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1

ANALYSIS OF PROBLEMS OF DEVELOPMENT AND USE OF HUMAN RESOURCES IN THE LUGANSK REGION

100%
Akhromkin Y. M.
Rehionalna ekonomika
|
2008
|
issue 2(48)
97-104
EN
The basic analysis of indicators of development and use of human resources in Lugansk area is carried out and methodical approaches concerning the analysis and forecasting, development potential of the population, region with use of information possibilities of the state statistical reporting are offered. The total results and prognosis: the reduction of the constant regional population mostly in a country region and of the key branches which use the employed workers at the enterprises, organizations and institutions working in a 'shady' economy shows clearly the mistaken social and economic policy undertaken in Ukraine and its component parts (social, demographic, tax, financial and crediting, investment, enterprising and others) at a regional level.
2
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Kultura organizacyjna jako wsparcie zmian w przedsiębiorstwie

100%
Wyrostek M.
Zarządzanie i Finanse
|
2012
|
vol. 1
|
issue 3
427-437
EN
The aim of the article was to analyze the role of organizational culture in implementing change. It presents the specifications of the changes in enterprises, the essence of organizational culture and its diagnosis. It is widely recognized that culture is one of the factors influencing the process of introducing the change in organizations. It was found that organizational culture is not only difficult to change, but is perhaps an important factor for success.
3

Wybrane koncepcje zarzadzania zasobami ludzkimi

100%
Staniewski M. W.
Contemporary Economics
|
2007
|
issue 3(3)
129-146
EN
The article is a trial of clarifying and making order of terminology that is used in area of human resources management. This is an overview of basic definitions, conceptions and models of people management, that emerged from the beginning (XIX/XX century) to nowadays. The article is a kind of presentation of human resources management evolution. It comprises a descriptions of broad range of human resources management models beginning from classic models (Harvard and Michigan models) and finishing on strategic human resources models (orthodox model and human resources architecture, proposed by R.G. Klimecki & S. A. Litz and D.P. Lepak & S.A. Snell).
4

THE EVOLUTION OF THE PERSONNEL FUNCTION IN CAPITAL GROUP (CASE OF ZYWIEC GROUP) (Ewolucja organizacyjnej funkcji personalnej w grupie kapitalowej (Przypadek grupy Zywiec))

80%
Borkowska A., Krol H.
Contemporary Economics
|
2008
|
issue 2(6)
165-181
EN
This article constitutes a detailed case study on the evolution on the personnel function in Zywiec Group that followed from the restructuring of the member breweries of the capital group. It covers the process of integration of the Group and changes to the human resources management system. It also contains theoretical reflections upon the role of HR specialists in the process of the integration of the companies. The organization of the personnel function has been presented here against a period spanning 3 years of GO activity (wider range of HR responsibility, increase in the number of specialists employed in HR, lower age, higher level of education).
5

RIADENIE A PLÁNOVANIE NA VEDECKOM PRACOVISKU

80%
Kiliánová G.
Etnologické rozpravy (Ethnological Disputes)
|
2006
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vol. 13
|
issue 1
61-67
EN
The authoress discusses several questions about management and planning in a research institute. She devotes her attention especially to the development of human resources and raising financial resources for research and applied projects. The discussed issues are demonstrated by an example which is the Institute of Ethnology of Slovak Academy of Sciences in Bratislava.
6

Stan zasobów ludzkich w Polsce a ograniczanie nierówności społeczno-gospodarczych

