Suchergebnisse

It is recommended to design the system of individual and organisational goal matching. It is determined that Lithuanian local government personnel is responsible for eliminating differences in information infrastructure at different localities; however, the personnel skills in this area are not adequate; therefore, task implementation is stalling. Personnel task comprehension of this activity is only average. Local governments' personnel are assessed poorly according to task comprehension, implementation speed, and skills in integration of information and public services. The personnel responsibility is assessed better. The local government personnel performs best in understanding and responsibly implementing the tasks in utilization of information technologies in utilities, even though the skills are average in this activity. Local government personnel are assessed poorly according to all criteria in the design of evaluation and control systems of provided social services. Local government personnel's compliance with strategic requirements in the creation of monitoring systems of socially vulSocialinių mokslų studijos. 2010, 4(8): 109–123. 123 nerable people groups is assessed satisfactorily. Nevertheless, the skills are acceptable in this area. Local government personnel comprehend the tasks of analyzing patient attitudes to the quality of provided services well and responsibly; however, they are performed slowly, because the skills are lacking. The preparation of education institutions' network development plans is satisfactory, although responsibility is assessed as average.

It is recommended to design the system of individual and organisational goal matching. It is determined that Lithuanian local government personnel is responsible for eliminating differences in information infrastructure at different localities; however, the personnel skills in this area are not adequate; therefore, task implementation is stalling. Personnel task comprehension of this activity is only average. Local governments' personnel are assessed poorly according to task comprehension, implementation speed, and skills in integration of information and public services. The personnel responsibility is assessed better. The local government personnel performs best in understanding and responsibly implementing the tasks in utilization of information technologies in utilities, even though the skills are average in this activity. Local government personnel are assessed poorly according to all criteria in the design of evaluation and control systems of provided social services. Local government personnel's compliance with strategic requirements in the creation of monitoring systems of socially vulSocialinių mokslų studijos. 2010, 4(8): 109–123. 123 nerable people groups is assessed satisfactorily. Nevertheless, the skills are acceptable in this area. Local government personnel comprehend the tasks of analyzing patient attitudes to the quality of provided services well and responsibly; however, they are performed slowly, because the skills are lacking. The preparation of education institutions' network development plans is satisfactory, although responsibility is assessed as average.

The article analyses the complexity of human resource management in the context of business globalization. The problem is the balancing of the global trends in HRM with the influence of national cultures. The general aim of the article is to explore the problem of balancing the seemingly opposing forces (such as thinking global – acting local, decentralization–centralization, differentiation–integration, etc.) and to identify trends and values in HRM. The article shows that such opposing forces should be considered not as binary either / or decisions, but as complementary forces that need to be balanced. The analysis is supported by examining the changing practice of HRM in the United Kingdom, France, the USA and Japan. This review shows the main trends and the principal tasks faced by HRM professionals in the 21st century. HRM changes that have taken place in the UK are a reflection, primarily, of changing regulation arising both from the UK government and from membership in the EU, globalization and strong pressures to drive costs downwards. French HR managers are striving to adapt French organizations to the environment by relying on unique practices or practices similar to those implemented in other countries. In late 2000s, the US economy is slowing. Though workers may become easier to find in general, recruitment continues to be challenging in the areas where skill shortages exist. The US workforce will continue to become more diverse. Firms are likely to continue experimenting with variable compensation and high performance work systems to enhance productivity. The change of HR practices in Japanese companies seems to be slow and incremental, carefully avoiding traumatic breaks with the past. Japanese managers have a strong sense of corporate obligation to provide jobs, income and security. On comparing changes in the patterns of HMR in the UK, France, the USA and Japan, the article analyses the peculiarities of HMR in Lithuania as a representative country of the post-soviet bloc. The practice of HRM in Lithuania during 1990–2008 may be separated into two periods. Each period was influenced by controversial groups of factors: traditions that came into being under the soviet regime and the new traditions still undergoing formation. In the first period dominated the so-called "hard" HRM, with the focus on employee control, utmost exploitation of their potential and obtaining the maximum benefit from them, neglect of employees' needs. The lack of qualified workers, increasing emigration and the growing competition in the second period urge the managers to shift attention to "soft" HRM, i.e. to the needs of their employees as one of the key resources of the competitive advantage.

