Search results - CEJSH

1

Conservative or liberal? Patterns of professional and family roles of female specialists: A study of professional biographies in the Human Resources Management sector

100%

Piekarska A.

Władza sądzenia

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2019

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issue 17

91-101

EN

The Human Resources Management industry is feminised and gives women the opportunity to achieve high managerial and expert positions. Female specialists in this field, who are strongly involved in their professional duties, are subject to twofold pressure. On the one hand, they are expected to adjust their working style and time management to the needs of the world of business, governed by the rules of liberalism. On the other hand, they are confronted with traditional expectations concerning family roles. The aim of this article is to present the strategies of combining professional and domestic roles and the ways of coping with the organisation of time and space in a complex life situation by women for whom professional work is an important element of identity and who have a sense of high value of their work. Selected aspects of women’s work are presented on the example of professional biographies obtained from narrative interviews with female informants working in the HR industry. The results of the study indicate three strategies of combining professional and family roles, which can be set on a scale from the most liberal to a mix of traditional and liberal models.

2

Rekrutacja i selekcja menedżerów i specjalistów w grupach kapitałowych w świetle badań empirycznych

100%

Zając C.

Nauki o Zarządzaniu

|

2016

|

issue 2(27)

186-195

EN

Recruitment and selection of managers and specialists in capital groups belong to the important elements of their human resources management. The results of empirical research conducted by the author of this paper indicate the variety of approaches and operational solutions in this area used by authorities of capital groups. The set of instruments implemented for the needs of recruitment and selection includes both tools typical for capital groups, for example personal union and Assessment Centre, and tools used by single companies and other organizations. The character and size of capital group, the localization of personnel function within its organizational structure and the branch of its functioning influence the range and ways of implementation of such a type of instruments.

3

Diversity management in the context of human resources management

100%

Krysińska-Kościańska K.

Nauki o Zarządzaniu

|

2017

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issue 4(33)

11-22

EN

The purpose of this article is to review the subject literature as regards the predicted challenges being faced now or in the near future by organisations in the area of diversity management. First, the author overviews the definitions of diversity and diversity management., then presents the undertaken actions that make the diversity management possible from the human resources management perspective. The theoretical study considers the terminology connected with diversity management and proposes improving solutions with respect to selected sub-functions of managing diversified employees.

4

DOBRE PRAKTYKI CSR W OBSZARZE PRACOWNICZYM W WYBRANYCH BANKACH

100%

Gaweł W., Kolasa W.

Eunomia – Rozwój Zrównoważony – Sustainable Development

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2018

|

issue 1(94)

11-23

EN

In the 21st century, where there are more and more voices talking about problems related to the search for new employees, it is important to apply good practices in the area of employees. It is necessary to use appropriate tools and conduct appropriate personnel policy to meet the requirements of the labor market. This article will analyze the application of good CSR practices in the area of employees in selected banks operating on the Polish market. The aim of the analysis is to draw attention to the importance of a strategic approach to human resource management in today's socio-economic reality.

5

HUMAN RESOURCES MANAGEMENT PROCESSES IN THE SYSTEM SUPPORTING MANAGEMENT IN THE AREA OF KNOWLEDGE MANAGEMENT IN MECHANICAL ENGINEERING INDUSTRY ENTERPRISES

100%

Dohn K., Gumiński A.

Information Systems in Management

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2012

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vol. 1

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issue 1

3-13

EN

The article presents the analysis of functionalities implementing in human resource management processes in the system supporting management in the area of knowledge management in mechanical engineering industry enterprises. The authors pointed out the importance of the analyzed functionalities supporting knowledge processes in the area of human resources management to improve management efficiency in mechanical engineering industry enterprises. Additionally, the authors present the algorithmization of selected methods supporting human resource management processes used in the system supporting management in the area of knowledge management in mechanical engineering industry enterprises.

6

Instrumenty zarządzania zasobami ludzkimi w świetle zapisów ustawy o pracownikach samorządowych i ich implementacja

100%

Podgórniak-Krzykacz A., Kalisiak-Mędelska M.

