Šiandienos rinkos sąlygos ir nuolatiniai pokyčiai, siekiant išlikti unikaliais ir konkurencingais rinkoje, verslininkus verčia gebėti greitai reaguoti ir adaptuotis. Žmonių ištekliai ir sėkmingas vadovavimas prilyginami aukštiems įmonės rezultatams ir įgyvendintiems tikslams. Kaip vieną svarbiausių uždavinių, siekiant užsibrėžtų tikslų, galima įvardinti vadovo kompetencijas. Sėkmingai įmonės veiklai kompetencijas ne tik labai svarbu turėti ar įgyti, bet ir atitinkamai jas ugdyti pritaikant prie besikeičiančių sąlygų, atsirandančių inovacijų ar kintant profesiniems reikalavimams ir žinių bagažui. Efektyviam mokymo(si) procesui ir lėšų panaudojimui, kuriami kompetencijos ugdymo modeliai. Tyrimo objektas - vadovo kompetencijos. Apklausa internetiniame portale vykdyta dvi savaites. Darbo struktūra ir apimtis. Darbą sudaro įvadas, 3 dalys, išvados. Pagrindinė darbo medžiaga aprašyta 69 puslapiuose, įskaitant 17 lentelių ir 26 paveikslų. Taip pat pateikiami 3 priedai. Panaudotos literatūros sąrašą sudaro 57 šaltinių. / The entrepreneurs seeking to be unique and competitive in the market need to have an ability to react and to adapt quickly because of today’s market’s conditions and constant changes. Human recourses and successful management are equated to high company’s results and implemented aims. As one of the most important aims seeking settled tasks could be named management competence. It is very important to have or to develop the competences for the successful company activity, but it is also very important to develop the competences adopting them to the changing environment, new innovations or to the changing professional requirements and knowledge baggage. For the effective competence development we need to create manager’s competence training model. The object of research work – manager’s competences. Internet interrogatory was realized in two weeks. The structure of work. The search work consists of introduction, 3 parts and conclusions. The main part is described in 65 pages, including 17 charts and 26 pictures.

In this master’s work there are presented the conception problems of the management competence; analysed and systemised competence theories of different Lithuanian and foreign authors; described the main differences; presented analysis of competence levels and models. The applying possibilities and limits in the organisation context. There are discussed competence training and estimating criteria and the capital investment pays dividends into the employee’s competence system. In this work there are presented the results of the research of management competence conception among the leaders and managers and according by them there are settled the management competence conception tendencies at work. The research presented that the respondents estimate themselves as competitive, but the real competence aspects are rather less than they understand them. It means the author’s formed scientific research hypothesis is confirmed, that the employees face the competence importance, but they do not feel very competitive themselves.

Environmental testing industry is a kind of knowledge industry, also a kind of technical service industry. People who engaged in environmental testing services are all knowledge workers. A knowledge worker¡¦s benefit to a company could be in the form of developing business intelligence or variety of other important gains in knowledge that aid the business. It is necessary for a company to build up its human resource management system(HRMS) in such competitive market nowadays. Peter Drucker(1989) pointed that the quality, performance, and achievement of management people is the critical issue for deciding the fate of a company. Management people is the key to success, so how to strengthen and develop the competence of management people is very important. Human resource is the intellectual capital of knowledge industry. It also could be the capital of technical service industry. Purpose of the study is to realize what should be the competence of management people and how will it be of help to the HRMS within the case environmental laboratory. It could maximize the effectiveness of human resource investment and enhance the selecting, cultivating, retaining, and positioning people in an innovation way. People who take the advantage of their management competence will positively bring in sustainable growth in profitability. Through reviewing of the essays and theses, induction of the interview information, the writer found that the conceptual difference is existence in reality of training and promotion sub-system between management people and its existing HRMS. Management people need an integrated training sub-system for developing their management competence. And, they need a clear, definite, and quantitative sub-system for promotion appraisal. Most of the interviewee were sure these two sub-system could encourage and retain good people for the company. If the case company could improve these two sub-system of the whole HRMS, it will acquire the consistency of both people and company as well as the synergistic effects. The results and suggestions of the study is wishing to benefit environmental testing industry by enhancing the management competence. Furthermore, it is wishing to benefit all other testing related industries as well.