The article analyses the complexity of human resource management in the context of business globalization. The problem is the balancing of the global trends in HRM with the influence of national cultures. The general aim of the article is to explore the problem of balancing the seemingly opposing forces (such as thinking global – acting local, decentralization–centralization, differentiation–integration, etc.) and to identify trends and values in HRM. The article shows that such opposing forces should be considered not as binary either / or decisions, but as complementary forces that need to be balanced. The analysis is supported by examining the changing practice of HRM in the United Kingdom, France, the USA and Japan. This review shows the main trends and the principal tasks faced by HRM professionals in the 21st century. HRM changes that have taken place in the UK are a reflection, primarily, of changing regulation arising both from the UK government and from membership in the EU, globalization and strong pressures to drive costs downwards. French HR managers are striving to adapt French organizations to the environment by relying on unique practices or practices similar to those implemented in other countries. In late 2000s, the US economy is slowing. Though workers may become easier to find in general, recruitment continues to be challenging in the areas where skill shortages exist. The US workforce will continue to become more diverse. Firms are likely to continue experimenting with variable compensation and high performance work systems to enhance productivity. The change of HR practices in Japanese companies seems to be slow and incremental, carefully avoiding traumatic breaks with the past. Japanese managers have a strong sense of corporate obligation to provide jobs, income and security. On comparing changes in the patterns of HMR in the UK, France, the USA and Japan, the article analyses the peculiarities of HMR in Lithuania as a representative country of the post-soviet bloc. The practice of HRM in Lithuania during 1990–2008 may be separated into two periods. Each period was influenced by controversial groups of factors: traditions that came into being under the soviet regime and the new traditions still undergoing formation. In the first period dominated the so-called "hard" HRM, with the focus on employee control, utmost exploitation of their potential and obtaining the maximum benefit from them, neglect of employees' needs. The lack of qualified workers, increasing emigration and the growing competition in the second period urge the managers to shift attention to "soft" HRM, i.e. to the needs of their employees as one of the key resources of the competitive advantage.

The article analyses the complexity of human resource management in the context of business globalization. The problem is the balancing of the global trends in HRM with the influence of national cultures. The general aim of the article is to explore the problem of balancing the seemingly opposing forces (such as thinking global – acting local, decentralization–centralization, differentiation–integration, etc.) and to identify trends and values in HRM. The article shows that such opposing forces should be considered not as binary either / or decisions, but as complementary forces that need to be balanced. The analysis is supported by examining the changing practice of HRM in the United Kingdom, France, the USA and Japan. This review shows the main trends and the principal tasks faced by HRM professionals in the 21st century. HRM changes that have taken place in the UK are a reflection, primarily, of changing regulation arising both from the UK government and from membership in the EU, globalization and strong pressures to drive costs downwards. French HR managers are striving to adapt French organizations to the environment by relying on unique practices or practices similar to those implemented in other countries. In late 2000s, the US economy is slowing. Though workers may become easier to find in general, recruitment continues to be challenging in the areas where skill shortages exist. The US workforce will continue to become more diverse. Firms are likely to continue experimenting with variable compensation and high performance work systems to enhance productivity. The change of HR practices in Japanese companies seems to be slow and incremental, carefully avoiding traumatic breaks with the past. Japanese managers have a strong sense of corporate obligation to provide jobs, income and security. On comparing changes in the patterns of HMR in the UK, France, the USA and Japan, the article analyses the peculiarities of HMR in Lithuania as a representative country of the post-soviet bloc. The practice of HRM in Lithuania during 1990–2008 may be separated into two periods. Each period was influenced by controversial groups of factors: traditions that came into being under the soviet regime and the new traditions still undergoing formation. In the first period dominated the so-called "hard" HRM, with the focus on employee control, utmost exploitation of their potential and obtaining the maximum benefit from them, neglect of employees' needs. The lack of qualified workers, increasing emigration and the growing competition in the second period urge the managers to shift attention to "soft" HRM, i.e. to the needs of their employees as one of the key resources of the competitive advantage.

The article analyses the complexity of human resource management in the context of business globalization. The problem is the balancing of the global trends in HRM with the influence of national cultures. The general aim of the article is to explore the problem of balancing the seemingly opposing forces (such as thinking global – acting local, decentralization–centralization, differentiation–integration, etc.) and to identify trends and values in HRM. The article shows that such opposing forces should be considered not as binary either / or decisions, but as complementary forces that need to be balanced. The analysis is supported by examining the changing practice of HRM in the United Kingdom, France, the USA and Japan. This review shows the main trends and the principal tasks faced by HRM professionals in the 21st century. HRM changes that have taken place in the UK are a reflection, primarily, of changing regulation arising both from the UK government and from membership in the EU, globalization and strong pressures to drive costs downwards. French HR managers are striving to adapt French organizations to the environment by relying on unique practices or practices similar to those implemented in other countries. In late 2000s, the US economy is slowing. Though workers may become easier to find in general, recruitment continues to be challenging in the areas where skill shortages exist. The US workforce will continue to become more diverse. Firms are likely to continue experimenting with variable compensation and high performance work systems to enhance productivity. The change of HR practices in Japanese companies seems to be slow and incremental, carefully avoiding traumatic breaks with the past. Japanese managers have a strong sense of corporate obligation to provide jobs, income and security. On comparing changes in the patterns of HMR in the UK, France, the USA and Japan, the article analyses the peculiarities of HMR in Lithuania as a representative country of the post-soviet bloc. The practice of HRM in Lithuania during 1990–2008 may be separated into two periods. Each period was influenced by controversial groups of factors: traditions that came into being under the soviet regime and the new traditions still undergoing formation. In the first period dominated the so-called "hard" HRM, with the focus on employee control, utmost exploitation of their potential and obtaining the maximum benefit from them, neglect of employees' needs. The lack of qualified workers, increasing emigration and the growing competition in the second period urge the managers to shift attention to "soft" HRM, i.e. to the needs of their employees as one of the key resources of the competitive advantage.

