Gestao competencias
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4ª Apresentação 29/06/2011INSTITUTO SUPERIOR POLITÉCNICO DO OESTE Curso: Gestão de Recursos Humanos Unidade Curricular: Análise e Gestão de Competências 2º Ano, 2º Semestre Ano Lectivo 2010/2011
Metodologia e Políticas de intervenção em Gestão de Competências Avaliação de Competências – Etapa essencial do desenvolvimento pessoal e organizacional
Responsável pela Unidade Curricular: Docente Francisco Pereira
Torres Vedras, 13 de Junho de 2011
4ª Apresentação Análise e Gestão de competências Grupo nº5 29/06/2011
ANOTAÇÕES DO PROFESSOR
Torres Vedras, 13 de Junho de 2011
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4ª Apresentação Análise e Gestão de competências Grupo nº5 29/06/2011
ABSTRACT
The reorganization of HR systems through new business models search a better development and utilization of human potential, suppressed by the current system. It is assumed that it is increasingly necessary for increasing competitiveness in the business environment where the use of human potential can be a great competitive advantage. As the result, organizations are betting on a Management Skills in order to improve the capabilities of its employees. This is a complex process that involves identifying skills portfolio and competencies of the individual profile. These will contribute to an organizational development, it will simplify the recruitment and selection, and the performance management and training, as well as to contribute to the development of individual employees. On the other hand, it is necessary to evaluate people. This holds in itself two main aspects, which should be articulated and integrated smoothly into any evaluation process. Which is the use of assessment tools, to ensure the objectivity of the metric procedure and should take into account the human dimension, the singularity and the subjectivity of the subject assessed, because each individual is unique, with wills and opinions.
Torres Vedras, 13 de Junho de 2011
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4ª Apresentação Análise e Gestão de