Poškienė, Eglė

Purpose – This study explores how line managers care for their subordinates by taking their individual needs into consideration during HRM implementation. Design/methodology/approach – An interpretive multi-case study approach, interviewing 2 HR managers, 12 line managers and 22 employeesfrom retail unitsin Lithuania, is used to explore line managers’ caring in HRM implementation. Findings – Line managers integrate caring with HRM implementation by: (a) getting to know their employees, voicing their needs, recognizing their strengths and encouraging their promotion and (b) modifying HRM practices to support employees’ needs. Practical implications – Linemanagers need not only to be provided with flexibility in HRM implementation to take care for their employees, but should be encouraged to utilize it. This motivates more active engagement in HRM implementation, resulting in HRM practice improvement and personalized satisfaction of employees’ needs. Originality/value – First, we contribute to the understanding of the HRM implementation process by showing that HRM implementation can be approached as an opportunity to adapt HRM practices to take care for employees. Next, we find that line managers’ caring behaviors contribute to their understanding of their dual managerial role in HRM implementation and caring for employees’ needs and well-being. We also extend the HRM implementation literature by showing that caring for employees’ needs is integrated into HRM practices, driving line managers’ active engagement in HRM implementation and practice modification. Finally, we find that to take care for employees, managers initiate tailor-made HR arrangements and engage in workforce differentiation.

Rezultatai: atrankos procesas 2013 m., įdiegus pakeitimus, tapo skaidresnis dėl atrankos proceso centralizavimo, t. y. nustatyto specialiųjų reikalavimų pretendentams suderinimo tarp įstaigos ir VTD, standartizuotos skelbimo apie konkursą ar pakaitinio valstybės tarnautojo atranką (toliau – PVTA) formos ir centralizuoto privalomo visų skelbimų viešinimo, pretendentų registravimosi ir viso atrankos proceso administravimo elektroninėje erdvėje, vienodo atrankos proceso nustatymo karjeros valstybės tarnautojams ir PVTA. Taip pat atrankos proceso skaidrumą didina objektyvesnis užsienio kalbos mokėjimo lygio nustatymas, profesionaliai centralizuotai administruojami BG ir VG. Vis dar iššūkiu išlieka atrankos proceso skaidrumo užtikrinimas valstybės tarnautojus atrenkančiose įstaigose decentralizuotame atrankos etape: pokalbio vedimo ir praktinių užduočių sudarymo funkciją pavedant atlikti konkursą organizuojančiai įstaigai, išlieka grėsmė dėl konkurso rezultatų objektyvumo ir skaidrumo; komisijos narių pretendento tinkamumo vertinimas balais nuo 0 iki 10 leidžia manipuliuoti skiriamais balais.