A Gestão Estratégica dos Recursos Humanos nas Autarquias Locais: estudo de caso na Câmara Municipal de Cantanhede

Os Recursos Humanos são fundamentais para o prosseguimento da missão e dos objetivos de qualquer organização. A Gestão Estratégica dos Recursos Humanos, permite que uma organização alcance os seus objetivos, através do aumento da probabilidade de realização dos mesmos. Esta lógica de Gestão dos Recursos Humanos, revela-se como uma promessa explícita de eficácia organizacional, que pode ser alcançada pelo desenvolvimento do conjunto de práticas de RH internamente consistentes e adequadas aos contextos organizacionais. O concretizar de uma Gestão Estratégica dos Recursos Humanos nas organizações da Administração Pública, considerando a complexidade humana e o valor inerente, é uma via para o desenvolvimento a todos os níveis. Nas Câmaras Municipais, enquanto órgãos executivos de uma das formas de Autarquias Locais que é o Município, a Gestão Estratégica dos Recursos Humanos torna-se um investimento necessário para a melhoria contínua na prestação de serviços públicos. Isso, tendo em conta que a descentralização de competências da Administração Pública Central, para as Autarquias Locais, acarreta um aumento de responsabilidades e requer maior capacidade de resposta às demandas sociais. É no contexto da Administração Pública, em particular das Autarquias Locais, que se realiza o estudo de caso na Câmara Municipal de Cantanhede. O objetivo desta investigação é compreender a dinâmica do sector dos Recursos Humanos nas Autarquias Locais, sob a perspetiva da Gestão Estratégica dos Recursos Humanos, e perceber a importância que esta tem no desempenho global dessas organizações. O tipo de pesquisa que se materializa é qualitativo e exploratório, com a realização de observação direta, análise documental e entrevistas semiestruturadas. Verifica-se com este estudo, que é preocupação da Câmara Municipal de Cantanhede e do sector dos Recursos Humanos, desenvolver procedimentos estratégicos de Gestão dos Recursos Humanos. Apesar de ser um processo limitado pelos problemas relativos à atualização das carreiras, baixa remuneração, ausência de compensações e prémio de desempenho. Para que a Gestão Estratégica dos Recursos Humanos tenha efetivamente campo de ação, é preciso que a Gestão dos Recursos Humanos seja desmistificada enquanto conceito e experienciada de forma expressiva nas Autarquias Locais, em conjunto com o reforço da autonomia dessas organizações. / Human Resources are fundamental for the pursuit of the mission and goals of any organization. The Strategic Management of Human Resources allows an organization to achieve its objectives by increasing the probability of achieving them. This Human Resource Management logic is an explicit promise of organizational effectiveness that can be achieved by developing a set of HR practices that are internally consistent and appropriate to organizational contexts. The realization of a Strategic Management of Human Resources in Public Administration organizations, considering the human complexity and the inherent value, is a way for development at all levels. In the Municipal Councils, as an executive bodies of one of the forms of Local Authorities that is the Municipality, the Strategic Management of Human Resources becomes a necessary investment for the continuous improvement in the provision of public services. This, taking into account that the decentralization of competences of the Central Public Administration, for Local Authorities, entails an increase in responsibilities and requires greater capacity to respond to social demands. It is in the context of the Public Administration, in particular the Local Authorities, that the case study is carried out in Cantanhede Town Hall. The objective of this research is to understand the dynamics of the Human Resources sector in Local Authorities, from the perspective of the Strategic Management of Human Resources, and realize the importance it has in the overall performance of these organizations. The type of research that materializes is qualitative and exploratory, with direct observation, documental analysis and semi-structured interviews. It is verified with this study, that is concern of the Cantanhede Town Hall and of the Human Resources sector to develop strategic human resources management procedures. Although it is a process limited by the problems related to the updating of the careers, low remuneration, absence of compensations and performance bonus. In order for the Strategic Management of Human Resources to have an effective field of action, it is necessary that the Human Resources Management be demystified as a concept and experienced in an expressive way in Local Authorities, together with the reinforcement of the autonomy of these organizations

Strategies for Controlled Placement of Nanoscale Building Blocks

The capability of placing individual nanoscale building blocks on exact substrate locations in a controlled manner is one of the key requirements to realize future electronic, optical, and magnetic devices and sensors that are composed of such blocks. This article reviews some important advances in the strategies for controlled placement of nanoscale building blocks. In particular, we will overview template assisted placement that utilizes physical, molecular, or electrostatic templates, DNA-programmed assembly, placement using dielectrophoresis, approaches for non-close-packed assembly of spherical particles, and recent development of focused placement schemes including electrostatic funneling, focused placement via molecular gradient patterns, electrodynamic focusing of charged aerosols, and others

Performance of reconstruction and identification of τ leptons decaying to hadrons and vτ in pp collisions at √s=13 TeV

The algorithm developed by the CMS Collaboration to reconstruct and identify τ leptons produced in proton-proton collisions at √s=7 and 8 TeV, via their decays to hadrons and a neutrino, has been significantly improved. The changes include a revised reconstruction of π⁰ candidates, and improvements in multivariate discriminants to separate τ leptons from jets and electrons. The algorithm is extended to reconstruct τ leptons in highly Lorentz-boosted pair production, and in the high-level trigger. The performance of the algorithm is studied using proton-proton collisions recorded during 2016 at √s=13 TeV, corresponding to an integrated luminosity of 35.9 fb¯¹. The performance is evaluated in terms of the efficiency for a genuine τ lepton to pass the identification criteria and of the probabilities for jets, electrons, and muons to be misidentified as τ leptons. The results are found to be very close to those expected from Monte Carlo simulation

A search for pair production of new light bosons decaying into muons in proton-proton collisions at 13 TeV

A search for new light bosons decaying into muon pairs is presented using a data sample corresponding to an integrated luminosity of 35.9fb−1 of proton-proton collisions at a center-of-mass energy √s=13TeV, collected with the CMS detector at the CERN LHC. The search is model independent, only requiring the pair production of a new light boson and its subsequent decay to a pair of muons. No significant deviation from the predicted background is observed. A model independent limit is set on the product of the production cross section times branching fraction to dimuons squared times acceptance as a function of new light boson mass. This limit varies between 0.15 and 0.39 fb over a range of new light boson masses from 0.25 to 8.5 GeV. It is then interpreted in the context of the next-to-minimal supersymmetric standard model and a dark supersymmetry model that allows for nonnegligible light boson lifetimes. In both cases, there is significant improvement over previously published limits