Šiuolaikiškų personalo politikos nuostatų įgyvendinimas

ENThere are still not enough researches (both theoretical and practical) made concerning development in Lithuania. Rather different quality personnel strategy is needed especially having in mind labor market globalization. The strategy should be mostly focused on training, This is the only case when one can hope to sustain a certain level of compatibility and remain able to compete with labor force of other countries. This is the reason why the author is offering to formulate a different development strategy in Lithuanian companies. Employees’ and employers’ common forces and governmental aid are needed for reaching this goal. First of all, the author is offering qualitatively different development strategy concept, while naming it ‘development strategy oriented towards training’. Several views were taken while analyzing the strategy effects. First, when tasks are set while separating tasks oriented towards effectiveness increasing tasks and those oriented towards employee satisfaction increase. Second, when main development principles previously stated by Hull (1974) are being paraphrased by the author. The second part of the article the author is offering a way to implement a strategy focused on training in Lithuanian companies.One way is increasing motivation. The following conclusions were made after the research: 1) Personnel departments in Lithuania usually either do not have clearly stated tasks or these tasks are just mentioned in between other fields’ tasks; 2) Results for which personnel departments are responsible aie rarely stated; 3) Personnel department responsibility concerning personnel training are not stated either; 4) Not all company executives are concerned with their employees training. Another way is to implement such strategy is through personnel development organizational decisions. The following things are needed in this case: 1) Personnel training should be planned, i.e. employee must take a part in crating training plans himselffherself; 2) Most effective training opportunities must be selected with resources on hand; 3) Tests must be organized according to the strategy chosen; 4) Development effectiveness must be implemented according to reality and continuity principles. To summarize, it can be stated that in order to implement the strategy described above a positive opinion about it must be formulated beforehand. [From the publication]