O Processo de Inovação na Administração Pública: proposta de Sistema de Informações Gerenciais de Gestão de Pessoas na Universidade Federal do Pampa

Abstract

This dissertation aims to analyze the Information Systems (SI) in use, the indicators and management reports in force and the factors that influence the innovation process, in order to propose develop a Human Resources Information System (HRIS) at the Federal University of Pampa. The theoretical review sought to understand the principles of innovation in Public Administration, the human resources (HR) in these organizations and the characteristics of management information systems. The methodology approach was qualitative; the procedures were participant observation, documental analysis and interviews with managers. The results indicated the absence of an integrated system to manage people´s information; outdated, divergent, fragmented and overlapping databases; a lack of a systemic training process for users; a high degree of difficulty in maintaining the indicators and managerial reports, and a high degree of dependence of spreadsheets, in addition to the recurrent use of manual processing. Furthermore, the interviewees revealed that the IS in use did not fully meet the demands for data and information from GP, giving just a small contribution to manage the work team and to carry out the planning. The Content Analysis method demonstrated that the most cited potentialities for the adoption of the innovation proposed were the competence and familiarity of the Information Technology (IT) professionals and the workers predisposition to adopt the system due to recognized need, while the prominent barriers were the IT rank for demands, cultural organizational barriers and resistance to change (individual); among the benefits, the expectation of better/viable achievement of specific demands, and more agility of response; as well the features needed to incorporate the system were the unified platform, provide remote access and facility of use. The intervention proposal consolidated the managers' perception, resulting in a new System with two Modules: a) Management Indicators and b) Customization of Management Reports. In order to materialize them, it must be accompanied by a set of actions and guidelines clustered in an Institutional Project - among them the prediction of a pilot project, in order to practice the experimental approach; the communication plan, which forecast the awareness of top management in order to they support the prioritization, and sharing the proposal internally, including co-participation, in order to stimulate the acceptance. The process of development and implementation of the HRMS does not require additional costs. Therefore, the innovative initiative in UNIPAMPA must provide for HR managers and workers to be systematically equipped with a technological tool that provides reliable, relevant, accurate, consistent, up-to-date and shareable information, adequate support to the demands, the long-term, more transparent, technically-based and efficient strategies for people management.