80%
Bolonek R.
Zeszyty Naukowe Uniwersytetu Ekonomicznego w Krakowie
|
2011
|
issue 867
83-100
EN
The aim of the paper is the analysis of human resources in Poland and opportunities to expand its competitive advantages by limiting economic inequality, including social inequality. Among those competitive advantages may be included: – the level of education, in terms especially of the high proportion of young people with a higher education, which is higher in Poland than in the rest of the EU; – a high rate of growth in labour productivity from 2001 to 2007; Poland’s growth rate was higher than that of the US and Europe’s more developed countries, though it was lower than in the Czech Republic. The shortcomings of human resources in Poland include the small extent to which they are used and the attendant lack of an appropriate level of human resource management by the state – to such an extent that the country may be accused of wasting this resource. Much testifies to this wastefulness: The country’s having one of the lowest employment indexes in Europe, the deactivation of roughly 11 million people of productive age, the loss of approximately 4.2 million workplaces over the past 20 years, the specter of unemployment among individuals with a higher education, and emigration. To all that may be added the flawed education structure, scant interest in higher technical education. All these issues mean that the creation of at least a few million new workplaces will represent a serious macroeconomic problem, as growth in the employment index would have an indirect effect on efforts to limit socio-economic inequality.
7
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THE GROWTH OF THE COMPETENCES ON LABOUR MARKET (Podnoszenie kompetencji na rynku pracy w regionie)

80%
Puczkowski B.
Polityka Społeczna
|
2009
|
vol. 36
|
issue 4(421)
19-23
EN
Knowledge becomes the most important factor of the economic success of people, social groups and enterprises. Success in the economy called also 'the new economy' or 'the information era' depends on proper quantity and quality of the information and skills of their initiating in processes of production of goods. The feature of present times is also quick senescence of information, therefore the skill of knowledge quick utilization in process of production becomes the basis of competitive superiority of enterprises and prosperity societies growth. The knowledge growth by informal education is one of the most important elements in process of supplies utilization. The informal education becomes very important instrument both in knowledge transfer in the region, as and in individual professional development of its occupants.
8

EDUCATION AS AN ELEMENT OF HUMAN CAPITAL IN RURAL AREAS (Przemiany demograficzne a rozwój kapitalu ludzkiego na obszarach wiejskich)

80%
Zdrojewski E. Z.
Wieś i Rolnictwo
|
2009
|
issue 1(142)
23-34
EN
The inhabitants of rural areas account for nearly 39% of the population of Poland. Because of the age structure and favourable reproduction factors, the demographic resources of villages form an important part of the total human capital of Poland. Every possible effort should be launched to make the most profitable use of these resources. The main form of the process of activation should be the multifunctional development of rural areas.
9

IDENTIFICATION, CLASSIFICATION AND MANAGEMENT OF LOCAL RESOURCES

80%
Golas Z., Kozera M.
Wieś i Rolnictwo
|
2004
|
issue 3(124)
132-147
EN
The communication presents a universal and convenient method of classification of resources existing in every environment, regardless of its size (a region, a commune, a town, a village, a hamlet or a street). The article also describes factors that limit the effectiveness of actions launched at a local level and their consequences. The authors of the article present the principal assumptions of the decision-making process and the ties linking it with the activity of human capital. They propose a method for determining the resources at hand, which makes use of the essential aspects of the SWOT (strong points, weak points, opportunities, threats) analysis as a synthetic and uncomplicated tool that can serve the practical purpose of evaluation of local assets and help establish the actual level of needs and ways of satisfying them.
10

Analiz kadrovogo potentsiala predpriyatiya kak slozhnoy mnogourovnevoy dinamicheskoy sistemyi

80%
Skrypnyk N. A.
Mekhanizm Rehuluvannya Economiky
|
2014
|
vol. 4 (66)
162-173
EN
An approach to the analysis of human resource capacity of the industrial enterprise and one of its departments from the perspective of systems theory. Using the machine systems engineering ensure that a human resource capacity of the enterprise as a complex multi-level dynamic system. The use of elements of graph theory, pattern recognition theory allowed to plan ways of formalization of mathematical representation of this system in the form required for the establishment of an appropriate expert system. Representation structures in the form of graphs allows us to analyse the quality of relationships between the individual levels of human resources and between its elements within each level. When analysing the dynamics of the state units of personnel potential at the level of the subsystem to use the space of states with the corresponding classes.
11

