| Abstract [eng] |
Today, many organizations meet the problems of shortage of suitable employees and employees’ migration. There is a large amount of job offers in the press, there are plenty of them in the internet, and staff recruitment companies are also submerged with orders. In today labour market, the questions of what staff searching method is the most reliable and of how the job seeker could find a place are becoming more vital. What communication model of staff searching would help to successfully resolve this problem? The object of this master thesis work is requirements for staff competences indicated in the recruitment advertisements. The requirements for staff competences are analyzed on the basis of information of search and selection companies (recruitment advertisements, research, publications on employment, recommendations about estimation of staff competencies, and other information). The purpose of the work is to find out a communication model being used for staff searching: communication members (employer and employees) intentions and information exchange. While achieving the purpose of the work, a „successful employee“ model, related to the essential spheres of competence and desires and expectations, is found. The main tasks of the work are the following: to establish staff competence requirements in Lithuanian labour market on the part of employer and employee; to implement comparative analysis of the said requirements; to establish staff demand in the Lithuanian Republic and other EU countries, and to analyze the reasons of emigration of Lithuanian employees and students to other EU countries. While solving the tasks of the work, competence models of employer and employee are found out and analyzed. By analyzing of the found out competence models of employer and employee, the issue of how match communication of employer and employee is resolved; the reasons of employer and employee communication diversity are examined and methods of reconciliation of employer and employee competence models are offered. Research methods, used in this work, are comparative analysis and synthesis of scientific literature and materials of search and selection companies, graphic representation of the information. The staff searching communication model is established on the basis of classical communication model by Shannon and Weaver and supplemented by the concept of feedback. On the grounds of recruitment advertisements requirements for staff competences, staff competence model and staff searching communication model are articulated. In this work, the problem of human resources in Lithuania is examined, the present and future demand for human resources in Lithuania and other EU states are analyzed taking into account demands and expectations of the interested parties (employers and employees). The major part of this thesis work is dedicated to the Lithuanian labour market analysis in terms of staff searching. |
