Modelo De Gestão Por Competências: A Aderência Dos Gestores Para O Alcance Do Desempenho Organizacional Superior

Abstract

The purpose of this study was to identify the relation between heads' pre-defined behaviors to deliver business results and financial and/or operational outcomes achieved in highperformance units of a financial institution. The survey conducted was answered by 241 subordinates of heads who hold the positions of Manager, Coordinator and Supervisor. Data confirm an adherence to the current model, showing a correlation between the level on which competencies are demanded by the organization and what the heads express in their work as far as their subordinates' perception is concerned. The average of evaluations of all delivery behaviors as well as the index of managerial competencies have proved to be higher than the lower acceptance limit of the organization under study. Despite of that, one must emphasize the need to reduce the gaps of some competencies through actions by the Human Resources Department. The conclusions point to the need to adopt continuing improvements of the practices developed by the Human Resources in order to promote the expression of managerial competencies in the work, which may have a positive influence on achieving a high business performance. The findings from the research as well as the analyses conducted may serve as an input not only for the financial institutions that adopt similar managerial models but also for other organizations and for new academic studies.

Gestão Por Competência Na Justiça Eleitoral: Implantação, Benefícios E Dificuldades Do Modelo

“…Os modelos de gestão por competências reforçam que a identificação das competências necessárias deve ser feita a partir de informações da visão estratégica da organização BAHRY, 2005;CAMPION et al, 2011;CHOUHAN;SRIVASTAVA, 2014;AVELINO, NUNES;SARSUR, 2016;CAMPION et al, 2019). Montezano, Abbad e Freitas (2016), além do alinhamento ao planejamento estratégico, definiram as competências com base na modelagem organizacional provenientes da estrutura organizacionais e dos processos de trabalho.…”

Escala de competências gerenciais para o setor público

“…Nem o modelo de Quinn (1988) nem a escala de Denison et al (1995), contudo, trouxeram peculiaridades, idiossincrasias ou fatores distintivos próprios do setor público, embora tenham sido elaborados no contexto governamental americano. Os instrumentos mais recentes já trazem fatores ou categorias que não costumam apresentar destaque na iniciativa privada, como análise normativa (Pillay, 2008), sociedade (Brandão et al, 2010), orientação para diversidade (Fernandez et al, 2010), habilidades de postura ética (Teixeira et al, 2011), lidera pelo exemplo/resguardar a imagem da empresa (Avelino et al, 2016) e prestação de serviços públicos (Paz, 2018). Em contrapartida, embora apresentem peculiaridades do setor público, muitos desses instrumentos trazem os problemas já mencionados, que justificam o presente estudo.…”

Competences of production managers in the biomaterial sector: study in a high medical technology multinational company

“…In this way, the competency-based people management model emerged as a technology with a focus on aligning efforts in the organizational context. Within the scope of strategic perspective, it implies the identification of organizational competences and their unfolding into individual competences (Chouhan & Srivastava, 2014, Avelino, Nunes & Sarsur, 2016, Ceribeli, Maciel & Guilarducci, 2017.…”