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Knowledge as a Factor of Development of Human Resources in Post-State Agricultural Farms Areas

100%

Wielewska I.

Equilibrium. Quarterly Journal of Economics and Economic Policy

2010

vol. 5

issue 2

The aim of the research was to gain information on the structure of the knowledge deposit among residents of post-SAF areas. It is the level of the engagement of the worker in broadening his own knowledge that frequently determines the survival of the organization on the market and its development. The research was carried out among residents of post-SAF areas in Pomorskie province, in August 2009. The method employed was a diagnostic survey. Thirty questions were asked to 185 interviewees of various age. The survey included 24 subject questions and 6 personal questions. The participants of the survey were residents of 5 post-SAF villages in Pomorskie province. The majority of the interviewees were women (55.1%). The age of the interviewees – 18-60 years old. The results of the survey show that there is a high dependence between the age of the surveyed and the level of their education. Persons under 35 had much higher education than those between 36 and 60 years old. This shows an increase in the signi-ficance of possessed education. Persons with university degrees usually have a steady source of income or regular odd jobs. Those residents with a lower level of education have problems finding jobs. Some of them attend qualification courses organized by local Job Offices. They have exhausted all due unemployment benefits and finally understood that without new skills and deepening their knowledge they have serious problems finding jobs. Also, young persons admitted that it was worth attending courses and trainings, which are organized with the use of activating methods or as workshops. They allow the participants to present themselves in practice. Continuous improvement in competence and qualifications is conducive to the development of human resources in rural areas.

Rozwój zawodowy członków korpusu służby cywilnej

72%

Czajka Z.

Polityka Społeczna

2014

vol. 41

issue 3(480) ROZWÓJ ZAWODOWY W PROCESIE PRACY

42-48

Celem artykułu jest ocena programu rozwoju zawodowego członków korpusu służby cywilnej w administracji rządowej. Zasady i procedury rozwoju określa ustawa o służbie cywilnej oraz odpowiednie rozporządzenia Rady Ministrów. Członkowie korpusu służby cywilnej mają dwie możliwości rozwoju: poziomy – w ramach danego stanowiska, polegający na poszerzaniu i pogłębianiu kompetencji oraz pionowy – w formie awansu na wyższe stanowisko. Rozwój zawodowy jest powiązany ze strategią zasobów ludzkich. Dla nowego pracownika rozwój rozpoczyna się służbą przygotowawczą, w czasie której pracownik odbywa szereg szkoleń. Po jej zakończeniu bezpośredni przełożony oraz kierownik komórki i kierownik urzędu ustalają indywidualny program rozwoju na okres dwuletni, w czasie którego pracownik odbywa także szkolenia. Pracownik po dwóch latach pracy może ubiegać się o status „urzędnika mianowanego”, którego dalszy rozwój zawodowy mierzony jest stopniami 1-9. Uzyskanie kolejnych stopni zależy od oceny kwalifikacji urzędnika. Z badań prowadzonych przez autora w 2011 r. oraz z informacji DSC wynika, że w większości urzędów programy rozwoju zawodowego nie zostały jeszcze wdrożone.

The aim of article is opinion on program of professional development members of civil services corps in government administration. Rules and procedures of development describe act of civil services corps and Council of Ministers decree. Members of civil services corps have two possibility of professional development – horizontal, on the job, which depend on broaden and deepen of competences, and vertical, in promotion to higher job. Professional development is connected with strategy of human resources. For new employee professional development to start with “preparatory service”. After end of this service, superior, department manager and general manager describe individual program of professional development for two years (to next employee performance appraisal). Employee with two years of experience can have applied for a status “nominate civil servant”. His further professional development is measuring in 1–9 degree. To obtain next degree depend on individual performance appraisal. Result from research conducted in 2011 y. and information from Civil Service Department is, that in majority of government administration departments programs of professional development so far didn’t initiate.

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1 Equilibrium. Quarterly Journal of Economics and Economic Policy

1 Polityka Społeczna

1 Czajka Z.

1 Wielewska I.

1 2014

1 2010

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Knowledge as a Factor of Development of Human Resources in Post-State Agricultural Farms Areas

Rozwój zawodowy członków korpusu służby cywilnej