The article discusses applicability of the Balanced Scorecard to effective human resource management centred on supporting an organization’s strategy. It aims to present the design of BSC and the rules governing the integration of the HRM effectiveness evaluations into that system.

Straipsnyje analizuojami probleminiai žmogiškųjų išteklių valdymo paslaugų įmonėje metodologijos aspektai. Remiantis empirinio žmogiškųjų išteklių valdymo funkcijos tyrimo farmacijos kompanijų atstovybių Lietuvoje pavyzdžiu, pateikiamas žmogiškųjų išteklių valdymo funkcijos sudėties interpretavimas, aktualus organizuojant medicinos atstovų veiklą.

Šiame straipsnyje pristatomas tyrimas, kurio metu buvo siekiama nustatyti, kokie laimės darbe požymiai yra svarbiausi X, Y ir Z kartų darbuotojams Lietuvoje. Tyrimo rezultatai atskleidė skirtingų kartų laimės darbe lūkesčių skirtumus ir panašumus

Augant darbuotojų mobilumui, organizacijoms naudinga suvokti bei tinkamai organizuoti darbuotojų adaptacijos ir socializacijos procesus, kadangi adaptacijos proceso rezultatas – organizacijoje identifikavęsis asmuo, o socializacijos rodikliai yra neatsiejami nuo darbo užduočių įsisavinimo, darbo vaidmens suvokimo, socialinės integracijos bei organizacijos kultūros perpratimo. Šalies ir užsienio lygmeniu atlikta nemažai studijų siekiant ištirti šiuos procesus viešajame sektoriuje. Šiame straipsnyje statutinės organizacijos atvejis. Mokslinė problema – kokia yra darbuotojų adaptacijos ir socializacijos statutinėje organizacijoje praktika ir kokie veiksniai valdant šiuos procesus būtų reikšmingi, siekiant sumažinti darbuotojų kaitą? Tyrimo tikslas – identifikuoti naujų darbuotojų adaptacijos ir socializacijos specifiką statutinėje organizacijoje. Tyrimo metodika – išstudijavus mokslinius šaltinius, sukonstruotas tyrimo instrumentas, integruojantis esmines adaptacijos ir socializacijos procesų dedamąsias, bei ištirta darbuotojų adaptacija ir socializacija statutinėje organizacijoje išskiriant esminius veiksnius, lemiančius minėtų procesų sėkmę.

One of the most significant managerial functions is motivating which leads to the implementation of th particular organizational objectives, to shaping of engagement and loyalty of its members and, consequently, to the raising effectiveness of their actions. The properly constructed solutions in the area of employee motivating process may result in the several benefits for the organization, which is true also for the public institutions including the academic ones. The aim of the herein study was the identification of the factors which have an impact on the motivation of employees of the higher education institution. The research was conducted with the questionnaire survey among the non-academic employees of the University of Warmia and Mazury in Olsztyn, Poland. The conducted survey concludes that the motivation of employees is affected by various factors, mostly concerning the remuneration for work and also with the self-development possibilitities, interpersonal relations, and effective communication. It is vital and worth to use the knowledge about them for improving the quality and efficiency of the organization.

Motivating leads to implementation of particular organizational objectives, to shaping engagement and loyalty of its members and, consequently, to raising effectiveness of their actions. Properly constructed solutions in the area of employee motivating process may result in several benefits for an organization, which is also appropriate for public institutions, including the academic ones. The main goal of the research presented in this study was to assess factors shaping engagement of employees of the University of Warmia and Mazury in Olsztyn. The research aimed at achieving the goal was carried out using questionnaire method among the group of workers who were not the academic teachers. The conducted research confirmed that motivation and commitment of employees are influenced by a variety of factors in such areas as: attitude to work and organization, learning and development, relations with superiors, communication and cooperation, work organization and also rewarding and motivating. In the surveyed organization, the last of the indicated areas was rated the most critically, which indicates the need to improve solutions in the scope of the incentive system, with particular emphasis on the employee remuneration system.

The article aims to: 1) assess young people’s general perception of happiness at work; 2) identify their most important features of happiness at work; 3) highlight the impact of demographic factors on expectations. The results of the study revealed that the most important features of happiness for young people in Lithuania are as follows: communication with colleagues, independence in achieving one’s goals and matching the organizational activities with the employees’ values; whereas demographic factors do not affect the expectations of happiness at work.

Here the use of the Decalogue in business is analysed in order to solve its morality and ethical issue. The authors analyse the interpretations of the Decalogue by A. Meneghetti and J. Rubenis in the context of business. The authors conclude by saying that the interpretation of the Decalogue according A. Meneghetti is the right way to manage human resources in business.

Straipsnyje pateikiama darbuotojo afekcinio / emocinio pobūdžio įsipareigojimo organizacijai sąvoka vadybos moksle; apibrėžiami šio pobūdžio įsipareigojimą organizacijai sąlygojantys konceptualūs veiksniai; analizuojami faktorinės analizės rezultatai bei socialinių-demografinių, darbinių ir organizacinių kintamųjų poveikis darbuotojo afekciniam / emocinio pobūdžio įsipareigojimui organizacijai; atlikto empirinio tyrimo pasėkoje, pristatomas pagrįstas ir išplėstas darbuotojo afekcinio / emocinio pobūdžio įsipareigojimo organizacijai veiksnių sąsajas atspindintis klasifikatorius.

The role of NGOs has increased in the social sphere of Lithuania. Since the welfare state seeks to ensure the welfare of the citizens, it shares functions with NGOs. Human resource management in social NGOs is an important topic for social work, because those working and managing this NGO sector are often social workers. Therefore, it is important to understand how managers of social NGOs understand the management of human resources as they form expectations for future colleagues. The purpose of this article is to discuss the strategies for socialization of human resources in social non-governmental organizations. The results of a qualitative phenomenological study are presented. The study participants included 5 leaders of social NGOs that provided social work services. The data was collected using semi-structured interviews. For data examination, thematic analysis was applied. When discussing employee selection, the study participants primarily highlight the importance of education. The professional competences of the employees are the factor that determines whether the social services provided by social NGOs meet the quality expectations of both the manager and the entity purchasing the service. The study participants give considerable importance to the employee’s motivation and values during the selection process. It is also necessary to consider the fact that the head of the organizations dependent on the project funds believes that it is not always possible to provide the employee with the appropriate financial reward for the efforts made to accomplish the mission of the organization.