No abstract

The issue of work-life balance of teaching staff at higher education institutions is becoming more interesting for the researchers due to complexity in responsibilities of teachers which include not only teaching and preparation of lectures, but primarily scientific research and scientific papers writing, as well as various administrative and managerial duties (vice deans, department chiefs, etc.). This topic is getting importance not only in regard to women in higher education teaching positions, but to overall attracting and retaining talent This complex problem has been particularly evident in disaster circumstances such as the COVID-19 virus pandemic. This paper studies attitudes (in the form of interviews) of teaching staff -teaching assistants, lecturers (languages), assistant professors, associate professors and full professors towards the achieved work-life balance during period of working from home during the lockdown imposed in Serbia from March, to May when the most higher education institutions returned to semi-regular ways of operations on the example of the School of Engineering Management from Belgrade, the Republic of Serbia. Even though the sample is small, it can be concluded that all levels of teaching staff have had difficulties in maintaining work-life balance during the work from home, especially the ones with children of school age.

The development of information and communication technologies at the beginning of the 21st century created a huge labour market that employs experts in this field. In scientific and professional literature, as well as in the daily practice of human resources management and the practice of developing higher education programs at technical faculties, the question on professional (hard) skills needed by the widest range of professionals in the field of information and communication technologies arises. However, scientific research and professional practice focus to a much lesser extent on the issues of development of the so-called soft skills necessary for professionals to achieve the results in this field. During June 2018, managers and professionals in the field of information and communication technologies in Belgrade, Serbia, were interviewed in order to identify the so-called soft skills necessary for employees in the broadest spectrum of information and communication technologies. Based on the analysis of the results, the basic model of the soft skills (core and additional) necessary for employees in the field of information technologies is engineered, as well as the method for developing these skills through workshops.

Koncept ukupnog upravljanja kvalitetom (T M) uspešno je primenjivan u industriji od sredine 20. veka. Jedna od najčešće korišćenih metoda poboljšanja kvaliteta u visokom obrazovanju u poslednje dve decenije je T M, a jedna od često implementiranih metoda inženjeringa izvrsnosti zasniva se na Boldridžovih kriterijumima i Hošin Kanri principima. Rad istražuje postojeću literaturu na temu primene Boldridžovih kriterijuma i Hošin Kanri principa u visokoškolskim ustanovama, analizira percepciju visokoškolskog osoblja (nastavnog i administrativnog) o Boldridžovim kriterijumima i Hošin Kanri principima na Fakultetu za inženjerski menadžment (Republika Srbija) i razvija model izvrsnosti za institucije visokog obrazovanja na primeru Fakulteta za inženjerski menadžment.

Inženjerski menadžment se često definiše kao specifična vrsta menadžmenta koja je potrebna za uspešno vođenje inženjerskog ili tehničkog osoblja i projekata. Inženjerski menadžment kao visokoškolski studijski program je nov u srpskim visokoškolskim ustanovama. Ovaj rad proučava zapošljivost studenata inženjerskog menadžmenta putem analize postojeće literature, a putem empirijskog istraživanja proučava očekivanja studenata od visokoškolskih centara za razvoj karijere vezano za svoju zapošljivost na tržištu rada, odnosno da li studenti menjaju svoja očekivanja pre i posle programa koji osnažuju upravljanje karijerom studenata kroz visokoškolske centre za razvoj karijere i dodatne kurseve na primeru studenata Fakulteta za inženjerski menadžment u Beogradu. Zaključuje se da visokoškolski centri za razvoj karijere predstavljaju ključ u asistenciji studentima u razvoju tzv. prenosivih veština, ali da su potrebna dalja istraživanja u cilju procene na koji način zapošljivost studenata inženjerskog menadžmenta može da se poveća kroz različite programe usmerene ka poboljšanju prenosivih veština.