Search results - CEJSH

1

Cooperation of science with the business as a trend in hiring staff

100%

Bednarska-Wnuk I., Syper-Jędrzejak M., Uniwersytet Łódzki; Wydział Zarządzania; Katedra Zarządzania

Acta Universitatis Lodziensis. Folia Oeconomica

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2011

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vol. 257

EN

The article focuses on cooperation between business and science, considered as a means of achieving mutual benefits, in particular, supporting business innovation and ensuring their access to potential employees. The authors suggest steps towards closer cooperation between the university and local entrepreneurs on the example of the initiatives of the Faculty of Management, University of Lodz.

2

Ships and crew. historical profile

100%

Casola M.

Journal of Modern Science

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2018

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issue 3(38)

237-266

EN

The organization of the ship was connected to the organization of the board, according to the type of ship. It concerned the crew’s composition, the division of roles and responsibilities, the recruitments procedures and orders. The employment relationship was peculiar, governed by a specific regulation. There was a separation of duties and therefore there were different contracts of recruitment for the crew members. As to the ship, the roles of magister navis were different from the one of the crew, since the former signed a contract comparable to modern self-employment contracts and the latter signed a contract of subordinate employment similar to modern contracts. The paper examines, through the analysis of sources and of literature, the organization of the merchant ship and the recruitments procedures.

3

Podejmowanie decyzji personalnych w świetle badań firm województwa opolskiego

100%

Karczewski L.

Prakseologia

|

2006

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issue 146

159-170

EN

In this paper, the author presents the results of his inquiry on personal management in 103 companies of Opole region. In the light of the inquiry it appears that personal connections are claimed by 51% of respondents to be important in Staff recruitment, although 88% respondents do not accept this. 96% of the inquired people are convinced that the managing board is obliged to prior inform the staff about the planned redundancy, and 57% expect essential aid from the employer to find a new job. Also, according to employees, the roles of job seniority (62%) and personal connections (44%) are important in rewarding the staff. However, the employee’s role in realizing the company’s longterm targets in rewarding the staff is seen as minor (31%). A positive aspect of personal management is that a considerable number of companies (43%) already apply assessing systems and employees accept them. Yet, we still lack modern staff assessment systems in our companies e. g. 3600.

4

‘It Was a Whirlwind. A Lot of People Made a Lot of Money’: The Role of Agencies in Facilitating Migration from Poland into the UK between 2004 and 2008

100%

Jones K.

Central and Eastern European Migration Review

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2014

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vol. 3

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issue 2

105-125

EN

The period after May 2004 – when Poland acceded to the European Union – until the onset of the recession in the UK in late 2007 saw a multitude of British employment agencies bringing migrant workers from Poland and placing them in temporary employment in the food industry, in construction, in social care, and in jobs in logistics and transport. Up to one half of the migrants who arrived in the UK after 2004 found work through an agency. As they arrived, a growing number of media and NGO reports highlighted both the exploitative living and working conditions in which many Polish workers found themselves and the role of agencies in this. Yet, the specific role of agencies as intermediaries between employers and workers has been comparatively neglected within the wealth of scholarly literature that analyses post-2004 East–West migration. This article documents how and why agencies recruited Polish workers into the UK labour market after May 2004. It argues that recruiting from Poland was a ‘market-making’ strategy for agencies, specifically linked to resolving a temporary crisis in finding a sufficient supply of workers willing to work in temporary agency jobs for low wages and in poor working conditions. The success of this new competitive strategy for agencies rested on: 1) marketing Polish nationals to employers as ideal-type ‘flexible’ workers, and 2) how quickly and easily they could move recruits from Poland into the workplace in the UK. This research contributes to an emerging body of work that analyses the competitive behaviour of agencies and the low-wage markets in which they are embedded, and to an also emerging body of literature exploring the role of migration intermediaries within Europe and internationally.

5

Contemporary trends in the area of recruitment of employees as internal stakeholders of the organization

100%

Bombiak E., Wereda W.

