Government reforms in Lithuania from chaotic stile are developing into the clearer strategy, oriented into European public administration cultural space. Reforms, impeded by historically formed bureaucracy traditions, could be įveiktos by wider using of human factor. In all levels (state, districts, municipalities) it would be acceptable sociological referendums, psychological training of public officers? valdininkų for reforms and their participating in reforms. Exceptionally meaning for cardinal public administration quality changes would have the practice of monitoring. The special place in it would be for government public administration services for consumer services. ; Lietuvos valstybingumo raida, jos gyventojų gyvenimo kokybės kilimo perspektyva nemažai priklauso nuo valstybės valdymo sistemos efektyvumo. Straipsnyje norima atskleisti dažnai ignoruojamo žmogaus veiksnio realias galimybes vykdant valstybės valdymo reformą. Siekiama apibūdinti istorikai susiformavusį pas mus biurokratizmo paveldą, pasiūlyti specifines, tačiau mūsų galimybes atitinkančias technologijas. Tyrimo objektas yra mūsų valstybės valdymo sistema. Vadovaujamasi sisteminės analizės metodu, pasitelkiami sociologinių tyrimų ir socialinio prognozavimo metodai.
Perfrazuojant žinomą vadybos klasiką, – norint pakeisti šalies gyvenimo kokybę, būtina pasiekti valstybės aukštos kokybės valdymą. Vienas iš labai svarbių valstybės aukštos valdymo kokybės garantų yra sistemos "valstybė – verslas" strateginis suderinamumas.
Straipsnio tikslas – apibrėžti svarbiausius valstybės ir verslo strateginio valdymo suderinamumo orientyrus. Jie atskleidžiami atlikus mokslinės literatūros šaltinių ir Lietuvos Respublikos vyriausybių veiklos programų analizę. Bandoma surasti atsakymą į klausimą, ar įmanomas vyriausybių veiklos programų etalonas (įvertinant tai, kad kiekvienos iš jų kūrimas yra kūrybinis procesas). Pateikiama įžvalga ateičiai, formuojant valstybės ir verslo plėtros strateginio suderinamumo modelį. Pagrindinė jo idėja – vyriausybės programa privaloma tvarka turi atsižvelgti į moksliniais tyrimais pagrįstą valstybės strategiją.
Šiuolaikinės ekonomikos vystymosi sąlygomis, kai žinios tampa dominuojančiu veiksniu ir auga specialiųjų žinių vaidmuo bei žmogiškojo kapitalo reikšmė, plečiasi informacinių technologijų galimybės, pastebima vadybinės veiklos sudėtingėjimo tendencija. Būtent tiems, kurie vykdo vadybinę veiklą, tenka esminė užduotis paversti žinias ir švietimą tiesiogine visuomenės produktyvumo jėga, tikruoju visuomenės ir jos ekonomikos kapitalu. Straipsnyje pateikiama aukščiausio lygio vadovų ir jų komandų samprata bei vaidmens svarba organizacijose. Pagrindinis dėmesys skiriamas aukščiausio lygio vadovų komandų teorinių ir empirinių tyrimų rezultatams, atskleidžiant šių komandų reikšmingumą įmonių veikloje žiniomis grindžiamos visuomenės iššūkių kontekste.Pagrindiniai žodžiai: žiniomis grindžiama visuomenė, aukščiausio lygio vadovai, aukščiausio lygio vadovų komanda.The role and impact of top management teams on organizations' performance in the context of knowledge-based society Vadimas Diska, Albinas Marčinskas SummaryThe most important issue in the article is how companies, because of great complexity and rather vague environmental conditions, knowledge-based society challenges, in order to stick to their position and gain competitive advantage, must be able to anticipate and react timely to external and internal environmental pressure and show an initiative to undergo changes. The nature of the organization's reaction and efficiency depends on the top management team characteristics, structure, and potency.The article analyzes the conception of top management teams, their particularity, and the role they play in the organization. It is stressed that considering the role and importance of top management team in an organization, the scientists of strategic management and other fields much attention devote to their performance investigation. In their opinion, the organization's top management team greatly impacts strategic trends and, therefore, is one of the main strategic resources (Castanias, Helfat, 1991; Michel, Hambrick, 1992; Finkelstein, Hambrick, 1996; Certo et al. 2006).The article stresses that the investigations of top management teams greatly developed in the 80's of the last century; they were based on the "upper echelon" theorical concept which illustrated different top management team aspects in the context of structure, decision making, and performance. In the previous "upper echelon" investigations, while analysing the possible links between a top management team