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1

The Employee Opinion Poll as an Instrument Supporting Personnel Management in the Company

100%
Radoslawska J.
Zarządzanie Zasobami Ludzkimi
|
2005
|
vol. 5
|
issue 3-4(42-43)
78-90
EN
Soundings of the workers' opinion occupy the significant place in creating the modern personal policy of firms, becoming the essential source of information for management about setting processes inside the organization. The test of indication in article was undertaken essential the and meaning soundings of the workers' opinion as helping the personnel management instrument
2

Peculiarities of Personnel Management in Public Administration

100%
Doktor K.
Zarządzanie Zasobami Ludzkimi
|
2004
|
vol. 4
|
issue 2
9-16
EN
The article concentrates on the differences in the management of human resources in public administration as compared with well-known commercial organizations. Specialists in administration science concern themselves with such questions as the status of clerk, recruitment, and training on a rather marginal basis. However, a new look at developing principles of professionalization, formalization, and centralization within the framework of personnel strategy is necessary. The result of reform of the public administration system should be the modernization of the personnel status and function in Poland's central and local government administration.
3

The Road to Entrepreneurship in Public Administration in Poland

80%
Bednarczyk M.
Zarządzanie Zasobami Ludzkimi
|
2004
|
vol. 4
|
issue 2
17-26
EN
The necessity for change in the management of the public sector is obvious and irrefutable. W. Kiezun criticized the current state of public administration in Poland very strongly finding it brimming in 'gigantomania' ( excessive development of organizational structures), 'luxury-mania' (the creation of a super luxurious environment for working in administration), corruption ('Poland in one of the most corrupt countries west of the Bug river'), and arrogance of authorities (excessive manifestations of 'dignitarianism', impeding access to information, and disregard for the public order). The article discusses new concepts in public management.
4
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CHANGES IN EMPLOYMENT MANAGEMENT AND HUMAN RESOURCE PRACTICE: AN ANALYSIS OF 2007 SURVEY DATA BASED ON THE LIFE CYCLE MODEL

61%
Poor J., Karoliny Z., Kehl D., Farkas F.
Zarządzanie Zasobami Ludzkimi
|
2009
|
issue 1(66) Dokąd zmierzają przedsiębiorstwa w dobie globalizacji i kryzysu finansowego?
103-122
EN
Life cycle (or stage) models were developed to study organizational growth. The primary objective of applying such models is to determine the relevant outcomes (e.g. management, HR, etc.) for the different stages of organizational growth on the basis of contributing factors. The authors research, conducted in 2007, sought to discover how companies (subsidiaries of multinational companies as well as indigenous Hungarian small-, medium-, and large-sized enterprises) have adapted to the accelerating changes in the economy over recent years, and what kinds of change might be expected in the employment and personnel management practices of these organizations at specific stages of the life cycle models. This paper presents the theoretical background and empirical findings of this research.
5

PERSONNEL ASPECTS OF ANTI-RECESSIONARY MANAGEMENT OF THE ENTERPRISES (Kadrovi aspekty antykryzovoho upravlinnia pidpryiemstvamy)

61%
Sardak O. V.
Mekhanizm Rehuluvannya Economiky
|
2010
|
vol. 3 (47)
141-149
EN
In article the maintenance of anti-recessionary management of the enterprises personnel is offered, administrative actions at its basic stages are recommended. The system of the factors influencing organizational behavior of workers of the enterprises in crisis conditions is defined. Variants of effective models of behavior of the enterprises in the conditions of crisis are recommended.
6

Wybrane obszary zastosowania controllingu personalnego

61%
Zając P.
Zeszyty Naukowe Uniwersytetu Ekonomicznego w Krakowie
|
2011
|
issue 853
67-85
EN
The article presents the use of personnel management in chosen fields which are analogous to particular personnel functions. It briefly describes the chosen fields of applying personnel management, which leads to the discussion of the following areas to be managed: the size and structure of employment, personnel planning, hiring employees, employee evaluation, personnel development, remuneration, the conditions of employment and employment relations, efficiency and productivity, and labour costs. A set of both quantitative and qualitative indicators and measures is applied to each field of the personnel management.
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