Nowadays in Cultural policy field of European Union countries the ECoC Project is a reliable instrument for city social and economic development. The city identity and image can be changed through cultural and creative ECoC practices. Certain common attributes of city can be repositioned in order to strengthen the link between city and citizens, to cultivate community spirit and to attract more tourists. In that way accumulated symbolic capital and added value are really important factors for raising city competitiveness. Accordingly, the object of thesis – European city as original city branding practices which are applicated in ECoC initiative context and used for image of place reformation, including contributors which determines successful communication of appropriate city attributes. The primary objective of thesis – to analyze European city as original city branding practices which are applicated in ECoC initiative context and used for image of place reformation, including contributors which determines successful communication of appropriate city attributes. In order to achieve this goal, 5 objectives are formulated and explicated into 5 chapters' structure. In the first chapter the city branding conceptual frames are presented and analysed. The second – social and economic genesis of the ECoC Project and its meaning for city identity discourse. The third – an overview of the ECoC Project effective organization contributors and evaluation of communication role. The fourth – analysis of Glasgow, Liverpool, Ruhr and Vilnius cities as special cases in organizing and communicating the ECoC Project. The fifth – the quantitative analysis and evaluation of Kaunas city opportunites as a potential ECoC candidate. In thesis are mainly used a descriptive – analytical, deductive and inductive research methods. Additionally, generalized analysis of scientific literature from Lithuania and abroad, certain legislative and strategic documents, applications and reports were applied. Also, a qualitative inquiry (semi-structured interview) and quantitative survey (questionaire) were carried out. In a first case 2 out of 4 expected experts were successfully interviewed. Both of them accentuate community spirit importance for The ECoC Project organization. In a second case 85 respondents (Kaunas city inhabitants and visitors) were questioned. Majority of them approve Kaunas city opportunities to become the ECoC. Respondents also believe in successful implementation of the ECoC Project and its positive impact on city image.
Nowadays in Cultural policy field of European Union countries the ECoC Project is a reliable instrument for city social and economic development. The city identity and image can be changed through cultural and creative ECoC practices. Certain common attributes of city can be repositioned in order to strengthen the link between city and citizens, to cultivate community spirit and to attract more tourists. In that way accumulated symbolic capital and added value are really important factors for raising city competitiveness. Accordingly, the object of thesis – European city as original city branding practices which are applicated in ECoC initiative context and used for image of place reformation, including contributors which determines successful communication of appropriate city attributes. The primary objective of thesis – to analyze European city as original city branding practices which are applicated in ECoC initiative context and used for image of place reformation, including contributors which determines successful communication of appropriate city attributes. In order to achieve this goal, 5 objectives are formulated and explicated into 5 chapters' structure. In the first chapter the city branding conceptual frames are presented and analysed. The second – social and economic genesis of the ECoC Project and its meaning for city identity discourse. The third – an overview of the ECoC Project effective organization contributors and evaluation of communication role. The fourth – analysis of Glasgow, Liverpool, Ruhr and Vilnius cities as special cases in organizing and communicating the ECoC Project. The fifth – the quantitative analysis and evaluation of Kaunas city opportunites as a potential ECoC candidate. In thesis are mainly used a descriptive – analytical, deductive and inductive research methods. Additionally, generalized analysis of scientific literature from Lithuania and abroad, certain legislative and strategic documents, applications and reports were applied. Also, a qualitative inquiry (semi-structured interview) and quantitative survey (questionaire) were carried out. In a first case 2 out of 4 expected experts were successfully interviewed. Both of them accentuate community spirit importance for The ECoC Project organization. In a second case 85 respondents (Kaunas city inhabitants and visitors) were questioned. Majority of them approve Kaunas city opportunities to become the ECoC. Respondents also believe in successful implementation of the ECoC Project and its positive impact on city image.
