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The main aim of the paper is to explore the theoretical aspects of functional analysis on purpose to identify the essence of functional analysis in public sector. This objective was chosen in reference to relevant problem of modern-day, i.e. inefficiency and ineffectiveness of public sector activities. The article contains functional analysis goals, tasks formed by different sources of literature; also, interpretations of the process of functional analysis are introduced. The conclusions were made that the main goal of functional analysis is to suggest an optimal set of functions that have to be performed in order to assure high quality of public services and minimal possible costs throughout all the hierarchical levels of government. Article in Lithuanian. Funkcinė analizė viešajame sektoriuje

The main aim of the paper is to explore the theoretical aspects of functional analysis on purpose to identify the essence of functional analysis in public sector. This objective was chosen in reference to relevant problem of modern-day, i.e. inefficiency and ineffectiveness of public sector activities. The article contains functional analysis goals, tasks formed by different sources of literature; also, interpretations of the process of functional analysis are introduced. The conclusions were made that the main goal of functional analysis is to suggest an optimal set of functions that have to be performed in order to assure high quality of public services and minimal possible costs throughout all the hierarchical levels of government. Funkcinė analizė viešajame sektoriuje Straipsnio kalba: Lietuvių.

Current employee career concepts are characterized by an unstmctured process and variability, not only in the case of job positions or employers but in some cases also professions in which individuals are forced by the job nature to leave careers early. A typical example is a military profession, which is not lifelong. In most cases, soldiers leaving the army do not reach the statutory retirement age and seek to integrate into the labor market by starting a second career in a new, civilian job. However, the actual situation of adaptation to civilian conditions is often difficult. Therefore, there is a need for the involvement of ministry of defence and embedding supportive procedures in the relevant legislation and strategy documents to ensure a system approach for soldiers whose contract was not prolonged. The aim of the article is to evaluate current approaches to helping soldiers of the Czech Aimed Forces in their career transition. In order to meet the goal, semi-structured interviews were conducted with 20 experts from the Ministry of Defense of the Czech Republic and other institutions dealing with the help to former soldiers and qualitative questionnaire was carried out with 313 former soldiers of the Czech Armed Forces. The obtained data were further processed and analyzed using the SWOT method The possible implementation measures based on the implementation of the strategy, obtained at the output of the SWOT analysis, were suggested.

Current employee career concepts are characterized by an unstmctured process and variability, not only in the case of job positions or employers but in some cases also professions in which individuals are forced by the job nature to leave careers early. A typical example is a military profession, which is not lifelong. In most cases, soldiers leaving the army do not reach the statutory retirement age and seek to integrate into the labor market by starting a second career in a new, civilian job. However, the actual situation of adaptation to civilian conditions is often difficult. Therefore, there is a need for the involvement of ministry of defence and embedding supportive procedures in the relevant legislation and strategy documents to ensure a system approach for soldiers whose contract was not prolonged. The aim of the article is to evaluate current approaches to helping soldiers of the Czech Aimed Forces in their career transition. In order to meet the goal, semi-structured interviews were conducted with 20 experts from the Ministry of Defense of the Czech Republic and other institutions dealing with the help to former soldiers and qualitative questionnaire was carried out with 313 former soldiers of the Czech Armed Forces. The obtained data were further processed and analyzed using the SWOT method The possible implementation measures based on the implementation of the strategy, obtained at the output of the SWOT analysis, were suggested.

Current employee career concepts are characterized by an unstmctured process and variability, not only in the case of job positions or employers but in some cases also professions in which individuals are forced by the job nature to leave careers early. A typical example is a military profession, which is not lifelong. In most cases, soldiers leaving the army do not reach the statutory retirement age and seek to integrate into the labor market by starting a second career in a new, civilian job. However, the actual situation of adaptation to civilian conditions is often difficult. Therefore, there is a need for the involvement of ministry of defence and embedding supportive procedures in the relevant legislation and strategy documents to ensure a system approach for soldiers whose contract was not prolonged. The aim of the article is to evaluate current approaches to helping soldiers of the Czech Aimed Forces in their career transition. In order to meet the goal, semi-structured interviews were conducted with 20 experts from the Ministry of Defense of the Czech Republic and other institutions dealing with the help to former soldiers and qualitative questionnaire was carried out with 313 former soldiers of the Czech Armed Forces. The obtained data were further processed and analyzed using the SWOT method The possible implementation measures based on the implementation of the strategy, obtained at the output of the SWOT analysis, were suggested.

Current employee career concepts are characterized by an unstmctured process and variability, not only in the case of job positions or employers but in some cases also professions in which individuals are forced by the job nature to leave careers early. A typical example is a military profession, which is not lifelong. In most cases, soldiers leaving the army do not reach the statutory retirement age and seek to integrate into the labor market by starting a second career in a new, civilian job. However, the actual situation of adaptation to civilian conditions is often difficult. Therefore, there is a need for the involvement of ministry of defence and embedding supportive procedures in the relevant legislation and strategy documents to ensure a system approach for soldiers whose contract was not prolonged. The aim of the article is to evaluate current approaches to helping soldiers of the Czech Aimed Forces in their career transition. In order to meet the goal, semi-structured interviews were conducted with 20 experts from the Ministry of Defense of the Czech Republic and other institutions dealing with the help to former soldiers and qualitative questionnaire was carried out with 313 former soldiers of the Czech Armed Forces. The obtained data were further processed and analyzed using the SWOT method The possible implementation measures based on the implementation of the strategy, obtained at the output of the SWOT analysis, were suggested.