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Human Resource Management Practices in Polish Companies During the Economic Slowdown

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Pocztowski A., Miś A.

Management Business Innovation

2010

vol. 6

30-41

The objective of the paper is to present how companies operating in the Polish market faced challenges in the field of HR-function during the economic slowdown. As a source of data for the analysis two empirical studies have been used, which were conducted in 2009. In both studies structured questionnaires were used. The first study deals with turnover and retention issues and the second one focuses on trends in reward systems. Efforts have been made in the paper to examine how companies adapt their HR policies and practices while coping with changes in the environment. After presenting some general adaptation strategies, the authors will focus on two issues mentioned above. The findings of the empirical research indicate that typical reactions of the examined companies as a response to the crises in the financial markets were: freezing of recruitment actions, cuts in training budgets, changes in reward systems, limitations of benefits as well as restrictions of HR-departments budgets. The research evidence reveals that changes in the labor market caused by economic slowdown forced 46% of the firms to plan reductions of employment but on the other hand 41% did not plan to do that. The uncertainty in the business context of HRM makes HR-professionals rethink practices they have been using so far.

Faculty’s turnover in private higher learning institutions: A phenomenal inquiry

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Ramasamy V., Abdullah N. H. B. A.

Business and Economic Horizons

2017

vol. Volume 13

issue Issue 2

169-181

The quality of the faculty is one of the most important components of higher education’s quality assurance. Turnover among faculty, however, could undermine the efficiency, productivity and in some occasions, threats the institution’s long-term survival. Preliminary interviews with human resource personnel of selected private higher institutions revealed a high turnover rate of 18%. This qualitative phenomenological study explored the reason on why faculty resigns their job. In-depth interviews were conducted with faculty members from 5 private universities in Malaysia, using purposive sampling. The NVivo 8 software was used to analyze the data thematically. Seven major themes emerged from the analysis including; employer image, availability of external job opportunities, social media bullying, unfair performance measurement, unfair compensation, work overload and job Insecurity. Although some emerging themes could be traced to previous literatures, an emerging theme of social media bullying warrants further scrutiny. The research results could help private universities to strategize how to minimize the high turnover rates while optimizing the levels of faculty retention. Furthermore, this research provides some initial insight on the role of social media bullying in turnover literature.

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Human Resource Management Practices in Polish Companies During the Economic Slowdown

Faculty’s turnover in private higher learning institutions: A phenomenal inquiry