challenges to the company, the organizational competences necessary to confront these changes and challenges and, finally, the organizational units that need to be involved in training programs. The categories of content emerged from the replies of the participants of focus groups, suggests that the organizational training needs derived from an extensive series of internal (e.g. organizational support, communication etc.) and external (e.g. public policies, companies providing service etc.) changes and challenges. Those training needs were not associated with any particular job, but to many organizational actors located inside and out the company. The results indicated that: (a) it might exist training needs that are not linked to specifics jobs, but to actors of a same macro-process that pass by the organizational structure; (b) these macro-process can overcome the organization’s limits, indicating that training needs can happen in stakeholders as well; and (c) the treatment of the organizational development needs implies in delivering training programs for many employees (internal and external), so that, skilled and better integrated, are able to continuously meet the organizational changes and challenges. With low production of systematic studies over organizational analysis in training needs evaluation, this paper can be of great value to the continuity of academic and professional progress of the areas interested in the theme of Training, Development and Education (TD&E).El objetivo de este artículo es relatar un caso de evaluación de necesidades organizacionales de entrenamiento en una empresa pública de gran porte. Para tanto, integra aspectos teóricos y metodológicos enfatizados en la literatura especializada de Administración y Psicología en una alternativa capaz de satisfacer la necesidad, [recurrentemente] explicitada, de articulación entre programas de entrenamiento y estrategia organizacional. Métodos y técnicas de investigación cualitativa fueron empleados. Primeramente, análisis documentales fueron realizadas con el objetivo de comprender la estrategia de la organización y formular cuestiones para la realización de 2 grupos focales. La realización de estos grupos, en un segundo momento, contó con la participación de 14 funcionarios de alta jerarquía de la empresa, los cuales tenían que indicar los cambios y desafíos impuestos a la organización, las competencias organizacionales necesarias para el afrontamiento de esos cambios y desafíos y, finalmente, las unidades organizacionales que necesitarían ser envueltas en acciones de entrenamiento. Las categorías de contenido emergidas a partir de las respuestas de los participantes de los grupos focales, sugieren que las necesidades organizacionales de entrenamiento derivan de una serie extensa de retos y cambios internos (soporte organizacional, comunicación, etc.) y externos (políticas públicas, empresas prestadoras de servicio, etc.). Esas necesidades de entrenamiento no se asociaron a ningún puesto específico, sino a varios actores organizacionales localizados dentro y fuera de la empresa. Los resultados indican que: (a) puede haber necesidades de entrenamiento que no están atrailladas a cargos específicos, sino a actores de un mismo macro proceso que [prepasa] la estructura organizacional; (b) estos macro procesos pueden transponer los límites de la organización, indicando que las necesidades de entrenamiento se aplican también a algunos [stakeholders] de la empresa; y (c) el tratamiento de necesidades organizacionales de desarrollo implica en la entrega de programas de entrenamiento para muchos funcionarios (internos y externos) de determinada empresa, a fin de que, especializados y más bien integrados, sean capaces de atender continuamente a los desafíos y cambios organizacionales. Con la baja producción de estudios sistemáticos sobre análisis organizacionales en procesos de evaluación de necesidades de entrenamiento, el presente artículo puede ser de gran valor para la continuidad de los avances académicos y profesionales de las áreas interesadas en la temática de Entrenamiento, Desarrollo y Educación (TD&E).O objetivo deste artigo é relatar um caso de avaliação de necessidades organizacionais de treinamento em uma empresa pública de grande porte. Para tanto, integra aspectos teóricos e metodológicos enfatizados na literatura especializada de Administração e Psicologia em uma alternativa capaz de satisfazer a necessidade, recorrentemente explicitada, de articulação entre programas de treinamento e estratégia organizacional. Métodos e técnicas de pesquisa qualitativa foram empregados. Primeiramente, análises documentais foram realizadas com o objetivo de compreender a estratégia da organização e formular questões para a realização de 2 grupos focais. A realização destes grupos, em um segundo momento, contou com a participação de 14 funcionários da alta hierarquia da empresa, os quais tinham de indicar as mudanças e desafios impostos à organização, as