Zeszyty Naukowe UPH seria Administracja i Zarządzanie

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2017

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vol. 41

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issue 114

181-196

PL

In the era of increased competition for employees, and deepening the deficit of specialistsin the labour market (brain drain) businesses are looking for new forms and tools of recruitment andtheir optimal compilation to win the most valuable specialists. Prospective employers must act quicklyand be flexible; otherwise they lose valuable talents to other companies. This forces change in the approachto recruitment and results in the emergence of new forms and tools to attract valuable candidates,seen as internal stakeholders of the organization and encourages them to apply for a position.

6

The Study of Realistic Job Previews for the Position of Recruiter in Poland: Qualitative Research Results

100%

Ingram T., Siga A.

International Journal of Synergy and Research

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2015

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vol. 4

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issue 1

EN

Purpose – The main aim of the paper is to test to what degree information supplied to the job candidate by means of internet advertisement are realistic in Polish reality. Methodology – To achieve this aim, a study on 117 job advertisements for the position of recruiter, located on eleven job recruitment portals, was performed. 43 characteristic keywords were identified within each job ad. The next step involved comparing those results with the analysis of qualitative data gathered from three persons hired for the position of a recruiter at least two years ago. The data received from three recruiters were analyzed following Eisenhardt's (1989) suggestions and grounded theory approach. Findings – Research results reveal that majority of tasks performed in the position of recruiter were placed within recruitment advertisement. The tasks that were not enclosed in recruitment ads and indicated by recruiters as important are as follows: HR processes modeling, taking care of company blog and holding employee meetings. Research results suggest that, despite the notion of realistic job previews (RJPs), in Polish conditions they do not necessarily lead to dissatisfaction from the job in the three analyzed cases. Limitations – The main limitation of the paper is the restriction of realistic job previews to information regarding job duties and tasks of only one position – recruiter. The study signals RJP’s importance in Poland and we believe further research on the issue is necessary.

7

Ethnic units in the late Roman Army? The case of the equites dalmatae

100%

Dziurdzik T.

Studia Europaea Gnesnensia

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2017

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issue 16

447-462

EN

The article relies on the case study of the equites Dalmatae to analyse the relationships between Late Roman military unit naming conventions and the recruitment patterns of the era. Of special importance is the question of the extent to which the army employed ethnic units, recruited from a particular population and using their own, traditional fighting styles. The conclusions are reached through a combination of historical and onomastic study, with special regard to the possible meanings of the term Dalmatae and the entities and identities it could have represented.

8

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

100%

Martin P.

Littera Scripta

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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.

9

Wykorzystanie Visual Basic w procesie rekrutacji i selekcji pracowników na przykładzie Instytutu Edukacji Gospodarczej Sp. z o.o.

88%

Małgorzata Kutzner I.

Informatyka Ekonomiczna

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2014

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issue 2(32)

133-155

EN

The development of IT and its rising usage in economy have influence on changes in enterprises. They influence the functioning of company and make its management easier. IT tools are inevitable in cost, communication, knowledge or human resources management. However, not every company decides to invest in individually designed systems not only because of the excessive financial outlays, but also the cost of service. This paper shows the use of Visual Basic, high level programming language in the process of recruitment and selection of employees at IEG LLC.

10

Electoral Lists as a Gatekeeper in Regional Political Elites Recruitment

88%

Cichosz M., Wichłacz M.

Athenaeum. Polskie Studia Politologiczne

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2013

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vol. 40

33-46

PL

Celem artykułu jest zaproponowanie wkładu empirycznego do badań dotyczących rekrutacji do elit politycznych. Autorki zmierzają do określenia wzorców konstruowania list wyborczych w wyborach do sejmików wojewódzkich w 2010. Praca posiada charakter opisowy i wyjaśniający oraz jest oparta na studium przypadku, w którym dokonano analizy jakościowej biografii kandydatów. Zakres przedmiotowy badań obejmuje cztery największe partie polityczne Platformę Obywatelską (PO), Prawo i Sprawiedliwość (PiS), Polskie Stronnictwo Ludowe (PSL) i Sojusz Lewicy Demokratycznej (SLD).

EN

The aim of the article is to present an empirical contribution towards the research on the recruitment of political elites. It seeks to determine patterns by which candidates’ lists were composed in the 2010 regional assemblies election. It is descriptive and exploratory in nature and based on a case study containing a qualitative analysis of biographies of candidates that ran for seats. The scope of the research includes four national political parties: Civic Platform (PO), Law and Justice (PiS), Polish People’s Party (PSL) and the Democratic Left Alliance (SLD).

