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Os Planos de Desenvolvimento Pessoal são uma componente importante de um bom sistema de gestão de desempenho – que não deve ser confundido com um sistema de avaliação de desempenho. Este trabalho faz uma análise crítica dos planos de desenvolvimento pessoal no quadro de um sistema de gestão de desempenho da Auchan. Embora resulte, em grande medida do meu estágio, está enquadrado na revisão de literatura o que me permite identificar recomendações alinhadas com as boas práticas identificadas. Como técnicas de recolha de dados, socorri-me da observação participante, do diálogo com os agentes envolvidos nos PDP, de entrevistas semiestruturadas focadas no tema sob estudo, e na análise documental. As principais conclusões apontam para uma preocupação da Auchan com a gestão de desempenho e o envolvimento dos seus colaboradores. O SGD da Auchan está em linha com as estruturas propostas pela literatura, no entanto a fase da avaliação de desempenho acompanha ainda o paradigma tradicional. Quanto aos PDP, a política declarada da empresa está de acordo com a literatura, contudo existem algumas disparidades entre estas políticas e as práticas, designadamente no papel do supervisor. Ancorada na revisão da literatura, identifiquei como principais áreas de melhoria as seguintes: a definição de objetivos individuais para o trabalho diário; o investimento nas habilidades de coaching; a transformação da avaliação de desempenho para momentos mais regulares e contínuos; a existência de acrescentos de outras partes na avaliação; a abrangência dos PDP e a definição de um objetivo geral para o PDP de forma individual.
Personal development plans are an important element of a good performance management system – that should not be confused with a performance evaluation system. This study makes a critical analysis of personal development plans within an Auchan’s performance management system. Although it results mainly of my internship, it is framed in the literature review, so it allows me to identify recommendations aligned with the good practices identified. As data collection techniques, I relied on observation, on informal conversations with the ones who were directly involved with PDP, on semi-structured interviews focused on the topic under study and on document analysis. Main conclusions point to Auchan’s concern with performance management and employees’ engagement. Auchan’s performance management system is in line with the structures proposed by the literature, however performance evaluation period is still traditional. As for the PDP, company’s declared policy is in agreement with the literature, nevertheless there are some disparity between this politics and practices, namely in the supervisor’s role. Anchored in literature review, I identified as main areas of improvement: setting individual goals for daily work; investing in coaching skills; turning performance evaluation into more regular and continuous moments; the existence of additions from other parts on the evaluation; the scope of the PDP and the definition of a general objective for PDP individually.
Personal development plans are an important element of a good performance management system – that should not be confused with a performance evaluation system. This study makes a critical analysis of personal development plans within an Auchan’s performance management system. Although it results mainly of my internship, it is framed in the literature review, so it allows me to identify recommendations aligned with the good practices identified. As data collection techniques, I relied on observation, on informal conversations with the ones who were directly involved with PDP, on semi-structured interviews focused on the topic under study and on document analysis. Main conclusions point to Auchan’s concern with performance management and employees’ engagement. Auchan’s performance management system is in line with the structures proposed by the literature, however performance evaluation period is still traditional. As for the PDP, company’s declared policy is in agreement with the literature, nevertheless there are some disparity between this politics and practices, namely in the supervisor’s role. Anchored in literature review, I identified as main areas of improvement: setting individual goals for daily work; investing in coaching skills; turning performance evaluation into more regular and continuous moments; the existence of additions from other parts on the evaluation; the scope of the PDP and the definition of a general objective for PDP individually.
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Keywords
Sistema de gestão de desempenho Avaliação de desempenho Plano de desenvolvimento pessoal Performance management system Performance evaluation Personal development plan