Ações implementadas a partir do mapeamento de competências no setor de produção: o caso da CIA Iguaçu de Café Solúvel

Abstract

The present study aimed at identifying the implemented actions from the competency mapping in the production sector of Cia. Iguaçu de Café Solúvel. This company, located in Cornélio Procópio, north of Paraná, is one of the three most important Brazilian instant coffee manufacturers with a business profile in beverages and food sectors. In 1996 a program named General Plan of Labor Force (Plano Geral de Mão-de-Obra - PGMO) was implanted by the company, whose main objective was to make its labor force more flexible. This plan aims at the integration of the human resources management programs, which involve: recruitment and selection, training, development, evaluation and remuneration, through the reformation in the structure of current jobs positions in the company. However, the several existing activities in the productive process were identified and classified and the domains of the knowledge and skills needed to perform these activities were identified. In a second moment the employee’s competencies were identified through interviews. After that, a group of actions was defined to make these employees multifunctional. The themes presented in the theoretical reference approach the origin and evolution of the competency concept and definitions, positive and negative points and recurrent actions of the competency mapping. To reach the proposed objectives, both general and specifics, this research was classified as for its ends, as descriptive and as for its means as documental and a case study. For the data collecting and information, semi-structured interviews and consultation of the company documents were used. The semi-structured interviews were made with the PGMO’s team and with three production sector supervisors who took part in the whole process: competency mapping and actions implemented. Among the main actions that underscored were: the theoretical trainings, the trainings on the job, the formation of the training instructors on the job, the elaboration of work instructions and the Coffee School implementation. The research showed the need to make individual competence concept more clearly and widely inside the company and to add other techniques of evaluation to validate the information obtained in the interviews.