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The role of a human resource manager as a facilitator of learning: Some evidence from Lithuania

机译：人力资源经理在促进学习中的作用：立陶宛的一些证据

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摘要

Purpose – The purpose of this paper is to examine and summarize the findings of a survey carried out to identify the role of a human recourse manager in Lithuanian organisations today, emphasizing that the role of a human resource (HR) manager should focus on the facilitation of individuals' learning. Design/methodology/approach – The methodology of this study includes a critical and systemic analysis of available literature on the subject as well as quantitative research, which was completed in 2006-2007. The following methods are used: analysis of recent legal and political educational documents, the questionnaire comprising of open and closed type questions. Findings – It is found that researchers emphasise the diversity of sub-roles that a human recourse manager is expected to perform in organisations. It can be concluded that in Lithuanian organisations, the role of a HR manager is comprised of the following functions: to support and organise learning in organisations that is related to professional development in specific professional fields; to support and also organise learning in organisations that is related to opportunities for upward mobility (promotion); to negotiate and maintain good relations with the system of formal education (various institutions within it), as members of organisations still highly value formal education as a preferred context for learning; to inform employees about the opportunities for learning at all levels, with emphasis on those holding lower positions, since employees in lower positions reported not having received information about possibilities to learn, or employees do not considered these opportunities designed for them; to encourage employees, especially in lower positions, to use the available opportunities for learning, as employees in those positions need additional support and investment and to expect that a HR manager will support and facilitate learning for pursuing personal interests. Research limitations/implications – As only members of organisations in the Klaipeda District (one of ten administrative districts in Lithuania) took part, this may be considered as the primary limitation of the study. Practical implications – The findings could be used to design procedures for educating professionals to perform the role of HR manager in contemporary organisations, as well as to develop study programs of HR managers for initial education in HE. Originality/value – A targeted study enables an informed identification of the attitudes of members of organisations towards the perceived role of HR managers and the support for learning in organisations.
机译：目的–本文的目的是检查和总结一项旨在确定人力资源经理在立陶宛组织中的角色的调查结果，强调人力资源经理的角色应着重促进个人的学习。设计/方法/方法–这项研究的方法包括对现有文献进行批判性和系统性分析，并于2006-2007年完成定量研究。使用以下方法：分析最近的法律和政治教育文件，问卷由开放式和封闭式问题组成。研究发现–研究人员强调人力资源经理期望在组织中执行的子角色的多样性。可以得出结论，在立陶宛组织中，人力资源经理的角色包括以下功能：支持和组织与特定专业领域的专业发展有关的组织中的学习；在组织中支持并组织与上进（促进）机会有关的学习；与组织（内部的各种机构）的正规教育系统进行谈判并保持良好关系，因为组织成员仍然高度重视正规教育作为学习的首选环境；向员工介绍所有级别的学习机会，尤其是那些担任较低职位的员工，因为较低职位的员工报告说尚未获得有关学习可能性的信息，或者员工未考虑为他们设计的这些机会；鼓励特别是处于较低职位的员工利用现有的学习机会，因为这些职位的员工需要更多的支持和投资，并期望人力资源经理将支持和促进学习以追求个人利益。研究的局限性/意义–由于只有克莱佩达区（立陶宛的十个行政区之一）的组织成员参加，因此这可能被视为研究的主要局限性。实际意义–研究结果可用于设计程序，以教育专业人员在现代组织中担当人力资源经理的角色，以及制定人力资源经理的学习计划以进行高等教育的初步教育。原创性/价值–一项有针对性的研究可以使组织成员对人力资源管理人员的角色和对组织学习的支持所持的态度进行有根据的鉴定。

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