Gestão por competências na administração pública : a percepção dos gestores de recursos humanos sobre a contribuição dos ambientes virtuais de aprendizagem

Abstract

The management by competences is one of the subjects that has been much debated in the academic circles. The Government adhered to the competency model, through the National Policy of People Management. Governments make use of performance indicators to make decisions and assess results achieved by managers. Through corporate education, which can be understood as an organizational initiative aimed at the development of people, organizations invest in distance education as a way to meet the continuing training and updating needs of their employees. Both corporate education and competency management can be implemented and developed simultaneously, so they are complementary programs. In this context, the research starts from a theoretical framework supported by the following themes: management by competence proposed by Philippe Zarifian (SANTOS, 2014; PAIVA, 2007; PIRES, 2005); Performance indicators in the public sector (CESAR, 2015); (2006), and in the literature on the pedagogy of skills (PAIVA, 1997; RAMOS, 2002), corporate education and distance education (CASALETTI, 2013, AMORIM, FISCHER, 2013, LITTO, FORMIGA, 2009). Based on such concepts obtained during the bibliographic study, the research was carried out using servers from the Superintendence of People Management (SUGEP) of the Federal Rural University of Pernambuco. The objective of the research was to analyze the perception of public servants of SUGEP regarding virtual learning environments as tools of training of competence for public management. The specific objectives of the research were to investigate the professional profile of the servers, characterize the training of public managers, from the theory of competence. At the data collection stage, questionnaires with open and closed questions were applied, with performance indicators based on the contextualization of the public administration. A qualitative approach and the content analysis method were used. It consisted of a process of research and dialogue that allowed the construction of the Guide of Management of People by Competences, whose content can be transformed into action. The results demonstrate that the Institution, based on the perception of the employees, needs to improve the human resources qualification policy in order to minimize difficulties in the development of competences with the use of virtual learning environments. It was evidenced that the processes of workforce mapping and personnel sizing are in development. This work represents an important contribution for UFRPE to face the challenge of becoming more innovative, adhering to the general guidelines established by the Federal Government.