In an increasingly volatile, uncertain, complex and ambiguous world (VUCA), people's management and development assume an unrivaled priority. Training and developing individuals, equipment, organizations and communities for increasingly demanding performance levels is one of the central challenges of the Revolution 4.0 and the current socio-political paradigm. It is in this context that the CEOS HR Research Group assumes as its mission to produce and disseminate technical-scientific knowledge of HR that translates into an effective improvement in the understanding and intervention of individual, organizational and societal phenomena in the workplace. The research is oriented towards results that support the real organizational decision making, the availability of resources and strategic tools for HR professionals, the adequacy of HR education and training and contribute for the continuous development of human resources social policies.
It is founded in this mission that this research group assumes an approach to the area of Human Resources (HR) knowledge expanded to its technical, political and strategic field and focused on both the management and development of people in the context of work. In this point of view, the HR group from CEOS concretizes its mission with research at different levels:
1) the individual level, research is carried out on the various factors associated with the subject in a perspective of profiles development and performance in the labor market. The employability, career management and individualized intervention in the HR are the main themes of this level;
2) the organizational level of the line studies the functioning of teams and organizations in order to identify predictive models to improve the performance, promoting processes and practices of strong impact on strategy and organizational results; and
3) the societal level of research assumes as an object of study the qualification and development of labor markets in communities, territories, economic sectors and professional groups.
1 – To identify variations that enhance the performance of people in the context of work;
2 - To contribute to the development of the skills of paradigm 4.0;
3 - To conceive models for the management and development of HR enhancers of effective professional performance;
4 - To promote efficiency, competitiveness, and sustainability of the labor market.