Strategic Personnel Management in Public Sector: the Case Study of Kaunas Municipality
Strategic Personnel Management in Public Sector: the Case Study of Kaunas Municipality

Summary/Abstract: The article deals with the main peculiarities and problems of strategic personnel management in public sector. Today, strategic management has moved beyond for-profit business organizations to include governmental agencies, hospitals, and other not-for-profit public or-ganizations. Although strategic management in public organiza-tions has not been as well researched as that in for-profit or business organizations, it is important for these or-ganizations as well. Personnel management of public organization is very important, because personnel is not only the most impor-tant resource of public organizations, but also the most sensitive field, therefore when managing it, it is neces-sary to invoke modern prime methods and refer to the new personnel management scientific research results. Changed creed and cultural values change personnel management methods radically. During the public man-agement reforms the main attention is paid not to tradi-tional personnel administration means, but to such, which would stimulate growth of personnel motivation, qualification, efficiency and flexibility. Strategic goal orientation in personnel management helps to find and solidify long-term personnel policy goals and, following these goals, to coordinate individual functions of personnel management. Having organised personnel management and each component of it in every specific organization in such way it is possible to achieve the best results. There are some essential problems in personnel sys-tem of public organization. The most important are the following problems: lack of motivation; status of offi-cials; lack of possibilities to pursue career and to de-velop; limitations of motivation and salary systems; automatic position preferment; limited possibilities to select personnel. Personnel management strategy is an active, long-term approach, forming a total concept of the organiza-tion, to the most common aspects of the organization per-sonnel. In its turn it is related with management strate-gies. Four versions of the connections of these strategies are possible: Personnel and management strategies exist separate from each other; Personnel strategy arises from management strategy; Management strategy arises from personnel strategy; Personnel and organization strate-gies are developed in mutual interaction and coordina-tion way.

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