Program of management, performance, and organizational transformation: Evidence on innovation in human resource management at a federal university

Evidências sobre inovação na gestão de pessoas em uma universidade federal

Abstract

This article analyzes the influence of the Management and Performance Program (PGD) on the processes of organizational transformation and innovation in people management at a Brazilian federal university. The research is based on the premise that transformation in the public sector is not restricted to the adoption of new technologies, but involves cultural changes, redefinition of management practices and alignment between evaluation, leadership and incentives. From this perspective, the objective was to investigate how the Management and Performance Program (PGD) implemented at a federal university has contributed to the promotion of organizational transformations and the strengthening of innovation in people management. Methodologically, a mixed approach was adopted, with the application of questionnaires to technical-administrative employees, complemented by a qualitative analysis of open responses based on a documentary survey. The results indicate a high level of interest among civil servants in innovation and recognition of the potential of the PGD as a modernizing instrument. However, there are challenges related to bureaucracy, regulatory rigidity, lack of institutional recognition and the inadequacy of the traditional performance evaluation model to stimulate creativity and experimentation. It is concluded that the PGD represents a relevant vector of transformation, but its effectiveness depends on the integration between governance, organizational culture, leadership and development policies aimed at people management.  ​