Alocação de pessoal: uma análise dos processos da UFBA à luz da gestão estratégica de pessoas

Abstract

The evolution of the public management transformation scenario is aimed at a public administration focused on the adoption of a new management model based on the strategic management of people. Thus, this research sought to continue the findings of Almeida (2018) who analyzed the process of allocating the occupants of the position of Assistant in Administration in the selection process at UFBA in 2013 based on the contributions of the strategic management of people. This dissertation followed in the same vein, however, analyzing the new entrants in the 2016 selection process. As for the methodology, the study used descriptive research with a qualitative approach, with interviews, questionnaires, bibliographic surveys and documents as the main instruments of data collection. Initially, the questionnaire used by Almeida (2018) with Assistants in Administration, who started in 2016, was replicated in order to compare such data with those in 2013, as well as the replication of interviews with managers of teaching units and members of the administration central, which were the subject of research by that author. Content analysis was the tool used as a means of analysis. The results showed significant advances in contrast to the selection process in 2013, such as the attraction of civil servants with a higher level of qualification (undergraduate, master's and doctoral degrees); higher level of satisfaction with the allocations from the admission interview by specialized technicians through the reformulation of their instrument, added to the reformulation of the form for requesting a server; the implementation of the UFBA Server Reception and Monitoring Program (PAAS); the creation of the Server Guide, among others. Although it has signaled some advances, the assumption of the research carried out by Almeida (2018) is maintained and maintained by the researcher, when he determines that the demands required for the effective management of people at UFBA be met only partially, considering these advances are still incipient. The main limitation is the interruption of face-to-face activities as a result of the pandemic, making it impossible to access information, documents and, mainly, to some essential actors, which would certainly add more consistent data to the proposed analysis. As suggestions for future work, the continuity of this research is indicated, covering all TAE of UFBA, as well as of other IFES that adopt different allocation processes in order to confront them, especially with those that already adopt management by competencies. This analysis will serve as a guideline to understand the relevance and criteria adopted by these institutions, as well as to capture the perceptions of the various institutional actors, with a view to further improving the UFBA allocation process. It is also suggested to analyze the scope of the objectives, guidelines and goals of the Institutional Development Plan (PDI) UFBA (2018-2022), from the perception of its employees, aiming to reflect on the implementation of strategic management of people as a model of management at UFBA.