Darbuotojų motyvacijos ir lojalumo stiprinimas plėtojant kompetencijas

LTStraipsnio autorių vykdomi tyrimai patvirtina kai kurių specialistų teiginius, kad dažnas darbuotojas ne visada turi realių galimybių tobulinti savo kompetenciją pagal keliamus reikalavimus, nėra orientuotas į kokybę ir rezultatą. Tokia situacija lemia mažėjantį visuomenės pasitikėjimą viešajame sektoriuje dirbančiais darbuotojais, smunka valstybės tarnautojo profesijos prestižas. Straipsnyje aptariamos kai kuriose ES šalyse sėkmingai taikomos kompetencijų modelio praktikos, orientuotos į darbuotojų kompetencijų plėtrą, stiprinančios darbuotojų motyvaciją ir lojalumą. [Iš leidinio]Reikšminiai žodžiai: Darbuotojų motyvacija; Darbuotojų motyvacija, žmogiškųjų išteklių valdymas, kompetencija, kompetencijų modelis; Kompetencija; Kompetencijų modelis; Lojalumas; Žmogiškųjų išteklių valdymas; Competence; Competency model; Competency model, employee motivation, loyalty; Employee motivation; Human resource management; Human resource management, competence,; Loyalty.

EN[...] With the aim to evaluate the tendencies of the possibilities of employees to develop through the expansion of their work competency in Lithuanian organizations, by means of a survey conducted from 2009 to 2013, the opinions of 897 respondents, representing the public sector, academic and business community were collected. The respondents were presented with a questionnaire containing blocks of questions reflecting the employees' position on the possibilities to develop, their motivational needs, the manager's efforts to develop employees, and the respondents' opinion on the spheres to be developed with the aim of improving human resource management. The obtained results clearly show that almost two-thirds of the respondents are basically motivated by their development when seeking higher competency, constant development of new needs, the possibilities to express their abilities, and the way in which managers evaluate their performance. This situation definitely has a negative impact on employee motivation and does not create a long-term commitment, because the complicated process of joining the activity of the institution, unsatisfied need to develop, and little possibilities to express oneself, force the employee to change the workplace. This article draws the conclusions that in Lithuania the scientific concept of competency management (model) is not yet clear and little fragmentary research has been conducted, thus taking into consideration the good practice of foreign countries and the flaws in human resource management in Lithuanian organizations, it is strongly advised to consistently apply competency management (model) in the organizational practice. [From the publication]