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Analiza pracy jako instrument zarządzania zasobami ludzkimi

100%
Piechnik-Kurdziel A.
Zeszyty Naukowe Małopolskiej Wyższej Szkoły Ekonomicznej w Tarnowie
|
2000
|
issue 3
41-57
PL
Autorka postrzega analizę pracy jako podstawowy instrument efektywnego zarządzania zasobami ludzkimi w przedsiębiorstwie. W artykule przedstawia istotę, procedurę oraz metody i techniki analizy pracy. Rozważa także możliwości zastosowania wyników analizy pracy w zarządzaniu zasobami ludzkimi w organizacji.
EN
The author perceives labour analysis as a basic instrument of the effective management of labour resources in an enterprise. The paper concentrates on the essence of this research method and its procedure including the kind and form of the collected information about work, its sources and people responsible for the analyses and selection of the method of carrying it. The article focuses also on the methods and techniques of labour analysis and its subject, which is a specific work position. In the final part of the article the author indicates the possibilities of using the results of the labour analysis in many areas of the human resources management in a company, including employess' recruitment and selection processes, work performance evaluation, reward system and staff development as well as the development of work conditions and relations.
2
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Podejmowanie decyzji personalnych

100%
Piechnik-Kurdziel A.
Zeszyty Naukowe Małopolskiej Wyższej Szkoły Ekonomicznej w Tarnowie
|
2005
|
issue 7
127-140
PL
W artykule podjęto kwestie identyfikowania i rozwiązywania problemów personalnych, co składa się na podejmowanie decyzji w sferze zarządzania personelem w przedsiębiorstwie. Omówiono istotę problemu personalnego, jego identyfikację oraz typologie i kryteria decyzji personalnych. Szczególną uwagę skierowano na proces podejmowania decyzji personalnych. Zaprezentowano poszczególne fazy tego procesu i jego podmioty decyzyjne.
EN
The paper presents issues concerning identification and solving personnel problems, i.e. the ones, which are made at the level of personnel management in a company. The starting point was characterizing the essence of the personnel problems, indicating the areas where they appear and developing typologies of personnel decisions. The most attention has been paid to the process of efficient personnel decision making, its stages; main criteria determining the rationality of personnel decisions and subjects involved in that process.
3

Specyfika i zakres doradztwa personalnego

100%
Piechnik-Kurdziel A.
Zeszyty Naukowe Uniwersytetu Ekonomicznego w Krakowie
|
2011
|
issue 853
99-110
EN
The article looks at the function of the personnel consultant as an important partner for modern organisations in solving staffing problems. It details the nature, types and range of activity of outside personnel consultants. The importance of their competences is emphasised and their role is compared with that of internal advisors, who are often managers and human resources specialists. The issue is illustrated with services tendered by personnel consulting firms operating on the Polish market. The greater part of the focus here is on the use by enterprises of services from outside recruiting firms. The benefits and drawbacks of these services are discussed and the principles of effective cooperation of both partners in carrying out the process of recruiting and selecting candidates to be hired are described.
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