Nowadays in Cultural policy field of European Union countries the ECoC Project is a reliable instrument for city social and economic development. The city identity and image can be changed through cultural and creative ECoC practices. Certain common attributes of city can be repositioned in order to strengthen the link between city and citizens, to cultivate community spirit and to attract more tourists. In that way accumulated symbolic capital and added value are really important factors for raising city competitiveness. Accordingly, the object of thesis – European city as original city branding practices which are applicated in ECoC initiative context and used for image of place reformation, including contributors which determines successful communication of appropriate city attributes. The primary objective of thesis – to analyze European city as original city branding practices which are applicated in ECoC initiative context and used for image of place reformation, including contributors which determines successful communication of appropriate city attributes. In order to achieve this goal, 5 objectives are formulated and explicated into 5 chapters' structure. In the first chapter the city branding conceptual frames are presented and analysed. The second – social and economic genesis of the ECoC Project and its meaning for city identity discourse. The third – an overview of the ECoC Project effective organization contributors and evaluation of communication role. The fourth – analysis of Glasgow, Liverpool, Ruhr and Vilnius cities as special cases in organizing and communicating the ECoC Project. The fifth – the quantitative analysis and evaluation of Kaunas city opportunites as a potential ECoC candidate. In thesis are mainly used a descriptive – analytical, deductive and inductive research methods. Additionally, generalized analysis of scientific literature from Lithuania and abroad, certain legislative and strategic documents, applications and reports were applied. Also, a qualitative inquiry (semi-structured interview) and quantitative survey (questionaire) were carried out. In a first case 2 out of 4 expected experts were successfully interviewed. Both of them accentuate community spirit importance for The ECoC Project organization. In a second case 85 respondents (Kaunas city inhabitants and visitors) were questioned. Majority of them approve Kaunas city opportunities to become the ECoC. Respondents also believe in successful implementation of the ECoC Project and its positive impact on city image.
In this paper it is reviewed and evaluated the implemented EU' assistance administration system in Turkey Republic. By using neo-functionalism, intergovernmental cooperation and multi-level governance theories is tried to explain Turkey's integration in EU. The beginning of Turkey – EU relations is 1963, when it was made EU – Turkey association treatment, by now to Turkey is given a candidate country status. After declared Turkey as candidate country, EU engaged to provide a financial assistance to Turkey during preparation to the EU membership process. EU provides financial assistance not only to announced candidate countries, but also to potential candidate countries for supporting non-member states to become member to EU, to become more democratic countries which respect and implement human rights, power of law, by providing financial assistance also is trying to solve social-economic problems, to promote development of countries and promote economic market. The financial assistance to candidate and potential candidate countries is provided under Instrument for pre-accession assistance (IPA). From the IPA establishment, the implementation of instrument was gradually decentralized by delegating more and more responsibilities to beneficial countries in this way promoting institutional capacity building. In the candidate countries the assistance is administrated by decentralized implementation method. Only based on subsidiarity and partnership principles EU assistance source reclamation might be effective and to ensure that set goals will be implemented. In this paper is analyzed Turkey government system by seeking to understand better the assistance administration system features. Turkey is described as strongly centralized country where still exist the Ottoman Empire legacy. Central government has strong powers in regard to local government and mostly decisions are made at central administration level. The same features are seen in assistance administration system. Although Turkey created the institution architecture by EU requirements, but the system is evaluated as very centralized, in the system is lack of partnership weak role of regional level institutions. According to made semi-structural interview in the end of paper there is made more detailed evaluation of EU' assistance administration system in Turkey.
We also have organized some scientific expeditions in the different regions of our state with the purpose to collect data about evaluation of local authorities' collaboration with communities and about proposals of active citizens for possibilities of improving of self-governance system, as well as system of election for municipalities' council members, mayors and chiefs of municipality administrations. Our proposals, stated in the paper, encompass a model of three stage system of self-governance, rejecting of proportional elections system, based on voting for list of candidates of only one political party, strongly limiting rights of voters, as well as improvement of elected people responsibility to local community.
We also have organized some scientific expeditions in the different regions of our state with the purpose to collect data about evaluation of local authorities' collaboration with communities and about proposals of active citizens for possibilities of improving of self-governance system, as well as system of election for municipalities' council members, mayors and chiefs of municipality administrations. Our proposals, stated in the paper, encompass a model of three stage system of self-governance, rejecting of proportional elections system, based on voting for list of candidates of only one political party, strongly limiting rights of voters, as well as improvement of elected people responsibility to local community.
