Studijų aplinkos personalo veiklos vertinimo kryptingumas kuriant personalo veiklos vertinimo sistemą aukštojoje mokykloje

LTStraipsnyje pristatoma 2008-2009 m. Šiaulių universitete atlikto kompleksinio tyrimo, kuriuo buvo siekiama identifikuoti aukštojoje mokykloje taikomas vertinimo sistemas arba jų užuomazgas, išsiaiškinti studijų aplinkos darbuotojų nuomonę apie tokios vertinimo sistemos taikymo tikslus ir galimybes, rezultatai. Išanalizavus institucijoje veikiančius dokumentus, konstatuoti studijas organizuojančio ir aptarnaujančio personalo fragmentiški veiklos vertinimo atvejai ir palankios galimybės kurti sistemą. Išsiaiškinus darbuotojų nuomonę apie jų pačių ir jų veiklos vertinimo tikslus, turinį, vertintojus, periodiškumą, buvo modeliuotos jau šiandien taikytinos vertinimo sistemos. [Iš leidinio]Reikšminiai žodžiai: žmogiškųjų išteklių vertinimas; Vertinimo tikslai; Vertinimo metodai; žmogiškųjų ištekliųvertinimas viešajame sektoriuje; Evaluation of human resources; Goals of evaluation; Methods of evaluation; Evaluation of human resources in in public sector; Žmogiškųjų išteklių vertinimas; žmogiškųjų išteklių vertinimas viešajame sektoriuje.; Evaluation of human resources in in public sector.

ENThe article presents the results of a complex research carried out at Šiauliai University in 2008-2009, the aim of which was to assess the evaluation systems or their origin applied in the higher education school, find out the opinions of study environment employees about the objectives and possibilities of such evaluation system. Analysis of the documents of the institution, showed that there are fragmentary cases of activity evaluation of the personnel organizing and administering studies. Possibilities of developing a system were revealed. After the research into the employees' opinions about the aims of their and their evaluation, content, assessors, periodicity, the evaluation system currently applied at the University activities was developed. The main aim of evaluation, according to the employees organizing and administering studies (71,3%), focuses purposeful training, objective distribution of payment (bonus) according to work results (64%). The data of the research showed that the employees in study environment expect more serious evaluation of their personal competences (47,8%), a level of work performance, a possibility of promotion (40,4%). The evaluators, according to the employees, could be their executives, colleagues or a committee of specialists, independent experts. In such a way the employees evince their high competences, a wish to be evaluated. When the aims of evaluation stressed by the employees (purposeful training, objective distribution of payment) and present evaluation methods (evaluation discursion, critical incidents method as well as comparison of work results with the standards set) were related, the systems which could be applied the at University have been modeled. [From the publication]