In this study, Interpretivist epistemology and abductive research strategy were used to examine transcripts of sixteen two-hour focused interviews. The research sample was a group of technical experts who assumed managerial responsibilities within their organisations (transitional managers). The subjectively perceived experiences of the transition were examined as well as the respondents' intersubjective interpretations of the transition from the organisational perspective. The aim was to explore the perceived characteristics of the transitional experience. The main findings of this study could be summarised as follows: firstly, it was found that there were three main types of transitional managers: the unwilling, the pragmatic and the eager managers. Secondly, the key motivations to take the manager role for all three categories were higher remuneration, technical peer respect and the respondent's new role as an organisational decision-maker. The third finding of this study was that there were two types of transitions, the complete transition which the majority of the eager managers went through and the technical transition which was experienced by the unwilling and the pragmatic managers. Related to that finding was the link between the type of organisation, its culture and the leadership skills required in that organisation. The fourth finding was that, irrespective of the amount of time in the manager role (six months to eleven years) or the type of transition (complete or technical), all respondents in this study continued to identify themselves as technical experts with the respondents who underwent a complete transition also seeing themselves as managers. Related to this finding was the respondents' continued identification as technical experts being largely due to their need to identify with their peers (other technical experts). The fifth major finding of this study related to a lack of career planning by the respondents and little or no succession and management development planning by the respondents' organisations. In a contribution to the theory of leadership studies, this study examined leadership as a social process, building on the existing leadership concepts and theories and putting them in a social context of subjective efforts by the researcher to interpret the respondents' transitional experiences through typification of the leadership characteristics into seven themes. The need to apply an individual contextualisation was seen as essential to understanding the transitional managers' response to their own transition. In doing so, the study has contributed towards narrowing the existing empirical literature gap on the transition processes. The contributions of this study need to be seen in the context that explorative research such as the one carried out here is not considered generalisable, as its aim was to explore and describe particular phenomena. Nevertheless, insights from this study were eight

The Master's Thesis deals with the education and development of employees in the company OEZ. The aim is to analyze the education system in this organization, find strengths and weaknesses and recommend possible solutions. The component goal is to develop the theoretical basis of this issue, to the extent necessary for subsequent analysis and to conduct a survey among employees of the company, which shows their perception of the functioning of the education system. The theoretical part deals with the various stages of the education system, linked to strategy and to a lesser extent, the legal regulation of educational issues and links to other personnel activities. The practical part contains the characteristics of the company, the analysis phase of the education system in OEZ, evaluation of the functioning of this system from the perspective of its users - employees, a summary of the main strengths and weaknesses and suggestions for possible solutions.

Baigiamajame magistro darbe nagrinėjami vadybos specialistų įsidarbinimo tarptautinėje darbo rinkoje veiksniai, švietimo sistemos, darbo rinkos poreikių harmonizavimo galimybės Lietuvoje. Išnagrinėta organizacijų tarptautiškumo įtaka žmonių išteklių vadybos pokyčiams, pateikiamos Lietuvos švietimo sistemos ypatybės rengiant vadybos specialistus. Pateikiama mokslinės literatūros apžvalga, kurioje nagrinėjama vadybos specialistų kompetencijos, žmonių išteklių vadybos principai, specialistų integracijos į darbo rinką modeliai. Pristatoma mokslinio tyrimo metadologija. Siekiant nustatyti vadybos specialistų įsidarbinimo tarptautinėje darbo rinkoje veiksnius, Lietuvos organizacijų keliamus reikalavimus įdarbinant vadybininkus, atlikta darbo rinkos struktūros statistikos ir mokslininkų atliktų tyrimų analizė bei atlikta anketinė vadybos studijų studentų ir absolventų ir įvairių organizacijų atstovų apklausa. Atsižvelgiant į literatūros šaltinių, statistikos analizę bei atliktus tyrimus, parengti strateginiai sprendimai, kurie leidžia vadybos specialistui pasirinkti įsidarbinimo tarptautinėje darbo rinkoje strategiją. Apibendrinamos išvados ir pateikiami pasiūlymai. Darbą sudaro 7 dalys: įvadas, 4 dėstymo dalys, išvados, literatūros sąrašas. / This Master thesis has its main focus on managers training for activities in the international market, considering the needs of labour market and education institutions in order to harmonise specialist training system. It covers human resource management changes regarding business internationalisation process and influence of human resource management changes in the Lithuanian education system for the training of management specialists. This Master thesis evaluates labour market and education system requirements regarding managers’ competence and his integration in the international labour market. Scientific literature review examined the management expertise of specialists, human resource management principles, basic models of specialsits integration into the labour market. Statistical mathematic and empirical research analysis presents nowadays market situation in training management specialists and covers the need of harmonisation of all training system. This Master thesis offers strategic decisions focused on trinomial managers training model. Considering all analysis of theoretical and practical manager’s approach, there are given findings of this Master thesis. The structure of this thesis: introduction, 4 main chapters, conclusions, and references. Thesis consists of: 102 p. texts without appendixes, 29 pictures, 12 tables, and 183 bibliographical entries. Appendixes included.

