Please use this identifier to cite or link to this item:https://hdl.handle.net/20.500.12259/34182
Type of publication: Straipsnis / Article
Author(s): Nazelskis, Eugenijus
Title: Profesinio informavimo ir konsultavimo priemonių taikymas darbuotojų kaitai mažinti
Other Title: Application of measures of vocational information and counselling in reducing staff turnover
Is part of: Profesinis rengimas: tyrimai ir realijos, 2010, nr. 19, p. 116-130
Date: 2010
Keywords: Profesinis orientavimas;Vocational guidance;Profesinis informavimas;Konsultavimas;Darbuotojų kaita;Žmonių išteklių vadyba;Vocational information;Counselling;Human resource managment
Abstract: Straipsnyje nagrinėjama profesinio orientavimo objekto išplėtimo galimybės ir perspektyvos siekiant pritaikyti profesinį orientavimą žmonių išteklių vadybos praktikoje. Analizuojami atliktų taikomųjų tyrimų rezultatai, atskleidžiantys profesinio orientavimo pritaikymą įmonėse, įstaigose, organizacijose darbuotojų kaitai mažinti, jų perkvalifikavimui, kvalifikacijos tobulinimui ir tęstiniam profesiniam mokymui.
The article analyses the potential impact of vocational guidance to the turnover of human resources in enterprises. The rationale of this paper is a lack of theoretical research and empirical evidence on how vocational guidance and related tools can help to sustain and stabilise the extensive turnover of the workforce and its detrimental influence upon the performance of enterprises. The aim of this paper is to disclose how the methods and tools of vocational guidance can be used for the stabilisation of extensive workforce turnover. The author analyses the origins and driving forces of the extensive workforce turnover discerning its specificities in Lithuanian enterprises. Afterwards the outcomes of the empirical research into the reasons of extensive workforce turnover and the application of vocational guidance for the stabilisation of this process are also presented and analysed. The research results indicate that the main reasons of the extensive workforce turnover in Lithuania are socioeconomic, but one of the most important factors, which does not permit to overcome this problem, is the lack of trust and social dialogue between the employers and employees or their represented organisations. Another important finding of the research is that systemic and comprehensive application of vocational guidance measures in human resource management of the enterprise essentially eliminates the extensive workforce turnover by tackling its core reasons.
Internet: https://eltalpykla.vdu.lt/1/34182
https://hdl.handle.net/20.500.12259/34182
Appears in Collections:Profesinis rengimas: tyrimai ir realijos 2010, nr. 19

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