Staff development and performance appraisal in a Brazilian research centre

Abstract

PurposeThe aim of this paper is to analyse the staff development and performance appraisal in a Brazilian research centre.Design/methodology/approachThe key issues of this case study are: the main organisational changes which have taken place over the last decades; the aspects of the organisational structure that have either contributed to or hindered competence‐based management; the development of necessary researchers' competences related to main projects and processes and the way of appraising the development of their competences. The analysis of this paper was carried out considering the following phases: strategic planning, specifications of projects and processes, competence‐based management and performance appraisal of researchers.FindingsAlthough integration was found between the performance measurement and strategic plans defined by the research centre, competence‐based management is still centred on individuals and based on their tasks. The link between researchers' competences and their social context is not considered.Originality/valueFeedback from the results of research projects and recycling of organisational processes would allow the studied organisation not only to identify the individual competences necessary for each activity, but also to improve the relationship between professional growth and innovation brought about by competitive strategies of companies.

Cross-Cultural Issues and Human Resources Management in BRIC Countries

“…A study done in the Brazilian research center shows that performance appraisal is essential; there is an integration between performance appraisal and strategic plans. Performance appraisal 360 degree does not consider well accepted in which all the staff is appraised by their superior (Lourenço Ubeda & Cesar Almada Santos, 2007). However, in the recent study shows that HRM Manager in BrazCon argued that Brazilian companies nowadays are being less paternalistic and more professional.…”

Human resource practices, organisational commitment and turnover intention among bank employees in Sarawak, Malaysia

“…Performance appraisal is applied in identifying and monitoring competencies of employees while for most organisations in defining the required employee's behaviour with regards in achieving organisational goals (Mondy & Martochio, 2016;Ubeda & Santos, 2007). Thus, the objectives of performance appraisal would develop the attachment feeling and connected behaviour among the employees which would lead to commitment in achieving the organisational goals (Ahuja et al, 2018).…”

Human capital management in the wandering context of events – challenges for the managerial staff

“…The nature of competencies shows that they have unique characteristics or qualities that are difficult to copy (Hensel et al, 2010). Additionally, individual competencies contain explicit knowledge, personal skills and experiences with individuals' results and judgement of organizational values which are obtained in their social context (Ubeda and Santos, 2007).…”