This thesis offers an overview of Personal Employee Development Planning focusing on its objectives and perspectives in current practice. Attention is paid to the employees' personal development in organization, relation between work performance management and personal development planning, main trends in the preparation of plans and the tools and methods used in the creation and realization of development plans. The thesis explores the benefits of personal employee development planning for the organization, and for professional and personal life of employee. The work is focused on defining the areas of the organization's approach to personal employee development, competencies and learning. It analyzes the process of creating personal development plans. The work contains a qualitative analysis of the results of survey conducted in eighteen organizations in the Czech Republic, focused on the use of personal development plans in practice. Future prospects and recommendations are proposed based on the results of the analysis. Powered by TCPDF (www.tcpdf.org)

人類社會隨著文明的發展，教育的普及與醫療科技的進步，台灣社會的老年人口比率逐年提高形成高齡化社會，且國民平均壽命延長，老人退休後之生活安排，含蓋老人安養、居住、飲食、醫療、休閒旅遊、高齡者人力資源運用，這些都是我們即將或未來極需面對的嚴肅議題。 為瞭解退休老人的生涯規劃與適應的歷程，事涉受訪者的主觀經驗與詮釋，本文採用深度訪談15位已退休之55~81歲及1位62歲即將退休之較高齡長者。 本研究結果發現受訪者的規劃，大多以經濟的角度做為思考的重心，其生活方面的安排，是以延續退休前之生活模式為主要方式；老人退休後以健康活動、收集文物、擔任義工、接受終身教育、參予社區活動、以及迎向大自然為主要安排，也有以放空心情的安排做為生活的哲學。 在生活適應的物質方面，研究顯示受訪者退休前在財務方面已做安排，居住與生活支應無虞；親友互動良好，選擇獨居或與子女同住方面，維持傳統觀念的受訪者大有人在，而必須要面對事實獨居的受訪者也不少，顯見目前家庭生活形態已成趨勢；人際網路之維持、接受終身教育之自我提昇、以及興趣都會帶給老人快樂，研究也顯示旅遊活動已成為退休老人主要興趣之一。 從退休規劃與生活適應之關聯性觀察，發現老人退休後，在生理機能的迅速退化、生活的結構改變而產生衝突的矛盾與不適，有的受訪者採「先放空，再思考出發」的放空哲學頗有「歸零」的禪意，也有在生理方面仍然保有簡單溫飽即能滿足的傳統觀念。 生活有目標、有規劃、有準備的退休老人適應都很好，研究顯示受訪者之中仍然保有「積穀防饑」之傳統觀念，但因為年歲的增長，難免在生理狀況會產生變化，對於醫療保健的安排都很重視，惟傳統家庭價值的需求殷切，在心靈上隱約感受到退休老人極待子女能多予關懷與照顧。 少子高齡化的社會來臨，己經是世界各先進國家的發展趨勢，台灣老人問題也已成為社會問題的一項重要指標，本研究存望未來老人年金制度更加完整、老人安養機構及活動中心之設施完善、企業規劃設置長壽村、醫療照護普及化、各區境內自然資源充分運用、家庭傳統價值能夠再現、重新思考跳脫家庭傳統組織概念，設置傳統家庭組織以外之家庭、老人早日規劃因應未來生活、政府推動的老人福利項目，不知道或一知半解的人還是不少人，宜再加強宣導；根據研究針對以上有關老人的期待與需求之意見，提出建議做為政府未來施政規劃「老人福利政策」的參考。 / Due to the human society along with the civilized development, the education popularization and the medical science and technology progress, ageing of the population in Taiwan, also the national mean lifetime lengthens, after the elderly retires the arrangements for daily life, contains covers elder care, the housing, the diet, medical, the leisure traveling, the ageing human resources utilization, these all are the serious issues which we soon or the future extremely will have to face. In order to understand the retired elderly's career planning and the life adjustment process, the matter fords participant's subjective experience and the annotation, This article uses the electron particle materialization research orientation, face-to- face depth dialogue 55~81 of years old 15 already retired the elderly and one of 62 years old the elderly of soon retirements. The research found participant's plan, mostly does take the economical angle as the ponder center of gravity, its life aspect arrangement, is take continues before the retirement the mode of life as the fundamental mode; After the elderly retires take the health activity, the collection cultural relic, holds the post of will labor, accepts the lifelong education, participates the community to move, as well as welcomes to the nature as the main arrangement, also has take blows off the mood the arrangement to do as the life philosophy. The material aspect of life adjustment, the result of this research found before demonstrated the participant retires has made the arrangement in the financial aspect, lives with the daily life balances income and expenses, The relatives and friends interact good, the choice lives alone or lives together the aspect with the children, the maintenance traditional ideas participant there are plenty of such people, but must have to face the participant which the fact lives alone also many, the obvious at present family life shape has become the tendency; Maintenance the interpersonal network, accepts the lifelong education the self-promotion, as well as the interest can take to the elderly to be joyful, the research also demonstrated the traveling activity has become one of the retired elderly major interests. Planned from the retirement and lives connection observation the adjustment, after discovered the elderly retires, in the physiological function rapid degeneration, the