| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 3.94 MB | Adobe PDF |
Authors
Abstract(s)
Este trabalho foi realizado no âmbito das necessidades da Farmácia Gaia Jardim, com o objetivo de melhorar as práticas na área dos recursos humanos, nomeadamente no Sistema de Avaliação de Desempenho. Esta empresa opta por um sistema de avaliação de desempenho baseado num sistema de compensações e incentivos, para que os colaboradores se sintam motivados a melhorarem o seu desempenho. O trabalho de investigação é iniciado com a revisão de literatura nos diferentes temas que abrangem este trabalho, como a avaliação de desempenho, os sistemas de compensações e incentivos e a área dos recursos humanos em geral. Como se trata de uma farmácia de retalho com características diferentes das farmácias tradicionais, o estado da arte foi revisto com aplicação, sempre que possível, destes temas nas lojas de retalho e no setor farmacêutico. Por ser um estudo de caso de uma empresa analisou-se a situação atual da mesma, mais especificamente na área dos recursos humanos e o seu sistema de avaliação de desempenho vigente. Foram utilizadas metodologias como observação experimental em trabalho de campo no estabelecimento da farmácia, entrevistas e análise documental. Como principais conclusões do trabalho, verificou-se que o sistema de avaliação de desempenho da farmácia tem limitações como: comportamentos oportunistas, subjetividade nos padrões de avaliação, pouco aproveitamento de feedback, contagem sujeita a erros e parcialidade nos objetivos das diferentes áreas da farmácia, entre outros. O contraste entre a revisão de literatura e a análise da situação atual permitiu desenvolver e propor melhorias neste âmbito, assim como outras melhorias encontradas no sistema de avaliação de desempenho e na gestão de recursos humanos em geral.
This research project was guided by the needs of Farmácia Gaia Jardim, in order to improve its practices in the human resources area, specifically in the Performance Appraisal System. This company uses a Performance Appraisal System connected to a compensation and incentive system, so that the workers feel motivated to improve their performance. This research work initiates by making a literature review on the different topics covered such as, the appraisal of performance, compensation and incentive systems, and the area of human resources in general. As the object of analysis is a retail pharmacy with some distinctive characteristics from traditional pharmacies, the state of art was revised taking into account, whenever possible, the above issues when applied to retail shops and to the pharmaceutical sector. Due to the fact that this research work is a case study, the actual company’s situation was analyzed, specifically its human resources area and its operative performance appraisal system. Methods such as experimental observations on the pharmacy’s work field, interviews and documental analysis were used. The main conclusions of this research project, point to some limitations of the current performance appraisal system related to: opportunistic behavior, lack of defined evaluation patterns, a scarce use of feedback, error-prone counting, bias in the objectives established by the different areas of the pharmacy, among others. The contrast between the literature review and the analysis of the actual situation of the company allowed to develop and propose improvements, as well as other enhancements that could be made on the performance appraisal system and the human resources overall.
This research project was guided by the needs of Farmácia Gaia Jardim, in order to improve its practices in the human resources area, specifically in the Performance Appraisal System. This company uses a Performance Appraisal System connected to a compensation and incentive system, so that the workers feel motivated to improve their performance. This research work initiates by making a literature review on the different topics covered such as, the appraisal of performance, compensation and incentive systems, and the area of human resources in general. As the object of analysis is a retail pharmacy with some distinctive characteristics from traditional pharmacies, the state of art was revised taking into account, whenever possible, the above issues when applied to retail shops and to the pharmaceutical sector. Due to the fact that this research work is a case study, the actual company’s situation was analyzed, specifically its human resources area and its operative performance appraisal system. Methods such as experimental observations on the pharmacy’s work field, interviews and documental analysis were used. The main conclusions of this research project, point to some limitations of the current performance appraisal system related to: opportunistic behavior, lack of defined evaluation patterns, a scarce use of feedback, error-prone counting, bias in the objectives established by the different areas of the pharmacy, among others. The contrast between the literature review and the analysis of the actual situation of the company allowed to develop and propose improvements, as well as other enhancements that could be made on the performance appraisal system and the human resources overall.
Description
Keywords
Avaliação de desempenho Compensações e incentivos Farmácia Recursos humanos Performance Appraisal Compensations and incentives Pharmacy Human resources