Résumés
Résumé
Il est reconnu que toute organisation qui souhaite se développer se doit d’évaluer ses employés afin de rester compétitive, de viser l’amélioration continue, de permettre le développement des compétences de ses individus, de retenir, de motiver et de mobiliser ses troupes. Toutefois, la littérature fait état du fait qu’actuellement, les systèmes et outils d’évaluation des compétences ne fonctionnent pas ou n’atteignent pas leur plein potentiel, car les organisations éprouvent souvent des problèmes majeurs dans leur élaboration, leur utilisation et leur gestion, rendant ainsi l’atteinte des objectifs de départ extrêmement difficile, voire impossible. Au terme d’une consultation où 57 chefs d’équipe de la fonction publique québécoise se sont prononcés, les constats vont dans le sens que le système d’évaluation multisource utilisé donne des retombées positives. En effet, ces chefs font état de 153 actions concrètes qui ont été entreprises à la suite de la réception de leur feedback, et ce, en vue de l’amélioration de leurs compétences puis de leur organisation. Une catégorisation de ces actions a été effectuée, jetant ainsi les bases de la recherche future dans le domaine de la gestion et du développement des compétences dans le secteur public.
Mots-clés :
- évaluation,
- feedback,
- compétences,
- gestion,
- multisource
Abstract
It is well recognized that any organization who wishes to develop must assess employees to remain competitive, aim at the continuous improvement, allow the development of the competencies, retain and motivate its forces. However, the literature states the fact that the systems and the evaluation tools of competencies do not reach their objectives or they do not reach their full potential because they experience major problems in their elaboration, use and management thus making the achievement of initial objectives extremely difficult or impossible. After a consultation where 57 leaders of the public administration of Quebec have responded, we notice that the system of multisource evaluation used gives positives effects, since 153 concrete actions were taken following the reception of their feedback in order to improve their competencies and the organization. A categorization of these actions was made, a primer in this domain.
Keywords:
- evaluation,
- feedback,
- competencies,
- management,
- multisource
Resumo
É reconhecido que toda a organização que deseja desenvolver-se deve avaliar os seus colaboradores para continuar competitiva, visar a melhoria contínua, permitir o desenvolvimento de competências dos indivíduos, reter, motivar e mobilizar as suas tropas. No entanto, a literatura confirma que, atualmente, os sistemas e instrumentos de avaliação de competências não funcionam ou não atingem o seu potencial, uma vez que as organizações experimentam grandes problemas na sua elaboração, utilização e gestão, o que torna muito difícil ou até impossível atingir os objetivos de partida. Na conclusão de uma consulta à qual 57 chefes de equipa da função pública do Quebeque responderam, constata-se que o sistema de avaliação multifontes utilizado tem efeitos positivos, na medida em que 153 ações concretas foram tomadas na sequência da receção do feedback no sentido da melhoria das suas competências e das da organização. Uma categorização destas ações foi realizada, lançando, assim, as bases da investigação futura no domínio da gestão e do desenvolvimento de competências no setor público.
Palavras chaves:
- avaliação,
- feedback,
- competências,
- gestão,
- multifontes
Parties annexes
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