Capacitação para a gestão da transferência tecnológica da Fiocruz: uma proposta baseada no desenvolvimento de competências individuais e coletivas

Abstract

The objective of this research was to subsidize the development of Fundação Oswaldo Cruz (Fiocruz) technological transfer management aiming to build individual and collective competences, having as scope the learning processes and the competences management system. It is a research about the management of technology transfer performed by Coordenação de Gestão Tecnológica (Gestec), which developed a decentralized technology management system, called Gestec-NIT System, that has Núcleos de Inovação Tecnológica (NITs) distributed by the heterogeneous units of Fiocruz. For the development of this research the case study was adopted, with a qualitative approach and descriptive nature, being the data collected through documentary research, observation and application of semistructured interviews with the managers of the system. The collected data were submitted to the inductive analysis of Thomas (2006). The results found allowed to evidence the process of Fiocruz managing technology transfer, through the use of intellectual property protection mechanisms, operates under the optics of offer and demand of technologies. In both cases the objective is to supply the Sistema Único de Saúde (SUS), increasing population access. The results showed that the managers' learning process occurs through experiential and reflexive learning, by confronting everyday demands, solving problems by trial and error, self-learning, collective interactions, including observational learning, when managers consult or observe individuals or institutions that experienced similar situations or problems. From these learning processes managers believe that they have developed competences to deal with technological management processes, articulating with all involved actors in technology transfers. For developing management technological transfer competences is recommended to institutionalize the training, which should be structured to meet the managers development demands and also to help them manage technology transfer intervenants existing in institution's environment. For this, the training should be structured: a) definition of training needs (competences, starting and arrival points); b) project and training planning (learning options, resources required and establishment of deadlines); c) execution of the training; d) evaluation of training results; e) monitoring.