When developing human resource policy, the paper recommends designing systems for evaluation of organisation internal factors and external environment future trends, which help to determine quantitative and qualitative personnel needs. It is suggested to establish organisational values, which will be given priority in the future, and the methods for setting value parameters. It is recommended to design the system of individual and organisational goal matching. It is determined that local government personnel have weak skills in development and modernisation of electricity and informational infrastructures. Personnel task understanding and implementation speed is acceptable in these areas. The responsibility is evaluated as good. In most cases local government personnel have average skills in establishing rural community organisations and supporting community projects and initiatives for improvement of road quality and building of new roads. Personnel responsibility is good in these areas, too. In most cases local government personnel understand the tasks of agricultural training and consulting. However, they lack skills; therefore, the implementation speed is only acceptable. In many cases, support for innovative business projects in rural areas is considered to be average according to all criteria. Local government personnel lack skills in facilitating the initiatives of rural community training and consulting; therefore, the training and consulting processes stall. However, the personnel do not evade responsibility in this activity area, which is rated as average. According to the responsibility criteria, personnel is rated the highest in design and development of the systems of information provision for rural community.

When developing human resource policy, the paper recommends designing systems for evaluation of organisation internal factors and external environment future trends, which help to determine quantitative and qualitative personnel needs. It is suggested to establish organisational values, which will be given priority in the future, and the methods for setting value parameters. It is recommended to design the system of individual and organisational goal matching. It is determined that local government personnel have weak skills in development and modernisation of electricity and informational infrastructures. Personnel task understanding and implementation speed is acceptable in these areas. The responsibility is evaluated as good. In most cases local government personnel have average skills in establishing rural community organisations and supporting community projects and initiatives for improvement of road quality and building of new roads. Personnel responsibility is good in these areas, too. In most cases local government personnel understand the tasks of agricultural training and consulting. However, they lack skills; therefore, the implementation speed is only acceptable. In many cases, support for innovative business projects in rural areas is considered to be average according to all criteria. Local government personnel lack skills in facilitating the initiatives of rural community training and consulting; therefore, the training and consulting processes stall. However, the personnel do not evade responsibility in this activity area, which is rated as average. According to the responsibility criteria, personnel is rated the highest in design and development of the systems of information provision for rural community.

This helped to rank respondents to four groups: politically unsophisticates (24 %), low politically sophisticates (29.7 %), mediate political sophisticates (34.7%) and high political sophisticates (11.6 %). This measurement differentiates the respondents well. The other aspect of political sophistication analyzed in this article is factors that influence level of political sophistication. It can be effected by structural factors such as party or electoral system. Importance of individual level resources or abilities that individual can use and that can influence his political sophistication. Attention is paid to several individual-level factors such as person's education, income, usage of informational media resources, discussions with the other people, gender and age. Three hypotheses were tested and relatively proved using data from Representative Lithuanian Citizens' Survey 2008. Individuals that discuss political issues with the others, use more information resources and have higher education tend to be more politically sophisticated. However, socioeconomic variables such as age, gender and income also have impact on one's level of political sophistication. The regression analysis showed that the factor that has most influence on political sophistication is age. Discussions with other people about politics, education, usage of information resources and income have less impact. Thus even this empirical research is limited, several tendencies could be seen. Improving measurement tools and examining the effect of citizens' political sophistications effect on their political behavior could be future research topics.

This helped to rank respondents to four groups: politically unsophisticates (24 %), low politically sophisticates (29.7 %), mediate political sophisticates (34.7%) and high political sophisticates (11.6 %). This measurement differentiates the respondents well. The other aspect of political sophistication analyzed in this article is factors that influence level of political sophistication. It can be effected by structural factors such as party or electoral system. Importance of individual level resources or abilities that individual can use and that can influence his political sophistication. Attention is paid to several individual-level factors such as person's education, income, usage of informational media resources, discussions with the other people, gender and age. Three hypotheses were tested and relatively proved using data from Representative Lithuanian Citizens' Survey 2008. Individuals that discuss political issues with the others, use more information resources and have higher education tend to be more politically sophisticated. However, socioeconomic variables such as age, gender and income also have impact on one's level of political sophistication. The regression analysis showed that the factor that has most influence on political sophistication is age. Discussions with other people about politics, education, usage of information resources and income have less impact. Thus even this empirical research is limited, several tendencies could be seen. Improving measurement tools and examining the effect of citizens' political sophistications effect on their political behavior could be future research topics.

