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Análise e reestruturação do modelo de avaliação do desempenho de uma empresa do setor automóvel
| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 12.47 MB | Adobe PDF |
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Advisor(s)
Abstract(s)
A avaliação do desempenho é um dos momentos de maior preocupação e importância,
quer para as entidades patronais, quer para os colaboradores que exercem funções
profissionais. Para ser o mais justa e aceite possível é necessário que cada organização
(re)crie um modelo de avaliação do desempenho individual, enquadrado num sistema de
gestão do desempenho, adaptado à missão, visão e valores da empresa. A presente dissertação
reflete a análise do modelo de avaliação do desempenho de uma organização portuguesa do
setor automóvel, a sua reestruturação em diferentes fases, implementação e interpretação dos
resultados da avaliação de uma amostra dos colaboradores dessa empresa. O objetivo dessa
remodelação é tornar a avaliação dos seus colaboradores como parte da dinâmica de um
sistema de gestão do desempenho.
Para o presente estudo empírico participaram 82 colaboradores na avaliação do seu
desempenho. Foi possível confirmar uma correlação positiva entre os resultados individuais,
obtidos na avaliação do desempenho, com as variáveis sociodemográficas tais como a idade,
antiguidade, género, tipo de vínculo e grau de complexidade das atividades realizadas. Foi
presenciado, paralelamente, o erro de severidade/complacência, através da comparação dos
resultados de avaliação do desempenho obtidos entre os mesmos participantes avaliados e
dois avaliadores distintos.
De forma a tornar o presente sistema de gestão do desempenho o mais completo
possível, foi criado um questionário de perceção de justiça organizacional e de satisfação dos
colaboradores para aplicação futura na organização alvo do estudo.
The performance evaluation is one of the moments of main concern, whether by employers or by employees who exercise professional functions. To be the fairest and accepted as possible it is necessary that each organization (re)create a model of evaluation of individual performance that belongs to a performance management system, adapted to its mission, vision and values. This work reflects the analysis of the performance evaluation model of a Portuguese automotive organization, its restructuring in different phases, implementation and interpretation of the results of the evaluation in a sample of the employees of this company. The purpose of this changing is to make the evaluation of its employees as part of the dynamics of a performance management system. For this empirical study 82 employees participated in the evaluation of their performance. It was possible to confirm a positive correlation between the individual results, obtained in the assessment of performance, with the sociodemographic variables such as age, seniority, gender, type of employment and degree of complexity of the activities performed. It was seen at the same time, the error of severity/complacency, by comparing performance evaluation results obtained between the same participants assessed and two different assessors. In order to make the present performance management system as complete as possible, was created a questionnaire of perceptions of fairness and satisfaction of employees for future application in this company.
The performance evaluation is one of the moments of main concern, whether by employers or by employees who exercise professional functions. To be the fairest and accepted as possible it is necessary that each organization (re)create a model of evaluation of individual performance that belongs to a performance management system, adapted to its mission, vision and values. This work reflects the analysis of the performance evaluation model of a Portuguese automotive organization, its restructuring in different phases, implementation and interpretation of the results of the evaluation in a sample of the employees of this company. The purpose of this changing is to make the evaluation of its employees as part of the dynamics of a performance management system. For this empirical study 82 employees participated in the evaluation of their performance. It was possible to confirm a positive correlation between the individual results, obtained in the assessment of performance, with the sociodemographic variables such as age, seniority, gender, type of employment and degree of complexity of the activities performed. It was seen at the same time, the error of severity/complacency, by comparing performance evaluation results obtained between the same participants assessed and two different assessors. In order to make the present performance management system as complete as possible, was created a questionnaire of perceptions of fairness and satisfaction of employees for future application in this company.
Description
Keywords
Métodos de avaliação do desempenho Competências comportamentais e técnicas Perceção de justiça Satisfação acerca do modelo de avaliação do desempenho Methods of performance appraisal Behavioral and technical skills Perception of justice Satisfaction about the performance evaluation model