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Desenvolvimento de competências comportamentais e o impacto na gestão de empresas
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Abstract(s)
Este trabalho investiga a influência das competências comportamentais, ou soft skills, no mercado de trabalho, comparando o setor privado do retalho e o setor público da saúde. A escolha deste tema reflete o reconhecimento crescente da importância destas competências no desenvolvimento organizacional. A pesquisa foi realizada com base numa multinacional de retalho, “Privado, Lda”, e num hospital público na região de Lisboa, no qual se evidencia a escassez de investimento em práticas de desenvolvimento comportamental. O estudo analisa como é que a evolução tecnológica impactou o desenvolvimento de novos perfis profissionais e as variações nas práticas de desenvolvimento entre os setores. A metodologia adotada inclui um estudo de caso, com um inquérito a 25 colaboradores de cada setor, para avaliar a valorização das soft skills, bem como o impacto de políticas de desenvolvimento de liderança e satisfação no local de trabalho na motivação e retenção de talento. Os resultados indicam que o investimento em formação está positivamente correlacionado com a retenção de talento, sendo mais significativo no setor privado (ρ = 0,657) em comparação ao setor público (ρ = 0,492). No setor privado, 43,11% da variação na retenção de talento é explicada pela formação, enquanto no público, esse valor é de 24,19%. Além disso, o investimento em satisfação no trabalho impacta o compromisso dos colaboradores, com correlações mais fortes no setor privado (ρ = 0,629), enquanto no setor público, a correlação é baixa (ρ = 0,094). O impacto da liderança e do equilíbrio entre vida pessoal e trabalho também se destaca, com correlações mais robustas no setor privado (ρ = 0,820) em relação ao público (ρ = 0,703). Os resultados destacam que o setor privado é mais maduro em termos de métodos e programas de formação, salientando a importância do desenvolvimento de competências comportamentais para aumentar a motivação e a retenção de talentos.
Abstract This study investigates the influence of soft skills, in the labor market, comparing the private retail sector and the public health sector. The choice of this topic reflects the growing recognition of the importance of these competencies in organizational development. The research was conducted based on a retail multinational, “Privado, Lda,” and a public hospital in the Lisbon region, where a lack of investment in behavioral development practices is evident. The study analyzes how technological evolution has impacted the development of new professional profiles and the variations in development practices between the sectors. The methodology adopted includes a case study, with a survey of 25 employees from each sector, to assess the value placed on soft skills, as well as the impact of leadership development policies and workplace satisfaction on motivation and talent retention. The results indicate that investment in training is positively correlated with talent retention, being more significant in the private sector (ρ = 0.657) compared to the public sector (ρ = 0.492). In the private sector, 43.11% of the variation in talent retention is explained by training, while in the public sector, this value is 24.19%. Additionally, investment in job satisfaction impacts employee commitment, with stronger correlations in the private sector (ρ = 0.629), while in the public sector, the correlation is low (ρ = 0.094). The impact of leadership and work-life balance is also noteworthy, with stronger correlations in the private sector (ρ = 0.820) compared to the public sector (ρ = 0.703). The results highlight that the private sector is more mature in terms of training methods and programs, emphasizing the importance of developing behavioral competencies to enhance motivation and talent retention.
Abstract This study investigates the influence of soft skills, in the labor market, comparing the private retail sector and the public health sector. The choice of this topic reflects the growing recognition of the importance of these competencies in organizational development. The research was conducted based on a retail multinational, “Privado, Lda,” and a public hospital in the Lisbon region, where a lack of investment in behavioral development practices is evident. The study analyzes how technological evolution has impacted the development of new professional profiles and the variations in development practices between the sectors. The methodology adopted includes a case study, with a survey of 25 employees from each sector, to assess the value placed on soft skills, as well as the impact of leadership development policies and workplace satisfaction on motivation and talent retention. The results indicate that investment in training is positively correlated with talent retention, being more significant in the private sector (ρ = 0.657) compared to the public sector (ρ = 0.492). In the private sector, 43.11% of the variation in talent retention is explained by training, while in the public sector, this value is 24.19%. Additionally, investment in job satisfaction impacts employee commitment, with stronger correlations in the private sector (ρ = 0.629), while in the public sector, the correlation is low (ρ = 0.094). The impact of leadership and work-life balance is also noteworthy, with stronger correlations in the private sector (ρ = 0.820) compared to the public sector (ρ = 0.703). The results highlight that the private sector is more mature in terms of training methods and programs, emphasizing the importance of developing behavioral competencies to enhance motivation and talent retention.
Description
Dissertação para obtenção do grau de Mestre em Engenharia e Gestão Industrial
Keywords
Soft-skills Desenvolvimento de competências Evolução de perfis de referência Gestão de recursos-humano Skills development Evolution of reference profiles Human resource management
Citation
LEITÃO, Bruno Diogo Dinis – Desenvolvimento de competências comportamentais e o impacto na gestão de empresas. Lisboa: Instituto Superior de Engenharia de Lisboa. 2024. Dissertação de Mestrado.