Personalitöö tähendus avalikes organisatsioonides on viimasel veerandsajandil teisenenud märkimisväärselt. Põhjuseid võib leida nii muutunud organisatsioonikäsitlustes, majandussituatsioonis kui muudes üldisemates või spetsiifilisemates trendides. Siinviidatud vabalevis olev tekst leidis oma koha põhjusel, et minuni jõudvad praktikad avalikest organisatsioonidest viitavad sellele, et personalitöötajad/üksused on pigem teisejärgulises rollis organisatsioonis, kui et võtavad liidrirolli personalitöö korraldamise-arendamise küsimustes. Olen aga kaugel etteheidetest vms, sest – kuigi mõistan vähemalt osaliselt organisatsioonisisest relatsioonilist võrgustikku – sageli ongi personalitöötajatele pandud ootused pigem personaliarvestuse, mitte arenduse või kaitsega seotud. Aga nüüd tunnetusdimensioonidest artikli juurde.

Kontekstiks:

Whether an organization will survive in the conditions imposed on it by a crisis situation depends on the speed and the way in which it will react and organize its operation (Lukić, Jaganjac, & Lazarević, 2020). […] Due to their talents, knowledge, skills, behaviour, and work results, employees are the driving force of every organization (Lukić & Lazarević, 2019).

Personalijuhtimine siinse teksti tähenduses:

Human resource management implies a holistic and planned approach to managing human resources and it has become one of the most important factors for the survival, growth, and development of an organization in recent years (Mwaniki & Gathenya, 2015).

Personaliosakondade-üksuste väljakutsed:

Human Resources (HR) departments had to confront new challenges in order to protect and preserve the health of employees, while ensuring the normal functioning of an organization (Meister, 2020; Tansey, 2020).

Kes võtab vastutuse kriisi ajal? (NB! Mida tähenda risomaatiline ja heterarhiline organisatsioonikujundus? Uuri välja! 😉)

Human resource management has a leading role in sustaining the organizational performance in times of crisis (Gunnigle, Lavelle, & Monaghan, 2019).

Lugemishuvi suurendamiseks:

The HR department is highly responsible for the functioning and operating of any organization. Many organizations have become aware that employees are the most significant and valuable capital and have begun to direct their efforts towards creating a better and more positive employee experience. If there are problems in the functioning and operating of the HR department, the organization is in danger because it is exposed to many problems and difficulties. Weaknesses in the functioning of the HR department are especially pronounced in crisis situations that have become inevitable in the life cycle of any organization.

Nikolić, J. L., Lazarević, S., & Jaganjac, J. (2022). Leadership role of the Human Resources department in crisis situations: the case of COVID-19 pandemic. Strategic Management-International Journal of Strategic Management and Decision Support Systems in Strategic Management.