The article presents the variety and activity characteristics of subjects involved in evaluating the professional ethics of judges, in the context of society welfare development. The issues of professional ethics of judges are highlighted through a wide range of subjects evaluating these questions. Whereas the evaluation object – knowledge of ethics, personal characteristics, behavior, motivation, and behavioral compliance with ethical standards – is changing and expanding with regard to the features of procedures (examinations, taking of the examinations, continuous performance evaluation, application of disciplinary liability etc.). The analysis shows that there is a connection between globalization and individualization in solving the ethical issues of judges, ethical procedures are standardized and the prestige of judicial profession is actively fostered. The analysis of legislature documents showed that the issues of professional ethics of judges are relevant in all stages of judge's career. The article typologically distinguishes, depending on the evaluation object and procedures, the four main groups of assessors: 1) the public; 2) legal community and non-governmental organizations as evaluators of prestige of the profession of judge, activity of judges and behavior of judges; 3) the Commisions: the Examination Commission of Candidates to Judicial Office and the Selection Commission of Candidates to Judicial Office, as well as the Permanent Commission for the Assessment of Activities of Judges such as: personal characteristics, behavior and motivation; 4) judicial self-government – the Judicial Ethics and Discipline Commission, Judicial Court of Honour as well as the Supreme Court of Lithuania – as the institutions which have final word in dealing with disciplinary matters of judges. Participation of these subjects in the evaluation of different stages of judicial ethics ensures the core of the professional value of judges' activities. The requirements for profession of judge in professional ethics are consistently consolidated in all processes and correlate with each other. The evaluation of society (as the evaluator of professional ethics of judge, in the context of the confidence in courts) is informal and subjective. For detailed and reasoned evaluation the complex instruments are necessary – the opinions which are consolidated, based on several criteria and derived from different sources, concerning the court activities and behavior of the judge. The evaluation of legal community can become the formal criteria of professional ethics of judge. Non-governmental organizations could represent judges at the Judicial Court of Honour, furthermore they could actively participate in evaluating issues of professional ethics. Whereas in the complex evaluation of commissions activities when evaluating the pretender (judge) we must take into account not only the quantitative activity indicators – number of cases, the nature of work, length of service, but also qualitative indicators – personal characteristics, behavior, motivation. The activity results of institutions solving the issues concerning the disciplinary responsibility of judges indicate the effectiveness of applied disciplinary measures, conditioned by training, education and self-development issues. The participation of the Supreme Court of the Republic of Lithuania in the system of evaluating professional ethics of judges is under doubt due to fact that this function is not naturally attributed to the court per se. Therefore, it is proposed to eliminate the Supreme Court from the circle of bodies competent to evaluate professional ethics of judges. Furthermore, it is advised that Judge Ethics and Disciplinary Commission might impose the disciplinary sanctions and the decisions made by Judge Ethics and Disciplinary Commission if appealed were brought for review to the Judicial Court of Honour.
