1000 resultados para Áreamédica Recursos humanos
Resumo:
Este trabalho investiga a viso que os gestores da rea de Recursos Humanos em organizaes que atuam no Brasil tm sobre a Gesto de Recursos Humanos (GRH) e sobre quais as funes e as responsabilidades da rea e do profissional de Recursos Humanos (RH) na organizao. Mais especificamente discute-se como esses profissionais lidam com os aspectos mais controversos da GRH discutidos no campo acadmico como sua falta de clareza, suas ambiguidades e a dificuldade de associar suas aes aos resultados da organizao. Para realizamos uma pesquisa qualitativa com 25 profissionais em posies de liderana na gesto de Recursos Humanos que participam de grupos de estudo de RH em So Paulo. Sero entrevistas semi estruturadas. Espera-se poder contribuir para uma reflexo sobre (i) como os profissionais de RH lidam com os conceitos e teorias do campo, (ii) como isto afeta as funes e responsabilidades da rea e do profissional (iii) como melhorar o preparo e o desenvolvimento do profissional de RH (iv) a realidade da GRH nas organizaes que atuam no Brasil.
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Afirma a importncia do laboratrio em usinas de acar e lcool devido ao fato do controle de qualidade em usinas ter as anlises qumicas como base. Menciona os altos custos para montar e manter um laboratrio. Cita os cuidados a serem tomados ao instalar um laboratrio em um prdio que no foi construdo para isso e tambm ao planejar um novo laboratrio. Como a confiabilidade do resultado final e o bom andamento das atividades do laboratrio dependem da qualidade tcnica e da capacidade de trabalho dos analistas e dos auxiliares tcnicos do laboratrio, indica a importncia da identificao de amostras, tomadas de alquotas, lavagem de vidrarias, preparo de solues, uso de aparelhos e anotao de resultados.
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Num mundo globalizado e complexo em que o capital humano assume centralidade em temticas associadas liderana das organizaes e consequente gesto de recursos humanos, em termos escolares, urge perceber que percepes tm os liderados, pessoal docente e no docente, acerca das prticas e comportamentos da liderana. O estudo compreendeu uma fase exploratria que envolveu a pesquisa de teorias e trabalhos desenvolvidos, nomeadamente, monografias, livros, teses e artigos, de forma a construir-se um quadro terico de referncia acerca da gesto de recursos humanos e da liderana. O modelo de orientao privilegiado foi o das 5 Prticas da Liderana Exemplar de Kouzes e Posner (2009). A investigao, de natureza quantitativa e qualitativa, privilegiou como estratgia de pesquisa o estudo de caso, incidindo sobre uma Escola Bsica dos 2 e 3 Ciclos da Regio Autnoma da Madeira. Como instrumentos de recolha de dados, foram utilizados a anlise de contedo e o inqurito por questionrio. Foi administrado, ao pessoal docente e no docente da escola, o questionrio LPI - Observer (Leadership Practice Inventory) desenvolvido por Kouzes e Posner (2003b). A anlise de contedo recaiu sobre dois documentos da escola, a saber, o Projecto Educativo de Escola e o Plano Anual de Escola. Conclumos que, na opinio dos inquiridos, as prticas de liderana que devero ser privilegiadas por um lder eficaz so Permitir que os outros ajam e Encorajar a vontade. Os inquiridos consideram que o lder adopta prticas de uma liderana exemplar, no entanto, a sua frequncia inferior s que devero ser observadas num lder eficaz. A prtica mais frequentemente observada, no lder, Permitir que os outros ajam. Por ltimo, por categoria, verificou-se que o Pessoal Docente que percepciona mais frequentemente comportamentos de liderana exemplar no lder.