Made available in DSpace on 2016-08-02T21:42:18Z (GMT). No. of bitstreams: 1 Marco Antonio.pdf: 640660 bytes, checksum: d2aa4bcaa1d6f4d8a892cf3c2e5dc616 (MD5) Previous issue date: 2011-08-18 / Many organizations face the challenge of assuring their survival in fiercely competitive markets, consequently, the development of individual management competencies starts to be valued. The manager is in evidence before this scenario, performing relevant roles in the strategic process and in the organizational development. The mapping of management competences is part of an important search in the field of people management due to the fact that the diagnostics can t be transferred, automatically, from one organizational environment to another one. This dissertation had as its goal to develop a tool that maps the management competences and use this mapping in an editorial company. As part of this study five managers were interviewed in the same hierarchical level. The creation of this mapping contained descriptive analysis of auto and hetero perception as well as the difference between the two evaluation modalities. It is important to highlight that the study objective was able to be concluded, because the application of this tool allowed to identify aspects that need investments in management capacitation actions. It should be noted that this work is able to contribute with an initial base of knowledge for the reflection about the enterprise s strategic alignment according to expected behaviors correlated to each one of the twelve management competences identified during this study, as well as supporting new analysis and maps, creating also opportunities to an adequate implantation of training actions, with the intention of minimizing the risks of lack of the strategic alignment according to the responsibilities to be pursued by the managers in order to improve the result of the searched company. / Muitas organizações enfrentam o desafio de assegurar a sobrevivência em mercados acirradamente competitivos e o desenvolvimento de competências individuais gerenciais passa a ser valorizado. O gerente está em evidência diante desse cenário, desempenhando papéis relevantes nos processos estratégicos e de desenvolvimento organizacional. O mapeamento de competências gerenciais constitui uma linha de pesquisa importante no campo da gestão de pessoas pelo fato dos diagnósticos não poderem ser transferidos automaticamente de um ambiente organizacional para outro. Este trabalho teve como objetivo desenvolver uma ferramenta para mapear as competências gerenciais e realizar o mapeamento em uma empresa do ramo editorial. Tomaram parte do estudo cinco gerentes do mesmo nível hierárquico. A realização do mapeamento conteve análises descritivas de auto e heteropercepção, bem como as diferenças entre as duas modalidades de avaliação. Destaca-se que o objetivo do estudo pôde ser concretizado, pois a aplicação da referida ferramenta permitiu identificar aspectos que necessitam investimentos em ações de capacitação gerencial. Cabe salientar que este trabalho pode contribuir com uma base inicial de conhecimento para a reflexão sobre o alinhamento estratégico da organização de acordo com comportamentos esperados correlacionados com cada uma das 12 competências gerenciais identificadas durante o estudo, bem como suportar novas análises e mapeamentos, oportunizando também a implantação adequada de ações de capacitação, com o objetivo de minimizar os riscos da falta de alinhamento estratégico de acordo com as responsabilidades a serem perseguidas pelos gerentes com a pretensão de melhorar os resultados da empresa pesquisada.

Šiame darbe nagrinėjama klasės auklėtojo vadybinė kompetencija ugdymo procese. Pagrindinis darbo tikslas- ištirti klasės auklėtojų vadybinės kompetencijos naudojimo ugdymo procese lygį. Teorinėje darbo dalyje pateikiama medžiaga apie kompetenciją, pedagogo kompetencijas, vadybą, pedagogo vadybinę kompetenciją bei klasės auklėtoją, apimant jo atliekamas funkcijas ir pareigas bei jas siejant su vadybine kompetencija. Praktinėje darbo dalyje pateikiami klasės auklėtojų ir mokinių apklausos rezultatai: teorinės klasės auklėtojų žinios apie vadybinę kompetenciją, vadybinės kompetencijos naudojimo ugdymo procese dažnumą bei kokybę bei vadovavimo klasei stilius. / The article provides management competence of classroom tutor and management competence using level and using rate in education process. This work concists of two parts: theoretical part in wich are introducing educator competences, educator management competence and classroom tutor and practical part in wich it is given four research work results evaluations: classroom tutor distribution af academic management competence knowledges; respondents (classroom tutor, pupil) assesment of management competence level; respondents (classroom tutor, pupil) assesment of management competence using rate and respondents assesment of mostly usable management style, wich is using in the classs.

