Full-text resources of CEJSH and other databases are now available in the new Library of Science.
Visit https://bibliotekanauki.pl

Results found: 7

first rewind previous Page / 1 next fast forward last

Search results

Search:
in the keywords:  Human Resources
help Sort By:

help Limit search:
first rewind previous Page / 1 next fast forward last
1
Publication available in full text mode
Content available

Między oczekiwaniami a rzeczywistością. Umiejętności miękkie osób wchodzących na rynek pracy

100%
Magdalena Jasińska M., Karolina Podgórska K.
e-mentor
|
2015
|
issue 5 (62)
16-20
EN
Many documents issued by the European Union and Human Resources experts point out that so called „soft” skills are closely connected with employability, particularly of young people entering the labour market. Nevertheless, at present, EU countries use different methodologies and approaches to the teaching and development of those skills, which leads to a mismatch between academic education and requirements of the labour market. In the project eLene4work: Learning to learn for new digital soft skills for employability ten European countries conduct research on soft skills expected by employers from new workers and possibilities to develop them (using also ICT tools) during studies. First step was to collect information about soft skills (what is needed, what is important, what should be improved etc.) during Focus Groups organised in each partner country. During these meetings the same set of questions was asked to participants. Results will be used to create common methodology for developing soft skills during studies. In this article results of Focus Groups in Poland are presented. The most interesting findings such as definitions of soft skills, list of most important ones, difficulties in their development and possibilities to solve problem of lack of those skills are described, not only from the perspective of student/young employee, but also employers and academic teachers.
2

Employee involvement in hotel total quality management

100%
Maldonado Alcudia A. V. d. C., Maldonado Alcudia C. M., Maldonado Alcudia M. C.
Journal of Intercultural Management
|
2015
|
vol. 7
|
issue 4
55-67
EN
The paper focuses on the analysis of the employees’ behaviour, specifically in their involvement and commitment in hotel service after the implementation of a quality management system. When organization fails to involve the employees in a meaningful way, two types of workers could be identified; employees with high efficiency and employees with resistance to change. In this qualitative study, it was observed that if an employee doesn’t feel a sense of accomplishment, even when he constantly receives training courses, has incentives or sanctions, it is going to be difficult to get his involvement and commitment with the organization goals. This situation happens because the hotel quality management system is supported by an isomorphism with standardized rules that proceeded or originate from a different context and, in that system the features of the company and workers were not considered. The case study war carried out in a touristic destiny of sun-beach tourism in Mexico. Questionnaires and semi-structured interviews were prepared to elicit the employees’ participation in decision-making process, the employees’ involvement and commitment to achieve organization’s quality objectives, the employees’ efficiency in production processes and service, and the socialization. As already stated earlier, the intention of this paper is to develop an understanding of the actual practices that guide the relationships of human resources, when quality is joined as a contingent element.
3

The Compensation and Benefits System: Private Companies vs. Budgetary System

100%
Aldea B.
European Review Of Applied Sociology
|
2015
|
vol. 8
|
issue 11
31-39
EN
The economic evolution of the last decades has entailed major changes concerning the Human Resource Management practices, in both private and budgetary sector of Romania. In order to maintain efficiency and market competitivity, a company must adapt to these changes by altering its human resource strategy since managers are encountering increasingly complex challenges as to attracting, motivating and retaining employees. Such an objective might be accomplished by elaborating a competitive system of employee compensation. This article focuses on the stage reached by the Human Resource Management in the compensation and benefits system of the private and budgetary sector. For the latter, we are focusing on the romanian system of higher education. This study demonstrates that the compensation and benefits system which is implemented in romanian universities is limited and can offer few opportunities as compared to the one implemented by private companies. It is worth saying that the legal system has a negative impact in this matter.
4
Publication available in full text mode
Content available

The Use of Communication Tools in Human Resources Marketing and the Role of Critical Thinking in This Process