Zarządzanie Zasobami Ludzkimi

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2016

|

issue 1(108)

57-79

PL

Profesjonalne kadry administracji samorządowej stają się jej kluczowym elementem, pozwalają bowiem na sprostanie stale rosnącym oczekiwaniom obywateli. Pociąga to za sobą konieczność poszukiwania nowych rozwiązań działania, adekwatnych do zaistniałych uwarunkowań funkcjonowania administracji. W artykule podjęto rozważania dotyczące zarządzania zasobami ludzkimi administracji samorządowej w świetle obowiązujących regulacji prawnych. W tym celu analizie poddano zapisy ustawy o pracownikach samorządowych. Wskazano na ich słabości wynikające z pominięcia kluczowych elementów omawianego procesu oraz uchybienia w stosowaniu instrumentów i ich przyczyny.

EN

Professional local government administrative staff is becoming a key element in meeting the continuously growing expectations of citizens. This brings with it a need to seek out new solutions adequately meeting existing conditions of the functioning of administration. The article looks at solutions for current human resource management in local government administration in light of legal regulations in force. It is to this end that the provisions of the Act on Local Government Employees are subjected to analysis. Weaknesses stemming from the bypassing of key elements of the discussed process are indicated, as are lapses in the application of these instruments and the reasons behind this.

7

Wzrost znaczenia człowieka w gospodarce opartej na wiedzy – od zarządzania zasobami ludzkimi do zarządzania kapitałem ludzkim

100%

Huk K.

Nierówności społeczne a wzrost gospodarczy

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2013

|

issue 35

215-226

PL

W artykule zaprezentowano zmiany zachodzące w funkcji personalnej, które dokonały się w wyniku przejścia z gospodarki przemysłowej na gospodarkę opartą na wiedzy. W opracowaniu wskazuje się na wzrost znaczenia aktywów niematerialnych, takich jak: wiedza, umiejętności, kompetencje, kwalifikacje itd. i ich wpływ na zmiany wprowadzane w organizacji. Artykuł został przygotowany na podstawie literatury przedmiotu.

8

Algorithmic Human Resources Management – Perspectives and Challenges

100%

Sienkiewicz Ł.

Annales Universitatis Mariae Curie-Skłodowska, sectio H – Oeconomia

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2021

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vol. 55

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issue 2

95-105

EN

Theoretical background: Technology – most notably processes of digitalisation, the use of artificial in telligence, machine learning, big data and prevalence of remote work due to pandemic – changes the way organizations manage human resources. One of the increasing trends is the use of so-called “algorithmic management”. It is notably different than previous e-HRM or HRIS (human resources information systems) applications, as it automates HR-related duties. Algorithms, being autonomous computational formulae, are considered objective and mathematically correct decision-making mechanisms. Limiting human in volvement and oversight of the labour process might lead to serious ethical and managerial challenges. Many areas – previously being sole responsibility of managers (including HR managers), like employment relations, hiring, performance management, remuneration – are increasingly affected, or even taken over, by algorithmic management.Purpose of the article: The purpose of this article is to review the development, perspectives and challenges (including possible biases and ethical considerations) of algorithmic human resources management. This novel approach is fuelled by the speeding processes of digitalisation, the use of artificial intelligence, big data and increased analytical capabilities and applications used by contemporary companies. Algorithms are formulas that autonomously make decisions based on statistical models or decision rules without human intervention. Therefore, the use of algorithmic HRM automates decision-making processes and duties of human resources managers, thereby limiting human involvement and oversight, which can have negative consequences for the organization.Research methods: The article provides a critical literature review of theoretical sources and empirical evidence on the application of algorithmic human resources management practices. Scientific journals in the field of human resources management and technology applications have been reviewed, as well as research reports from academic institutions and renowned international organizations.Main findings: Applications of algorithmic human resources management are an emerging field of study that is currently not extensively researched. Little is known about the scale of use as well as consequences of this more automated approach to manage human work. Scarce evidence suggests possible negative con sequences, including ethical concerns, biases leading to discriminatory decisions and adverse employees’ reactions to decisions based on algorithms. After the review of possible future developments and challenges connected to algorithmic HRM, this article proposed actions aimed at re-humanisation of the approach to managerial decision-making with the support of algorithms, ensuring transparency of the algorithms construction and functionalities, and increasing reliability and reduction of possible biases.

9

Zarządzanie wiekiem w małych i średnich przedsiębiorstwach

100%

Kołodziejczyk–Olczak I.

