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Advisor(s)
Abstract(s)
O presente estudo tem como objetivos gerais avaliar o processo de avaliação
de desempenho implementado numa instituição, tendo por base a análise da
perceção dos colaboradores relativamente ao mesmo, e a conceção de um plano
de intervenção visando a correção das insuficiências do modelo vigente.
Utilizou-se uma metodologia quantitativa e qualitativa, sendo que numa
primeira etapa foram elaborados os instrumentos de recolha de dados, um
inquérito por questionário e um guião de entrevista, de forma a proceder à
triangulação de dados.
Os resultados obtidos permitiram-nos concluir que os colaboradores
participantes neste estudo têm algum conhecimento sobre o processo de
avaliação, mas não percecionam adequadamente a sua finalidade nem a
existência de objetivos e metas subjacentes ao processo de avaliação de
desempenho. Apesar disso, consideram o processo de avaliação do desempenho
parcialmente justo, chegando mesmo a considerá-lo significativamente mais
justo do que as chefias. Foi ainda possível apurar que os colaboradores avaliam-
se pior do que as chefias os avaliam.
O plano de intervenção concebido tem por base os resultados deste estudo, e
o objetivo de tornar a avaliação de desempenho num ato efetivo de
aproveitamento e melhoria das competências dos colaboradores.
The present study has the general goals to evaluate the process of appraisal evaluation, based on the analysis of the employees perceptions about the evaluation process, and the design of an intervention plan of performance evaluation process implemented in this institution, aimed at correcting the shortcomings of the current model. We used quantitative and qualitative methodology. At first, data collection tools were developed: a questionnaire and an interview guide in order to carry out the triangulation of data. The results allowed us to conclude that the employees participating in this study have some knowledge about the process of evaluation, but not adequately perceive its purpose or the existence of objectives and goals underlying the performance appraisal process. Nevertheless, they consider the evaluation process of partially fair, and even consider it significantly more fair than the supervisors. It was also possible to determine that employees evaluate it worse than managers do. The designed intervention plan is based on the results of this study, in order to make the performance evaluation into an effective act of exploitation and improving the skills of employees.
The present study has the general goals to evaluate the process of appraisal evaluation, based on the analysis of the employees perceptions about the evaluation process, and the design of an intervention plan of performance evaluation process implemented in this institution, aimed at correcting the shortcomings of the current model. We used quantitative and qualitative methodology. At first, data collection tools were developed: a questionnaire and an interview guide in order to carry out the triangulation of data. The results allowed us to conclude that the employees participating in this study have some knowledge about the process of evaluation, but not adequately perceive its purpose or the existence of objectives and goals underlying the performance appraisal process. Nevertheless, they consider the evaluation process of partially fair, and even consider it significantly more fair than the supervisors. It was also possible to determine that employees evaluate it worse than managers do. The designed intervention plan is based on the results of this study, in order to make the performance evaluation into an effective act of exploitation and improving the skills of employees.
Description
Keywords
Avaliação de desempenho Perceções Organizações Appraisal evaluation Perceptions Organizations