The article presents the variety and activity characteristics of subjects involved in evaluating the professional ethics of judges, in the context of society welfare development. The issues of professional ethics of judges are highlighted through a wide range of subjects evaluating these questions. Whereas the evaluation object – knowledge of ethics, personal characteristics, behavior, motivation, and behavioral compliance with ethical standards – is changing and expanding with regard to the features of procedures (examinations, taking of the examinations, continuous performance evaluation, application of disciplinary liability etc.). The analysis shows that there is a connection between globalization and individualization in solving the ethical issues of judges, ethical procedures are standardized and the prestige of judicial profession is actively fostered. The analysis of legislature documents showed that the issues of professional ethics of judges are relevant in all stages of judge's career. The article typologically distinguishes, depending on the evaluation object and procedures, the four main groups of assessors: 1) the public; 2) legal community and non-governmental organizations as evaluators of prestige of the profession of judge, activity of judges and behavior of judges; 3) the Commisions: the Examination Commission of Candidates to Judicial Office and the Selection Commission of Candidates to Judicial Office, as well as the Permanent Commission for the Assessment of Activities of Judges such as: personal characteristics, behavior and motivation; 4) judicial self-government – the Judicial Ethics and Discipline Commission, Judicial Court of Honour as well as the Supreme Court of Lithuania – as the institutions which have final word in dealing with disciplinary matters of judges. Participation of these subjects in the evaluation of different stages of judicial ethics ensures the core of the professional value of judges' activities. The requirements for profession of judge in professional ethics are consistently consolidated in all processes and correlate with each other. The evaluation of society (as the evaluator of professional ethics of judge, in the context of the confidence in courts) is informal and subjective. For detailed and reasoned evaluation the complex instruments are necessary – the opinions which are consolidated, based on several criteria and derived from different sources, concerning the court activities and behavior of the judge. The evaluation of legal community can become the formal criteria of professional ethics of judge. Non-governmental organizations could represent judges at the Judicial Court of Honour, furthermore they could actively participate in evaluating issues of professional ethics. Whereas in the complex evaluation of commissions activities when evaluating the pretender (judge) we must take into account not only the quantitative activity indicators – number of cases, the nature of work, length of service, but also qualitative indicators – personal characteristics, behavior, motivation. The activity results of institutions solving the issues concerning the disciplinary responsibility of judges indicate the effectiveness of applied disciplinary measures, conditioned by training, education and self-development issues. The participation of the Supreme Court of the Republic of Lithuania in the system of evaluating professional ethics of judges is under doubt due to fact that this function is not naturally attributed to the court per se. Therefore, it is proposed to eliminate the Supreme Court from the circle of bodies competent to evaluate professional ethics of judges. Furthermore, it is advised that Judge Ethics and Disciplinary Commission might impose the disciplinary sanctions and the decisions made by Judge Ethics and Disciplinary Commission if appealed were brought for review to the Judicial Court of Honour.
Aiming to adapt to the rapidly changing economic, social and market conditions, digital and technological changes, the importance and benefits of the competency based human resource management, developing and implementing competency models, is proven by scientists and practitioners from various countries and is recognized by the highest authorities. However, not all public sector institutions apply competency-based human resource management or apply it partially. The theme of master's thesis - Competency-Based Human Resource Management in the Institution Responsible for Youth Policy Implementation. The aim is to analyse and evaluate competency-based human resource management in institution responsible for youth policy implementation, develop the competency model for a project coordinator position, and prepare recommendations for institution on competency-based human resource management. Theoretical and practical importance - competency-based human resource management in institutions responsible for youth policy implementation is not previously widely analysed, thus the master's thesis contributes to the study of this theme by presenting the results of qualitative research and improving competency-based human resource management in the institution responsible for youth policy implementation. The first part of master's thesis presents the review of competency-based human resource management theory. The second chapter provides information about practice of the competency model implementation in EU and Lithuania. The third chapter presents the aim, objectives and methodology of qualitative research. The fourth part presents the analysis and insights of the research results: competency-based human resource management provisions in the documents of institution; application of competency-based human resource management in the institution responsible for youth policy implementation; responsibilities, results and competencies required for the position of project coordinator. The following methods were used implementing the research: qualitative analysis of the documents' content, semistructured in-depth interviews, observation, expert group discussion. It was founded that all the documents regulating the activities of the institution implementing youth policy define the provisions of competency-based human resource management. In the institution competency-based human resource management is partly applied during human resource selection, employee evaluation and training, but is not applied setting the salary. Having identified the competencies required for the position of the project coordinator, the competency model, the assessment questionnaire for evaluation of project coordinator competencies and competency-based job description for the project coordinator position were developed. Implementing competency model, the assessment questionnaire for evaluation of competencies and competencybased job description, which were developed for the project coordinator position, evidence-based decision can be made selecting the right candidate for the project coordinator position, identifying the most relevant competencies for development and selecting appropriate measures, making reasonable decisions while selecting the salary for employees, taking into account the level of competencies required, developed and applied. At the end of the thesis, conclusions and recommendations for the institution on competency-based human resource management are presented.
