The transition of the Polish economy has brought about profound changes in the nature of contracts between employees and employers. These changes have been affected by the process of globalisation and dynamic technological progress. In particular, the characteristics of the contracts and the work itself have changed, which has affected the utility derived from employment by employees. The article attempts to identify the factors providing job satisfaction using the example of railway service employees. In particular, factors such as the position held, levels of tension and stress at work, level of autonomy, opportunities for personal development, the level of accordance between employees’ skills and job requirements, convenient working hours, length of vacation and the level of social respect enjoyed are important. In the study, an innovative discrete choice experiment method and econometric analysis were used to make a comprehensive examination of the factors providing satisfaction to transport service employees. Conclusions from the study indicate that although remuneration is an important element influencing job satisfaction, other non-wage factors also affect the satisfaction. The most important factors include managerial position, opportunities for personal development and the level of social respect related to the given occupation/position.
The importance of social responsibility has an everymore prominent position. This is since the world is increasingly interconnected and globalization is constantly moving forward. The aim of the paper is to analyse the activities of social responsibility of a selected company: Bosch, and then propose specific recommendations for further development of the company. It is based on analysis of company reports, interviews with managers and a questionnaire survey. The Bosch Group is a leading global supplier of technology and services. We focused on the plant in Jihlava, in the Czech Republic. The findings show that most employees know the concept of CSR and perceive it as a positive matter and want their employer to behave according to this concept. According to them, the greatest attention should be paid to the social pillar. The survey shows that the employees know the values of the company in which they work. In terms of communication with employees with regards to the activities of CSR, it is at a high level. Finally, recommendations are proposed, including ones concerning problems with transport, eco-labels, communication and employee support.
The paper proposes a structure of a composite Index of Local Government Employees Satisfaction (ESI) in Poland. The index provides a based on four sub-indices synthetic assessment of the level of employee satisfaction with the employment in local government offices. The sub-indices have been constructed using an exploratory factor analysis with the VARIMAX one. The ESI and sub-indices values have been normalized in the range of [0–100%], wherein higher ESI values indicate higher employee satisfaction. The proposed approach is used to assess the level of employee satisfaction with the employment in some local government units in the West Pomerania province. The analysis was based on the results of the measurements made in 2009–2010 by comparing the results of two groups of employees separated on the basis of a criterion of their place of employment.
The article presents selected elements of motivating employees that are important in creating added value and creating the competitiveness of the organization. Components of motivating systems in human capital management in strategic terms have been identified. The most important directions of motivating employees’ development were indicated in organization management.
PL
W artykule przedstawiono wybrane elementy motywowania pracowników, które są istotne w tworzeniu wartości dodanej i kreowaniu konkurencyjności organizacji. Zidentyfikowano składowe elementy systemów motywowania w zarządzaniu kapitałem ludzkim w ujęciu strategicznym. Wskazano najistotniejsze kierunki rozwoju motywowania pracowników w zarządzaniu organizacją.
Celem artykułu jest pokazanie istotnej roli ewaluacji systemu wynagrodzeń a także wskazanie najważniejszych korzyści takiego procesu dla organizacji. Bazując na przeglądzie literatury, artykuł wskazuje możliwe kryteria oraz prezentowane dotychczas koncepcje tej oceny, które mogą być wykorzystane do monitorowania systemu wynagrodzeń w sektorze MSP. Dodatkowo zaprezentowany zostaje model kompleksowej oceny efektywności systemu wynagrodzeń oraz proces jego wdrożenia w wybranym przedsiębiorstwie z sektora MSP w województwie małopolskim.
EN
The purpose of this paper is to underline the importance of the evaluation process of compensation systems and demonstrate the benefits the process brings to the organization. This paper explores the main criteria and measures employers can use in the evaluation process and also provides a methodology which can be used when monitoring the compensation policies and programs in the SME sector. Further, it explains the process of implementation of this methodology in a selected medium-sized service company in malopolska region.
Artykuł zawiera opis wybranych koncepcji satysfakcji z pracy na podstawie literatury krajowej i zagranicznej oraz stanowi próbę usystematyzowania dorobku w tym zakresie przez przedstawienie ewolucji w rozumieniu omawianego pojęcia. Ponadto przedstawia propozycję interpretacji satysfakcji z pracy oraz powiązanych z nią kategorii, takich jak: zadowolenie z wykonywania zadań, satysfakcja pracowników oraz satysfakcja zawodowa. W części końcowej zaś prezentuje model wzajemnych relacji między tymi kategoriami.
EN
The paper contains a description of selected concepts of understanding job satisfaction on the basis of domestic and foreign literature. The author makes an attempt to systematise the acquis in this area, and outlines the evolution of the meaning of this issue. The paper presents a proposal for the interpretation of job satisfaction and related categories such as “satisfaction with the performance of tasks” (“work satisfaction”), “employee satisfaction” and “proffesional satisfaction”. In the final part it presents the model of the relationship between the reported categories.
This working paper concerns employer branding issues, which occur to be pretty fresh term in human resources management. It covers any company efforts aimed at job market status enhancement and corporate image-building. Its strategy main goal is to ensure enterprise skillful manpower, which, influenced and motivated effectively, is capable to establish and maintain strong, stable relations with outer stakeholders. Currently, to meet such a challenge, modern business environment enforces certain virtue: it looks like a key workmanship to gather and manage a competent team. Employers notice and appreciate corporate image rational impact, which results in growing interest in employer branding subject. Based on secondary research this article is pointed at indicating crucial factors to become desirable employer. Its purpose is to pick up enterprise benefits which derive from long-term employer branding strategy on Polish market.
PL
Artykuł poświęcony jest problematyce employer branding, stosunkowo nowej koncepcji w dziedzinie zarządzania zasobami ludzkimi, obejmującej wszystkie działania podejmowane przez przedsiębiorstwo w celu budowania jego pozytywnego wizerunku i prestiżu na rynku pracy. Głównym zadaniem strategii employer branding jest zapewnienie przedsiębiorstwu wartościowych pracowników, którzy odpowiednio motywowani, zdolni są kształtować silne i długotrwałe relacje z interesariuszami zewnętrznymi. W obecnej rzeczywistości gospodarczej, w której pozyskanie i utrzymanie kompetentnych pracowników staje się kluczową umiejętnością oraz ogromnym wyzwaniem, systematycznie wzrasta zainteresowanie tematyką employer branding. Pracodawcy dostrzegają, że działania wizerunkowe przynoszą wymierne efekty, i coraz chętniej je podejmują. Celem artykułu jest wskazanie – na podstawie badań wtórnych – czynników decydujących o atrakcyjności pracodawcy oraz korzyści wynikających z posiadania długoterminowej strategii employer branding na polskim rynku.
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