A Política de capacitação em Universidades Federais: diagnóstico e proposições

Abstract

The People Management area in the Brazilian public administration suffered adverse consequences due to the rearrangements of the various attempts to implement public administration models. Current legislation indicates that institutions should undertake the ongoing training and development of their servers to ensure the efficiency, effectiveness and delivery of quality public services. The training process can be categorized depending on the following phases: assessment of training needs, instructional planning and evaluation. The objective of this research was to analyze and propose improvements to the training model of the Technical-Administrative Employees in Education of the Federal University of Grande Dourados (UFGD). Specifically, it aimed to: to describe the employee training policy adopted at the UFGD, after approval of Resolution COUNI/UFGD n° 83, 4th of July, 2013; to identify the training model adopted by Brazilian federal universities; analyze current legislation on capacity building; and to indicate changes in the training process adopted by the UFGD. The methodology used for the development of this work was the exploratory descriptive research with analysis of internal documents on training of the technical-administrative employee of the documents made available on the website of the university and documentary research on training on the websites of the two best IFES in each region of the country and on the IFES websites created in the same year as the UFGD. To analyze the internal training policy of the UFGD in relation to the current legislation was used the analysis of the training system proposed by Moraes and Alves (2014) and adapted to this research according to Decree nº 5.825/2006 (BRASIL, 2006b). For the analysis of the data of the IFES researched, were used the thematic survey and the current legislation on personnel development. The results demonstrated different contexts about the capacity building of IFES’s employee. While there are institutions that perform the training as indicated in the regulations and thematic survey, there are IFES that present deficiencies in the phases of the employee training process. The analysis showed that the UFGD presents failures in the evaluation phase of training needs and does not perform the evaluation of the effectiveness of the actions. In this way, improvements are proposed for the phases of the training process of the UFGD and the creation of a IFES's School of Government.