Aiming to adapt to the rapidly changing economic, social and market conditions, digital and technological changes, the importance and benefits of the competency based human resource management, developing and implementing competency models, is proven by scientists and practitioners from various countries and is recognized by the highest authorities. However, not all public sector institutions apply competency-based human resource management or apply it partially. The theme of master's thesis - Competency-Based Human Resource Management in the Institution Responsible for Youth Policy Implementation. The aim is to analyse and evaluate competency-based human resource management in institution responsible for youth policy implementation, develop the competency model for a project coordinator position, and prepare recommendations for institution on competency-based human resource management. Theoretical and practical importance - competency-based human resource management in institutions responsible for youth policy implementation is not previously widely analysed, thus the master's thesis contributes to the study of this theme by presenting the results of qualitative research and improving competency-based human resource management in the institution responsible for youth policy implementation. The first part of master's thesis presents the review of competency-based human resource management theory. The second chapter provides information about practice of the competency model implementation in EU and Lithuania. The third chapter presents the aim, objectives and methodology of qualitative research. The fourth part presents the analysis and insights of the research results: competency-based human resource management provisions in the documents of institution; application of competency-based human resource management in the institution responsible for youth policy implementation; responsibilities, results and competencies required for the position of project coordinator. The following methods were used implementing the research: qualitative analysis of the documents' content, semistructured in-depth interviews, observation, expert group discussion. It was founded that all the documents regulating the activities of the institution implementing youth policy define the provisions of competency-based human resource management. In the institution competency-based human resource management is partly applied during human resource selection, employee evaluation and training, but is not applied setting the salary. Having identified the competencies required for the position of the project coordinator, the competency model, the assessment questionnaire for evaluation of project coordinator competencies and competency-based job description for the project coordinator position were developed. Implementing competency model, the assessment questionnaire for evaluation of competencies and competencybased job description, which were developed for the project coordinator position, evidence-based decision can be made selecting the right candidate for the project coordinator position, identifying the most relevant competencies for development and selecting appropriate measures, making reasonable decisions while selecting the salary for employees, taking into account the level of competencies required, developed and applied. At the end of the thesis, conclusions and recommendations for the institution on competency-based human resource management are presented.
This study entitled "Political Elite Euroscepticism in the Central Europe: the Czech Republic Case" analyzes effects of Europeanization of the Eurosceptic Czech political elite, focusing on the Europeanization of centre-right Eurosceptic Civic Democratic Party during Czech Republic's accession to the European Union period and Eropean Union membership period till the year 2009. The first part of the study considered the theorethical approaches of political elite Euroscepticism and Europeanization of political parties and party systems. For the evaluation of Euroscepticism level of the Czech political elite in general and especially in the case of the Civic Democratic Party, the main concepts has been discussed and adapted using Aleks Szczerbiak, Paul Taggart and Petr Kopecky, Cas Mudde existing studies about the Central and Eastern Europe political elite Euroscepticism. According to Robert Ladrech, five most important and interrelated areas in which research should be done on the phenomenon of Europeanization of political parties and their activities in the context of the European Union candidate and member states were revealed and later, dealing with the basic R. Ladrech's classification, there were assumed that potential Europeanization effect on parties and party systems could be divided to three main categories: programmatic elements (including the party rhetoric and voter mobilization in general sense), organizational elements (including internal party organizational changes and the formalization of cooperation with European-level parties) and potential changes in party systems, focusing on the format and competition changes (including the importance of "European" issues and the potential "European" cleavages impact on inter-party competition sphere). The second part of this study revealed common manifestations of Euroscepticism in the Central and Eastern European countries, as well as the Eurosceptic parties of the region were located and classified. In the third part, the previously identified Eurosceptic Czech political parties were discussed in more detail. The disclosure of the Czech political elite Euroscepticism origin was made more generally, presenting the detailed overview of the dynamics of the Civic Democratic Party till the Czech Republic's accession to the EU in the year 2004. The fourth part provides the test of the Eurosceptic Czech political elite, with special attention to the Civic Democratic Party, in order to make a verification or falsification of real influence of Europeanization on party or party system. In the research, level of Europeanization was assessed identifying changes in the parliamentary election programs, the party organization and in the Czech political system in general, in the time frame, which includes the Czech Republic's preparation for the EU accession and EU membership period to the year 2009. To conclude and taking into account the limited Europeanization impact on Czech party system and Civic Democratic Party, as in this study is presumed, it would be wrong to predicate about deepening Europeanization particularly within the Eurosceptic Czech political elite, which maintain their Eurosceptic position on the relevant EU development issues. Moreover, one of the most significant center-right Civic Democratic Party, despite its changing leaders and positioning in the office, firmly preserves its stable stance of "soft" Euroscepticism".