11

Study of the Socio-psychological and Cultural Adaptation of Migrant Children: Analysis of an Account in a Social Network

88%

Valeeva R., Zakirova V., Kayumova L.

Kultura i Edukacja

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2019

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issue 2(124)

127-140

EN

Child migrants are one of the risk factors of the modern education system in Russia. In addition to the potential problems associated with the cultural differences between the indigenous population and migrants, there is also the problem of “closed” migrants. Often migrants and their families, including secondand third-generation migrants, form isolated communities within which the adaptation and socialization of new migrants and the generation of youth takes place. On the one hand, these groups play the role of “softadaptation”, when migrants and their children are offered the tested models of behavior in the new conditions of life. On the other hand, not all the models proposed by the group can be acceptable by the traditions of the indigenous population, and sometimes they are opposed to the culture and traditions of the host country. Moreover, the views accepted in the group can cause morbid socialization of migrants. Under these conditions, the school has a task of preventing the negative impact of the isolated national groups on the younger generation. The purpose of the study is to analyze the account of migrant children in social networks in order to identify signs of socio-psychological and cultural adaptation, to determine the influence of national groups and communities in social networks on the formation of a person’s personality. The paper covers the reactions of children to publications on the topic of interethnic communication. It also includes recommendations to teachers on the definition of exposure to the influence of groups and communities in the social networks of migrant children.

12

The Concept of the Process of Qualification to State Security Service

88%

Goryca T.

Kultura Bezpieczeństwa. Nauka – Praktyka – Refleksje

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2019

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vol. 35(35)

37-53

EN

The aim of the study is to present the concept of the process of qualification to service in State Security Service, which was established on February 1, 2018 in lieu of the Government Protection Bureau. All requirements for candidates participating in the recruitment process to State Security Service are set out by relevant laws and ordinances of the Minister of Interior and Administration. The specificity of tasks carried out by the officers of the State Security Service requires superior physical fitness, high resistance to stressful situations and teamwork skills. The units responsible for recruitment make high demands on candidates in the face of changing security threats for the most important people in the state. Properly conducted recruitment process let the units to select the best candidates for officers who will ensure the highest standards of implementation of protective measures in the country as well as abroad. The article presents the author’s concept of such a process. For this purpose, theoretical research methods were used and documents related to the selection process for the State Security Service were analysed.

13

Problems With Gathering Information About Cultural Environment In International Business

88%

Madgerova R., Kyurova V., Atanasova A.

MIND Journal

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2017

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issue 3

1-12

EN

One of the most significant problems in international marketing is the lack of good knowledge of the environment in which the product will be positioned. The factors of the cultural macroeconomic environment, along with other factors, have a particular importance because they influence the choice of the specific market and the right strategy for positioning the product. The purpose of this article is to raise the problems in managing the process of collecting information about cultural environment factors in international business and outlining ways to overcome them. In order to achieve the goal, the cultural environment factors have been considered and the results of a survey about the ways how the information about them is collected have been analyzed, and also the sources of information and emerging issues in process management. The research is based on the results of a questionnaire survey of managers and business owners. Statistical methods and methods of analysis and synthesis were used to research the problem.

14

Gamified Recruitment: A Way to Win the Talent of Tomorrow?

88%

Martensen H., Martensen M., Asanger J.

Managerial Economics

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2022

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vol. 23

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issue 1

49-76

EN

Organizations are faced with increased competition in the war for talent, and their sustained competitive advantage may depend on the ability to attract suitable candidates. The gamification of HR recruitment processes can be one solution, as it creates employer brand awareness and enables candidates to better assess their fit with the organizational culture and job requirements. Based on a comprehensive literature review and through focus groups and qualitative content analysis, we develop guidelines for effective application design and implementation. Our findings are mirrored against UTAUT 2 theory and consolidated in a Model for Acceptance of Gamified Recruitment Elements. Results suggest that gamified recruitment is an effective option to support traditional recruitment processes in orienting candidates and companies about the individual employer fit, ultimately increasing the quality of applications and strengthening organizations’ talent pools. From the results, we derive guidelines on how to effectively implement design features.

