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.

Competition in the national labor market, which is strengthening as globalization and structural employment disproportions intensify, encourages domestic companies to seek reserves for more effective human resource management as the only competitive advantage that cannot be copied. The aim of the research is to develop a comprehensive methodology for assessing the effectiveness of HR management at bakery companies as employers of a Ukraine’s priority industry, which is based on the provisions of the new (first) international human capital accounting standard ISO 30414:2018 and is implemented using system-structural, abstract-logical methods, as well as those of multidimensional statistical analysis and visualization of empirical data. The developed methodology will allow to determine an integrated indicator for the effectiveness of HR-management, which simultaneously performs the functions of controller and navigator of strategic management decisions in this area.

One of the most significant managerial functions is motivating which leads to the implementation of the 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, which employ a specific group – academic teachers. The aim of the herein study was the identification of the factors which have an impact on the motivation of academic teachers employed in the higher education institution. The research was conducted with the questionnaire survey among the 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 possibilities, stability of employment, 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.

The article analyses volunteer human resources management in non-governmental organizations, i.e., interdisciplinary, covering a wide range of empirical research area. It contains research methodology and results of the study, which includes such activities as volunteers accounting and planning, recruitment, selection, adaptation and training, evaluation, motivation and leadership of volunteers. In Lithuania this phenomenon has been little studied from the managerial aspect, thus such analysis is timely and relevant both from scientific and practical point of view.

Šalies ekonomikai atsigaunant po krizės, daugelis pramonės įmonių susiduria su kvalifikuotų darbuotojų stygiumi ir tuo pat metu, statistika rodo, jog Lietuvoje sparčiai daugėja asmenų, įgijusių aukštojo mokslo diplomą, o po to stojančiųjų mokytis į profesines mokyklas, nes darbo rinkoje negali surasti darbo pagal įgytą universitetinį išsilavinimą. Tokie faktai, kai valstybėje dalis specialistų, įgijusių universitetinį išsilavinimą, tęsia mokslus profesinėse mokyklose, byloja, jog visuomeniniai ir asmeniniai resursai, įdėti į ankstesnį profesinį parengimą, labai smarkiai nuvertėja, o žmogiškasis kapitalas, lemiantis darbuotojų produktyvumą kuriant ekonomines vertybes, tampa ne visuomet efektyviai ir racionaliai panaudotas. Ieškant sprendimų, subalansuoti darbo rinkoje specialistų pasiūlą ir jų paklausą, racionaliai panaudoti turimą žmogiškąjį kapitalą, straipsnyje analizuojama įmonių, įstaigų bei švietimo organizacijų bendradarbiavimo būtinybė plėtojant pedagoginį profesinį orientavimą Lietuvoje bei pagrindžiama ūkio subjektų dalyvavimo būtinybė profesinio orientavimo veikloje.