Skirtingose šalyse naudojami saviti vadybinio kompetentingumo modeliai. Pavyzdžiui, modelis vadovų kompetencijai vertinti (Jucevičienė, 2001), modelis vadovų rezultatyvumui matuoti (MCI modelis), vadybinės kompetencijos modeliai smulkių ir vidutinių organizacijų vadovams (Boyatzis, 1982), pedagogų vadybinio kompetentingumo modelis (Rodzevičiūtė, 2006). Tačiau profesijos patarėjo vadybinis kompetentingumas apima specifinius profesijos ypatumus, atspindinčius profesinio informavimo veiklos sudėtingumą. Todėl svarbu sukurti naują profesijos patarėjo vadybinio kompetentingumo modelį, kuris atskleistų specifinius šios veiklos aspektus bei būtų pagrįstas pačių profesijos patarėjų požiūriu. Vadinasi, bendrojo lavinimo mokyklų profesijos patarėjų vadybinio kompetentingumo turinys ir struktūra yra aktuali mokslinė problema. Sprendžiant šią problemą, ieškoma atsakymo į svarbų tyrimo klausimą: Koks turi būti bendrojo lavinimo mokyklos profesijos patarėjo vadybinio kompetentingumo turinio ir struktūros modelis, kurį galima būtų rekomenduoti rengiant profesijos patarėjų kvalifikacijos tobulinimo programas ? Tyrimo objektas - bendrojo lavinimo mokyklos profesijos patarėjo vadybinis kompetentingumas. Tyrimo tikslas - teoriškai ir empiriškai pagrįsti bendrojo lavinimo mokyklos profesijos patarėjo vadybinio kompetentingumo turinį ir struktūrą. Atliktas kiekybinis tyrimas – apklausti Vilniaus apskrities bendrojo lavinimo mokyklų profesinio informavimo taškų (PIT) 156 profesijos patarėjai... [toliau žr. visą tekstą] / A professional advisor is a person who gives high quality imformation to aimed groups about professions, qualifications and career possibilities. Seeking to acquire neccessary qualities in the sphere of advisability specific skills are especially needful. The Standard of Giving Professional Information (2006) does not underline the aspect of wanted abilities in the management of professional advisability. Furthermore, the question of management competence of the advisor in choosing a profession was not analysed in scientific resourses available in Lithuania. Summarising common atittudes about competent management, theoretically it is proved that the conseption of an advisor in choosing profession is obviously tied to the ability to use all competences to reach effectivness and quality in giving information. To solve the problem of today it is urgent to answer the main question: What kind of structure and content as a competent manager has to be acquired by a professional advisor to help to prepare programmes for his/her improvement ? The object of the research – competent management in a position of a professional advisor in a secondary school. The aim of the research – theoretical and empiric approach to base content and structure of management competence of a professional advisor. In the quantative research 156 ( PIT ) Professional advisors of secondary schools in Vilnius district surveyed. The concusion is made on the backgound of the empiric investigation: the... [to full text]

The thesis deals with the issue of strategic management in the work of the school head. In the theoretical part, we identify the position of the school head in terms of the prerequisites for managerial management and define the possibilities of his education. This part is conceived not only as a professional starting point for the practical part, but also as a means to obtain a basic overview of strategic management in relation to the performance of the function of school principal. The text is continuously moving from the professional definition to the main strategic documents in the work of the director. It deals with the prerequisites for the performance of the director's activities, the competency model and describes the current possibilities of systemic education of directors in the field of strategic management and planning, including the most frequently preferred methods of education. The practical part identifies and analyzes the importance of the strategic school development plan (school development concept) from the perspective of primary school principals through a questionnaire survey and subsequent structured interviews. It finds out how directors perceive the importance of strategic management and what are their current needs in further education focused on this issue. On the basis of...