15

Přijímání do armády jako proces přidělování identity? Výslechy a prověřování německých zajatců českého původu

75%

Neminář J.

Historie – Otázky – Problémy (History, Issues, Problems)

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2016

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vol. 8

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issue 1

102-119

EN

This study considers the acceptance of former Wehrmacht soldiers as a multi-layered process, at the end of which stands the crediting of national identity. Having studied the military interrogation guidelines and records, the author explores the self-interpretation of prisoners, military requirements, and vetting of the candidates by Czechoslovak officers.

16

Stosunek potencjalnych kandydatów do wykorzystania danych z mediów społecznościowych i narzędzi AI w procesie rekrutacji

75%

Zacny B., Kania K., Sołtysik A.

Zarządzanie Zasobami Ludzkimi

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2019

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issue 5 (130) "Perspektywy akceptacji nowych narzędzi HRM opartych na ICT"

39-55

PL

Firmy coraz częściej w procesie rekrutacji wykorzystują informacje o kandydatach, dostępne na profilach mediów społecznościowych (PMS), a do ich oceny i selekcji narzędzia sztucznej inteligencji (artificial intelligence – AI). Celem artykułu jest prezentacja wyników badań ankietowych przeprowadzonych na próbie 170 studentów. Respondentów – potencjalnych uczestników procesów rekrutacji zapytano o to, jak odbierają stosowanie PMS i AI przez pracodawców. Na podstawie zebranego materiału stwierdzono, że potencjalni kandydaci są niechętni wykorzystaniu w procesie rekrutacji informacji pochodzących z tych praktyk.

EN

In the recruitment process, companies are increasingly using information about candidates that is available on their social media profiles as well as artificial intelligence tools for evaluation and selection. The purpose of the article is to present the results of surveys conducted on a sample of 170 college students. The respondents—potential participants of the recruitment process—were asked about how they perceive the use of social media profiles and artificial intelligence by employers. Based on the collected material, it was found that potential candidates are reluctant to have employers use information derived through such practices in the recruitment process.

17

Model systemu rekrutacji pracownika z wykorzystaniem lingwistycznej bazy wiedzy

75%

Budziński R., Sokal A.

Metody Ilościowe w Badaniach Ekonomicznych

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2010

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vol. 11

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issue 2

91-101

PL

W procesie rekrutacji właściwy opis wymagań oraz stworzenie profilu osobowego kandydata przyczynia się do zainteresowania wakatem osób, które potencjalnie mogą spełniać oczekiwania pracodawcy. Ustalenie w początkowym etapie kryteriów oceny kandydata pozwala w jasny i obiektywny sposób przeprowadzić rekrutację. Celem pracy jest przedstawienie modelu, który umożliwia ocenę na podstawie ustalonych kryteriów w formie lingwistycznej bazy wiedzy oraz zweryfikowanie wyników w odniesieniu do kryterium liniowego.

EN

In the recruitment process, the proper description of requirements and creating a candidate’s profile contribute to arousing interest in the vacant post in people potentially fulfilling the employer’s requirements. Establishing the criteria of a candidate’s evaluation in the initial stage makes the recruitment process clear and objective. The aim of this work is to present a model, which provides an evaluation on the basis of set criteria in the form of a linguistic data-base, verifying the outcomes with reference to a linear criterion.

18

Employer branding– nowe możliwości dla efektywnych procesów rekrutacji pokolenia Y

75%

Kaczkowska-Serafińska M., Michalska K.

Zeszyty Naukowe Uczelni Vistula

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2015

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issue 44(6) Ekonomia IX. Kształtowanie wizerunku pracodawcy

93-107

PL

Wkraczanie na rynek pracy przedstawicieli pokolenia Y czy Z determinuje rewolucję w działach HR m.in. przez coraz szybsze przeprowadzanie procesów rekrutacji i monitoring wyników. Niniejsze rozważania mają na celu ukazanie nowej, ważnej roli działu ZZL, w szczególności procesu rekrutacji w kontekście employer brandingu (EB) i zarządzania nową grupą pracowników z pokolenia Y przy jednoczesnym skupieniu na racjonalności i efektywności podejmowanych działań działu personalnego w tym obszarze.