88%
Uhlík M., Bednárik J., Solík M., Mináriková J.
Media Literacy and Academic Research
|
2022
|
vol. 5
|
issue 2
259-272
EN
The study deals with the issue of using communication tools in HR marketing for effective human resource management. The aim of the study is to outline a practical view of the possibilities of application of individual communication tools that can be used by HR managers in achieving the set goal, which is to have a sufficient amount of quality and a qualified workforce. The study also aims to highlight the importance of critical thinking by employees in conjunction with recognition of their work, a tool that helps to increase employee loyalty and thus create an enterprise that has a firmer foundation in human resources. The study also emphasises the comparison of HR communication tools used before and after the Corona crisis. This comparison is a logical outcome of the situation that has arisen in the labour market. Before the outbreak of the pandemic, HR managers were faced with the question of how to deal with the shortage of quality and skilled labour and the historically low unemployment rate, as opposed to the current situation where they are faced with the problem of reducing certain job positions. We are currently witnessing a situation of declining sales, in which HR departments are having to deal with the issue of surplus labour and their subsequent redundancies. This situation gives us the opportunity to compare the different communication tools used before and after the Corona crisis. This comparison is beneficial for a better understanding of both the theoretical and methodological, but above all practical, insights into the effective use of communication tools in HR marketing in conjunction with critical thinking and recognition.
5

Competency Management in Central Europe: A Comparison of Czech, Hungarian and Slovenian Competency Needs

75%
Mühlbacher J., Kovač J., Novotny A., Putnová A.
Organizacija
|
2013
|
vol. 46
|
issue 5
175-185
EN
After a strong focus on transition processes in Central East European countries (CEE), this topic has been displaced by more dramatic merger and reorganization processes or the recent financial crisis. This obscures the fact that we know almost nothing about the management competencies in these countries, which is an important building or stumbling block for future development. Therefore, we will examine the individual competencies of almost 300 top and middle managers in the Czech Republic, Hungary and Slovenia, and we will compare the different sets of competencies and interpret them according to the given economic situation in these countries
6
Publication available in full text mode
Content available

Niewykorzystane zasoby ludzkie na krajowym rynku pracy w kontekście nierówności społeczno-gospodarczych

75%
Barwińska-Małajowicz A., Lechwar M.
Nierówności społeczne a wzrost gospodarczy
|
2013
|
issue 34
204-217
PL
Celem opracowania jest wskazanie na problem niepełnego wykorzystania zasobów ludzkich w Polsce jako konsekwencji pogłębiających się nierówności społecznych i gospodarczych, których źródeł należy doszukiwać się między innymi w istocie relacji: nierówności – sprawiedliwość społeczna. Cele szczegółowe koncentrują się na: 1. określeniu istoty nierówności i kapitału ludzkiego – z wykorzystaniem literatury przedmiotu, 2. wskazaniu na nierówności jako istotnego źródła niewykorzystania posiadanych na krajowym rynku pracy zasobów kapitału ludzkiego – z wykorzystaniem literatury przedmiotu, 3. prezentacji zidentyfikowanych obszarów nierówności społeczno-gospodarczych w Polsce – z wykorzystaniem metody dokumentacyjnej, 4. prezentacji wyników badań wskazujących na skalę niewykorzystania zasobów ludzkich – z wykorzystaniem metody dokumentacyjnej. W części pierwszej opracowania przedstawiono zagadnienia teoretyczne dotyczące kapitału ludzkiego oraz sposobów jego pomiaru jako istotnego elementu szacowania niewykorzystania zasobów ludzkich. Następnie zaprezentowano teoretyczne refleksje na temat nierówności, spra-wiedliwości oraz równości społecznej. W kolejnej części opracowania wykorzystano metodę dokumentacyjną i zaprezentowano analizę wybranych wyników badań przedstawionych w rapor-cie Diagnoza społeczna 2011. Warunki i jakość życia Polaków, odnoszących się do obszarów nierówności w Polsce. Następnie skoncentrowano się na niewykorzystanych zasobach ludzkich w Polsce, bazując na rezultatach badań przeprowadzonych w ramach projektu Polskiej Agencji Rozwoju Przedsiębiorczości we współpracy z Uniwersytetem Jagiellońskim pt. Bilans Kapitału Ludzkiego. Całość zamyka syntetyczne podsumowanie prowadzonych rozważań.
EN
The aim of the study is to indicate a problem of incomplete usage of human resources in Po-land as a consequence of deepening social and economic inequalities that have their source among others in relationship: inequalities – social justice. The detailed aims are focused on: 1. specification of the essence of inequalities and human capital – with the usage of literature, 2. indication of inequalities as an essential source of unusage of human capital resources existing on a domestic labour market – with the usage of literature, 3. presentation of the identified spheres of socio-economic inequalities in Poland – with the usage of documentary method, 4. presentation of the results of research indicating a scale of unusage of human resources – with the usage of documentary method. Some theoretical issues concerning human capital and the ways of its measuring as an essential element of estimating theunusage of human resources were presented in the first part of the study. Then there were presented some theoretical thoughts about inequalities, justice and social equality. In the next part of the study there was used documentary method and presented analysis of chosen results presented in the report “Social Diagnosis 2011. Objective And Subjective Quality Of Life In Poland”, concerning spheres of inequalities in Poland. Then the attention was focused on the unused human resources in Poland, basing on the results of research conducted within the project of the Polish Agency for Enterprise Development in collaboration with the Jagiellonian University called “Study of Human Capital in Poland (BKL)”. The study is closed by summary of the discussion.
7
Publication available in full text mode
Content available