Zarządzanie Zasobami Ludzkimi

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2013

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issue 3-4(92-93)

113-126

EN

This article presents the specifics of age management as an area of HRM in the small and medium enterprise sector. It starts with an attempt to define age management as well as present its component parts on the basis of Polish and foreign literature. This review of theoretical material is an introduction to a presentation of selected results of an employer survey conducted as a part of the “Equalizing Opportunities on the Labor Market for People Aged 50+” project in the area of age management. The cited survey results are juxtaposed with those generated by other research projects.

10

Uwarunkowania zaangażowania organizacyjnego pracowników – przykład inżynierów

100%

Kmiotek K.

Nauki o Zarządzaniu

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2016

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issue 2(27)

81-90

EN

The paradox of the modern labor market which relies on the talent deficit in conditions of high unemployment rate tends to have a closer look at the category of organizational commitment. It is a specific relationship between an employee and an organization employing them, which means the identification with the goals and values of organizational readiness to act on its behalf and desire to stay in it. The aim of the article is to assess the organizational commitment of engineers and identify the factors affecting it. In the theoretical part of the article an analysis of terminology problems occurring in relation to the category of organizational commitment have been presented. For the studies the concept of organizational commitment by J.P. Meyer and N.J. Allen has been adopted. The concept consists of three dimensions: emotional, duration and normative. In the research part the results of research on the assessment of the level of organizational commitment of staff members in engineering (sample of 453 subjects) have been discussed and the relationship between organizational commitment and socio-demographic characteristics and evaluation of human resource management elements has been examined. The studies have shown that in a group of engineers the organizational commitment shows a significant statistical relationship with age of employees and a form of employment. This category is also affected by human resource management in a company.

11

Źródła stresu zawodowego wśród pracowników sektora wydobywczego

100%

Molek-Winiarska D.

Nauki o Zarządzaniu

|

2015

|

issue 2(23)

74-92

EN

The main aim of this article is to present the results of a study of the sources and effects of occupational stress among the workers of a company in the extractive sector. The study has been part of a larger project, where a work-related stress organizational intervention is implemented and actions to reduce psychosocial risk are taken. Material and methods: 164 employees took part in this study. They filled in four questionnaires – OSI, JCQ, GHQ-28 and a questionnaire created for this study measuring the sources of stress in this specific kind of work environment. Results: the results showed that the main source of stress are hard conditions of work environment and continual sense of endangerment of health and life during work underground. Other sources of stress were time pressure, non-rhythmicity of work and work role ambiguity. The results of JCQ showed the low level of demands and latitude and the high level of job control and quite low social support. GHQ-28 did not show dysfunctions in general health. Discussion: methods and tools used in this study give a clear image of stressors, their intensity and psychological consequences in the research sample. The results allow to prepare a specific interpersonal training and mindfulness-based stress reduction training for the employees. Conclusions: the study lets the organization establish the strategy of implementation of work-related stress program.

12

Wykorzystanie nowoczesnych technologii w zarządzaniu zasobami ludzkimi spółki węglowej

100%

Włodarczyk E., Rybak A.

Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne

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2018

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issue 2(29)

423-434

EN

The article presents the possibility of combining employment planning in coal companies into one entity to enhance the management of human resources within the company, and thus reduce the outsourcing. In order to achieve this aim a database containing information on employees at the company level was created. This solution makes it possible to direct the company’s employees to this mine where, in a given time horizon increase of the number of employees (due to the increased production level) is need. In addition, it enables simultaneous elimination of the so-called waste of human resources in these mines, where production level is falling.

13

A Contribution to Considerations of the Role of Embedded Systems

88%

Stepanić J., Kasać J., Merkač M.

Business Systems Research Journal

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2014

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vol. 5

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issue 1

47-56

EN

Background: Embedded systems are a ubiquitous part of modern civilisation. Trends point to further intensification of their use. In this article we discuss long-term implications of that process, from the point of view of systems science. Objectives: On a general level, we relate embedded systems to a general class of objects and argue about their role in human life. On a somewhat more specific level, we consider in more details the development of unmanned aerial vehicles. Methods/Approach: In order to achieve the set objectives, we conducted inductive theoretical considerations and presented the results in this section. Results: The hierarchy of notions relating human civilization to environment is established, and embedded systems are positioned within it. Conclusions: Broadening and intensification of the use of embedded systems is a gradual process, heavily intertwined with societal changes. The case study of the development of the unmanned aerial vehicles reveals the potentials of the concept of embedded systems, also in the area of human resources management

14

Perception of Apoliticism of the Police

88%

Gierszewski J., Piwowarski J., Pruchniak J.

