Search results - CEJSH

1

LUDZIE WE WSPÓŁCZESNEJ ORGANIZACJI

100%

Ściborek Z.

Logistics and Transport

|

2006

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vol. 2

11-14

EN

In this article the importance of issues related to human resources for the development of logistics and transport are discussed. Well-motivated employees are a specific kind of capital for a company, determining its successes or failures, its development or decline.

2

Efektywność narzędzi motywacyjnych wykorzystywanych przez kierownictwo wobec pracowników organizacji sportowej

80%

Puciato D.

Rozprawy Naukowe Akademii Wychowania Fizycznego we Wrocławiu

|

2013

|

issue 40

110-117

EN

The article is a review and its aim is to present a proposal of a measurement method of efficacy of incentive instrument in contemporary sports organizations. The research material used in this paper is of secondary importance. It is based on literature and bibliographic studies. A descriptive method was applied which is one of the induction methods. Motivating employees of sports organizations consists in inducing behavior committed to achieving the goals of the company with stimuli that will satisfy their needs. The efficacy of motivation systems in sports enterprises depends primarily on the competences of operational managers and human resource managers. They may use numerous varied tools to motivate their employees which may be classified as: material monetary, material non-monetary and nonmaterial. However, estimating efficacy of an individual instrument is a fundamental problem for development of organization. With the fast growing sports market, intensive professionalization of sports in Poland and a increasing number of the offered sports products, the importance of human resources will be growing; the competitive position of companies in the global sports market will be subject to their motivating skills

3

Investing in human capital and development of the knowledge sector in Poland

80%

Woźnicki J.

Nauka

|

2008

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issue 1

EN

This paper discusses several important problems related to the human capital and knowledge sector in Poland, including policy of the state in those matters and the role of the fundamental values. After describing current conditions, which influence human resources and knowledge sector in Poland, general framework for the state policy in those matters is being presented. The paper calls for synchronization and coordination of the policy of the state related to the knowledge sector, which consists of all levels of education (especially HE), science and R&D. Finally the article discusses 2 possible variants of the development of the knowledge sector in Poland in the nearest future: pessimistic and optimistic one.

4

Znaczenie kapitału intelektualnego w przedsiębiorstwie

80%

Rząsa W.

Przedsiębiorstwo i Region

|

2013

|

issue 5

15-25

EN

Nowadays, when big importance is put on achieving constant competitive advantage and to growth of value of enterprise, quality and level of its non-material assets became significant. Key ingredient of those assets is human factor, so intellectual capital. This article tries to define in friendly and practical way measurable parameters of this capital (basic amounts, indicator of human, socio and organizational capital), methods of measurement of those parameters and also some ways to improve its value in an enterprise or another type of organization. Majority of research prove that improving different HR practices in an enterprise has a positive connection and favourable correlation with a growth of values of this organization. However, this them, because of big range of material, was left to separate consideration.

5

System zarządzania karierą pracowników jako istotny element strategii przedsiębiorstwa

80%

Pierścieniak A., Gałka L., Leśniak A.

Przedsiębiorstwo i Region

|

2013

|

issue 5

26-37

EN

Career Management System is one of the essential elements of the strategy. In the era of knowledge economy human capital is particularly important when it comes to getting a company's competitiveness. Design at Career System is based on a number of correlated elements that the company more efficient and easier management of human resources, both from businesses and employees but management careers within the organization requires commitment on both sides. Companies now recognize the importance of this activity, but not all can adapt to the prevailing trends. The article presents the issues of career management as part of corporate strategy in the context of theory and practice. The topic has been developed based on the results of the research a career management system by a foreign company. This allowed to make observations on how many achievements of Polish scientists is universal.

6

Effect of Corporate Social Responsibility on the Recruitment of Technically Educated Employees

80%

Martin P.