In my diploma thesis I deal with intercultural competencies, which are a relatively new phenomenon. It started to evolve on the grounds of the influence of globalization and internacionalization. I have made an overview of the changing life of organizations, especially in the area of Human Resource Management, which grows into international extent. I have considered the reasons leading to the growth of the (significant) needs of interculturally educated employees. Recent development of social, political and economical reality indicate the fact, that this need will be more and more urgent in the future. Because of the reducing importance of borders between nations and among economics the contact among members of different cultures in personal and work life is still more frequent and intensive. In the order to be efficient in cooperation with individuals from different cultural environment it is necessary to understand each other, capture the way of partner's thinking and behavior, forbearance and knowledge of cultural specifics. Training focused on development of intercultural competencies is thus an inevitable requirement of employee's preparation to long-term residence abroad and its completion is the precondition of smooth course of adaptation in a foreign country. Therefore, I pay attention to the...

A implementação e operação de um Escritório de Gerenciamento de Projetos (Project Management Office - PMO) requerem mudanças organizacionais, em especial quanto ao modo como a empresa planeja, executa e controla seus projetos. As empresas modernas, inseridas em um mercado de grandes transformações e de competição, não conseguem dominar toda a cadeia de suprimento das competências necessárias ao desenvolvimento de seus projetos, por conseguinte dos produtos entregue aos seus clientes. Diante disso, há uma importante constatação quanto ao crescimento da utilização de recursos externos, mesmo em áreas consideradas estratégicas. Este projeto de pesquisa busca compreender os mecanismos que influenciam na tomada de decisão para adoção de conceitos de serviços de outsourcing em atividades relacionadas às competências organizacionais, em especial na operação dos PMO. A pesquisa é um misto de confirmatória e exploratória, tendo o survey como método utilizado, pela coleta de dados através de um questionário auto-administrado pelos respondentes, hospedado na internet (web-based). A população da pesquisa são empresas industriais e de serviços que atuam no mercado brasileiro. Para análise dos dados foi utilizado o tratamento estatístico não-paramétrico e aplicados testes de independência em tabelas de contingência. O resultado do trabalho, com 78 casos válidos do survey, indica que apesar de não poder-se estabelecer uma relação entre o posicionamento das competências do PMO, em ser realizada por fornecedores externos, com a percepção dos clientes, os casos empíricos demonstram uma forte tendência de que as competências do PMO sejam realizadas por recursos internos da organização. Na mesma linha, não se pode estabelecer uma relação positiva entre a cultura de serviços externos praticada pela organização e a possibilidade de utilização desse modelo (outsourcing) para a operação do PMO. A despeito das limitações do projeto de pesquisa, fica claro que a realidade das organizações é um tanto complexa e, portanto, reafirma-se a necessidade de imprimir um desenvolvimento constante à área de conhecimento e de recursos relacionados às competências organizacionais em gerenciamento de projetos, e de seu modo estruturado, através de seus PMO. A conquista dessas competências, ao tempo desejável para o posicionamento da organização na luta por seu espaço e sobrevivência, por certo que passa pela utilização de recursos externos, para que seus preciosos recursos especializados se dediquem àquilo que é o seu núcleo de competências, que está ligada a sua identidade. Assim, cabe indicar as crenças no desenvolvimento e aperfeiçoamento de teorias que contribuam para a compreensão e devida intervenção sobre a realidade das organizações, indicando possíveis cenários e meios para superação de desafios presentes. A contribuição do desenvolvimento deste trabalho de pesquisa é oferecer uma abordagem teórica para a compreensão do processo de identificação do posicionamento do PMO em termos das competências organizacionais pela aplicação de outsourcing, como uma alternativa viável para a operação de PMO. / The implementation and the operation of Project Management Office (PMO) involves organizational changes, in the way how the enterprise plans, executes and control its projects. The modern enterprises, which were put in a market of big transformations and competition, cannot dominate the whole chain of supplies for its costumer products and services. Considering all that it is possible to observe a important growth in the use of services executed from external resources, even in areas considered strategic. This research project intends to understand the mechanism which can influence the decision to take on services of outsourcing in activities related to organizational competences. The type of research is a combination of confirmatory e exploratory, and uses a web based survey for the collection of data. The project is designed to enterprises which work in the brazilian market. It was used the practical nonparametric statistic of data, by independence test in the r x c contingence table. The research showed that, in 78 of the survey valid cases, the utilization of PMO in organizational competences comes from the organization\'s internal resources. In the same line, still based on the research, it is possible to conclude that it is unlikable to establish a positive relation between the culture of external services used by the organization and the possibility of utilization of the outsourcing model to the operation of PMO. In spite of the limits that appeared in the research project, it is clear that the reality of the organization is very complex, and therefore, confirm the need of showing a constant development of the knowledge area and the resources related to the organization\'s abilities in project management, and of its structured mode, using its PMO. The achievement of these abilities, at the desired time for the organization\'s positioning in the fighting for its survival in the market, definitely make use of external resources to dedicate its precious specialized resources to its core competence, which is connected to its identity. In this way, it is possible to indicate the belief in the development and the improvement of theories that can contribute to the understanding and the necessary interventions in the reality of the organizations, showing possible situations and ways to solve the present problems. The contribution of this research assignment is a theoretical approach to a better comprehension of the identification process of PMO positioning in terms of organizational competencies by the application of outsourcing as a possible alternative to the operation of PMO.

