The impact of strategic planning process on job satisfaction in public enterprises

Abstract

The basic function and task of the public sector is to support the development of the national economy and the realization of public interest. This implies permanent improvement of activities in the area of human resources management and a modern approach to public sector management. Human resources management contributes to the achievement of strategic goals by attracting, retaining high-quality and professional employees and motivating them to maximize their potentials in the workplace in order to achieve organizational goals. Education and training of employees, motivation and rewarding system, selection process and evaluation for successfully completed work assignments represent an important role in this process. The role of managers is to create an organizational climate where all employees are satisfied with their job, interested in continuous learning, as well as expanding their knowledge and skills in order to contribute to the achievement of organizational goals. Job satisfaction is a complex attitude that encompasses certain assumptions and beliefs about the job, feelings toward the job, and job evaluation. Job satisfaction is related to the content of work, to the physical and social working conditions and to the personality traits of employees, their abilities and emotions. The aim of the empirical study presented in this paper is to evaluate job satisfaction of employees in public enterprises in the sample and to identify the parameters of overall job satisfaction. Statistical analysis of obtained survey results indicates the importance of individual performance satisfaction parameters, which - if utilized adequately - could increase the degree of overall job satisfaction.

Keywords

• strategic planning
• public companies
• job satisfaction
• training and improvement