Littera Scripta

|

2013

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vol. 1

128-139

EN

The influence of the corporate social responsibility (CSR) concept on the business performance has been widely discussed recently. According to some researches, respecting CSR could make the responsible company more attractive to quality job-seekers. At the same time, there is a great lack of technically skilled specialists both globally and more important the Czech economy. The aim of this paper is to investigate, whether the technically educated talents take the issue of CSR into account when making decisions about their future employers and therefore, whether the implementation of CSR into the company policy means an advantage in the recruitment for a responsible firm. Questionnaires distributed among the final-year students of technical study programs were chosen as a research method. The results obtained suggest that the technically educated talents consider the issue of CSR to be quite important and that they would deffinitely prefer an employer who respects this concept. Implementing of the corporate social responsibility idea into the corporate strategy can therefore improve the human resources management of the enterprise with a positive effect on the whole business performance.

7

The Organisational Culture of the Police Force

80%

Farkas J., Sallai J., Krauzer E.

Internal Security

|

2020

|

vol. 12(1)

77-84

EN

The concept of ’organisational culture’ can be described based on numerous approaches nowadays. This underlines the fact that it is a significant issue within work and organisational psychology. However, the growing scope of organisational culture and subculture types shows not only its significance, but also the appearance of its explanations in a wide spectrum. The extensive research of organisational culture is related to the trend that there is a growing interest of organisational development and human resource professionals in a deeper understanding of human behaviour in organisational settings, and the factors influencing it. Organisational culture includes communication with clients (in the case of police, citizens) and the relating approach system. The organisational culture cannot be considered basically “good” or “bad”. There are external and internal metrics and requirements that reflect the state of a given organisation: they indicate the quality and quantity of value creation, the organisation’s acceptance in its environment as well as its necessity in the society. The organisational culture is optimal if it serves the organisation’s tasks, objectives, the fulfillment of its duties, an the maintenance of its expedience, as well as if it is supportive, creative and facilitating. In an optimal organisational culture, the interests are enforced between the groups and people in the organisation in a peaceful way, their work is effective and successful, all conditions are ensured, the staff is satisfied, and the organisation’s output is accepted, recognised and required in its external environment. These organisations are acknowledged by the citizens and operate in accordance with their environments.

8

PERSONAL AUDIT AS A MODERN HUMAN RESOURCES MANAGEMENT TOOL

80%

Stuss M.

Zeszyt Naukowy Wyższej Szkoły Zarządzania i Bankowości w Krakowie

|

2013

|

issue 30

144-156

EN

Needs for the process of personal audit process is targeted directed primarily to the position of strategic human resources management. Interested in audit are mainly CEO, mangers and board of directors. Audit is concerned as personnel function, which participate in the implementation of personnel policy in organizations. The result of the audit is not only information about the tasks carried out in the area of human resources management but also areas that require system solutions; diagnoses also people’s knowledge in personnel policy area. It is recommended to conduct a personal audit in the organizations, which do not have sections responsible for the human resources - personnel function is implemented as a distributed one or in organizations that there is a need of reorganization.

9

Aspekty Zarządzania Zasobami Ludzkimi w urzędach administracji samorządowej

80%

Szepelska A.

Zeszyty Naukowe Ostrołęckiego Towarzystwa Naukowego

|

2015

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vol. Zeszyt

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issue XXIX

250-261

EN

Human Resoures Managemnet in local government administration has undoubtedly its own character. Still, Human Resoures Management known to be a strategic, coherent, versatile outlook on problems connected with administration and a development of human resources in terms of office structures remains unappreciated. In case of functioning of public administration, human factor plays the key role. The rank of human resources in administration depends on individual quality of each staff member. Human Resources Management (HRM) in administration refers to enlisting and managing of these resources. Moreover, it ensures their proper development in order to achieve the most effective aims and, what is more, fulfills tasks of public administration. The basic elements of Human Resources Management in the local government units include employees planning, their recruitment and selection as well as motivating and evaluating them.

