Viešojo sektoriaus reformos poveikis žmogiškųjų išteklių vadybai

LTViešojo administravimo raidoje įvyko svarbių pokyčių, tačiau jo studijos pradėtos XIX amžiuje, kai buvo paskelbta W. Wilson knyga „Administravimo studijos“. Ankstyvieji viešojo administravimo tyrėjai iš esmės buvo reformuotojai, tikėję decentralizuotos valdžios idėja. Daugiausia įtakos viešojo administravimo teorijų vystymuisi turėjo W. Wilson, F.W. Taylor ir M. Weber darbai. Remiantis šių mokslininkų darbais buvo suformuota tradicinė viešojo administravimo paradigma. Straipsnyje aptartas tradicinio viešojo administravimo ir naujosios viešosios vadybos modelių poveikis žmogiškųjų išteklių vadybai, kur teoriškai pagrįstas viešojo sektoriaus reformos poveikis žmogiškųjų išteklių vadybai pokyčių metu, atliekant mokslinės literatūros pirminių šaltinių ir kitų publikacijų studiją. Tradicinio modelio neatitikimas keliamiems reikalavimams, jo biurokratiškumas turėjo įtakos viešojo administravimo mokslininkams ieškoti naujų efektyvesnių modelių. [Iš leidinio]Reikšminiai žodžiai: Išteklių valdymas; Naujoji viešoji vadyba; Tradicinis viešasis administravimas; Žmogiškųjų; Žmogiškųjų išteklių valdymas; Administration; Human resources management; New public management; Traditional public; Traditional public administration.

ENEvolution of public administration has undergone significant changes but its studies were initiated in the XIX century, when the book by W. Wilson "The Study of Administration" was published. Early public administration researchers were generally the reformers who believed in the idea of the decentralized government. The most significant influence on the public administration theories development had the works of W. Wilson, F.W. Taylor and M. Weber. On the basis of those scientists’ work the traditional public administration paradigm was formed. Traditional model non-compliance with the raised requirements and its bureaucracy had an impact on public administration scholars to search for new, more efficient models. Both public and business sector organizations faced new challenges and priorities. In the field of agrarian sector national, regional and corporate economic interests had to be coordinated, where the need to provide all activities with the appropriate number of appropriately qualified employees has manifested itself. The need to increase organizational efficiency has emerged due to the new motivation to seek change and knowledge. Successfully functioning public institutions reject the bureaucratic management due to its rigidity, strict hierarchy, inexpedient use of public resources, avoiding of innovations and other reasons. Weber believed that the pervasion of bureaucratic system to all spheres of human activity is the only important development of the new world. It is obvious that many other scholars and practitioners contributed to the development of the field of public administration.However, there is not a single set of ideas agreed to by all those who contributed over the decades to the creation of the traditional public administration concept. As the human resources management gained popularity the traditional concept of public sector as a "model employer" began to change gradually. Fundamental changes linked to the public management reform which requires a substantial change in human resources management have been indicated by many scientists. The ongoing reforms in the public sector usually involve changes in the civil servants' recruitment, training, evaluation, promotion and dismissal system. Public management reform is a conscious change in the structures and processes of public sector organizations in order to make them function better (in a certain sense). In many Western European and North American countries, in New Zealand and Australia the last two decades of the twentieth century stood out for public sector reforms. Human resources management techniques developed in the private sector gave the opportunity to adapt them in many areas of the public management. These structural reforms have amended the context fundamentally and challenged the traditional role of the personnel function. The conducted analysis of various countries in order to summarize the role of personnel made it possible to establish the key reform objectives. After the reviewing of general public sector personnel reform features it may be said that every country has its own peculiarities. However, the reform development indicates some common features: job cuts, wage issues, personnel training and evaluation, efficiency. [From the publication]

• Politikos mokslai / Political sciences
• Vadyba / Management