DETERMINANTS OF COLLECTIVE COMPETENCE DEVELOPMENT IN HUMAN RESOURCE MANAGEMENT

ABSTRACTThis article aims to identify the critical factors for the development of collective competences of the public servants in the human resource management area from Universidade Federal of Campina Grande (UFCG). To provide a theoretically understanding the phenomenon, we held a review of the literature on the concept, process, and individual and organizational factors associated with the development of collective competences. The study, qualitative in nature, was carried out with managers and servers of the Department of Human Resources Management (DHRM) from UFCG, through the realization of interviews and focal groups. The analysis of the results allowed the identification of eight determinants of collective competences development. Some factors identified represent limitations to competence development in the collective level and others facilitate this process. The absence of team unity is a limiting factor in the development of collective competence due to the fragmentation of activities and the lack of integration between the coordinators. From the results of the study, the research brings a theoretical and practical contribution to the public sector context. In relation to theoretical contribution, the study brings together the main approaches on the subject that oriented the proposed categorization in the results, enabling a broader analysis of the conceptual aspects and allowing for a critical evaluation of the dissemination of the National Policy of Personal Development. As a practical contribution, the study presents elements that can support a management project by competences in the social context of the research, as well as in other public institutions. Both the barriers identified and the determining factors of the collective competences, as described in this paper, can be useful in planning the deployment of a management system by competences, not only focusing on the individual, but also worried about the collective environment. Although the study has been carried out in a specific context (DHRM), of a specific university (UFCG), we believe that the results of this research can also characterize other institutional contexts, in relation to historical, cultural and social trajectory that is marked by legal provisions which guide strategic and operational decisions of human resource management in Federal Institutions of Higher Education (FIHE).摘要：本文旨在识别坎皮纳格兰德联邦大学（Universidade Federal of Campina Grande，UFCG）人力资源管理领域公职人员集体胜任力发展的关键影响因素。为从理论层面理解该研究现象，本文围绕集体胜任力发展的概念、演进过程及关联的个体与组织影响因素开展了系统性文献综述。本研究为定性研究，通过访谈与焦点小组座谈的方式，对UFCG人力资源管理系（Department of Human Resources Management，DHRM）的管理人员与公职人员进行了调研。对研究结果的分析共识别出八项集体胜任力发展的决定因素：其中部分因素对集体层面的胜任力发展构成制约，其余因素则对该进程起到促进作用。因活动碎片化且协调者间缺乏整合，团队凝聚力缺失是制约集体胜任力发展的核心限制性因素。本研究的结果兼具理论与实践层面的公共部门应用价值。在理论贡献维度，本文梳理了该主题的主流研究范式，以此为基础构建了研究结果中的分类框架，可进一步深化对相关概念内涵的系统性分析，并实现对《个人发展国家政策》（National Policy of Personal Development）推广落地情况的批判性评估。在实践贡献维度，本文提出的相关要素可支撑本研究所属社会场景及其他公共机构的胜任力管理项目落地。正如本文所述，集体胜任力发展的阻碍因素与决定因素均可用于规划胜任力管理体系的搭建与部署——此类规划不应仅聚焦于个体层面，更需兼顾集体发展环境。尽管本研究仅针对UFCG的人力资源管理系这一特定场景开展，但我们认为，鉴于联邦高等教育机构（Federal Institutions of Higher Education，FIHE）的人力资源管理战略与运营决策均受统一法律法规的规范，其历史、文化与社会发展轨迹具有共通性，因此本研究结果亦可适用于其他同类机构场景。