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The aim of this study is to assess the contribution of the Pan American Health Organization (PAHO) to the field of human resources for health in Brazil. The assumption is that this organization not only influenced the development of this field, but but that it was also influenced by Brazilian institutions and by national political movements, through the interaction of its consultants with these movements. Four projects were selected, through which the contribution of PAHO was evaluated: the Program for the Strategic Preparation of Health Personnel (PPREPS), the Project for the Large Scale Formation of Middle and Low Level Personnel (Large Scale Project), the Project for Qualification in the Development of Human Resources in Health (CADRHU) and the Project for the Managerial Development of Basic Units of the National Health System (GERUS). To operacionalize the study, we used three basic complementary procedures: a bibliographic research, documental research and an interview. The time frame considered was from 1975, the year an agreement was signed between PAHO, the Ministry of Health and the Ministry of Education and Culture, establishing PPREPS. It was through this program that the first PAHO team of national human resource consultants was contracted. The period between 1975 and 1999 was marked by political and social movements that changed the course of health in the country; among these was the Movement of Sanitary Reform in Brazil, which culminated in the implementation of the National Health System (SUS). This paper shows the connections of the PAHO consultants with this movement and the implications that this had for the Program of Cooperation in the Development of Human Resources of PAHO/Brazil. It also demonstrates that as the program became contaminated by national movements of health system reorganization and of democratization of Brazilian society, it proposed, in cooperation with national institutions, an organization of determinate areas of operation of these same institutions. The manuscript further reveals that, with the Large Scale Project, the human resources program determined the pedagogical and methodological option that would be the model for various other educational projects undertaken by a number of Brazilian institutions with the technical cooperation of PAHO. And finally, the repercussions and contributions of these projects, which strengthened the the field of human resources in the public health services of the country, are identified. Data analysis was based mainly on the theories of Bourdieu, Gramsci and Freire
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This work has goal of analyzing the practices of Human Resources in the per missionary enterprises of urban transportation, by bus, in the metropolitan region of de Natal, based on the standard person of the National Program of Quality 2004 and points if they are able to take part as prize-winning in this standard. Also this work aims, through a theoretical evolution of people management and its current practices, the history of the National prize Quality and its main standards, the importance of the urban transportation, its characteristics and the system itself in the metropolitan region of Natal. The research was carried out in 11 enterprises that operated in the area, with several dimensions and forms of management. The research variations were based on the standard person of the 2004 NPQ that deals with the system of work, preparation and development and life quality. In the statistical treatment, discriminated and exploiting analyses were applied. The main obtained results through the research, we can verify an administrative centralization in managers and owners hands; that 45% of the enterprises don t have a Human Resources Department, however, on the other hand, they practice some human Resources politics, indicated by the variations; as to the items system of work, 55% of the enterprises are able; preparing and development, 43%
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The idea that the career consists in a linear path throughout the individual s professional life structured by the company where he or she works has been changing to a new reality in which the career is seen as a journey, open to possibilities and uncertainties. Several models have come up as an attempt to comprehend and analyze this journey. Among them, there is the model of career narrative, which assumes that, while narrating, individuals give meaning to their own path, and at the same time they consider personal factors and the environment that act on their professional biography. This paper aimed to explore and articulate issues related to the environment and career paths of the human resource professionals working in the Greater Natal. For this purpose, the model of career narrative was used. From the methodological viewpoint, the project was divided in two stages. The first was characterized by conducting a survey with the intention of mapping professionals socio-occupational characteristics, through the application of a semi-structured questionnaire. The data was analyzed by descriptive statistical techniques and cluster analysis. The descriptive statistical analyses included 117 participants. The results indicated that HR professionals of Greater Natal have different functions, develop activities focused on different subsystems, have an increasing career path, and focus their professional formation in Business Administration and Psychology. The second stage of the study was characterized by the use of 17 narrative interviews, whose participants, in the process of nonprobabilistic sampling, were identified based on their belonging to the three clusters: Group 1, HR and public administration; Group 2, HR experts; and Group 3, HR beginners. Analyzing the results of the qualitative phase, it was found that the identification with the activity practiced is a deciding factor for choosing and remaining in the HR field. The lack of professional recognition appears as the main difficulty faced by professionals, as well as the lack of employment opportunity in the Greater Natal. The results analysis leads to a series of discussions on the career path in HR and reflections for this professional category, its representative bodies and educational institutions
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The state has changed over time in order to meet a society with increasingly stringent demands. Techniques of private means begin to be employed in an attempt to overcome the dysfunctions entrenched bureaucracy, making the machine faster. By federal law by the People Management Skills was established as a reference for the administration of Human Resources of the public sector in an attempt to develop professionally servers, based mainly on the three pillars of the model: the knowledge, skills and attitudes. This thesis aims at understanding, in the view of employees, the perceived impacts on the organizational changes occurring in the Department of Administration and Human Resources of the State of Rio Grande do Norte in order to implement a People Management Skills-based. It is a simple case study, characterized by the research during a certain period of time, collecting data in a real environment of an organization, in this case SEARH/RN. The procedures used in collecting data were the literature review, documental research and field research. We used a qualitative approach with exploratory and descriptive approach. Every reform was implemented in the institution and reported from there analyzed the impacts observed by the servers. As a result we observed a considerable advance in institutional activities, mainly relating to physical structure / organizational and human resource policies, with minor advances on labor policies, in much the result of the guiding focus of the reform on SEARH/RN. The impacts in total were more positive than negative and direct paths to improvement in public organizations. Making a general analysis of the modernization program implemented in SEARH/RN, we can conclude that there was a distinct change in all dimensions studied, mostly pointing out positive aspects, and contrary to the opinion of some authors, who claim to be very difficult to implement reforms in public organizations, since they are highly institutionalized environments. What was found was a big organization, with gaps and weaknesses, but with a much larger number of hits and recognition from institutional actors
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A gesto de recursos humanos frequentemente apontada como uma varivel que influencia positivamente no desempenho das organizaes. Enquanto argumentos e proposies tericas de teor similar se multiplicam na literatura especializada, ainda so raras as pesquisas que lanam luzes sobre essa relao para empresas brasileiras. Nesse sentido, foi realizada uma pesquisa com o objetivo de verificar, empiricamente, se a gesto de recursos humanos influencia de maneira positiva o desempenho de empresas do segmento de autopeas e componentes automotivos em suas operaes. Metodologicamente, realizou-se um survey com 75 empresas do setor mencionado, cujos dados foram analisados por meio de modelagem de equaes estruturais, uma anlise multivariada de segunda gerao. A principal hiptese da pesquisa foi confirmada, revelando que, de fato, a gesto de recursos humanos est positivamente relacionada com o desempenho operacional das empresas analisadas.
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