PL

Zarządzanie zasobami ludzkimi w urzędach administracji samorządowej bez wątpienia ma swoją specyfikę. Zarządzanie zasobami ludzkimi rozumiane jako strategiczne, spójne i wszechstronne spojrzenie na problemy związane z kierowaniem i rozwojem zasobów ludzkich w ramach struktur urzędu, wciąż nie jest jeszcze w pełni doceniane. Element ludzki w przypadku funkcjonowania administracji publicznej ma kluczowe znaczenie. Wartość zasobów ludzkich w administracji stanowi wartość indywidualnych członków jej kadry. ZZ L w administracji dotyczy pozyskiwania i gospodarowania tymi zasobami, a także zapewniania ich rozwoju zmierzającego do jak najsprawniejszego realizowania celów i zadań administracji publicznej. Do podstawowych komponentów ZZ L w jednostkach samorządowych zalicza się planowanie pracowników, ich rekrutację i selekcję oraz motywowanie i ocenianie.

10

Recruitment Process Outsourcing

80%

Cocuľová J.

Acta Technologica Dubnicae

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2011

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vol. 1

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issue 2

46-53

EN

Nowadays outsourcing presents a common way to increase business performance. This way of providing supporting business activities is more often used in the field of human resources. The paper deals with the topic of human resources outsourcing, especially the recruitment process outsourcing and it brings the views of several authors on the advantages and potential risks of its use.

11

Attitudes toward e-recruitment. An explorative study in Romania

80%

Țîru L. G., Mohorâta M.

Academicus. International Scientific Journal

|

2020

|

issue 21

73-88

EN

This paper uses a measurement scale to identify the vision of individuals in relation to online recruitment. The main objectives seek to identify what sources of recruitment respondents prefer, whether their opinions are differentiated by gender and age; the occupational status is an important variable which might change the participants’ opinion on the effectiveness of recruiting websites. The key objective of this paper is to emphasize the relationship between social media and recruitment, more precisely how is the entire process by the virtual environment. Based on the obtained results we may conclude that people who tend to use Facebook above the average are inclined to use and to have a positive attitude with respect to recruiting platforms. Furthermore, it can be noticed that people who would choose as a primary source of search of a job the recruitment websites display differences in perception compared to the other respondents. The conclusions drawn from this research are that age and gender are not a variable which displays differences in perception. Yet, based on the obtained results we may notice that the preferences for the use of recruiting platforms influence their opinions.

12

Zarządzanie wiekiem jako kryterium efektywności organizacyjnej

80%

Hilarowicz A.

Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne

|

2015

|

issue 2(17)

21-29

EN

Organizations today are looking for a variety of methods and actions that will allow them to gain a com- petitive advantage in a highly uncertain environment. In this context, rational and efficient use of human resources through addressing the age-related differences in needs and abilities of individuals, is gaining importance. The purpose of this article is to look at the issue of age management through the prism of obtaining organizational effectiveness. It is about conceptual tracing of the links between specific age-related measures undertaken by companies towards employees and operational as well as strategic effectiveness obtained as a result. The research method used here is the theoretical analysis of literature on the subject. The article is an attempt to compile the above-mentioned elements i.e. age management and organizational effectiveness into a coherent and bringing the intended results total.

13

Struktura zasobów ludzkich dla nauki i techniki w krajach Unii Europejskiej

80%

Pleśniarska A.

Zeszyty Naukowe Uniwersytetu Ekonomicznego w Krakowie

|

2013

|

issue 908

5-23

EN

The main aim of the article is to analyse the structure of Human Resources for Science and Technology (HRST), Core of Human Resources in Science and Technology (HRSTC) by age group, and the annual average growth rate of HRST in the EU member states. The article examines the effectiveness of human resources by looking at patent applications to the EPO and the number of the most cited scientific publications.

14

Flexibility Of Human Resources In Creating Company's Positive Potential

80%

Bednarska-Wnuk I.

Equilibrium. Quarterly Journal of Economics and Economic Policy

|

2012

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vol. 7

|

issue 1

EN

New concepts are more and more frequently applied in improving human resources management. It is the result of dynamic changes in the environment, as well as the necessity of searching for the ‘golden mean’ of managing a company. One of such means in Positive Organizational Scholarship, originating from positive psychology. Its focal points are human beings and their mental well-being, as well as evoking positive emotions in a workplace. The aim of the article is presenting Positive Organizational Scholarship and describing human resources in terms of flexibility as the primary criterion for creating a company’s positive potential. The author, basing on theoretical arguments concludes that it is the flexibility that allows employees to adjust to the current conditions of their environment.

