Gest??o de recursos humanos no estado de Minas Gerais: reten????o de pessoas no cargo de Especialista em Pol??ticas P??blicas e Gest??o Governamental

• Main Author: Oliveira, Kamila Pagel de
• Other Authors: Ckagnazaroff, Ivan Beck
• Language: Portuguese
• Published: 2013
• Subjects: Recursos humanos; Administra????o de pessoal; Setor p??blico; Inova????o; Human resources; Personnel management; Public sector; Innovation
• Online Access: http://www.repositorio.fjp.mg.gov.br/handle/123456789/149

Submitted by Gustavo Gomes ([e-mail]) on 2013-08-26T12:47:15Z No. of bitstreams: 2 Gest??o de Recursos Humanos no Estado de Minas Gerais.pdf: 1624741 bytes, checksum: 27b6a33ca2bf5563b9fdd144e7a52927 (MD5) license_rdf: 22192 bytes, checksum: 16508d913bcfe515c0f9e2bdf06ca16d (MD5) === Approved for entry into archive by Roger Guedes ([e-mail]) on 2013-08-26T15:38:05Z (GMT) No. of bitstreams: 2 Gest??o de Recursos Humanos no Estado de Minas Gerais.pdf: 1624741 bytes, checksum: 27b6a33ca2bf5563b9fdd144e7a52927 (MD5) license_rdf: 22192 bytes, checksum: 16508d913bcfe515c0f9e2bdf06ca16d (MD5) === Made available in DSpace on 2013-08-26T15:38:05Z (GMT). No. of bitstreams: 2 Gest??o de Recursos Humanos no Estado de Minas Gerais.pdf: 1624741 bytes, checksum: 27b6a33ca2bf5563b9fdd144e7a52927 (MD5) license_rdf: 22192 bytes, checksum: 16508d913bcfe515c0f9e2bdf06ca16d (MD5) Previous issue date: 2009 === Funda????o Jo??o Pinheiro === A d??cada de 90 se conformou como um per??odo crucial para a Administra????o de Recursos Humanos no setor p??blico. Este per??odo foi caracterizado por dois desafios: reduzir as fun????es administrativas e burocr??ticas no que tange ?? gest??o de pessoas e ampliar as fun????es estrat??gicas dessa ??rea. A necessidade de inova????o da gest??o de recursos humanos no setor p??blico destaca-se quando se analisa os esfor??os de Reforma do Estado e de introdu????o de pr??ticas gerenciais no ??mbito das organiza????es p??blicas. Assim, as organiza????es p??blicas tamb??m possuem o desafio de atrair e reter seus profissionais, por meio da implementa????o de pol??ticas e pr??ticas inovadoras de recrutamento e sele????o, desenvolvimento de pessoal, desenvolvimento de carreira, plano de cargos e sal??rios, remunera????o e benef??cios. Desse modo, o objetivo geral desta pesquisa consistiu em analisar em que medida as pol??ticas e pr??ticas de recursos humanos implementadas no Estado de Minas Gerais contribu??ram para a reten????o dos profissionais do cargo de Especialista em Pol??ticas P??blicas e Gest??o Governamental (EPPGG), respons??veis pela formula????o, avalia????o e supervis??o de pol??ticas p??blicas e pelo exerc??cio de atividades relacionadas ??s ??reas de planejamento e gest??o do Estado de Minas Gerais. Quanto ao tipo de pesquisa, esta se caracterizou por uma pesquisa de car??ter explorat??rio e descritivo. Quanto aos meios, foi feito um estudo de caso. Para tanto foi realizada uma pesquisa quantitativa, por meio da aplica????o de question??rio a amostra representativa dos EPPGG, membros da carreira e exonerados, e tamb??m uma pesquisa qualitativa, atrav??s da realiza????o de entrevistas semi-estruturada, com EPPGG e gestores da carreira. Os resultados demonstraram que o principal motivo para a evas??o dos EPPGG ?? a defici??ncia salarial (60,3%) e o principal motivo para a perman??ncia na carreira ?? o interesse pela ??rea p??blica (24,8%). Por meio da pesquisa p??de-se concluir que da totalidade de pol??ticas e pr??ticas de recursos humanos listadas, apenas 27,6% s??o visualizadas como pol??ticas e pr??ticas implementadas pelo Governo de Minas, na percep????o dos EPPGG. Ainda, das pol??ticas e pr??ticas, 17,24%, est??o contribuindo para a reten????o dos EPPGG, visto que possuem rela????o de depend??ncia com a perman??ncia na carreira (p<0,05) e foram bem avaliadas pela amostra, e 24,14% das pol??ticas e pr??ticas est??o contribuindo para a evas??o destes profissionais, visto que possuem rela????o de depend??ncia com a perman??ncia na carreira e foram consideradas inexistentes pelos EPPGG. Por meio da pesquisa, concluiu-se tamb??m que os EPPGG n??o possuem a mesma percep????o demonstrada pelo governo de Minas, pois n??o visualizam como adotadas grande parte das pol??ticas e pr??ticas de recursos humanos assumidas como implementadas pelos gestores da carreira. === The ninety decade became an important period to Human Resource Management in Public Sector. This period had as typical challenges: to reduce administration and bureaucratic functions, besides amplify it strategic functions. The necessity of innovation in Human Resource Management of public sector became evident by effort dedicated to State??s Reform and introduction of management practise in public organizations. Public organizations have difficulty to contract and maintain its professionals, for overcome this, they utilize new policies of recruiting and selection, individual and profession development, career??s plans and benefits. In this context, this work has as general objective measure the contribution of human resources policies to guarantee professionals retention. The research is focused in public career of specialists in governmental management and public policies (EPPGG), that have as activity to plan, to evaluate and to supervise public policies, besides work with planning and management of Minas Gerais State. The work is identified as exploratory and descriptive research, that utilized as methodology a case study. The case study was elaborated through a quantitative research that administered a questionnary for a representative sample of EPPGG, career members and exonerated. Also, it was utilized a qualitative research through semi-structured interview to career??s managers and EPPGG. The results evidence that salary??s deficiency (60,3%) constitute principal motive to lose professionals, and the principal motive that sustain EPPGG in his career is interest by public sector (24,8%). It was identified that in whole scope of policies and practices human resource??s, only 27,6% are observed as a Government policy by EPPGG. It was verified that 17,24% of those policies and practices are important to EPPGG??s permanence in career, whereas exist a dependence relationship between career permanence and those policies. Otherwise, 24,14% of practices and policies are contributing to escapement of professionals, considering a dependence relationship with career permanence and the inexistence of those practices by the sample. It was conclusive with this work that EPPGG do not identify several policies and practices human resource??s as introduced by the government, that was defended as established by career??s managers. === Governo e Pol??tica