quarta-feira, 18 de maio de 2011

Gestão estratégica

1 INTRODUCTION
The labor market is increasingly demanding and selective, is causing among professionals both a desire for better positioning against the fierce competition, a slight uncertainty about the near future and, consequently, a slight fear of being excluded from the best opportunities .
The insecurity and fear of these professionals can bring them to a passive behavior if they believe they should wait for the "fog down" to see if things improve. However, a constant and careful reflection on the course of their careers, may help them in order to accompany this marathon of growth around the world and embracing the new opportunities that in turn eventually turn into big challenges.
In a highly competitive space in which people and organizations are inserted, the qualities and skills of both sides of both professionals and the leaders of organizations, they become a major challenge in the aspect of effectiveness and efficiency of desired outcomes. Choosing the right job or career right is critical for a company that aims to establish success in the globalized world and that every day becomes a challenge for a company that always brings satisfaction.
The anchor of his career comes to be that opportunity to meet more of what particular employee may perform in their assigned role and intended to preserve the smooth running of the company where they must work together or directly with the Human Resources Manager who will be able to administer e team.
Therefore individual perspectives will be addressed in the career choices of an individual. Taking into account the importance of using and acquiring the technical and behavioral skills in a company.



2.0 DEVELOPMENT

With passing years many organizations have begun to worry about the improvement of their activities and become aware of the importance of breaking paradigms, so there was a need to analyze their models and management strategies for starting over and getting used to prepare its employees for possible changes in the organizational routine.
According to Elizabeth Oliver (2009, p. 3, 4)
"The concept of knowledge management emerged in the early 1990s, transforming itself into a business process, linked to business strategy encompassing learn organizational learning, corporate education, management skills and intellectual capital management."

We can conceptualize the composition of knowledge in a set of processes that govern the creation, dissemination of information both inside and outside the company.
Knowledge is composed of three distinct factors that need to be elucidated:
Data: A set of data about discrete events to be named, analyzed, thus serving to be studied to draw conclusions.
Information: data are organized, sorted and analyzed in a logical and meaningful to deliver basic understanding and analysis for decision making.
Communication: Is the process of exchanging information by individuals, through gestures, signs and sounds, images or symbols called messages.
Nonaka and Takeuchi (1997) classified knowledge into two types:
Tacitus: the combination of personal knowledge from the experience of each individual. You people in their emotions and values. It is obtained by experiment, but due to the subjective and intuitive nature makes it difficult to process and transmit
Explicit: It is the systematic knowledge, documented, accessible and transmittable in formal, systematic language thus expressing the form of numbers, text, graphics, among others. It is the formal knowledge contained in textbooks and the organizational norms.

2.1 PERSPECTIVES ON INDIVIDUAL CAREER MANAGEMENT

Through work experience through evaluations is that many professionals consider their success as an individual perspective to understanding career. Thus the second London and Stumph (cited Dutra 1996) make a resolution about the interesting career. Some points of its definition should be highlighted, for example, they call attention to the fact that the career is a sequence of positions the person who will occupy or work done throughout his life.
Aptly the same authors will say that the series unfolds in career stage, suffering the direct influence of needs, motives and expectations of both individual and the organization of society.
On one hand we have individuals considering careers through understanding and continuing evaluation of their professional experience and other organizations that we manage the careers through policies, procedures, decisions, which are linked to occupational space relating to the tasks and trusted positions.
A career in turn presents this dynamism, but also is influenced by socio-historical context. Social change them every day gaining speed as the participation of technology and globalization. The jobs disappear at the same time that others make the case that the proportions were noticed in the story of the Fantastic day since Sunday 24 April 2011, which highlighted the lack of pediatricians throughout Brazil, where many young people who were in the last period of medicine, did not want most opt ​​for a career as a pediatrician, and those who accepted the career of a pediatrician was quitting in less than six months due to persistent high load and journey work where they could not reconcile work and family life. What were underway in some areas reached 100 children attend daily.
In proportion to the sudden change in a career in search of a professional rise was beginning to emerge a demand for this profession, where she's in need of intellectual capital, is undoubtedly a very valued, arousing the interest of new professionals over a instead make the choice for social change from this year 2011.
The career management will provide a continuity of the quality of its processes, enabling individuals are better able to advance in the company's staff to the limits of their capabilities.
The career management can provide such a valuable contribution to this purpose in that respect, it can give employees of a company with a future perspective, all you see better, to the developer. People should always be motivated to believe that worthwhile work in the organization which disseminates such procedure.