life structural change has the conflict contradiction and is ill, some participants pick "first blow off, then pondered embarks" blows off the philosophy quite to have "the nulling operation" imperial sacrifices Italy, also had in the physiological aspect still holds the traditional ideas which the simple warm and sufficient condition namely could satisfy. The life has the goal, has the retired the elderly which the plan, has the preparation to adapt all very well, the research demonstrated in the participant still held " Provides for a rainy day?" the traditional ideas, but because of the ageing, unavoidably could have the change in the physiological condition, all very much took regarding the medical health care arrangement, the traditional family value demand was only earnest, indistinctly felt the retired elderly in the mind extremely to wait the children to be able to give the concern and the attendance. Delining birth rate and aging society approaches, the oneself after is the world each advanced countries development tendency, in Taiwan the elderly question has also become the social problem an important target, this research will save looks the future the elderly annuity system to be more complete, the elderly peacefully raises the organization and facility of the activity center consummates, the business planning establishment longevity village, the medical service according to protects the universalization, Within the boundaries of various areas the natural resource full utilization, the family tradition value can reappearance, reponder the family tradition organization concept, outside the establishment tradition family organization the family, the elderly soon plans in accordance to the future lives the elderly welfare project which, the government will impel, did not know or will smatter the person or many people, suitably again will strengthen the guidance; According to studies in view of the above concerned the elderly anticipation and the demand opinion of, proposed the suggestion to provides administer for the government to plan " welfare policy for the elderly " in the future.

The main objective of the doctoral thesis was to analyze the features of one’s vocational path during the time of undergraduate studies. Undergraduate studies can be treated as a pathway of transition from school to the world of work. Therefore, it is especially important to identify what makes vocational choice successful during this period of time. In the study, several psychological success indicators of vocational path choice were distinguished. Moreover, the following factors were analyzed as their possible predictors: internal-cognitive factors (self-efficacy and vocation-related expectations), internal-personality factors (Big Five trait dimensions), external factors (situational-demographic characteristics). The study was conducted in the framework of Social Cognitive Career Theory. 625 undergraduates representing various Lithuanian universities took part in the main study. The results provide a basis for distinguishing the most important factors of vocational path choice during the transition period, i.e., those factors that most strongly relate either to vocational choice success indicators or to the adequacy of its planning. In the discussion, both theoretical implications and practical recommendations are provided. / Disertacijoje nagrinėjami profesinio kelio ypatumai bakalauro pakopos studijų metu – pereinamuoju laikotarpiu tarp mokyklos baigimo ir įėjimo į darbo pasaulį. Darbe buvo siekiama išskirti psichologinius sėkmingo profesinio kelio pasirinkimo rodiklius bei įvertinti, kokie veiksniai jiems turi daugiausiai reikšmės. Remiantis socialine kognityvine karjeros teorija ir pereinamojo laikotarpio tyrimų apžvalga, nagrinėti vidiniai kognityviniai (įvairūs saviveiksmingumo aspektai, profesiniai lūkesčiai), asmenybės (Didžiojo Penketo asmenybės bruožai) ir išoriniai (situaciniai-demografiniai) veiksniai. Tyrime dalyvavo 625 įvairių Lietuvos universitetų bakalauro pakopos, 1–4 kurso studentai. Gauti rezultatai leidžia išskirti svarbiausius vidinius ir išorinius profesinio kelio veiksnius – tuos, kurie pereinamuoju laikotarpiu labiausiai sietini su sėkmingu profesinio kelio pasirinkimu ar adekvačiu jo planavimu. Aptariant tyrimo rezultatus, diskutuojama tiek jų reikšmė teorine prasme, tiek pritaikymo galimybės profesinio orientavimo ir konsultavimo praktikoje.

