Instala����es e recursos humanos

Afirma a import��ncia do laborat��rio em usinas de a����car e ��lcool devido ao fato do controle de qualidade em usinas ter as an��lises qu��micas como base. Menciona os altos custos para montar e manter um laborat��rio. Cita os cuidados a serem tomados ao instalar um laborat��rio em um pr��dio que n��o foi constru��do para isso e tamb��m ao planejar um novo laborat��rio. Como a confiabilidade do resultado final e o bom andamento das atividades do laborat��rio dependem da qualidade t��cnica e da capacidade de trabalho dos analistas e dos auxiliares t��cnicos do laborat��rio, indica a import��ncia da identifica����o de amostras, tomadas de al��quotas, lavagem de vidrarias, preparo de solu����es, uso de aparelhos e anota����o de resultados.

Pr��ticas e comportamentos de lideran��a na gest��o dos recursos humanos escolares: estudo de caso numa escola da Regi��o Aut��noma da Madeira

Num mundo globalizado e complexo em que o capital humano assume centralidade em tem��ticas associadas �� lideran��a das organiza����es e consequente gest��o de recursos humanos, em termos escolares, urge perceber que percep����es t��m os liderados, pessoal docente e n��o docente, acerca das pr��ticas e comportamentos da lideran��a. O estudo compreendeu uma fase explorat��ria que envolveu a pesquisa de teorias e trabalhos desenvolvidos, nomeadamente, monografias, livros, teses e artigos, de forma a construir-se um quadro te��rico de refer��ncia acerca da gest��o de recursos humanos e da lideran��a. O modelo de orienta����o privilegiado foi o das ���5 Pr��ticas da Lideran��a Exemplar��� de Kouzes e Posner (2009). A investiga����o, de natureza quantitativa e qualitativa, privilegiou como estrat��gia de pesquisa o estudo de caso, incidindo sobre uma Escola B��sica dos 2�� e 3�� Ciclos da Regi��o Aut��noma da Madeira. Como instrumentos de recolha de dados, foram utilizados a an��lise de conte��do e o inqu��rito por question��rio. Foi administrado, ao pessoal docente e n��o docente da escola, o question��rio LPI - Observer (Leadership Practice Inventory) desenvolvido por Kouzes e Posner (2003b). A an��lise de conte��do recaiu sobre dois documentos da escola, a saber, o Projecto Educativo de Escola e o Plano Anual de Escola. Conclu��mos que, na opini��o dos inquiridos, as pr��ticas de lideran��a que dever��o ser privilegiadas por um l��der eficaz s��o ���Permitir que os outros ajam��� e ���Encorajar a vontade���. Os inquiridos consideram que o l��der adopta pr��ticas de uma lideran��a exemplar, no entanto, a sua frequ��ncia �� inferior ��s que dever��o ser observadas num l��der eficaz. A pr��tica mais frequentemente observada, no l��der, �� ���Permitir que os outros ajam���. Por ��ltimo, por categoria, verificou-se que �� o Pessoal Docente que percepciona mais frequentemente comportamentos de lideran��a exemplar no l��der.

Protagonismo silencioso: a presen��a da OPAS na forma����o de recursos humanos em sa��de no Brasil

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

Gest��o por Compet��ncias em Organiza����es P��blicas: O Processo de Transforma����o Organizacional e seus Impactos Junto aos Servidores na Secretaria Estadual de Administra����o e Recursos Humanos (SEARH/RN)

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

Gest��o de recursos humanos e desempenho operacional: evid��ncias emp��ricas

A gest��o de recursos humanos �� frequentemente apontada como uma vari��vel que influencia positivamente no desempenho das organiza����es. Enquanto argumentos e proposi����es te��ricas de teor similar se multiplicam na literatura especializada, ainda s��o raras as pesquisas que lan��am luzes sobre essa rela����o para empresas brasileiras. Nesse sentido, foi realizada uma pesquisa com o objetivo de verificar, empiricamente, se a gest��o de recursos humanos influencia de maneira positiva o desempenho de empresas do segmento de autope��as e componentes automotivos em suas opera����es. Metodologicamente, realizou-se um survey com 75 empresas do setor mencionado, cujos dados foram analisados por meio de modelagem de equa����es estruturais, uma an��lise multivariada de segunda gera����o. A principal hip��tese da pesquisa foi confirmada, revelando que, de fato, a gest��o de recursos humanos est�� positivamente relacionada com o desempenho operacional das empresas analisadas.

Mercado de trabajo y formaci��n de recursos humanos en tecnolog��a de la informaci��n en Brasil: ��encuentro o desencuentro?

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Aglomeraciones productivas locales en Brasil, formaci��n de recursos humanos y resultados de la experiencia CEPAL-SEBRAE

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Formaci��n de los recursos humanos femeninos: prioridad del crecimiento y de la equidad

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Globalizados, pero restringidos. Una visi��n latinoamericana del mercado mundial de recursos humanos calificados

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Investigaci��n sobre recursos humanos en Am��rica Latina

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Investigaciones sobre recursos humanos en America Latina

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Recursos humanos en el desarrollo de Am��rica Latina

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Recursos humanos en salud: Bolivia y Ecuador

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Notas sobre la acci��n regional (subnacional) en el tema de los recursos humanos

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Calificaci��n de los recursos humanos e industrializaci��n: el desaf��o argentino de los a��os ochenta

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