All countries in South Eastern Europe (SEE), in particular countries\r\nemerged from ex-Yugoslavia, are going through the transition process for\r\nmany years. Switching from one economy to another, from closed and\r\ncentralized to open and free market economy, has forced many companies to\r\nchange their working and operating culture, especially the communication\r\nculture within human resource management (HRM). Hence, the entire\r\neconomy has started to learn new rules of the global market, new working\r\nculture, and they needed to understand, launch and to execute them,\r\nespecially undeveloped countries such as Kosovo. Having this in mind, not\r\nonly the organizations needed to change, but the most important was that\r\nindividuals within those countries needed to change their working and\r\ncommunication culture. According to the conception of staff management,\r\nhuman resource management (HRM) needs well-organized, competent, and\r\nefficient use of human resources, which in Kosovo were on hand. In order to\r\nensure this, various activities focused towards the area of HRM. Some of the\r\nmajor activities that were undertaken, and still needs to be improved are\r\nrecruitment of employees who possess new skills (such as language,\r\neducation, etc.), development of skills missing within the market and which\r\nare crucial to survive in the new open market, strengthening of relations and\r\ncreating a new one, mutual inspiring, developing new communication culture\r\nwithin the organization, implementation of contemporary working processes\r\nand developing systems that can be used by individuals or groups to face the\r\nnew requirements emerged bay new economic developments.
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