Sėkminga integracija į darbo rinką, tai mūsų visuomenės, šalies socialinio, ekonominio, politinio gyvenimo stiprinimas. Integracija, problemos su kuriomis susiduria jaunimas, norėdamas įsidarbinti ir sėkmingai išlikti bei konkuruoti darbo rinkoje buvo ir yra ypač aktualios visuomenės gyvenime. Kiekvienas specialistas, siekia įsitvirtinti darbo pasaulyje ir atlikti savo, kaip pilnaverčio žmogaus, piliečio pareigas, funkcijas. Tačiau nepalankiomis šiandienos ekonominėmis sąlygomis, tampa vis sunkiau integruotis į norimą darbinę veiklą. Keičiantis šalies ekonominei, socialinei padėčiai, keičiasi ir kai kurių profesijų paklausa, vienos jų nyksta, vietoje jų atsiranda naujos. Vis sunkiau tampa žengti kartu su naujais pokyčiais, planuoti savo profesinę karjerą, nežinant kas gali nutikti rytoj. Taigi, svarbu parengti sporto trenerių integracijos į darbo rinką modelį ir remiantis šiuo modeliu, nustatyti veiksnius, jų grupes kurios daro įtaką sporto trenerių profesinei integracijai. Tai leistų daryti objektyvesnes išvadas, kurie faktoriai jiems yra svarbesni, kurie mažiau ir kurie padėjo įsidarbinimo procese. Tai galimybė iš arčiau pažinti integracijos į darbo rinką proceso struktūrą, norint nustatyti sporto trenerių mokymosi, įsidarbinimo, įsitvirtinimo darbo rinkoje galimybes. Tyrimo problema: Nepakankamai aiškūs veiksniai, įtakojantys sporto trenerių integraciją į darbo rinką. Tyrimo tikslas: Sukurti sporto trenerių integracijos į darbo rinką modelį, analizuojant integracijos... [toliau žr. visą tekstą] / Successful integration into the job market is the strengthening of our society, as well as social, economic and political life. Integration and problems that young people encounter when seeking to get employed, as well as stay successfully and remain competitive in the job market have always been and still are of great relevance in the society life. Each specialist aims to strengthen his position in the job world and carry out his responsibilities and functions as a full-fledged human and a citizen. However, it is becoming more and more difficult to integrate into a desired job field (activity) under current unfavorable economic conditions. As the economical and social situations of the country change, the demand for certain professions change as well. Some of them disappear and new professions take their place. It becomes more difficult to keep up with the new changes and plan one’s own professional career without knowing what tomorrow might bring. Therefore, it is important to prepare a model of sports coach integration into the job market and by relying upon this model to determine the factors and their groups that influence the professional integration of sports coaches. This would allow to draw objective conclusions as to which factors are more important to them and which of them helped them more or less in the employment process. It is an opportunity to get to know the structure of the integration into the job market process while seeking to identify the possibilities... [to full text]