2.2 THE IMPORTANCE OF technical and behavioral skills

The technical expertise represent deep knowledge in the methods, processes and procedures. They are required with more intensity managers to lower levels because they are dealing more directly with workers who perform the tasks. Upon the proposal of the company seeking to supply the need to plan, organize, plan and supervise the work done. We must seek training on the technical skills are executed according to your needs.
According to experts on the subject, if these skills are developed, the organization gains in quality and speed, service and gain the respect of internal and external users.
Technical competence is to keep the knowledge received in training, which can develop in professionals who have appropriate curriculum according to which the company will select. It is for professionals to keep updated and informed on their particular area.
In turn, the behavioral competence is acquired by the passing years, ie by the Professional Experience.
Is packed with social skills, we require appropriate attitudes of health professionals to give so with the daily.
It is essential curiosity, passion, intuition, reason and caution. Audacity, boldness, that are presented as factors that stimulate behavioral competence.
In an organization where they are needed much care, guidance, fine schedules, objectives, reliable, and beyond a set of standards for its employees to perform their technical skills in favor of it, they must have their conduct related to the benefit of the company, favorable than the individual expose their views, ideas, opinions about a particular subject or work that he has the mastery of techniques and skills that bear on their talent and knowledge in favor of obtaining the ability to change the environment .
In companies we could find people engaged in different activities, a range of actions, activities in various sectors, which in turn exert unblinking eyes, but can not have a good relationship with the company with good quality. Generally these people always treat others rudely, and always strive to get their thoughts and ideas accepted almost unanimously by the other professionals who are around you.
In recent news the Human Resources Manager shall submit his role brilliantly and simple, its role should be mitigated looking increasingly targeting its function is to manage people, making the person feel valued. The Human Resources Manager must use his range of varieties seeking the good of all, both the company and the employee, the manager must present complex, training people for leadership, motivating staff, and discover talents for the company's performance.

2.3 THE ROLE OF PROFESSIONAL HR TODAY

Turn has a big role in caring, advising the leaders the organizational climate works, implement training that make a team grow. Plays an important role in creating and maintaining the flow of personnel, with a focus on people and their continued ability of contribution that adds value to the organization because the search area of ​​human resources meet the demands, concerns and aspirations of employees, aiming to give them proper conditions to their jobs, which will result in an improvement of work performed.
Interacting more closely with people within the company, the HR professional becomes sensitive to both the setting and social context in which the organization operates, as the scene of the organization, and people who are part of it. Need to be both strategists and technicians, carrying out operational activities and also acting as a strategic business managers, both in thinking about immediate results in the long term, always presenting this characteristic and that care always obey and know how to manage the team seek to improve the timing and targets to be achieved.
The way of the HR Manager supports the strategic implementation where many times it is necessary to implement strategies of downsizing and restructuring to better address the situation of the company, but also opening doors and opportunities for many employees.
So the Human Resources Manager should deepen their knowledge, improve their techniques in the development of intellectual capital, to follow the trend and changing business. Professional in Human Resource Management presents this feature to be a new profession, but by no means a professional in the field should stop and say you know it all because we are constantly changing technology to better develop the labor market.

3.0 CONCLUSION

In the facts presented in the study are faced with the question that every employee needs to be made to the inventory from the perspective of analyzing their professional reality and he ends up becoming a fascinating instrument in the hands of fund managers that allows the management boldly and direct. The same inventory gives the employee the opportunity really, discovery and maturation of their careers.
In this thought a Human Resources manager who understands the situation and show, through actions of HR, results that add value to institutions, will surely be taking a step for change, aiming to expand its competitive advantage. This leads to questioning of the skills required of the professionals themselves, whether they are in the right profession or not.
However in this work and through the testing conducted by the inventory was the result achieved MANAGERIAL, according to a descriptive scale to each employee. This concept suggests that there is an initiative of influence, leadership, control and people at all levels, proceeding to the integration of their efforts, that is, reflects a central concern with the integration of efforts of others, the responsibility for the overall results and for the articulation of the different functions of an organization.
The Career Anchor brought us the opportunity to understand and question our real profession and with the points raised us to recognize that we are expressing the concern of the talents in the areas entrusted to us.
The competence of HR professionals and HR professionals of the future and the correct use of knowledge aimed at collectively the result of organization and that takes each professional question to what extent be applying knowledge in favor of the company. It is up to HR Manager oportunizar always the anchor of their careers in their working environment to bring the employee a healthy questioning where he can discover its features and deep identification with his career


REFERENCES


ANGELONI, Maria Teresa. Organizations Knowledge: infrastructure, people and technology. São Paulo: Saraiva 2002.

CRAWFORD, Richard. In the era of human capital: talent, intelligence and knowledge as economic forces, their impact on business and investment decisions. São Paulo: Atlas 1994

OLIVEIRA, Alice Elisete Zampronio Management of Intellectual Capital. Are
Paul Pearson Education, Brazil. 2009.
RICIERI, Marilúcia. Competence Management. São Paulo. Pearson Education, Brazil. 2009.
SILVIA, Luis Fernando Soares da; BRUNETTA, Nadia, Trends in Personnel Management. New York: Pearson Education, Brazil. 2009.
SILVIA, Mary Monica. Career Planning. New York: Pearson Education, Brazil. 2009.

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Aslan Almeida Filho

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toronto, Acre, Brazil
Uma pessoa simpática; gosto de fazer amizades; Fazer contatos profissionais. Superior em Gestão de Recursos Humanos. Atuando como Gerente Administrativo na Concessionária Yamaha. Motivador na Gestão de Pessoas. Planejamento estratégico e Orçamentário. Atribuições extracurriculares: ** Consultor em RH ** Recrutamento e Seleção de Pessoal ** Auditoria em RH ** Planejamento Estratégico ORganizacional ** Programador 5S