| Abstract [eng] |
In the Master’s final work, the implementation of the discrimination prevention in personnel management is examined. In the scientific resources, the implementation of the discrimination prevention is examined very little. The exclusive attention of Lithuanian and foreign authors is paid to the investigation of discrimination causes and consequences and assurance of the equal opportunities and rights for the men and women. Authors unanimously state that the discrimination is a big problem, it is necessary to fight within by taking effective measures. In order to implement the discrimination prevention in the management of personnel, it is necessary to identify the factors influencing the discrimination and to apply the appropriate preventive measures. The research object of Master’s final work–the prevention of discrimination in personnel management in the \"Apvalus\" and \"Kampuotas\" companies. This work aims to analyze the implementation of the discrimination prevention in these companies, to identify what measures can help to avoid the discrimination in personnel management and create a model for discrimination prevention in personnel management. According to a developed model, it was systematically presented implementation of discrimination prevention in companies’ management. Tools are formed according to discrimination factors and responsibilities are left for employees. Based on investigated scientific literature and conclusions of various scientific studies, the execution of the discrimination prevention in personnel management in the \"Apvalus\" and \"Kampuotas\" companies was analyzed, interviewing managers of personnel and employees in the companies. According to the accomplished empirical research study, it can be said that the prevention of discrimination in personnel management in the \"Apvalus\" and \"Kampuotas\" companies is carried out only partially, applying individual preventive measures. It was found that in one of the companies execution of the discrimination prevention is necessary, as the presence of discrimination among employees was identified. The gaps in the legal framework are regulating the implementation of the discrimination prevention, which hinder the efficient execution of preventive measures, were identified. |
