Personalo valdymo paslaugų analizė Lietuvoje

• Lietuvių kalba / Lithuanian
• Anglų kalba / English

LTStraipsnyje pateikiami organizacijų, teikiančių personalo valdymo (sutr. PV) paslaugas Lietuvoje bei reklamuojančų savo veiklas internetiniuose puslapiuose, analizės rezultatai. Jie atspindi tokių organizacijų paslaugų pobūdį, jų išsivystymo lygį, naudojamų metodų įvairovę. Tai leidžia formuluoti prielaidas apie PV paslaugų pirkimo galimybes, norint organizacijose kokybiškai atlikti vieną ar kitą personalo veiklą ar priimti su tuo susijusį sprendimą. [Iš leidinio]Reikšminiai žodžiai: žmonių išteklių valdymas; Personalo valdymas; Personalo valdymo paslaugos; Human resource management (HRM); Personnel management; Human resource management services.

ENThe domination of small and medium-sized enterprises as well as the development level of HR activities in organizations has become the main consideration for managers in Lithuania who want to qualitatively perform HRM services or look for a related decision. There are many HRM service providers in Lithuania; however it is necessary to ascertain whether they can provide professional assistance and in what areas. So the object of the research presented in the article is HRM service providers in Lithuania while the aim is to identify and assess the possibilities of getting HRM services outside the organisation. Objectives of the research: 1) To identify HR activities proposed by the HRM service providers, trying to match the description and the purpose of the HRM services according to the definitions in Table 1. 2) To identify methods and procedures of HRM services proposed by the HRM service providers, assessing their diversity and up-to-date relevance. On the basis of special HRM literature, a list of methods and procedures used by HRM services providers has been created. Information for the research was collected via the websites of HRM service providers and was registered and processed with the help of the MS Excel program. Fifty HRM service providers were selected from the general set (120 HRM service providers) in accordance with the information they provide on their websites as well as the level of professional expertise they posses. Limitations of the research. Information on the websites is used to attract customers, so it can be assumed that the information about services and professional expertise can be inaccurate. Summarised information from the websites of the HRM service providers leads to the following conclusions.• HRM service providers reflect the prevailing attitude in Lithuanian organizations towards HRM activities - to provide the organization with appropriate amount of eligible and experienced personnel. HRM service providers offer to perform almost all necessary HRM activities except for HR planning. The most popular services offered by HRM service providers are the staffing of HRM outside the organization. • HRM service providers aim at giving practical advice about labour law, as well as preparing the appropriate regulating documentation for the personnel (hiring, dismissals, job/position rules and descriptions). • Buying of services concerning recruiting and selecting of appropriate candidates saves time for the organization as analyzing and systematizing of CVs, cover letters and other related documents is a big job. HRM service providers also prepare and publish job ads on their own websites as well as on other specialized websites or newspapers. • HRM service providers offer a wide range of traditional methods and procedures for selecting and testing of candidates: tests, interviews, verification of references, negotiations about work conditions etc. Most often they advertise services based on psychologists' competency. • HRM service providers offer a comprehensive evaluation selecting and appraising managers in the assessment centre. • Methods of performance appraisal such as 360 Degree Feedback or MBO are not widely used. Only a few HRM service providers offer preparing policies and procedures for performance appraisal. • HRM service providers suggest successful methods intended for orienting new employees in an organization. • Most of HRM service providers offer internal and external trainings focused on practical skills using traditional and innovative methods. But very few of them offer to develop procedures for HR training and development activity.• HRM service providers also suggest limited services for career management. Instead they prepare career plans for employees, whereas rarely offered services for managing dismissals are more developed and modern. HRM service providers in Lithuania offer the following activities concerning the reward for work and safety management: creation of direct financial incentives, motivation plans, analysis of organizational climate, managing of conflicts and work stress in the organization. [From the publication]