| Abstract [eng] |
Master's thesis forms a systematic approach to human resource competitiveness impact to organizations’ performance. In the conceptual part of the work the scientific study of human resource competitiveness carried out. In the analytical- research work part a qualitative and quantitative empirical research carried out. The quantitative survey data processed using SPSS 22.0 (Statistical Package for the Social Sciences) software package. Empirical research suggests that many managers agree with the fact that the staff provides a significant added value to the bank, but at the same time points out that not all managers are aware that without investment in the future competitive advantage will not be achieved. The results showed that direct commitment to stimulate training or expertise is not available, but every year performed employees’ evaluation focuses on the qualification and demand for qualification improvement, which should be pursued by the staff member. At the same time managers note that the qualification or competence development opportunities problems rise due to lack of funds because all the organized courses are very expensive. Given the current conditions the human resources is the most important value of the organization and the main driver of economic growth, it is recommended that the organization's priorities should be revised and more investment in staff training and competency development done. According to the research results it is recommended to make every effort to ensure that employees receive all the latest information about their work field through training and competence development. An organization should not spare the funds for these purposes because of the feedback enhancing the organization's competitive advantage. |
