Magistro darbe analizuojamas įmonės personalo kompensacinio paketo tobulinimo perspektyvos. Mano pasirinktoje įmonėje, t.y. UAB „Akmenės energija“ buvo pateiktas darbuotojams klausimynas. Klausimyno pagalba surinkti duomenys apdoroti panaudojant MsExcel 2000 ir specialia statistinių duomenų apdorojimo programa - SPSS 11.5. Atlikto tyrimo rezultatai leido patvirtinti autorės suformuluotą hipotezę, kad įmonėje naudojamo personalo kompensacinio paketo yra problemų ir trūkumų. Darbą sudaro trys skyriai („teorijos“ skyrius, „tyrimo metodikos“ skyrius ir „rezultatų“ skyrius, išvados, rekomendacija, diskusija ir literatūros sąrašas). / In the Master’s thesis I analysed the perspectives of company personnel compensation package development. The employees of the chosen company UAB “Akmenes Energija” were given questionnaires. The data received from the questionnaires were processed with the help of the program MsExcel 2000 and a special statistical data processing program SPSS 11.5. The results of the research confirmed the author’s hypothesis that there are some problems and shortcoming regarding the personnel compensation package used in the company. The work consists of three parts (“theoretical”, “research methods” and “results”); conclusions, recommendations and the list of literature are given.

This investigation focused on identifying model foundational strategies to assist Canton Public School District (CPSD) officials in recruiting new teachers, successfully hiring them, and then retaining them the district. Located within the boundaries of the city of Canton, Mississippi, CSPD is geographically located in the central portion of the state. The district consists of 1 high school, 2 middle schools, 4 elementary schools and Canton Education Services Center. CSPD is continually affected by an ever-increasing teacher shortage because new teachers tend to leave the district after they are hired. More than 50% of new teachers leave their teaching positions in the district’s schools within 5 years. The investigation utilized published literature and other archival data (e.g., scholarly papers presented at conferences) accessible to the public in the form of books, chapters in published books, journal articles, and scholarly papers presented at learned societies and associations. Two research questions guided the investigation. The first research question asked: What does the published literature and related archival data (e.g., available scholarly papers retrievable from sources such as colleges, universities, foundations, conferences, etc.) accessible to the public reveal about recruiting, hiring, and retaining teachers? Overall, the material collected and analyzed yielded abundant information. Much of the available information proved valuable because the material focused attention the “how-to-do-it” aspects of recruiting, hiring, and retaining quality new teachers. The second research question asked: Will information gleamed from an analysis of the published literature and other archival data (e.g., unpublished scholarly papers) lead to the development of foundational strategies for assisting school district officials in recruiting, hiring, and retaining new teachers for CPSD? It was possible to develop a model holding potential for improving teacher recruitment, hiring, and retention at CPSD. The model that was developed features seven foundational strategies that if implemented, hold potential for improving teacher recruitment, hiring, and retention at CPSD. The seven strategies are: (1) identify the vacancy and write the job description, (2) announce and advertise the teacher vacancy, (3) develop a customized application form, (4) paper screening process, (5) interviewing process, (6) salary and benefit package, and (7) induction and mentoring.