EN

Entering the market by representatives of the generation Y or Z determines revolution in the HR departments, inter alia, by the faster and faster conduct of the processes of recruitment and effects monitoring. These considerations are aimed at presentation of a new, important role of the department of human resource management, in particular the process of recruitment in the context of employer branding (EB) and management of a new group of employees from the generation Y with a simultaneous focusing on rationality and effectiveness of the undertaken activities of the personnel department in this area.

19

Stosowanie kryterium dyspozycyjności jako przejaw dyskryminacji pośredniej przy nawiązaniu stosunku pracy

75%

Tlatlik J.

Roczniki Administracji i Prawa

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2022

|

vol. 3(XXII)

217-227

EN

Employers often list disposability as one of the recruitment requirements in job advertisements. However, it is not clear what employers actually expect from candidates when formulating such a criterion. This results in the risk that employers, by requiring applicants to be disposable, will expose themselves to charges of indirect discrimination on the basis ofe.g. sex, age, family situation, disability or health.

PL

Pracodawcy często w ogłoszeniach o pracy jako jeden z wymogów rekrutacyjnych wymieniają dyspozycyjność. Nie jest jednak jednoznaczne, czego w istocie pracodawcy, formułując takie kryterium, oczekują od kandydatów. Skutkuje to ryzykiem, że pracodawcy, wymagając od kandydatów dyspozycyjności, narażą się na zarzut dyskryminacji pośredniej ze względu np. na płeć, wiek, sytuację rodzinną, niepełnosprawność lub stan zdrowia

20

Wybrane media społecznościowe jako narzędzie wspierające rekrutację

75%

Gzowska W.

Zarządzanie Zasobami Ludzkimi

|

2016

|

issue 5(112) "Zarządzanie w organizacjach funkcjonujących na rynku multimediów"

79-92

PL

Rekrutacja z wykorzystaniem mediów społecznościowych jest narzędziem coraz częściej wykorzystywanym przez rekruterów. Celem tego artykułu jest analiza możliwości, jakie media społecznościowe oferują działom odpowiedzialnym za zarządzanie zasobami ludzkimi w pozyskiwaniu personelu, oraz wskazanie najpopularniejszych (wśród rekruterów) mediów społecznościowych. Z punktu widzenia dynamiki zmian, jakie zachodzą w funkcjonałności mediów społecznościowych, a także wobec braku na rynku naukowych opracowań na ten temat analiza taka wydaje się szczególnie zasadna. Analiza przeprowadzona została na podstawie krytycznego przeglądu literatury (w tym raportów branżowych) oraz przeglądu wybranych mediów społecznościowych. W artykule przedstawiono dane liczbowe obrazujące skalę korzystania z mediów społecznościowych dla podkreślenia wzrastającej roli tego kanału komunikacji w pozyskiwania wykwalifikowanych pracowników. Autorka wskazała najbardziej popularne wśród rekruterów kanały mediów społecznościowych, jak: Facebook, LinkedIn, Goldenline, Twitter, przeanalizowała również możliwości, jakie dostarczają te kanały. W artykule omówione zostały z jednej strony korzyści, jakie wynikają z prowadzenia rekrutacji w mediach społecznościowych, z drugiej zaś – sytuacje, kiedy nie warto poszukiwać kandydatów do pracy za ich pośrednictwem lub kiedy działania takie mogą przynieść korzyść mniejszą od zakładanej.

EN

Recruitment making use of the social media is using a tool that is increasingly widespread among recruiters. The purpose of this article is to analyze the possibilities that social media offer human resource management departments in the recruitment process as well as to point out the most popular social media among recruiters. Such analysis seems to be well–founded if one takes into consideration the fast pace of changes taking place in social media coupled with the dearth of scientific information on the topic. This analysis has been conducted on the basis of a critical review of literature, including industry reports, and selected social media. The article presents statistics depicting the actual scale of social media use in order to stress the growing role of this channel of communications in attracting qualified workers. The author indicates the most popular social media among recruiters—Facebook, LinkedIn, Goldenline, and Twitter—including the possibilities that they provide. Moreover, the article discusses the benefits of online recruitment as well as its downsides and situations in which its use may prove counter–productive or provide fewer benefits than assumed.

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