Análise da expectativa e do impacto de treinamento para desenvolvimento de liderança: O caso em uma empresa do agronegócio.

Abstract

The job market increasingly requires companies and professionals to develop skills. Many organizations, in order to meet these requirements, seek to structure training, development and education (TD&E) actions, aiming to invest in the development of employees. In this process of structuring TD&E, the evaluation of the training promoted and offered by the companies is highlighted, since the use of training evaluations related to the expectation and impact of the training, improvements can be made in the training programs, seeking learning and transferring the training. that has been learned for job performance. In this sense, this project proposed to evaluate and describe the expectation and the impact of the leadership development training, in the performance of the work of the leaders of an agribusiness company, based on the perception of the training participants and their immediate managers. The sample consisted of 34 employees, 23 of whom were leaders who participated in the training, who were admitted and / or promoted from the year 2017 until the date of the first stage of the training and 11 employees who are the immediate leaders of the participants. The heads of the training participants evaluated the impact of the training, but were not submitted to the training. For data collection, three scales validated in the Brazilian context were used: Expectation Scale in Relation to Training; SelfAssessment Scale for Work Training Impact and the Hetero-Assessment Scale for Work Training Impact. The participants' perception of the training expectation showed an overall average of 4.30 and a standard deviation of 0.36. The perception of self-assessment and hetero-assessment of the impact of training at work was positive both in the first stage and in the second stage of training, with an overall average between 4.06 to 4.22 and standard deviations from 0.28 to 0,38. There was no significant difference in self-assessment and heteroassessment and the results indicate that participants and managers perceived the impact of training on the development of work as high.