Vidutinio amžiaus darbuotojai neretai susiduria su sunkumais prisitaikant besikeičiančioje darbo rinkoje. Ši žmonių grupė vis labiau paliečiama rizikos dėl savo amžiaus. Vakarų pasaulyje tokią socialinę grupę formuoja didėjantis visuomenės vidutinis amžius. Šio amžiaus žmonės gana neobjektyviai suvokia savo padėtį ir darbo rinkos situaciją, daugeliui šio amžiaus darbuotojų sunku prisitaikyti prie darbo rinkos pokyčių. Dažnai vidutinio amžiaus darbuotojas susiduria su daug sunkumų ir trukdžių, kurie trukdo sėkmingai planuoti karjerą. Tai susiję su paties asmens ir visuomenės nuostatomis dėl individo amžiaus, nepakankama profesinio informavimo idėjų sklaida visuomenėje, menka vidutinio amžiaus asmenų profesinio tobulėjimo motyvacija ir panašiomis problemomis. Vidutinio amžiaus asmenų karjeros planavimą teigiama ar neigiama prasme įtakoja daugelis veiksnių. Ikimokyklinio ugdymo įstaigose dirbantis vidutinio amžiaus sulaukęs personalas nėra jokia išimtis. Šiame darbe keliamas klausimas, kokie veiksniai įtakoja vidutinio amžiaus ikimokyklinio ugdymo įstaigų darbuotojų karjeros planavimą? Iškeltas darbo tikslas – atskleisti vidutinio amžiaus ikimokyklinio ugdymo įstaigų darbuotojų karjeros planavimo veiksnius. Šiam tikslui pasiekti numatyti uždaviniai : apibūdinti pagrindines karjeros projektavimo teorijas ir atrasti jų sąsajas su ikimokyklinio ugdymo įstaigų vidutinio amžiaus personalo karjeros planavimu; apibūdinti vidutinio amžiaus ikimokyklinio ugdymo įstaigų personalo... [toliau žr. visą tekstą] / Middle-aged workers belong to the group which meet with difficulties to compete in the labour market. This social group is increasing because of the aging population in Europe. Middle-aged employees often are not fully aware of their situation in the labour market situation, which makes for many middle-aged persons difficult to adapt to the changes in the labour market. Middle-aged employees often meet with many difficulties and obstacles that hinder successful career planning. This relates to personal and public attitudes to the individual's age, lack of career information dissemination ideas in society, poor middle-aged employees motivation of professional development and related issues. The career planning for middle-aged employees is influenced by many internal and external factors. Middle-aged employees working in pre-primary schools make no exception. In this paper the question is raised, what factors affect the career planning of middle-aged employees in pre-primary schools. The aim of the paper is to identify career planning factors for middle- aged employees in pre- primary schools. To achieve the aim, the following tasks were formulated: to describe the basic theories of career planning and discover how they connect with the middle-aged staff career planning in pre-primary schools, to describe the career planning concept of middle-aged employees in pre-primary schools, to reveal the career planning experience of middle-aged employees in pre-primary schools, to... [to full text]

This study aims to measure the managerial skills of managers working in the banking industry. To do so, the newly developed managerial skills measuring instrument of Thekiso (2011) was used by to determine skills for managerial competence in the banking industry. The seven managerial skills that are covered in the questionnaire are: Self awareness skills; Self directed career planning; Integrative skills; Planning and controlling skills; Organizing skills; Leading skills; and Managing change skills. Even though some skills may appear on a less frequent basis, six of the seven skills were rated to be of a high importance, with their means ranging between 4.008 and 4.480 on the 5–point Likert scale. Training in the form of mentoring and stewardship programs, to transfer knowledge and introduce existing relationships to up and coming leaders, would be of great value for companies in the banking industry to foster these seven managerial competency skills. By implementing training and mentoring programs on a much broader scale, organisations can train and use their leaders’ abilities to gain competitive advantage in the market. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.

This study aims to measure the managerial skills of managers working in the banking industry. To do so, the newly developed managerial skills measuring instrument of Thekiso (2011) was used by to determine skills for managerial competence in the banking industry. The seven managerial skills that are covered in the questionnaire are: Self awareness skills; Self directed career planning; Integrative skills; Planning and controlling skills; Organizing skills; Leading skills; and Managing change skills. Even though some skills may appear on a less frequent basis, six of the seven skills were rated to be of a high importance, with their means ranging between 4.008 and 4.480 on the 5–point Likert scale. Training in the form of mentoring and stewardship programs, to transfer knowledge and introduce existing relationships to up and coming leaders, would be of great value for companies in the banking industry to foster these seven managerial competency skills. By implementing training and mentoring programs on a much broader scale, organisations can train and use their leaders’ abilities to gain competitive advantage in the market. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.