[unknown2]

63%
Walczak R. B., Kubátová J., Seitlová K.
Border and Regional Studies
|
2018
|
vol. 6
|
issue 4
305-318
PL
Podczas gdy komunikacja staje się coraz łatwiejsza dzięki rozprzestrzenianiu się technologii komunikacji przez Internet (ICT), coraz więcej firm i osób staje przed wyzwaniem (współ)tworzenia i zwiększania efektywności wirtualnych zespołów. Chodzi tutaj o grupy ludzi kontaktujące się między sobą wyłącznie przez Internet, bez kontaktów w realnym świecie. Pomimo licznych zalet, do których należą między innymi niskie lub wręcz zerowe koszty finansowe oraz niezwykła elastyczność tworzenia, przed wirtualnymi zespołami istnieje też wiele wyzwań, nie widocznych z zewnątrz. W bieżącym artykule omawiamy zalety programu zajęć, zaprojektowanego do wzmacniania umiejętności komunikacji w wirtualnych zespołach. Opisujemy projekt dydaktyczny zrealizowany jednocześnie pomiędzy Uniwersytetem Palackiego (Olomouc, CZ) i Uniwersytetem Opolskim (Opole, PL) w semestrze letnim w roku 2015. Argumentujemy, iż taki program może przynieść korzyści zarówno z perspektyw jednostkowej, jak i biznesowej, pod warunkiem podjęcia odpowiednich przygotowań.
EN
As communication becomes easier with the proliferation of ICT (Internet Communication Technology), more companies and individuals face the need and challenge of creating and facilitating virtual teams. Those are groups of people that contact each other only by the means of the internet, with no real-world physical face-to-face contact. Despite the numerous benefits, as low-to-non monetary costs and enormous creation flexibility, there are also many (psychological) risks, often not apparent from the outside. In the current paper we discuss the teaching program that was designed to foster virtual communication skills. We describe a project conducted simultaneously between Palacký University (Olomouc, CZ) and University of Opole (Opole, PL) in the summer term of 2015. We argue that such classes have a potential for individual and business development, provided the necessary preparations are made.
first rewind previous Page / 1 next fast forward last
JavaScript is turned off in your web browser. Turn it on to take full advantage of this site, then refresh the page.