competências organizacionais necessárias para o enfrentamento dessas mudanças e desafios e, por fim, as unidades organizacionais que precisariam ser envolvidas em ações de treinamento. As categorias de conteúdo emergidas a partir das respostas dos participantes dos grupos focais, sugerem que as necessidades organizacionais de treinamento derivam de uma série extensa de desafios e mudanças internos(as) (suporte organizacional, comunicação, etc) e externos(as) (políticas públicas, empresas prestadoras de serviço. etc). Essas necessidades de treinamento não se associaram a nenhum cargo específico, mas sim a vários atores organizacionais localizados dentro e fora da empresa. Os resultados indicam que: (a) pode haver necessidades de treinamento que não estão atreladas a cargos específicos e sim a atores de um mesmo macro-processo que perpassa a estrutura organizacional; (b) estes macro-processos podem ultrapassar os limites da organização, indicando que as necessidades de treinamento aplicam-se também a alguns stakeholders da empresa; e (c) o tratamento de necessidades organizacionais de desenvolvimento implica na entrega de programas de treinamento para muitos funcionários (internos e externos) de determinada empresa, a fim de que, especializados e mais bem integrados, sejam capazes de atender continuamente aos desafios e mudanças organizacionais. Com a baixa produção de estudos sistemáticos sobre análises organizacionais em processos de avaliação de necessidades de treinamento, o presente artigo pode ser de grande valia para a continuidade dos avanços acadêmicos e profissionais das áreas interessadas na temática de Treinamento, Desenvolvimento e Educação (TD&E).Universidade Federal do Rio Grande do Sul2013-04-18info:eu-repo/semantics/articleinfo:eu-repo/semantics/publishedVersionscientific articlearticulo científicoAvaliado pelos paresartigo científicoapplication/pdfhttps://seer.ufrgs.br/index.php/read/article/view/39058Electronic Review of Administration; Vol. 15 No. 2 (2009): Edição 63 - mai/ago 2009; 349-375Revista Electrónica de Administración; Vol. 15 Núm. 2 (2009): Edição 63 - mai/ago 2009; 349-375Revista Eletrônica de Administração; v. 15 n. 2 (2009): Edição 63 - mai/ago 2009; 349-3751413-23111980-4164reponame:REAd (Porto Alegre. Online)instname:Universidade Federal do Rio Grande do Sul (UFRGS)instacron:UFRGSporhttps://seer.ufrgs.br/index.php/read/article/view/39058/25052Rezende Ferreira, Rodrigoda Silva Abbad, Gardêniado Prado Pagotto, CecíliaMurce Meneses, Pedro Pauloinfo:eu-repo/semantics/openAccess2013-04-22T16:54:54Zoai:seer.ufrgs.br:article/39058Revistahttp://seer.ufrgs.br/index.php/read/indexPUBhttps://seer.ufrgs.br/read/oaiea_read@ufrgs.br1413-23111413-2311opendoar:2013-04-22T16:54:54REAd (Porto Alegre. Online) - Universidade Federal do Rio Grande do Sul (UFRGS)false |
dc.title.none.fl_str_mv |
ORGANIZATIONAL TRAINING NEEDS EVALUATION: THE CASE OF A LATIN-AMERICAN AIRPORT MANAGEMENT COMPANY EVALUACIÓN DE NECESIDADES ORGANIZACIONALES DE ENTRENAMIENTO: EL CASO DE UNA EMPRESA LATINOAMERICANA DE ADMINISTRACIÓN AEROPORTUARIA AVALIAÇÃO DE NECESSIDADES ORGANIZACIONAIS DE TREINAMENTO: O CASO DE UMA EMPRESA LATINO-AMERICANA DE ADMINISTRAÇÃO AEROPORTUÁRIA |
title |
ORGANIZATIONAL TRAINING NEEDS EVALUATION: THE CASE OF A LATIN-AMERICAN AIRPORT MANAGEMENT COMPANY |
spellingShingle |
ORGANIZATIONAL TRAINING NEEDS EVALUATION: THE CASE OF A LATIN-AMERICAN AIRPORT MANAGEMENT COMPANY Rezende Ferreira, Rodrigo treinamento de pessoas avaliação de necessidades de treinamento levantamento de necessidades de treinamento análise organizacional mapeamento de competências organizacionais personnel training training needs evaluation training needs identification organizational analysis organizational competences mapping entrenamiento de personas evaluación de necesidades de entrenamiento recogida de necesidades de entrenamiento análisis organizacional recogida cartográfica de competencias organizacionales |
title_short |
ORGANIZATIONAL TRAINING NEEDS EVALUATION: THE CASE OF A LATIN-AMERICAN AIRPORT MANAGEMENT COMPANY |
title_full |
ORGANIZATIONAL TRAINING NEEDS EVALUATION: THE CASE OF A LATIN-AMERICAN AIRPORT MANAGEMENT COMPANY |
title_fullStr |
ORGANIZATIONAL TRAINING NEEDS EVALUATION: THE CASE OF A LATIN-AMERICAN AIRPORT MANAGEMENT COMPANY |
title_full_unstemmed |
ORGANIZATIONAL TRAINING NEEDS EVALUATION: THE CASE OF A LATIN-AMERICAN AIRPORT MANAGEMENT COMPANY |
title_sort |
ORGANIZATIONAL TRAINING NEEDS EVALUATION: THE CASE OF A LATIN-AMERICAN AIRPORT MANAGEMENT COMPANY |
author |
Rezende Ferreira, Rodrigo |
author_facet |
Rezende Ferreira, Rodrigo da Silva Abbad, Gardênia do Prado Pagotto, Cecília Murce Meneses, Pedro Paulo |
author_role |
author |
author2 |
da Silva Abbad, Gardênia do Prado Pagotto, Cecília Murce Meneses, Pedro Paulo |
author2_role |
author author author |
dc.contributor.author.fl_str_mv |
Rezende Ferreira, Rodrigo da Silva Abbad, Gardênia do Prado Pagotto, Cecília Murce Meneses, Pedro Paulo |
dc.subject.por.fl_str_mv |