Security Dimensions: International & National Studies

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2016

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vol. 19(19)

30-54

EN

The article aims to present considerations and attempts to answer the questions, what dimension – trust, loyalty, commitment and specific expectations or qualifications – influences the process of staffing authorities of the Police and what dependencies and relationships with other organizational processes constitute the basis of personal decisions in Ministry of Internal Affairs and Administration. The work presents partial results of surveys of areas associated with politicisation of the Police, especially at the management level, their reception and perception in terms of institutional efficiency of formation. Research was carried out by a survey (quantitative using paper standarised questionnaire) in two research groups: students and police officers, led to interesting results. Their presentation should be a supplement to subsequent disputes about apoliticism and human resources management in the Police. Peculiarly for further development of research on apoliticism of the Police and causes profound changes in post-election times in higher management staff of the Police, is the lack of such studies of this undoubtedly credible problem.

15

Wpływ narzędzi informatycznych na kierunki ewolucji funkcji personalnej w przedsiębiorstwach w Polsce w XXI wieku

88%

Antczak Z.

Informatyka Ekonomiczna

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2014

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issue 2(32)

11-23

EN

The author presents the unique results of longitudal research on the influence of information technology tools (IT tools) on HR function (personal function) in different forms (among others personnel management, human resources management, human capital management, etc.) in companies operating in Poland in the twenty-first century. The level of dissemination of basic solutions and IT tools related to the implementation of the HR function in companies with Polish capital has been insufficient in relation to the functioning of competition on the Polish market.

16

Profesjonalizacja zarządzania zasobami ludzkimi w małych i średnich przedsiębiorstwach

88%

Pocztowski A., Pauli U.

Zarządzanie Zasobami Ludzkimi

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2013

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issue 3-4(92-93)

9-22

EN

The aim of the article is to indicate areas as well as the scope of professionalization of HRM in small and medium enterprises. The reason behind the undertaking of this problem may be found in the results of research conducted on SMEs that show that the owners or managing directors of such companies tend to focus on main business areas, paying less attention to other functions deemed “supporting.” One of them is the personnel function. This is in spite of the fact that professional literature considers human capital a very significant factor in the organization. Thus, the quality of HRM processes in such entities continues to be low. In its first part, the article defines the concept of HRM professionalization and indicates the main ways used in its measurement and assessment. The successive part discusses the primary areas of HRM professionalization, taking into account the specifics of SMEs. The last part is devoted to presenting and discussing the results of empirical research relating to the level of professionalization in training activities in SMEs. The analyses conducted include all the stages of the training process, where the statistical exemplification of the data constitutes a basis for the formulation of final conclusions.

17

Motywacja w systemie zarządzania zasobami ludzkimi administracji samorządowej – regulacje dotyczące systemów motywacyjnych

88%

Cichocki H., Moser K.

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2016

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vol. 61

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issue 6 (371)

122-136

EN

For a long time already, we can witness a demographical change that affects the majority of European societies, including Poland. It is related to the decreasing birth-rate, and to a change of age structure of the society. These changes coincide with sociological and cultural differences that can be visible among the generations. Taking the above into account, we should consider in what ways they can affect the quality of management in public administration. Employment in the private sector is becoming more and more attractive, and public sector staff need to constantly improve their qualifications. Simultaneously, the number of employees is decreasing and it is going to decrease further, according to demographic forecasts. All these call for an in-depth reflection on the quality of human resources management in the public sector, with special attention paid to the motivation factor as an essential element of management. The issue is yet more important since the system of incentives is one of the three key practices necessary for the quality of management for every organisation.

18

Prakseologia zarządzania zasobami ludzkimi GOPR w świetle osobowościowych determinant zachowań organizacyjnych ratowników Grupy Bieszczadzkiej

75%

Mrozowicz K.

