Reestruturação da subcoordenadoria de recursos humanos do DETRAN/RN para a implantação da gestão estratégica de pessoas com base no modelo de gestão por competências: um projeto de intervenção

Abstract

Society has increasingly demanded from the public sector an efficient, effective conduct, oriented towards quality services that meet their needs. In this sense, the strategic management of people must be perceived as a management model capable of connecting the individual objectives to the organizational goals, providing the achievement of the expected performance through more effective ways. From this perspective, the strategic alignment of HRM policies and practices and strategic planning can represent an important alliance to offer greater internal capabilities and achieve organizational results. For this reason, the implementation of policies that prioritize the assessment, development and valuation of people in organizations, through models such as management by competences, can result in the production of innovative and high quality services, as well as a service more flexible and attentive, because the employee who feels served, satisfied and valued, tends to perform his duties with more effort. In view of the identification of a deficiency in the HRM practices and policies of the State Traffic Department of Rio Grande do Norte (Detran/RN), in addition to a lack of coherence of these policies and practices with the organizational strategy, this intervention project aims to propose a restructuring in the Human Resources Subcoordination of Detran-RN, as well as in the HRM practices and policies of the Municipality, based on the implementation of strategic management of people based on competence management, taking the Development Management Subsystem as a priority. It is also intended to develop an integrated management system, through strategic alignment in HRM practices and policies with Institutional objectives. It is an applied research, exploratory and explanatory, with a qualitative approach, also characterized as documentary and case study. Data collection occurs through documentary research, individual interviews and the application of participant observation technique. In addition, it presents itself as an action research, with the direct participation of the researcher, as a representative member of the situation, in an attempt to bring about social change and contribute to the improvement of the organization. It concludes with the presentation of an intervention proposal for the Human Resources Subcoordination of Detran-RN focusing on the Development Management Subsystem.