This helped to rank respondents to four groups: politically unsophisticates (24 %), low politically sophisticates (29.7 %), mediate political sophisticates (34.7%) and high political sophisticates (11.6 %). This measurement differentiates the respondents well. The other aspect of political sophistication analyzed in this article is factors that influence level of political sophistication. It can be effected by structural factors such as party or electoral system. Importance of individual level resources or abilities that individual can use and that can influence his political sophistication. Attention is paid to several individual-level factors such as person's education, income, usage of informational media resources, discussions with the other people, gender and age. Three hypotheses were tested and relatively proved using data from Representative Lithuanian Citizens' Survey 2008. Individuals that discuss political issues with the others, use more information resources and have higher education tend to be more politically sophisticated. However, socioeconomic variables such as age, gender and income also have impact on one's level of political sophistication. The regression analysis showed that the factor that has most influence on political sophistication is age. Discussions with other people about politics, education, usage of information resources and income have less impact. Thus even this empirical research is limited, several tendencies could be seen. Improving measurement tools and examining the effect of citizens' political sophistications effect on their political behavior could be future research topics.

This helped to rank respondents to four groups: politically unsophisticates (24 %), low politically sophisticates (29.7 %), mediate political sophisticates (34.7%) and high political sophisticates (11.6 %). This measurement differentiates the respondents well. The other aspect of political sophistication analyzed in this article is factors that influence level of political sophistication. It can be effected by structural factors such as party or electoral system. Importance of individual level resources or abilities that individual can use and that can influence his political sophistication. Attention is paid to several individual-level factors such as person's education, income, usage of informational media resources, discussions with the other people, gender and age. Three hypotheses were tested and relatively proved using data from Representative Lithuanian Citizens' Survey 2008. Individuals that discuss political issues with the others, use more information resources and have higher education tend to be more politically sophisticated. However, socioeconomic variables such as age, gender and income also have impact on one's level of political sophistication. The regression analysis showed that the factor that has most influence on political sophistication is age. Discussions with other people about politics, education, usage of information resources and income have less impact. Thus even this empirical research is limited, several tendencies could be seen. Improving measurement tools and examining the effect of citizens' political sophistications effect on their political behavior could be future research topics.

The system consists of the following components: employees of township involve people from local communities in the performance of their functions: proactiveness of the head of township when forming deliberative township councils: resources arc allotted in the municipal budget for local community projects; there is an employee in the administration of the municipality who coordinates community initiatives; township employees encourage local communities to prepare development plans for their localities: people of local communities systematically assess functions of township; coordinative meetings of the CC take place at the municipality; representatives (provided for in the Law on Self-Governance) of the populated locality have more rights: the elder is a member of the committee of local communities; participation of politicians from the municipality and administration executives in events of local communities and stimulation of their activities. Nevertheless, it appeared that most actions were not taken. Therefore, functionality of local communities at Lithuanian villages and towns is poor.

The system consists of the following components: employees of township involve people from local communities in the performance of their functions: proactiveness of the head of township when forming deliberative township councils: resources arc allotted in the municipal budget for local community projects; there is an employee in the administration of the municipality who coordinates community initiatives; township employees encourage local communities to prepare development plans for their localities: people of local communities systematically assess functions of township; coordinative meetings of the CC take place at the municipality; representatives (provided for in the Law on Self-Governance) of the populated locality have more rights: the elder is a member of the committee of local communities; participation of politicians from the municipality and administration executives in events of local communities and stimulation of their activities. Nevertheless, it appeared that most actions were not taken. Therefore, functionality of local communities at Lithuanian villages and towns is poor.

The development of mass higher education caused an austerity of state financing since the middle of the 20th century and encouraged higher education institutions to search for alternative sources of funding. One of the most convenient ways of diversifying the financial resources was the introduction of tuition fees. In this context, the student loans became an attractive means to ensure access to higher education. Student loans gave the students the possibility to cover their tuition fees and living costs and at the same time enabled the governments to save money. It is widely recognized that the higher education provides significant benefits to an individual. Students who are receiving loans get funding for the investment in education, and these loans must be repaid after graduation when the students get their economic benefits. The student loan system of Lithuania is also relevant in the light of the higher education funding model. The article provides an overview of the development of the student loan systems, an analysis of specific objectives of student loan schemes, and the factors influencing these objectives. The analysis of theoretical literature shows that the objectives of student loan systems are the following: improving access to higher education and the financial stability of the sector of higher education, promoting students' mobility and financial independence, meeting specific manpower needs. The success of the implementation of these objectives depends on the proper model of the student loan system and the national impact.