demographic characteristics and different organization results, the organizational demography approach prevailed. The performed investigations confirm the existing link between top management teams and organizational performance which is very important under conditions of rapid environmental changes.The article presents the main trends revealed in the scientific literature on the top management teams: team resources, team processes, managing team performance, and personal integration into the task. Therefore, it is important to have a better understanding of how top management teams impact organizational performance, not only to indentify the demographic indexes, but also to evaluate team and individual processes which function in top management teams. The investigation review has revealed that top management teams impact the research which was based on the "upper echelon" theoretical concept, from the internal organizational level transcending to branch, country, international levels and encompassing different types of organizations – both in business and public sectors, and also organizations that are in different life cycle stages. On the basis of accomplished analysis, new problematic aspects of TMT have been revealed, which require more research.>
Personalo vadybos informacinės sistemos (PVIS)* atlieka vis didesnį vaidmenį personalo ugdyme ir vadyboje. Globalios rinkos ir stiprėjančios konkurencijos sąlygomis kyla naujų iššūkių, o informacinės sistemos, šių sistemų organizavimas, efektyvi sąveika su personalo ugdymo procesu tampa lemiamu personalo vadybos veiksniu. Informacinių sistemų galimybių ir vadovo gebėjimų sąveika lemia personalo ugdymo galimybes ir apribojimus. Straipsnio tikslas – atskleisti PVIS galimybes, raidos etapus, funkcijas ir apribojimus, nustatyti vadovo / vadybininko kompetencijas ugdyti personalą pasitelkiant PVIS, numatyti PVIS ir vadovo funkcionalius pasikeitimus globalioje žinių valdomoje ekonomikoje ir perspektyvas, išnagrinėti PVIS veikos modulius siekiant strateginių įmonės tikslų.Straipsnyje pateikiama PVIS charakteristika, nagrinėjamos galimybės ir apribojimai, aktualumas, sąsajos su personalo ugdymo procesu, vadovo kompetencijos ir PVIS sąveikos įtaka sėkmingai įmonės veiklai.Pagrindiniai žodžiai: personalo ugdymas, personalo informacinės sistemos, personalo vadybininkas, PVIS galimybė, PVIS apribojimai, PVIS veiklos praktika, PVIS ir vadovo sąveika.Information Systems and Personnel Management: Possibilities and LimitationsRimantas Lukoševičius, Albinas Marčinskas SummaryThe rapidly changing business reality actualizes the development of personnel information systems, adjusting them to training needs. Within the knowledge economy sector, this instrument becomes a factor of a company's strategic advantage. The information model of the personnel training system has to reflect strategic integration, information database management, communication and the compatibility of accounting systems, etc. It is emphasized that such model would function only when leaders of all levels are involved. The perspective of personnel information systems is influenced most by relations between the organization and its employee. Herewith the position of the leader is transformed within this system: from the executive to the client. Thereby, the importance of the human factor in maintaining the effective overall system performance is highlighted.pan>
A system of remuneration for work includes monetary relations, such as salaries of employees, hourly wage, premiums, various benefits and privileges provided to employees by the employer. On the analysis of the data published by the Government of Republic of Lithuania Statistical Department, the following trends of remuneration for work in Lithuania were disclosed: on permanent increase of the average remuneration for work in the country. the increase of the real remuneration for work is inconsiderable and in some years a decrease takes place; the number of employees working for the minimal remuneration that in Lithuania is much lower than in states of the European Union is increasing; other forms of remuneration for work are rarely used in addition to base remuneration.The trend of orientation of employers to saving funds at the expense of the remuneration for work to employees and formation of the image of a cheap manpower state with all corresponding consequences in sufficiently evident in Lithuania. ; Straipsnyje įvertinamos atlyginimo už darbą tendencijos, parodoma, kad viena iš svarbiausių atlyginimo formų - darbo užmokestis Lietuvoje, palyginti su kitomis pasaulio šalimis, yra labai mažas.