15

Succession as a sustainability factor of family business in Slovakia

80%

Lušňáková Z., Juríčková Z., Šajbidorová M., Lenčéšová S.

Equilibrium. Quarterly Journal of Economics and Economic Policy

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2019

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vol. 14

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issue 3

503-520

EN

Research background: The success of family businesses abroad is not measured by profit, but is judged by the number of generations that have successfully mastered the succession process. This is why family businesses in Slovakia should also focus on long-term existence. Succession in a family business must be prepared with sufficient time in advance, as this is one of the most risky moments of its future. Purpose of the article: Successful management of the succession process in family businesses requires several years of preparation in different areas. The aim of this paper is to assess the readiness of Slovak family companies to owner generational change in application of selected factors in ensuring the smooth transmission of family businesses to the younger generation. Methods: The method of research was a questionnaire based on a 5-degree Likert scale, where the respondents expressed the degree of their agreement or disagreement with the particular statement. The questionnaire was filled by sample of 412 respondents ? 206 family business owners and their 206 successors (son/ daughter). The statistical relations and correlations between variables were performed by Cronbach alpha, Spearman test, Kruskal-Walis test using EXCEL and SAS Enterprise Guide 7.1. programs. Findings & Value added: Slovak family companies have already passed or they are in the process of preparing or implementing the first generational change. We cannot be compared yet with family companies in Germany, USA or the Nether-lands because these firms are in the process of the fourth generation change in the ownership. The added value of this paper is the identification of deficiencies and reserves that prolong or expel the process of successful company transfer to a young generation. It is related to human capital ? the professional competence of the successor and the willingness of the founder to leave, the absence of important business documents, or the effort to cope with the process itself.

16

Grywalizacja w zarządzaniu zasobami ludzkimi w przedsiębiorstwie

80%

Misztal A.

Nauki o Zarządzaniu

|

2015

|

issue 3 (24)

91-103

EN

The aim of this paper is to show gamification as a method of human resources management in enterprises. Human resources are one of the factors of production, in addition to land, capital and organization, having a substantial impact on the functioning and development of a company. It is necessary to motivate employees and to create conditions for the best possible working environment. Mangers should use modern and adapted to the market situation activation methods and techniques of employees to function in the organization. One of the methods to motivate employees and encourage them to make the often difficult issues and to participate in the life of the company is gamification. It is a kind of transfer issues related to land management of human resources. The starting point for the discussion will outline the issues related to the management of human resources in an enterprise. The main part of the article will be devoted to the issues of gamification and examples of its use in selected business entities.

17

Cooperation of enterprises in the sphere of human resources in logistics

80%

Hanus P., Kasperek M.

Prace Naukowe Uniwersytetu Ekonomicznego we Wrocławiu

|

2019

|

issue vol. 63, nr 9

141-151

EN

Human resources are an important factor in logistics. Their lack of or gaps in competence development cause serious consequences. The aim of the article is to indicate the main factors that may shape the sphere of human resources in logistics, their importance and the need to develop cooperation between enterprises in this area. This study is exploratory (literature studies, internet resources). The subject matter is also the result of the author’s research and the LOGOS scientific research project. The content of the article is based on analysis of the factors that have been identified in the source materials. The principle of comparing and searching for analogous subjects in the sources has been adopted. The most important conclusion drawn from the content is to ensure the development of human resources in logistics and to develop cooperation due to the emerging challenges of staff shortages and the development of new technologies.