This study entitled "Political Elite Euroscepticism in the Central Europe: the Czech Republic Case" analyzes effects of Europeanization of the Eurosceptic Czech political elite, focusing on the Europeanization of centre-right Eurosceptic Civic Democratic Party during Czech Republic's accession to the European Union period and Eropean Union membership period till the year 2009. The first part of the study considered the theorethical approaches of political elite Euroscepticism and Europeanization of political parties and party systems. For the evaluation of Euroscepticism level of the Czech political elite in general and especially in the case of the Civic Democratic Party, the main concepts has been discussed and adapted using Aleks Szczerbiak, Paul Taggart and Petr Kopecky, Cas Mudde existing studies about the Central and Eastern Europe political elite Euroscepticism. According to Robert Ladrech, five most important and interrelated areas in which research should be done on the phenomenon of Europeanization of political parties and their activities in the context of the European Union candidate and member states were revealed and later, dealing with the basic R. Ladrech's classification, there were assumed that potential Europeanization effect on parties and party systems could be divided to three main categories: programmatic elements (including the party rhetoric and voter mobilization in general sense), organizational elements (including internal party organizational changes and the formalization of cooperation with European-level parties) and potential changes in party systems, focusing on the format and competition changes (including the importance of "European" issues and the potential "European" cleavages impact on inter-party competition sphere). The second part of this study revealed common manifestations of Euroscepticism in the Central and Eastern European countries, as well as the Eurosceptic parties of the region were located and classified. In the third part, the previously identified Eurosceptic Czech political parties were discussed in more detail. The disclosure of the Czech political elite Euroscepticism origin was made more generally, presenting the detailed overview of the dynamics of the Civic Democratic Party till the Czech Republic's accession to the EU in the year 2004. The fourth part provides the test of the Eurosceptic Czech political elite, with special attention to the Civic Democratic Party, in order to make a verification or falsification of real influence of Europeanization on party or party system. In the research, level of Europeanization was assessed identifying changes in the parliamentary election programs, the party organization and in the Czech political system in general, in the time frame, which includes the Czech Republic's preparation for the EU accession and EU membership period to the year 2009. To conclude and taking into account the limited Europeanization impact on Czech party system and Civic Democratic Party, as in this study is presumed, it would be wrong to predicate about deepening Europeanization particularly within the Eurosceptic Czech political elite, which maintain their Eurosceptic position on the relevant EU development issues. Moreover, one of the most significant center-right Civic Democratic Party, despite its changing leaders and positioning in the office, firmly preserves its stable stance of "soft" Euroscepticism".