the system of property evaluation, though late, has institutionalized in the context of economic development. Because of objective and subjective reasons the system became one which temporarily included unacceptable elements. Western experience has not been taken into proper consideration.The project of the new system of assessing the qualifications of property evaluators was oriented towards gradual transition to the European model. A four - stage assessment system of property evaluators was established and it became an institutionalised supervisory body which could at the same time fulfil the functions of developing the whole system. However, owing to otirons opportunist behaviour the principles of specialization and education of property evaluators were not legalized. The new system lacks regulations and clear European orientation.The concept of developing the system of property evaluation can be based on its functionalism and adaptability. This can be achieved through a comprehensive analysis of the system and its environment and the consolidation of property evaluation monitoring. At the same time there must be a definite plan of the development of the system with all the necessary elements in order to ensure that the property evaluators education is informative and psychologically sound. The organizational model of the development under discussion is based on the principles of stage and component comprehensiveness as well as adequacy of lecture diversity and cooperation of trainees. ; Turto vertinimas - svarbi krašto ekonomikos plėtojimo prielaida, daranti įtaka per privatizavimo procesą ir mokesčių politiką. Galima teigti, kad tinkamas turto vertinimas yra svarbus mūsų valstybės turto gausinimo veiksnys. Tam reikia adekvačios turto vertinimo sistemos. Straipsnyje aptariamos turto vertinimo sistemos problemos, siūlomi galimi jos plėtros elementai ir principai.
Pastaraisiais metais vis labiau domimasi žinių ekonomikos ir žmogiškųjų išteklių1 valdymo sąsajomis, nes viena iš žinių ekonomikos kūrimo prielaidų yra unikalūs organizacijos žmogiškieji ištekliai, jų žinios, gebėjimai, praktinė patirtis ir kt. Tai reikalauja ženklių pokyčių ir kelia iššūkius žmogiškųjų išteklių tarnyboms: formuoti naują požiūrį į žmogiškųjų išteklių valdymą, transformuoti žmogiškųjų išteklių tarnybų vaidmenis ir funkcijas, ugdyti lyderystės gebėjimus, daugiau investuoti į žmogiškąjį kapitalą. Straipsnio tikslas – atskleisti, kaip Lietuvos įmonių žmogiškųjų išteklių tarnybos reaguoja į žinių ekonomikos iššūkius. Straipsnio autoriai analizuoja 92-iejų Lietuvos įmonių žmogiškųjų išteklių tarnybų 160 vadovų ir specialistų 2012 metų apklausos rezultatus. Tyrimas parodė, jog kuriant žiniomis grįstą ekonomiką žmogiškųjų išteklių tarnybų funkcijos darosi kiek įvairesnės. Deja, poslinkis nuo biurokratinių administracinių funkcijų prie lankstesnių, strateginių yra akivaizdžiai lėtas; tarnybos siekia, kad būtų pripažintas jų dalyvavimas vertės kūrimo grandinėje, o tam būtinas kompleksinis požiūris į lyderystės ir žmogiškojo kapitalo ugdymą.Pagrindiniai žodžiai: žinių ekonomika, žmogiškųjų išteklių valdymas, žmogiškųjų išteklių tarnybos, vaidmenys, funkcijos.Human resource management departments in the context of the knowledge economy challengesRima Česynienė, Albinas Marčinskas, Asta Stankevičienė The interest to the relationship between knowledge economy and human resource management (HRM) has increased over the recent years. In terms of the HRM functions, the rise of knowledge economy has had a major impact, with a considerable shift from HRM as a bureaucratic "personnel management" operation to the development of discrete HRM functions and roles. HR managers have a real possibility to become the highly valued business partners they always wanted to be. Knowledge economy has an impact on all traditional HR department functions (for example, traditional recruitment and selection practices can block knowledge sharing among the groups or departments in firms organised according to the functional principle) and leads to completely new activities (strategic HRM, change and transformation management, knowledge management, development of leadership skills, etc.). According to experts, in the knowledge economy the role of the HRM department needs to be expanded both within and outside the organisation. The purpose of the study was to explore which specific areas of HRM require major changes. The authors have modified the Gloet model and applied it in the research. The model consits of four areas which are crucial in supporting knowledge creation and dissamination: roles, participation in value creation, leadership competence, and learning. In order to find out the impact of the knowledge economy on these four areas, a quantative analysis based on the questionnaire method was conducted in 2012. The research embraced 92 companies and included 160 respondents. The companies were selected randomly, and the study was based on the snowball principle. The objective of the study was to find out the respondents' approach to the impact of knowledge economy on the HRM department functions, roles, leadership, and the development of human capital. Therefore, the respondents consisted of the heads of human resource departments, HR managers, etc. The research demonstrated that: 1) the shift of roles and functions from bureaucratic to strategic is slow; 2) the HR department should focus on value-adding activities through the company's workforce. However, understanding and managing value creation is a challenging task; 3) concerning leadership, there is a shortage of effective HR leaders in Lithuanian companies. The respondents ranged the personal characteristics of a leader according to the current "portfolio" of their administrative, bureaucratic functions; 4) despite the fact that learning is a pivotal aspect in the knowledge economy, the research has indicated a gap between the actual and the required investments in human capital development. The HR departments are facing these four challenges now and will face them in the near future.