treinamento de pessoas avaliação de necessidades de treinamento levantamento de necessidades de treinamento análise organizacional mapeamento de competências organizacionais personnel training training needs evaluation training needs identification organizational analysis organizational competences mapping entrenamiento de personas evaluación de necesidades de entrenamiento recogida de necesidades de entrenamiento análisis organizacional recogida cartográfica de competencias organizacionales |
topic |
treinamento de pessoas avaliação de necessidades de treinamento levantamento de necessidades de treinamento análise organizacional mapeamento de competências organizacionais personnel training training needs evaluation training needs identification organizational analysis organizational competences mapping entrenamiento de personas evaluación de necesidades de entrenamiento recogida de necesidades de entrenamiento análisis organizacional recogida cartográfica de competencias organizacionales |
description |
This paper aims to report a case of organizational training needs evaluation held in a large public organization. For that, its integrate theoretical and methodological aspects emphasized in the literature of Administration and Psychology in an approach capable of meeting the need, frequently suggested, of links between the training programs and organizational strategy. Methods and qualitative research techniques were employed. First, documentary analysis were conducted to understand the strategy of the organization studied and to define questions to the achievement of 2 focus groups. These groups, in a second time, were held with the participation of 14 high-ranking officials of the company, which had to indicate the changes and challenges to the company, the organizational competences necessary to confront these changes and challenges and, finally, the organizational units that need to be involved in training programs. The categories of content emerged from the replies of the participants of focus groups, suggests that the organizational training needs derived from an extensive series of internal (e.g. organizational support, communication etc.) and external (e.g. public policies, companies providing service etc.) changes and challenges. Those training needs were not associated with any particular job, but to many organizational actors located inside and out the company. The results indicated that: (a) it might exist training needs that are not linked to specifics jobs, but to actors of a same macro-process that pass by the organizational structure; (b) these macro-process can overcome the organization’s limits, indicating that training needs can happen in stakeholders as well; and (c) the treatment of the organizational development needs implies in delivering training programs for many employees (internal and external), so that, skilled and better integrated, are able to continuously meet the organizational changes and challenges. With low production of systematic studies over organizational analysis in training needs evaluation, this paper can be of great value to the continuity of academic and professional progress of the areas interested in the theme of Training, Development and Education (TD&E). |
publishDate |
2013 |
dc.date.none.fl_str_mv |
2013-04-18 |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/article info:eu-repo/semantics/publishedVersion scientific article articulo científico Avaliado pelos pares artigo científico |
format |
article |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
https://seer.ufrgs.br/index.php/read/article/view/39058 |
url |
https://seer.ufrgs.br/index.php/read/article/view/39058 |
dc.language.iso.fl_str_mv |
por |
language |
por |
dc.relation.none.fl_str_mv |
https://seer.ufrgs.br/index.php/read/article/view/39058/25052 |
dc.rights.driver.fl_str_mv |
info:eu-repo/semantics/openAccess |
eu_rights_str_mv |
openAccess |
dc.format.none.fl_str_mv |
application/pdf |
dc.publisher.none.fl_str_mv |
Universidade Federal do Rio Grande do Sul |
publisher.none.fl_str_mv |
Universidade Federal do Rio Grande do Sul |
dc.source.none.fl_str_mv |
Electronic Review of Administration; Vol. 15 No. 2 (2009): Edição 63 - mai/ago 2009; 349-375 Revista Electrónica de Administración; Vol. 15 Núm. 2 (2009): Edição 63 - mai/ago 2009; 349-375 Revista Eletrônica de Administração; v. 15 n. 2 (2009): Edição 63 - mai/ago 2009; 349-375 1413-2311 1980-4164 reponame:REAd (Porto Alegre. Online) instname:Universidade Federal do Rio Grande do Sul (UFRGS) instacron:UFRGS |
instname_str |
Universidade Federal do Rio Grande do Sul (UFRGS) |
instacron_str |
UFRGS |
institution |
UFRGS |
reponame_str |
REAd (Porto Alegre. Online) |
collection |
REAd (Porto Alegre. Online) |
repository.name.fl_str_mv |
REAd (Porto Alegre. Online) - Universidade Federal do Rio Grande do Sul (UFRGS) |
repository.mail.fl_str_mv |
ea_read@ufrgs.br |
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1799766202482950144 |