A identificação dos processos e ações relacionados ao desenvolvimento humano organizacional na empresa nova e seus impactos na cultura
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Data
2021-02-23
Autores
Jordão, Letícia Moraes
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Editor
Universidade Estadual Paulista (Unesp)
Resumo
Este trabalho de conclusão de curso visou identificar os processos e ações relacionados ao desenvolvimento humano organizacional na empresa Nova e seus possíveis impactos na cultura dela. Este estudo foi feito com uma organização real, porém, por questões de sigilo, foi denominada Nova. O delineamento de pesquisa escolhido foi a qualitativa, para a melhor compreensão dos fenômenos com profundidade nas informações a partir de uma entrevista com a gestora de pessoas da organização Nova e materiais sobre desenvolvimento humano para uma análise, mais contextualizada empiricamente, em relação ao objeto de estudo. Para atingir o objetivo proposto, realizou-se a coleta de dados por meio de uma entrevista semiestruturada e de um material de apoio fornecido pela organização. A análise dos dados baseou-se na metodologia de análise de conteúdo juntamente a técnica de análise categorial, conduzindo a exposição das análises e possíveis discussões sobre as temáticas presentes neste trabalho. Constatou-se que os valores culturais de uma organização são capazes de moldar como se dão os processos de planejamento, execução e avaliação de um programa de desenvolvimento humano. Além disso, percebeu-se a interferência positiva da aplicação de ações de desenvolvimento humano na cultura organizacional. Esta pesquisa também levantou a importância das organizações em realizar tais ações com diversos de seus públicos, adaptando-as para cada realidade, e o profissional de Relações Públicas, por estudar sobre públicos, pode ser o ideal para planejar, executar e avaliar processos de desenvolvimento humano organizacional.
This work of conclusion of course aimed to identify the processes and actions related to organizational human development in the company Nova and its possible impacts on its culture. This study was done with a real organization, however, for reasons of confidentiality, it was called Nova. The research design chosen was the qualitative one, for a better understanding of the phenomena with depth in the information from an interview with the manager of people from the Nova organization and materials on human development for an analysis, more empirically contextualized, in relation to the object of research. study. To achieve the proposed objective, data collection was carried out through a semi-structured interview and support material provided by the organization. The data analysis was based on the content analysis methodology along with the categorical analysis technique, leading to the presentation of the analysis and possible discussions on the themes present in this work. It was found that the cultural values of an organization are capable of shaping how the processes of planning, execution and evaluation of a human development program take place. In addition, there was a positive interference in the application of human development actions in the organizational culture. This research also raised the importance of organizations in carrying out such actions with several of their audiences, adapting them to each reality, and the Public Relations professional, for studying about audiences, may be the ideal one to plan, execute and evaluate processes of organizational human development.
This work of conclusion of course aimed to identify the processes and actions related to organizational human development in the company Nova and its possible impacts on its culture. This study was done with a real organization, however, for reasons of confidentiality, it was called Nova. The research design chosen was the qualitative one, for a better understanding of the phenomena with depth in the information from an interview with the manager of people from the Nova organization and materials on human development for an analysis, more empirically contextualized, in relation to the object of research. study. To achieve the proposed objective, data collection was carried out through a semi-structured interview and support material provided by the organization. The data analysis was based on the content analysis methodology along with the categorical analysis technique, leading to the presentation of the analysis and possible discussions on the themes present in this work. It was found that the cultural values of an organization are capable of shaping how the processes of planning, execution and evaluation of a human development program take place. In addition, there was a positive interference in the application of human development actions in the organizational culture. This research also raised the importance of organizations in carrying out such actions with several of their audiences, adapting them to each reality, and the Public Relations professional, for studying about audiences, may be the ideal one to plan, execute and evaluate processes of organizational human development.
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Palavras-chave
Desenvolvimento humano, Treinamento, Educação, Cultura organizacional, Comunicação, Human development, Training, Education, Organizational culture, Communication