The relevance of the research. The emergence of temporary employment as an atypical form of work organization has become a relevant topic in the research of human resource management processes. Researchers analyze temporary employment not only as an atypical form of work organization, but also note that its practical use in labour market is characterized by flexibility while integrating workers into labour market and improving the productivity of the companies. The problem of the research. There is the lack of research and findings in scientific literature on temporary employment companies, empowering to reveal the flexibility of temporary employment management, its improvement and factors affecting it. There is little discussion among researchers about temporary employment as a flexible form of work organization, the tripartite relationship between a temporary employee, a temporary employment company and a user of temporary work. Specific and narrow issues are most often analysed. The description of the problem in this article can be summarized by the following problematic question: What are the factors that influence the management of a temporary employment company? Object of the research: factors that influence the management of a temporary employment company. Aim of the research: to disclose the factors determining the management of the activities of a temporary employment company. Research methods: Focus group, analysis of scientific literature, systematization, generalization and comparison, analysis of the contents of legal acts, statistics and other documents, methods of deduction and theoretical modelling, analysis, comparison and generalization of scientific statements and empirical research findings based on them, presentation of interpretations. Temporary employment is one of the forms of precarious employment and non-standard employment relationships. Unconventional employment patterns, in particular short-term and temporary work, have spread in many countries over the last few decades, but there is no universally accepted definition of temporary employment in scientific literature, as each country sets up their own specific regulation of employment. Temporary workers are usually considered to be workers who have concluded employment contracts for a specific period or for specific jobs, or those who have seasonal, casual or occasional work. It is widely recognized that temporary work improves the flexibility of labour market, has a positive economic impact, reduces unemployment and rapidly addresses temporary human resource shortages in companies. The form of temporary employment is convenient for disabled people, people with children and students for flexible integration into labour market, as it allows to take into consideration the mutual interests of the company and the temporary worker. Temporary employment services are provided by companies and agencies officially registered for these activities, which include the following functions: search and selection of employees, employee work accounting, employment contracts, etc. In Lithuania, the activities of temporary employment companies are regulated by the Labour Code of the Republic of Lithuania, and the criteria evaluation system of temporary employment companies is used to evaluate the activities of temporary employment companies. Every year, a temporary employment company has to submit a notice to the State Labour Inspectorate that it meets the established criteria. This article analyses a temporary employment company, coded as X at the request of its employees in order to maintain confidentiality. Information about the activities of this company in 2019 was provided by five company employees. The company has been providing temporary employment services in Northern Lithuania since 2012. The annual average number of temporary employees is about 70. The customers of the company – the users of temporary employment – are companies operating in manufacturing sector. The company establishes a tripartite employment relationship between a temporary employment user, a temporary employee and a temporary employment company, it employs a temporary employee and then sends an employee to work for a temporary employment beneficiary. The demand for services provided by Company X is determined by internal factors of collaboration with customers. Customers strive to minimize time and other resources and receive quality service. Manufacturing companies apply to Company X due to temporary increase in the scope of work, seasonality, sickness or holidays of employees. Company X expeditiously seeks the necessary employees for temporary employment in its existing database of job candidates or in labour market and then performs the necessary recruitment procedures. The company's activities are strongly influenced by external factors: legislative system, economic and demographic situation of the country, unemployment rate, the education level of employed employees and qualification improvement system of the country. A probabilistic analysis of opportunities of Company X and their impact on its business has disclosed that there is a high probability that a company can attract more customers in the course of different events and that this would have a significant impact on the company's business. The establishment of new divisions in other Lithuanian cities would also have a significant impact on this business, however, such establishment is unlikely. A probability analysis of threats and their impact on its business of Company X suggests that automation of workplaces for the company would be the factor that has the greatest negative impact on the company's business, as it would reduce the need for temporary workers. New competitors, as a medium impact factor, have negative impact, however, due to the fact that the terms and conditions for engaging in these activities for temporary employment companies are high, the likelihood of this threat is low. The highest probability of threats is related to temporary workers, their experience, their qualifications and competencies, low motivation to work, low wages and the impact of emigration. There are five temporary employment companies operating in Šiauliai city and region. The analysis of the competitive environment of Company X revealed that the price of the service is the most important factor for success of five companies in Šiauliai city and region, as the importance of this factor was evaluated by high scores of 2-3,5 by competitors. This is followed by the available base of temporary staff, the image of the company in society and among customers. The timing of service orders is significantly more important to Company X than to other four companies, and conversely, the cost of temporary employment service is much more important to other four companies. In terms of competitiveness, Company X is the second of five companies. As the gap in the estimates of competitiveness is not large, it can be stated that all five temporary employment service companies operating in Šiauliai city and region are similarly competitive.