Įgyvendinant LR Švietimo įstatymą, reikalavimai ugdymo institucijos vadovui, jo kompetencijoms didėja ir nuolat kinta, dėl vis labiau kintančio veiklos pobūdžio profesinėje veikloje. Vadovai tampa visos organizacijos ašimi, nuo jų kompetencijų priklauso visos organizacijos rezultatai. Magistro darbe pateiktos kompetencijos, kvalifikacijos ir kompetentingumo sampratų interpretacijos, pateikta kompetencijos lygių analizė, apibendrintos bendrųjų kompetencijų koncepcijos bei efektyvaus vadovavimo būtinybė organizacijoje. Aptartos teorijos apie asmenybines, dalykines komunikacines, socialines psichologines, profesines, vadybines bei didaktines kompetencijas. Darbe pateikiami ugdymo institucijų vadovų vadybinių kompetencijų sampratos suvokimo tyrimo rezultatai, kurie parodė, kad kaip svarbiausias savo darbe vadovai išskyria socialinę (santykiai su kitais žmonėmis ir socialine aplinka harmonizuojantys gebėjimai ir savybės) bei edukacinę (saviugda) kompetencijas. Darbe realizuoti kelti uždaviniai, apibendrinti tyrimo rezultatai, suformuluotos išvados ir rekomendacijos. / Implementing the Educational law of Lithuania Republic, the requirements for the leader of a training institution and his competences continuously grow and change for the changing activity character in the career. The leaders become the axis of the whole organization; the results of the organization depend upon their competences. The competences, qualifications and interpretations of competence conception, the analysis of competence levels are reported in the master‘s work. The general competence concepts and the need for the effective management in the organization are summarized there, too. The theories about personal, subject – communicative, social psychological, professional, managemental and didactic competencies are discussed. The results of the research about the training institution leader‘s management competences conception are laid out in the work. The results have revealed that the social (relations to other people and social environment harmonizing skills and qualities) and educational (self-education) competences are the most important ones to the leaders. The raised goals have been realized, the research results have been summarized and the conclusions and recommendations have been formulated in the master‘s work.