HUMAN RESOURCES AND QUALITY OF LIFE IN RURAL AREAS OF MALOPOLSKA

80%
Moskal M.
Wieś i Rolnictwo
|
2006
|
issue 1(130)
187-199
EN
The article presents the methodological issues concerning the question of quality of human resources and quality of life survey and analysis in rural areas. The basic analytical category such as human capital, social capital, cultural capital and quality of life and theirs possible relationships are taken into consideration It makes out the reason of profound investigation of quality of human resources in Malopolska which constitutes the region of extreme concentration of human factor in rural areas. The research presupposes practical implication of this characteristics of human, social and cultural capital which assure to the full extent the opportunities of renovation and development to Malopolska.
12

Problem zasobów ludzkich w systemowym zarzadzaniu jakoscia

80%
Jedynak P.
Zarządzanie Zasobami Ludzkimi
|
2011
|
issue 5(82)
19-28
EN
This text undertakes a discussion on how the requirements of standardized quality management systems (SQMS) determine the range and the manner of human resource management in organizations. Attention is paid to two basic matters. All requirements relating to human resource management in SQMS concern exclusively staff performing work that influences the meeting of requirements involving the product. The question of how the situation of the workers of such organizational units looks where direct influence on the meeting of product requirements is difficult to examine (e.g. accounting departments) may also be raised. Should they be subject to the same management practices or not?
13
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Zaufanie w metodach wyceny kapitału ludzkiego organizacji

80%
Lipka A.
Zarządzanie i Finanse
|
2012
|
vol. 4
|
issue 1
451-470
EN
In the article there were identified the methods of valuation (cost, income, multiplier, factor, mixed, alternative), taking into account (directly or indirectly) trust. Moreover, there was compared the degree of allowance of trust, loyalty and creativity in 20 chosen valuation methods.
14
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A NEW TAKE ON STRATEGIC HUMAN RESOURCES MANAGEMENT (Nowe spojrzenie na strategiczne zarzadzanie zasobami ludzkimi)

80%
Patalas-Maliszewska J.
e-mentor
|
2010
|
issue 4(36)
17-22
EN
Strategic human resources management is perceived as a coherent method of managing the most valuable of any organization's capital, namely, people. A competitive (strategic) advantage of an enterprise is achieved by the identification and usage of the resources which distinguish its activity. The article presents a new conception of managing knowledge employees as strategic resources of knowledge in small and medium enterprises. An analysis of a subject literature has been done in the article and a niche in the area of managing knowledge employees and an evaluation of employee selection for SME sector has been discussed in the article. The authoress proposed as well such procedure of the evaluation of employee selection in SME that allows for defining the value of knowledge in a company
15

Rola zasobow ludzkich w procesach fuzji i przejec

80%
Szewczyk A.
Contemporary Economics
|
2007
|
issue 2(2)
47-55
EN
The human resources are one of the most important topics when you talk about the value and importance of a company itself. The article tries to show the different aspects where the human resource affects a merger in the different states of a merger process, especially to the pre-merger-phase, and to which problems it can lead when you not pay attention to it. Finally the question, which is indeed the most important aim concerning mergers namely: how and in which degree the human resource effects the goodwill, is tried to answer.
16

Kvintesentsiya ta ponyatiyno-semantychnyy analiz sotsial'no-ekonomichnoyi katehoriyi «kadrovyy potentsial pidpryyemstva»

80%
Smachylo V. V.
Mekhanizm Rehuluvannya Economiky
|
2016
|
vol. 3(73)
53-65
EN
The increasing role of a man in economic processes requires comprehensive theoretical and methodological research in this field with the intention of clear argumentation of a wide range of the concepts used in the scientific circulation. A large number of terms has no clear scientific interpretation and is not represented in the legal field, and it causes a fuzzy understanding of the socio-economic categories. In the paper the conceptual-semantic analysis of the definition “cadre potential of enterprise” is carried out, the critical points of disagreement with respect to its scientific understanding are identified: qualification and legal differences, which limit quantitatively the amount of labor potential of enterprise; disagreements about the essence and purposefulness; existing scientific approaches to the definition of this category are considered. The research makes it possible to ground the author's vision of socio-economic category “human resources of enterprise” on the basis of a systematic approach. In future, it will allow to identify its components and to implement effective processes for assessing and managing cadre potential of enterprise as an object.
17