The relevance of the research. The emergence of temporary employment as an atypical form of work organization has become a relevant topic in the research of human resource management processes. Researchers analyze temporary employment not only as an atypical form of work organization, but also note that its practical use in labour market is characterized by flexibility while integrating workers into labour market and improving the productivity of the companies. The problem of the research. There is the lack of research and findings in scientific literature on temporary employment companies, empowering to reveal the flexibility of temporary employment management, its improvement and factors affecting it. There is little discussion among researchers about temporary employment as a flexible form of work organization, the tripartite relationship between a temporary employee, a temporary employment company and a user of temporary work. Specific and narrow issues are most often analysed. The description of the problem in this article can be summarized by the following problematic question: What are the factors that influence the management of a temporary employment company? Object of the research: factors that influence the management of a temporary employment company. Aim of the research: to disclose the factors determining the management of the activities of a temporary employment company. Research methods: Focus group, analysis of scientific literature, systematization, generalization and comparison, analysis of the contents of legal acts, statistics and other documents, methods of deduction and theoretical modelling, analysis, comparison and generalization of scientific statements and empirical research findings based on them, presentation of interpretations. Temporary employment is one of the forms of precarious employment and non-standard employment relationships. Unconventional employment patterns, in particular short-term and temporary work, have spread in many countries over the last few decades, but there is no universally accepted definition of temporary employment in scientific literature, as each country sets up their own specific regulation of employment. Temporary workers are usually considered to be workers who have concluded employment contracts for a specific period or for specific jobs, or those who have seasonal, casual or occasional work. It is widely recognized that temporary work improves the flexibility of labour market, has a positive economic impact, reduces unemployment and rapidly addresses temporary human resource shortages in companies. The form of temporary employment is convenient for disabled people, people with children and students for flexible integration into labour market, as it allows to take into consideration the mutual interests of the company and the temporary worker. Temporary employment services are provided by companies and agencies officially registered for these activities, which include the following functions: search and selection of employees, employee work accounting, employment contracts, etc. In Lithuania, the activities of temporary employment companies are regulated by the Labour Code of the Republic of Lithuania, and the criteria evaluation system of temporary employment companies is used to evaluate the activities of temporary employment companies. Every year, a temporary employment company has to submit a notice to the State Labour Inspectorate that it meets the established criteria. This article analyses a temporary employment company, coded as X at the request of its employees in order to maintain confidentiality. Information about the activities of this company in 2019 was provided by five company employees. The company has been providing temporary employment services in Northern Lithuania since 2012. The annual average number of temporary employees is about 70. The customers of the company – the users of temporary employment – are companies operating in manufacturing sector. The company establishes a tripartite employment relationship between a temporary employment user, a temporary employee and a temporary employment company, it employs a temporary employee and then sends an employee to work for a temporary employment beneficiary. The demand for services provided by Company X is determined by internal factors of collaboration with customers. Customers strive to minimize time and other resources and receive quality service. Manufacturing companies apply to Company X due to temporary increase in the scope of work, seasonality, sickness or holidays of employees. Company X expeditiously seeks the necessary employees for temporary employment in its existing database of job candidates or in labour market and then performs the necessary recruitment procedures. The company's activities are strongly influenced by external factors: legislative system, economic and demographic situation of the country, unemployment rate, the education level of employed employees and qualification improvement system of the country. A probabilistic analysis of opportunities of Company X and their impact on its business has disclosed that there is a high probability that a company can attract more customers in the course of different events and that this would have a significant impact on the company's business. The establishment of new divisions in other Lithuanian cities would also have a significant impact on this business, however, such establishment is unlikely. A probability analysis of threats and their impact on its business of Company X suggests that automation of workplaces for the company would be the factor that has the greatest negative impact on the company's business, as it would reduce the need for temporary workers. New competitors, as a medium impact factor, have negative impact, however, due to the fact that the terms and conditions for engaging in these activities for temporary employment companies are high, the likelihood of this threat is low. The highest probability of threats is related to temporary workers, their experience, their qualifications and competencies, low motivation to work, low wages and the impact of emigration. There are five temporary employment companies operating in Šiauliai city and region. The analysis of the competitive environment of Company X revealed that the price of the service is the most important factor for success of five companies in Šiauliai city and region, as the importance of this factor was evaluated by high scores of 2-3,5 by competitors. This is followed by the available base of temporary staff, the image of the company in society and among customers. The timing of service orders is significantly more important to Company X than to other four companies, and conversely, the cost of temporary employment service is much more important to other four companies. In terms of competitiveness, Company X is the second of five companies. As the gap in the estimates of competitiveness is not large, it can be stated that all five temporary employment service companies operating in Šiauliai city and region are similarly competitive.
