Personalo valdymas statutinėse valstybės institucijose

Management of personnel in statutory institutions of state Summary Key words Human resources, personnel management, statutory institution of state, pay, encouragement, motivation, career, activity evaluation, comparative analysis, empirical survey. This MA thesis is dealing with the personnel management D.L. e JR MP and in the police commissariat of the district of Utena. The biggest attention in the analysis of personnel management is drawn to utilization and maintenance of personnel, including such aspects as encouragement, activity evaluation, career prospects and wages of personnel. Statistics, provided with the Police Department and the Ministry of National Defence, show the decreasing number of personnel in the police and military institutions. Presumptions were made that the situation mentioned is conditioned by an inappropriate utilization and maintenance of personnel. The aim of this thesis is to analyse and compare the aspects of personnel management D.L. e JR MP and police commissariat of the district of Utena. The goals of this work are the following: 1) to identify and characterize the problems concerned with the topic of this paper, 2) to analyse internal factors which have influence on the personnel management, 3) to distinguish principles and methods of management, generalize their practical adaptability, 4) to formulate opportunities of perfection applicable to D.L. e JR MP and the police commissariat of the district of Utena, 5) and to present conclusions as well as suggestions to Department of Education and Doctrine of Lithuanian armed forces, referring to the literature analysed and results received. This MA thesis consists of introduction, theoretical part, practical part, conclusions and proposals. The theoretical part concerns with the influence of personnel management to institution and the management itself. The practical part contains a research of personnel management carried out in the institutions of the Armed Forces and the Police, made with the help of questionnaires. Conclusions confirm the hypothesis that poor wages, lack of encouragement, insufficient career and activity evaluation systems cause ineffective development as well as maintenance of personnel.