Dialog

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  Problem Areas in the Activities of Management Consultants

  The article reveals the main problem areas in the activity of management consultants. For successful implementation of consultancy projects, it is important to select consultants with the necessary competencies and qualifications. Emphasis is placed on the appropriate personal characteristics that have a great importance on cooperative working ... The article reveals the main problem areas in the activity of management consultants. For successful implementation of consultancy projects, it is important to select consultants with the necessary competencies and qualifications. Emphasis is placed on the appropriate personal characteristics that have a great importance on cooperative working with the client. There are those whose importance is difficult to assess, but which can have a very deep impact on the outcome of counseling. These include the consultant's belief system, source of motivation, personal ethics, objectivity, honesty, and loyalty. It is very important that these qualities appear as early as possible in the communication between the consultant and the client

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  Influence of Organizational Changes on Attitudes Towards Human Resource Management Activities

  Each organization is subject to various changes. These changes exert influence in different directions. In the field of human resources management, employees' attitudes are essential for the success of the implemented HR activities. The purpose of this paper is to study the impact of organizational changes on attitudes towards human resource ... Each organization is subject to various changes. These changes exert influence in different directions. In the field of human resources management, employees' attitudes are essential for the success of the implemented HR activities. The purpose of this paper is to study the impact of organizational changes on attitudes towards human resource management activities. On this basis, recommendations are made for the successful management of this interaction and for achieving positive effects for the organization, both in the implementation of HRM activities and in the implementation of organizational changes.

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  Organisational Support for Career Development- Monitoring and Analysis

  The organizational support for career development is a traditional part of the motivationàl package for attracting and retaining targeted professionals. Periodic monitoring (through appropriate and accessible tools) of organizational support for career development is a valuable source of information for decision-making to further improve the ... The organizational support for career development is a traditional part of the motivationàl package for attracting and retaining targeted professionals. Periodic monitoring (through appropriate and accessible tools) of organizational support for career development is a valuable source of information for decision-making to further improve the activities in this field. The main objective of this article is to present a methodological tool for systematic monitoring and analysis of organizational support for career development and the results of the first stage of its approbation. In the first part of the article, key management activities and practices for organizational support for career development are systematized on the basis of a wide range of research in this field. In the second part of the paper are presented the content characteristics of the methodological tools for systematic monitotring and analysis of the organizational support for the career development and the first stage of its approbation.