PL

Zasoby ludzkie w logistyce są istotnym czynnikiem. Ich brak lub luki w rozwoju kompetencji powodują poważne skutki. Celem artykułu jest wskazanie głównych czynników, które mogą kształtować sferę zasobów ludzkich w logistyce, ich znaczenia i konieczności rozwijania współpracy przedsiębiorstw w tej sferze. Przeprowadzone badania mają charakter eksploracyjny (studia literaturowe, zasoby Internetu). Podjęcie tematyki jest także rezultatem badań własnych oraz projektu badań naukowych LOGOS. Treść artykułu powstała na podstawie analizy czynników, które zostały zidentyfikowane w materiałach źródłowych. Przyjęta została zasada porównywania i poszukiwania analogii tematyki w źródłach. Najważniejszym wnioskiem płynącym z treści jest zapewnienie rozwoju zasobów ludzkich w logistyce oraz konieczność rozwijania współpracy ze względu na pojawiające się wyzwania: brak pracowników i rozwój nowych technologii.

18

The interdyscyplinary character of talent management

80%

Sipa M.

|

2019

|

vol. 48

|

issue 121

31-39

EN

When looking at changes in the market, one can notice a growing interest in research on talent management. A talent shortage crisis is noticeable in many sectors and regions of world economies, thus it is necessary to focus more on that particular problem. However, talent management is a very complex issue. The main objective of the study was to determine the degree of scientists' interest in "talent management" and to identify the areas where the issue is discussed. To achieve the set objective, the Author using bibliometrics, analysed current research trends in leading scientific publications on talent management. The focus was on publications indexed in the SCOPUS and Web of Science databases.

19

Psychosocial risks associated with the profession of train driver

70%

Basińska B., Reczek O.

Internal Security

|

2016

|

vol. 8(1)

147-158

EN

Excellent competencies as well as a good physical and mental health are required in train drivers’ profession. Despite the changes in the structure of employment the train drivers above 46 years and job tenure longer than 30 years are the largest group. The generation gap is becoming more pronounced, and its fulfilment will not be easy. It is related not only to training of new personnel but also promotion of healthy work environment focus on reducing occupational stress. The aim of study was twofold. Firstly, identification of psychosocial risks and sources of occupational stress in relation to health of employees will be performed. Secondly, the methods of reducing with occupational stress in train drivers’ profession will be indicated. In study presented here the qualitative method was applied. We have conducted the focused group interview among train drivers and instructors. The results have shown that more important source of occupational stress were the failure of the material factor, workload, role conflict, working time and care of trainees. Results of our previous study based on the individual reviews have indicated that traumatic stress associated with fatal incidents and people under train were significant occupational risk in train drivers’ profession. Organizational resources such as competencies and knowledge of experience train drivers can be helpful in health promotion and development of methods reducing occupational risk. Safety climate, risk assessment, and the acquisition of new personnel require new actions and improvement. Management style more focused on the human factor should be preferred.

20

Hybridization of Stochastic Local Search and Genetic Algorithm for Human Resource Planning Management

70%

Škraba A., Stanovov V., Semenkin E., Kofjač D.

Organizacija

|

2016

|

vol. 49

|

issue 1

42-54

EN

Background and Purpose: The restructuring of human resources in an organization is addressed in this paper, because human resource planning is a crucial process in every organization. Here, a strict hierarchical structure of the organization is of concern here, for which a change in a particular class of the structure influences classes that follow it. Furthermore, a quick adaptation of the structure to the desired state is required, where oscillations in transitions between classes are not desired, because they slow down the process of adaptation. Therefore, optimization of such a structure is highly complex, and heuristic methods are needed to approach such problems to address them properly. Design/Methodology/Approach: The hierarchical human resources structure is modeled according to the principles of System Dynamics. Optimization of the structure is performed with an algorithm that combines stochastic local search and genetic algorithms. Results: The developed algorithm was tested on three scenarios; each scenario exhibits a different dynamic in achieving the desired state of the human resource structure. The results show that the developed algorithm has successfully optimized the model parameters to achieve the desired structure of human resources quickly. Conclusion: We have presented the mathematical model and optimization algorithm to tackle the restructuring of human resources for strict hierarchical organizations. With the developed algorithm, we have successfully achieved the desired organizational structure in all three cases, without the undesired oscillations in the transitions between classes and in the shortest possible time.

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