The Management of Human Resources in Modern Organization: the Aspects of the Social Sector

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The Management of Human Resources in Modern Organization: the Aspects of the Social Sector

Journal Title: Profesinės Studijos: Teorija ir Praktika - Year 2007, Vol 3, Issue 3

Abstract

When we talk about the management of human resources it is necessary to differentiate and separate the meaning of it from the meaning of staff management, in spite of the fact that both concepts deal with a person, they have a different meaning. Staff management includes the fulfilment of the tactic decisions: personnel search, recruitment, selection, salary, educational courses, motivation etc. The management of human resources is understood as a long-term action, strategic politics that is focused on the future. The development of human resources have an intention to create more possibilities and conditions for the human resources to develop, to acquire more competence and skills, so that human resources would be up to date not only now, but in the future and so they would foresee the possible future changes and would be able to accept them. The success of managing human resources is not only in the competence of manager: the team is very important also and the learning and developing organization’s culture plays not the last role. This culture is based on the humanistic view on the human being, not only as a work power, but also as a personality with its own mind. The particularity of the social sector’s work describes the structure of the organizations that are functioning in that sector. The task for the social sector is to provide a high quality social, educational, safety, public etc. services. Very often, the society is not satisfied with the quality of services. In spite of the fact that “bureaucracy” is viewed as a negative phenomenon it is necessary to point out the objective and subjective reasons that make the changes in the social sector go slower than in business organizations. Firstly, the structural and formal organization of a social type is described as the one having a higher level of inertia. Secondly, the social sector is a political institution, the mechanism of democracy in the state, which is ruled by society, that is why its success and direction depends on the level of understanding of state’s democratisation and all accepted civil, ethic and other values. All of this determines the management of human resources in the social sector and its possible development. The person is the main resource both in business and in social sector organizations. In spite of the fact that in social sector the mechanism of the market is almost not present, the attention while developing the human resources is concentrated on the experience and culture of business organizations in the sphere of human resource management. Today the most important things for the management of human resources are the humanization of work, investments in the human capital, the inner and outer environment that help to create the strategic aims and synchronize them with the human management mechanisms.

Authors and Affiliations

Jolita Vveinhardt

Keywords

Inovatyvaus ugdymo(si) socialinis-didaktinis projektavimas aukštojoje mokykloje <br /> Žinių visuomenės iššūkių kontekste<br />

Straipsnyje inovatyvaus ugdymo(si) projektavimas aukštojoje mokykloje nagrinėjamas kaip socialinis-didaktinis uždavinys, kurį suponavo nauja šiuolaikinė žinių visuomenė. Atskleidžiamas inovatyvaus ugdymo(si) socialinis-d...

EP ID EP102317
DOI -
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