Responsabilidade pela avaliação do desempenho do trabalhador e validação dos métodos tradicionais- um estudo do caso dos CFM-EP

Abstract

With the advent of important alterations in the objectives and goals of companies, concerned with the criterion of economic rationality and the transition to a market economy, the evaluation of the performance (of the job) of the human resources of companies, whether public or private, of the production of goods or the provision of services, has become mandatory, since this is required by the desirable business environment in an open economy context. Thus, transport and communications companies, and, in particular, Mozambique Railways, which has eloquently revealed (perhaps better than any other company) the advances and barriers derived from the government's strategic and geopolitical options over time, are gaining increasing prominence. The evaluation of performance in the field of human resources, in light of these transformations (including the change in its legal regime - from EE to EP) assumes a role not to be neglected. The company CFM-EP is currently undergoing a process of institutional reform and one of the basic components is the rationalization of its workforce, which has not been an easy process to manage within the administrative body. The present work generally aims to verify the application of performance evaluation, taking that evaluation as a new requirement of the current constraints embodied in a growing administrative, patrimonial and financial autonomy, this in turn recommended in the strategic plan of the Mozambique Railways. From a specific point of view, the intention is to demonstrate the waste that the company CFM-EP may be subject to by not adopting a periodic, systematic and methodological performance evaluation criterion, and to draw the attention of the company's administrators and managers to the relevance and opportunities of the workers' performance evaluation in order to achieve the objectives, business and individual goals.(TRADUÇÃO NOSSA)