| Abstract [eng] |
The competency of human resource (personnel) management specialists and managers has influence not only on the quality of their own work, but on the efficiency, productivity, skills and motivation of all the workers in the organization. In the future the organizations will be constrained to consider changing their attitude towards objectives and principles of human resource management as they will have to redefine the aim of the recruiting organization and its head managers, so that it would meet their rightful expectations. The object of the research is the competencies of recruitment specialists seeking to work in private and public sectors. The aim of the research is to substantiate theoretically and to explore empirically the competencies of recruitment specialists in private and public sectors. The hypotheses of the research: 1) It is likely that the specialists in the field of recruitment are highly qualified and posses excellent generic, functional and managerial competencies. 2) It is likely that the competencies of recruitment specialists differ depending on the sector they work in. The survey has been carried out with 130 respondents (100 women (76.9 per cent), 30 men (23.1 per cent)) working in the field of recruitment or forming and selecting the personnel of the enterprise they work in (62 public educational institutions, 5 private educational institutions, 63 private non-profit organizations). The respondents were given anonymous questionnaires composed of 25 closed-ended and open-ended questions. The data of the research was summarized and presented in figures and tables. The results have shown that the specialists working in the field of recruitment are highly qualified; there were no person with education lower than higher university education. However, further investigation has shown that not all generic, functional and managerial competencies are excellent. The respondents working in public educational institutions evaluate their generic competencies lower than anyone else. The highest evaluation of their own generic competencies is given by the recruitment specialists working in private educational institutions. When evaluating managerial competencies in comparison with functional and generic competencies, the lowest evaluation of their competencies was given by respondents working in public educational institutions. The investigation also revealed that competencies of recruitment specialists differ depending on the sector they work in. In most competencies the specialists from private sector overtake the ones working in public institutions. At the same time the hypothesis was proven that there is a relation between the level of respondents’ competencies and the sector they work in. That is directly related to the financial resources of the enterprise and private finances allocated for learning, as well as workload. |
