{"id":7453,"date":"2023-03-30T22:00:39","date_gmt":"2023-03-30T22:00:39","guid":{"rendered":"https:\/\/sdo.co.mz\/?p=7453"},"modified":"2023-03-31T10:08:16","modified_gmt":"2023-03-31T10:08:16","slug":"a-formula-do-talento","status":"publish","type":"post","link":"https:\/\/sdo.co.mz\/en\/a-formula-do-talento\/","title":{"rendered":"A F\u00f3rmula do Talento"},"content":{"rendered":"
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Quase todos os Gestores concordam, de forma un\u00e2nime, que as pessoas s\u00e3o o activo mais importante das suas organiza\u00e7\u00f5es.<\/strong> Alguns possuem o entendimento mais profundo de que as pessoas s\u00e3o as organiza\u00e7\u00f5es.<\/strong> Mas est\u00e1 na hora de ir mais al\u00e9m. \u00c9 chegada a hora de reconhecer a import\u00e2ncia estrat\u00e9gica do Talento e tomar decis\u00f5es<\/strong>, no \u00e2mbito do planeamento estrat\u00e9gico da organiza\u00e7\u00e3o, que visam valorizar esse mesmo Talento e a sua contribui\u00e7\u00e3o.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\"As pessoas s\u00e3o o activo mais importante das suas organiza\u00e7\u00f5es. As pessoas s\u00e3o as organiza\u00e7\u00f5es\"\t\t\t<\/p>\n\t\t\t\t\t\t\t

\n\t\t\t\t\t\t\t\t\t\t\tVicente Sitoe<\/cite>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/blockquote>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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No \u00e2mbito deste planeamento estrat\u00e9gico virado para as pessoas, surge a necessidade de dar a defini\u00e7\u00e3o correcta, em n\u00fameros, do que \u00e9 um Talento. At\u00e9 h\u00e1 bem pouco tempo eram (e continuam sendo nalguns casos) considerados Talentos aqueles profissionais que, trabalhando horas a mais, extraordin\u00e1rias ou n\u00e3o, ultrapassavam as metas. Eram, principalmente, comerciais. E, nestes casos, o conceito \u201cTalento\u201d n\u00e3o costumava encontrar aplica\u00e7\u00e3o frequente nas fun\u00e7\u00f5es administrativas e de suporte.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\"...n\u00e3o basta \u201cbater as metas\u201d para ser considerado um Talento.\"\t\t\t<\/p>\n\t\t\t\t\t\t\t

\n\t\t\t\t\t\t\t\t\t\t\tVicente Sitoe<\/cite>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/blockquote>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Por\u00e9m, actualmente, n\u00e3o basta \u201cbater as metas\u201d para ser considerado um Talento. \u00c9 preciso reunir um conjunto de compet\u00eancias comportamentais ligadas aos valores da organiza\u00e7\u00e3o.<\/strong> E, tamb\u00e9m, n\u00e3o basta reunir estas compet\u00eancias comportamentais: \u00e9 preciso que o n\u00edvel de aptid\u00e3o de cada compet\u00eancia seja superior, em m\u00e9dia, a noventa e cinco porcento do valor de refer\u00eancia. Quando isto n\u00e3o \u00e9 observado, as promo\u00e7\u00f5es e os planos de sucess\u00e3o podem levar a organiza\u00e7\u00e3o a perder bons t\u00e9cnicos para ganhar p\u00e9ssimos l\u00edderes.<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Peguemos, por exemplo, a compet\u00eancia comportamental de \u201cTrabalho em Equipa\u201d, que \u00e9 comum em muitas organiza\u00e7\u00f5es. Se um profissional, que atinge cento e vinte por cento das suas metas, tiver esta e outras compet\u00eancias comportamentais avaliadas em dois (numa escala de cinco n\u00edveis de profici\u00eancia), claramente que n\u00e3o poder\u00e1 ser considerado um Talento. Mas, um outro profissional, que terminar as suas metas a noventa e cinco por cento, tiver uma avalia\u00e7\u00e3o de cinco na mesma compet\u00eancia de \u201ctrabalho em equipa\u201d, poder\u00e1 ser considerado um Talento, assumindo que tenha a mesma avalia\u00e7\u00e3o nas demais compet\u00eancias que perfazem o seu perfil de fun\u00e7\u00e3o e nos testes psicom\u00e9tricos.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Com base neste conceito, traduzido em valores num\u00e9ricos, algumas vezes avaliamos profissionais supostamente tidos como Talentos pelas suas chefias imediatas, mas que os resultados das avalia\u00e7\u00f5es comportamentais n\u00e3o sustentam esse t\u00edtulo. E, tamb\u00e9m, outras vezes avaliamos colaboradores com o potencial n\u00e3o realizado e confirmamos que, de facto, s\u00e3o Talentos e precisam de merecer a devida aten\u00e7\u00e3o nos planos de desenvolvimento.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\"A forma\u00e7\u00e3o contribui para o aumento da competitividade da organiza\u00e7\u00e3o.\"\t\t\t<\/p>\n\t\t\t\t\t\t\t

\n\t\t\t\t\t\t\t\t\t\t\tVicente Sitoe<\/cite>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/blockquote>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Feita esta identifica\u00e7\u00e3o dos Talentos, cumpre-nos sensibilizar as organiza\u00e7\u00f5es para o facto de que a gest\u00e3o de Talentos deve ser encarada como um compromisso estrat\u00e9gico e intr\u00ednseco das organiza\u00e7\u00f5es modernas<\/strong> e dos seus Gestores ao procurar atrair, desenvolver e reter profissionais distintos e \u00fanicos no mercado. A gest\u00e3o estrat\u00e9gica de pessoas olha n\u00e3o apenas para a parte administrativa, mas tamb\u00e9m se preocupa em formar e desenvolver as suas compet\u00eancias<\/strong> para que estes alcancem bons n\u00edveis de desempenho a favor da organiza\u00e7\u00e3o. A forma\u00e7\u00e3o contribui para o aumento da competitividade da organiza\u00e7\u00e3o.<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\"Vicente-Sitoe\"<\/a><\/figure>

Vicente Sitoe<\/a><\/h3>

Executive Director | Partner<\/p><\/div><\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

Quase todos os Gestores concordam, de forma un\u00e2nime, que as pessoas s\u00e3o o activo mais importante das suas organiza\u00e7\u00f5es. Alguns possuem o entendimento mais profundo de que as pessoas s\u00e3o as organiza\u00e7\u00f5es. Mas est\u00e1 na hora de ir mais al\u00e9m. \u00c9 chegada a hora de reconhecer a import\u00e2ncia estrat\u00e9gica do […]<\/p>\n","protected":false},"author":3,"featured_media":5733,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[42],"tags":[],"class_list":["post-7453","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-artigos"],"yoast_head":"\nA F\u00f3rmula do Talento - SDO Mo\u00e7ambique<\/title>\n<meta name=\"description\" content=\"Valorizar o Talento e a sua contribui\u00e7\u00e3o dentro das Organiza\u00e7\u00f5es, as pessoas s\u00e3o o seu activo mais importante. 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