Zeszyty Naukowe Małopolskiej Wyższej Szkoły Ekonomicznej w Tarnowie

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2008

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issue 1(11)

35-56

PL

Kluczowym elementem zarządzania zasobami ludzkimi, szczególnie w kontekście zarządzania strategicznego organizacją, staje się audyt personalny, który poczyna odgrywać w nim rolę diagnostyczną oraz prognostyczną. W rezultacie efektywnego zastosowania owej metody otrzymujemy wgląd w formalny, administracyjny zakres ról społeczno-zawodowych, a co więcej otrzymujemy informację na temat psychicznych uwarunkowań ich pełnienia. Głównym ogniwem całego procesu jest właściwie uformowana kultura organizacyjna, której źródła tkwią zarówno w mechanizmach grupowych, jak i w konkretnych jednostkach. Internalizacja interesujących nas zmiennych jest przecież transferem. Wymianą pomiędzy jednostką, zespołem, organizacją a otoczeniem. Wartości są budulcem równie trwałym, co trudnym do rewitalizacji. Organizacja ratownicza jako całość, jak też jej formy dywizjonalne, powinny dokonać w tym zakresie zmian percepcji siebie oraz swojego otoczenia. Etos, który je opromienia jest dynamicznym procesem, który nie wolny jest od dialektycznej transformacji. Owszem, należy go stale podsycać w odpowiedni sposób, lecz każdorazowo mieć na uwadze główny cel organizacyjny: niesienie pomocy potrzebującym w górach. Inaczej zginie etos i organizacja.

EN

The key element of human resources management, particularly in the context of strategic management of an organisation, is becoming personal audit which is beginning to play a diagnostic and prognostic role here. As a result of applying this method effectively we receive an insight into the formal, administrative scope of social and professional roles, moreover, we receive information on the subject of psychic conditioning of playing the said roles. The main link of the whole process is correctly formed organisational culture whose sources rest both with group mechanisms and with particular individuals. As it follows, internalisation of variables being of interest to us is a transfer, an exchange between an individual, team, an organisation and the environment. Values are building blocks both durable and difficult to be restored. A rescue organisation as a whole, as well as its divisional forms, should change perception of themselves and that of their environment within this range. The ethos that enlightens them is a dynamic process, which is not free from dialectic transformation. Naturally, it should be continuously fuelled in an appropriate way, but each and every time one should bear in mind the main organizational aim: administering help to those in need in the mountains. Otherwise they will die. The ethos and organisation.

19

Pracownicy-seniorzy a kultura organizacyjna

75%

Kołodziej-Durnaś A.

Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne

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2015

|

issue 1(16)

253-262

EN

The processes of undergoing in aging socjety mean also aging of workers. The figure of more and more elderly people employed will be reflected in a modified organizational culture. Organizational culture defined as a set of a pattern of shared basic assumptions learned by a group as it solved its problems of external adaptation and internal integration (...) A product of joint learning (E.Schein) is both stim- ulated by the management and spontaneously created by the subordinates. The author presents the outline of problems associated with changes within the organizational culture triggered by aging of employees with special attention to the need of recognizing new rules of integration such workers and adaptation of ‘aging’ organizations to various branches or actors of surrounding.

20

Zarządzanie w chmurze- jeden z kierunków przyszłości HR

75%

Urlych W., Syper- Jędrzejak M.

Ekonomika i Organizacja Przedsiębiorstwa

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2015

|

issue 7 (786)

39-47

PL

W artykule przedstawiono czynniki kształtujące współczesne rynki pracy, a także podjęto próbę scharakteryzowania środowisk pracy w chmurze oraz wyjaśnienia pojęcia zarządzania w chmurze. Prezentując rynki pracy wzięto pod uwagę zarówno czynniki o charakterze technologicznym, polityczno-ekonomicznym, jak i demograficznym i społeczno-kulturowym. Wskazane tendencje prowadzą do szeroko rozumianego uelastyczniania pracy i przeniesienia środowiska pracy oraz samej pracy jako takiej w przestrzeń wirtualną. Cyfrowe miejsca pracy i praca w chmurze stają się powoli rzeczywistością dotyczącą pracy coraz większych grup współczesnych pracowników.

EN

This article aims to presents the factors shaping the contemporary labor markets. It also characterizes the environments of cloud computing and clarifies the concept of cloud management. The aforementioned factors include technological, political and economic, as well as demographic and socio-cultural ones. These trends lead to a more flexible work environment and the transfer of jobs and the work itself into virtual space. Digital workplace and cloud computing are becoming often a reality for larger groups of contemporary employees.

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