Personalo vadyba Lietuvos savivaldybėse: situacija, problemos, tobulinimo kryptys
Gruževskis, Boguslavas | Darbo gynimo komisijos pirmininkas / Thesis Defence Board Chairman |
Stankūnienė, Vladislava | Darbo gynimo komisijos narys / Thesis Defence Board Member |
Sudnickas, Tadas | Recenzentas / Rewiewer |
Dačiulytė, Rūta | Darbo gynimo komisijos narys / Thesis Defence Board Member |
Jagminas, Jonas | Darbo gynimo komisijos narys / Thesis Defence Board Member |
Gražulis, Vladimiras | Darbo gynimo komisijos narys / Thesis Defence Board Member |
Magistro baigiamajame darbe analizuojame personalo vadybos procesų – personalo poreikio planavimo, verbavimo, atrankos, veiklos vertinimo, mokymo ir kvalifikacijos kėlimo, motyvavimo ir atleidimo – vykdymą Lietuvos savivaldybėse (Ukmergės rajono savivaldybės atvejis). Atlikdami kokybinį tyrimą, siekiame įvertinti personalo vadybos situaciją savivaldybėje, nustatyti esmines problemas. Darbe siūlome galimus personalo vadybos problemų savivaldybėse sprendimo būdus.
Staff management in Lithuania's municipalities is a department which has been given little attention. There are a lot of literary sources and treatises about staff management in business management department; however it is hard to find both theoretical and practical analysis about the peculiarities of staff administration in municipalities. The tradition of staff management has not yet been established. The goal of this thesis is to explore the staff management situation in Lithuania's municipalities (as in the case of Municipality of Ukmerge District), to define main problems and to suggest trends of development. To reach this goal a qualitative research has been applied – half structured interview with the employees of Ukmerge District Municipality and with experts of the public sector. The results of the research suggest that the most problematic staff management issues in municipalities are motivation, planning of staff demand, and evaluation of official duties. Staff training and raising qualification are the best organized staff management elements in municipalities. The most effective means of staff recruitment is within the organization. Applying recruitment in higher educational institutions is a method least used in staff management in municipalities practice. Career opportunities, objective results evaluation of competence and official duties are the main motives stimulating municipalities' employees to raise qualifications; however individual employees' inspirations do not properly match the interests of the institution. Professional career as a motive has become more relevant; however career planning is lacking in municipalities. Lately staff management has been regarded as a solid system, therefore in pursuing maximum results separate departments of staff management must be combined.