Turto ir verslo vertintojo profesijos, turto ir verslo vertinimo veiklos istorija Lietuvoje artėja prie dvidešimties metų. Šios veiklos teisinio reguliavimo aktai turi penkiolikos metų ar kiek ilgesnę istoriją, kitusią kartu su vertinimo paslaugų plėtote. Kryptingo teisinio reguliavimo dalykai visada turi ir turės įtakos turto vertinimo veiklai, profesijos prestižui ir įvaizdžiui rinkos visuomenėje.
Straipsnio tikslas – apžvelgti Lietuvos turto vertintojų profesinės veiklos reglamentavimo ir teisinio reguliavimo principus, jų kaitą formuojant vertintojų profesinės parengties ir brandos dalykus. Analizuojant teisės aktų nuostatas, siekiama apibendrinti turimą publikacijų ir tyrimų medžiagą, pateikti įžvalgas ateičiai.
Perėjimo į informacijos amžių sąlygomis intelektiniai ištekliai tampa gerokai reikšmingesni nei fiziniai. Vadovai turi ne tik mokėti ugdyti žinias, auginti jas kaip kadaise kapitalą, bet ir mokėti vadovauti turintiems tas žinias darbuotojams. Todėl besivystančios žinių visuomenės sąlygomis vadybiniam darbui keliami nauji iššūkiai, o žinios tampa esminiu organizacijos ištekliumi. Straipsnyje pabrėžiamas žinių visuomenės koncepcijos aktualumas, jos plėtros sąsaja su kompetencija kaip esmine žmogiškojo kapitalo dedamąja. Remiantis Lietuvos verslo sektoriaus vadovų vadybinės kompetencijos tyrimo rezultatais, analizuojamos vadovų kompetencijos žinių visuomenės kontekste.Managerial Competences in the Context of Knowledge Society ChallengesDanuta Diskienė, Albinas Marčinskas, Asta Stankevičienė SummaryThe transformation to the information century implies the importance of escalating intellectual rather than physical recourses. Leaders ought to expand knowledge, raise it as capital, and have an ability to manage employees with such knowledge. Therefore, the conditions of developing knowledge society raise new challenges for management, and knowledge becomes an essential recourse of an organization. This article seeks to evaluate the managerial competences of leaders in the context of developing knowledge society. To this end, the article discusses various interpretations of the concept of knowledge society and the problems of managerial competence. This article invokes research results of leaders' managerial competence study in Lithuania's business sector. These results show that leaders do not posses adequate competence in all fields and are prepared only partially for the challenges of knowledge society. Therefore, formation of the national leaders' competence development programme oriented towards the topicality of knowledge society development is expedient./span>
In this article the authors aim to justify the structure of the strategic management model for rational economic development by evaluating the new challenges facing the national economy development. The use of the SWOT strategic planning tool is critically evaluated, and the benefits of a balanced economic expert analysis structure are substantiated. Based on the findings in this article, it is recommended that government action programmes be based on the national economic development strategy formed by independent experts and given approval by the Lithuanian Seimas (Parliament). Ūkio plėtotės strateginio valdymo modelis Santrauka.Straipsnyje, įvertinant naujus iššūkius nacionalinio ūkio plėtrai, siekiama pagrįsti racionalaus ūkiovystymo strateginio valdymo organizacinio modelio struktūrą. Kritiškai įvertinamas strateginės analizėsinstrumento SWOT naudojimas, pagrindžiama subalansuotos ūkio ekspertizės struktūra. Siūlomavyriausybių veiklos programose remtis nacionaline ūkio plėtros strategija, kurią formuoja nepriklausomi specialistai, įstatymais įtvirtina Lietuvos Respublikos Seimas. Reikšminiai žodžiai: strateginis ūkio vystymo valdymas, SWOT analizė, nepriklausomi ekspertai,organizacinis modelis. First published online:21 Oct 2010
In this article the authors aim to justify the structure of the strategic management model for rational economic development by evaluating the new challenges facing the national economy development. The use of the SWOT strategic planning tool is critically evaluated, and the benefits of a balanced economic expert analysis structure are substantiated. Based on the findings in this article, it is recommended that government action programmes be based on the national economic development strategy formed by independent experts and given approval by the Lithuanian Seimas (Parliament). Santrauka Straipsnyje, įvertinant naujus iššūkius nacionalinio ūkio plėtrai, siekiama pagrįsti racionalaus ūkiovystymo strateginio valdymo organizacinio modelio struktūrą. Kritiškai įvertinamas strateginės analizėsinstrumento SWOT naudojimas, pagrindžiama subalansuotos ūkio ekspertizės struktūra. Siūlomavyriausybių veiklos programose remtis nacionaline ūkio plėtros strategija, kurią formuoja nepriklausomi specialistai, įstatymais įtvirtina Lietuvos Respublikos Seimas. First published online:21 Oct 2010 Reikšminiai žodžiai: strateginis ūkio vystymo valdymas, SWOT analizė, nepriklausomi ekspertai,organizacinis modelis.
