| The article deals with a possibility to extend (to wide) usually used spectrum of subjects and objects of human potential management and development. It contents the explanation of term of model and modeling and presents basic arguments for support the effort to theoretical and practical realization of an idea of higher, fuller realization of potential of employee and managers. Afterwards, article is oriented to the proposal of graphic and verbal model of extending the number of participants of processes of human potential management and development. Verbal model is focused to presentation of it’s content and philosophy by twelve dynamics which are indicative in this modeled area. |
| Under the conditions of the knowledge economy knowledge management has become an integral part of human resources management. People, human resources of the company as the possessors of the majority of company’s knowledge are the most valuable asset and one of the crucial determinants of its success and market position. Therefore it is necessary for a company to change the way of personnel functions performing in order to attract, develop and stabilize the most talented employees. Information and communication technologies play an important role in this process. |
| It is emphasized in the article that only a decade ago in Lithuania employees’ skills were first and foremost identified with their acquired qualification, hence the insignificant number of research conducted with an integral approach to competences, i.e. an individual’s personal characteristics and acquired skills to perform in certain work settings. As competition increasingly influences organizations’ activities, it falls onto managers to make more in depth assessments of the human factor. The article presents results of an opinion study of organization managers, conducted 2006-2007, on deciding factors of master study graduates’ successful employment as well as the importance of generic competences acquired during master studies in consolidating a position in the labour market. |
| The article deals with human capital analysis and interdependency of such things as education system financing level, health care system financing level, human capital level and economical growth level. The model of social and economical development is designed in order to get quantitative estimation of economical efficiency of investment in human capital. As distinct from well-known models, economical growth in our model depends not only on fixed capital investment level, but also on human capital investment level. |
| The paper presents a new perspective of the employee appraisal which can be considered nowadays as a part of a new concept of performance management. This concept is based on the approach aiming to overcome defects of presently used employee appraisal. Employee appraisal should be applied as a strategic and integrated approach, based on improving relations with the issues of employee training and development, as well as with an employee evaluation and the system of rewarding. |
| This paper deals with the topic using benchmarking for human resources in the logistic centres. Nowadays the company’s surroundings is changing quickly. The logistic centres are forced to react quickly on these changes for achieving competition advantage. The on line benchmarking tests enables gathering objective information on the base quantified indexes. Thanks accessibility on the web the benchmarking test enables to the company (logistic centre) whenever gain necessary information for decision making about increasing efficiency, productivity, total economic prosperity etc. |
| The changing nature of work and effort of organizations to get and retent the best employees as a competitive resource caused that there has been emerging a new concept of talent management. The talent management represents an integration of planning, recruiting, retaining, motivating and developing talents in an organization. The concept of talent management accents that everybody has a talent, which is necessary to recognize, to develop and to utilize. |
| Customer relationship management is a comprehensive business and marketing strategy that integrates technology, process, and people. The human dimension of CRM is the most difficult component given the sensitivity of users to change. CRM systems, which support and/or automate integrated customer processes, often, imply changes in the way users do their day-to-day jobs. Users who have not properly understood the reasons for the change, who did not participate in formulation of the change, who did not receive sufficient information about the change, or who did not get sufficiently trained on the change will often be adverse to that change. This article deals with human dimension of CRM and peoples, their work in implementation of CRM in company. |
| Knowledge management is a very important subject of the day. It comprises a range of practices used by organizations to identify, create, represent, and distribute knowledge. Many large companies have resources dedicated to Knowledge Management, often as a part of Information Technology or Human Resource Management departments. The paper describes problems of implementing the knowledge management in context of knowledge culture and knowledge workers involvement. |
| In recent years carrying out periodic estimations became the important tool in human resources management. There are usually organized one or two times in the year and there are permitting to acquire information influencing for more far-away organizing "lives" of companies. Periodic estimations are making it possible to present workers what attitudes, behaviors and action are being approved by the company. |
| The development of specific occupational diseases in Slovakian forestry has been analyzed in this article. Lesy SR, š.p. (state owned enterprise) is the dominant corporation in the forestry of Slovakia. The frequency and occurrence of major occupational diseases in the period from 2000 to 2007 has been analyzed in this company, including major causes and factors which influence the uprise and development of these occupational diseases (Lyme borreliosis, tick-born meningoencephalitis, professional deafness, vibrations disease) according to regional branches of the named company. At the same time we formulated the trends and tendencies of these diseases as well as the arrangements and measures to be made to improve the situation in this field. |
| A high level of communicative capabilities as an integral part of social skills in managers is an essential prerequisite of success in managerial position. The paper points out an opportunity of quantifying the level of communicative capabilities, as well as the way of delimiting deficiencies in-communication and planning the process of development of communication capabilities. The testing was done on a sample 184 managers. |