INVESTÍCIE DO ĽUDSKÝCH ZDROJOV NA VIDIEKU SÚ PODCENENÉ (INFORMÁCIA O PROGRAMOVANOM ROZDELENÍ PROSTRIEDKOV Z FONDOV EÚ)

70%
Buchta S.
Ekonomický časopis (Journal of Economics)
|
2005
|
vol. 53
|
issue 7
753-761
EN
Article defines rural areas in Slovakia and quantifies the size of the tools of the structural policy (Community Support Framework for the Aim 1-CSF) for the development of the rural areas of Slovakia. From the whole planned size CSF, approximately one half is allocated for the rural development. The whole Sectoral Operational Programme (SOP), Agriculture and Rural Development and selective measures from another SOP is incorporated into this amount. Instruments determined to human resources development in the rural areas in the whole scope of CSF were 2.6% of the total CSF for the Aim 1.
18

EU IN THE POLISH COUNTRYSIDE - START OF A DEMARGINALISATION PROCESS ?

70%
Fedyszak-Radziejowska B.
Wieś i Rolnictwo
|
2005
|
issue 3(128)Supp
7-20
EN
Poland's integration with EU may mark the beginning of changes important for the Polish rural community, in the result of which both farmers and rural areas will stop playing the role of convincing examples of 'marginalization' and 'social exclusion'. Such vision will not materialize unless the rural community records a substantial growth in capital - economic, social and human. The authoress tries to diagnose the condition that these three types of capital were in prior to accession and considers the possible role that may be played in their development by the EU's agricultural and structural policy and the attitudes of farmers and rural inhabitants themselves. She also draws attention to the role of 'political capital' that is still being used by farmers for the purpose of lobbying. The results of opinion polls and qualitative surveys quoted by the authoress confirm the correctness of a thesis about the change of the farmers' attitude towards the European Union, but this change does not signify the farmers' resignation from pragmatism and rational assessment of the complex consequences of Poland's accession to EU.
19

PSYCHOLOGICAL COST OF PROFESSIONAL SUCCESS IN A KNOWLEDGE-BASED SOCIETY VERSUS QUALITY OF LIFE

70%
Mesjasz J., Zaleski Z.
Kolokwia Psychologiczne (Psychological Colloquia)
|
2005
|
vol. 13
187-201
EN
The process of realizing psychological costs of career and including them in the natural course of experiencing life is a particularly substantial component affecting the assessment of our satisfaction and quality of life. Feeling of fulfillment as a substantial element of quality of life rate exists only if man fully develops his abilities. Psychological costs contribute to impoverishment of life richness and losses in resources. In the research done on the sample of 243 managers of a medium and high level in the Polish organisations a substantial relationship between the results in all scales of psychological costs and quality of life assessment was observed. The higher the assessed costs are, the higher level of quality of life impoverishment, especially in the ranges of family life and individual development. The selected ones make career, often living a destructive life, they are in the state of continuous eagerness, under pressure of competition and responsibilities, and under illusion that by achieving success they will experience happiness. Nevertheless, the results obtained in the research deny these assumptions.
20

Naukovo-metodychni aspekty rozvytku liudskykh resursiv u svitohospodarskomu prostori

70%
Sardak S. E.
Mekhanizm Rehuluvannya Economiky
|
2010
|
vol. 4 (48)
173-178
EN
The article deals with the concept and the role of human resources development. The direction of human resources development is defined. Direction of measures is certain on development of human resources.
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