In this article the authors aim to justify the structure of the strategic management model for rational economic development by evaluating the new challenges facing the national economy development. The use of the SWOT strategic planning tool is critically evaluated, and the benefits of a balanced economic expert analysis structure are substantiated. Based on the findings in this article, it is recommended that government action programmes be based on the national economic development strategy formed by independent experts and given approval by the Lithuanian Seimas (Parliament).
Economic transformation and globalization not only bring changes but also emphasize the significance of the quality of strategic planning. One of the most valuable factors of the state's strategic planning remains to be its determination. A short historical period of the independent state functioning failed to provide conditions for an integral performance of the state's strategic planning entity elements. Only in the year 2002 the strategy of the sustainable development of economy was launched. Conversely, by present, the structure of the state performance programmes has become definite. In any case, however, the necessity of the presence of an independent national strategic research centre is imminent. The key aspect in the process of state's strategic planning is an immaculate application of SWOT analysis, which relates, in the first place, to the harmonization of insights of the experts performing this analysis. It is purposeful establishing expert groups to evaluate their different relationship in the context of state's governing functions. The first expert group could form (and likely be interested in) internal strategic insights, i.e. civil servants of the state's governance structures, whereas the second group of experts, being more distracted, could present a more scientific background. And lastly, the experience of foreign counterparts involved in the related spheres of their countries would be beneficial. It would allow the possibility to create a completed rather than fragmented comparative basis. Every single aspect of state's economic development necessitates a methodologically finalized strategic context. It is very important to legally define the subject of state's strategic planning, the focus of which is the government. The government, however, remains liable for the independent arrangement of the state's strategic documents. The Seimas, in its turn, seeks harmonization between the state's development strategy and the government programme.
Economic transformation and globalization not only bring changes but also emphasize the significance of the quality of strategic planning. One of the most valuable factors of the state's strategic planning remains to be its determination. A short historical period of the independent state functioning failed to provide conditions for an integral performance of the state's strategic planning entity elements. Only in the year 2002 the strategy of the sustainable development of economy was launched. Conversely, by present, the structure of the state performance programmes has become definite. In any case, however, the necessity of the presence of an independent national strategic research centre is imminent. The key aspect in the process of state's strategic planning is an immaculate application of SWOT analysis, which relates, in the first place, to the harmonization of insights of the experts performing this analysis. It is purposeful establishing expert groups to evaluate their different relationship in the context of state's governing functions. The first expert group could form (and likely be interested in) internal strategic insights, i.e. civil servants of the state's governance structures, whereas the second group of experts, being more distracted, could present a more scientific background. And lastly, the experience of foreign counterparts involved in the related spheres of their countries would be beneficial. It would allow the possibility to create a completed rather than fragmented comparative basis. Every single aspect of state's economic development necessitates a methodologically finalized strategic context. It is very important to legally define the subject of state's strategic planning, the focus of which is the government. The government, however, remains liable for the independent arrangement of the state's strategic documents. The Seimas, in its turn, seeks harmonization between the state's development strategy and the government programme.
In this article the authors aim to justify the structure of the strategic management model for rational economic development by evaluating the new challenges facing the national economy development. The use of the SWOT strategic planning tool is critically evaluated, and the benefits of a balanced economic expert analysis structure are substantiated. Based on the findings in this article, it is recommended that government action programmes be based on the national economic development strategy formed by independent experts and given approval by the Lithuanian Seimas (Parliament).
