In the current context of public service, where various efforts are being made to adopt
strategic people management, the use of people management indicators is important for
monitoring and evaluating organizational activities. This allows for assessing the
effectiveness of implemented policies and practices to address problems and identify progress
or needs for change. Thus, this study aimed analyze how the people management indicators of
the Federal University of Tocantins have been implemented and evolved over recent years, in
order to propose actions to improve workforce management practices at the institution. The
research method employed was a case study using a qualitative-quantitative approach,
utilizing both primary and secondary data to investigate the use and Evolution of these
indicators. The results identified that the implementation of people management indicators
aligns with the institution's Institutional Development Plan, establishing metrics linked to
strategic and tactical plans to measure the outcomes of people management policies and
practices. It was also observed that the main challenges in using these instruments include
lack of time and human resources, insufficient development of an evaluation culture, and
strong managerial focus on measuring practices related to employee well-being and retention.
Regarding the the indicators analysis, the institution has shown positive evolution in
enhancing evaluated by TCU, with prospects for further improvement considering the various
actions already implemented or planned to enhance people management governance indices.
Regarding sickness absence indicators, results indicated gradual evolution, with higher rates
among TAE, women, and those aged 30-49, primarily due to mental and behavioral disorders
(CID F) causing these absences. Turnover and retention indicators also showed gradual
Evolution, among TAE category have decreased over the years. Turnover rates were higher
among employees with less tenure, with women showing higher turnover rates due to reasons
such as relocation and career changes. A limitation of the study was the limited number of
interviews, restricting the scope of analysis. Future research could include comparative and
longitudinal studies to track the evolution of these indicators and compare practices across
other organizations, as well as investigate prevailing causes of sickness absence rates in
women and environmental and organizational factors which may influence the high incidente
of mental and behavioral disorders among the institutions employees.
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