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1
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THE MODEL OF MEASURING THE PROCESS AND OPERATING EFFECTIVENESS IN ENTERPRISES (Model pomiaru efektywnosci procesow i dzialan przesiebiorstw)

100%
Rynca R.
Contemporary Economics
|
2009
|
issue 4(12)
105-112
EN
Process management means, that the employees are not responsible for realization of particular functions, but for achieving the specified results of this actions. In the literature, you can find the examples of using the process approach at companies. Many firms have already identified the processes and are trying to manage them. That's why, it is necessary to use the tool, which can enable the measurement and assessment of these processes. In the article, the author show the proposal of measurement the process and operating effectiveness.
2

NEKALOSÚŤAŽNÉ KONANIE ZAMESTNANCOV

80%
Zlocha Ľ.
Právny obzor. Teoretický časopis pre otázky štátu a práva (Juridical Review. Theoretical journal for the questions of state and law)
|
2020
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vol. 103
|
issue 6
440 – 452
EN
The author analyses the different types of unfair competition practices of the employees against their employers and legal remedies under the Slovak law. In current business environment with highly developed competition in the various economic sectors, we can observe more frequent occurrence of various types of unfair competition practices. These practices occur in relations of employees to their current employers as well as former employees. Not always „private competitive business“ of former employees can be considered an unlawful conduct. Currently, employers in litigation proceedings regarding unfair competition of their employers are clearly getting the short end. Means of legal protection against these harmful conducts are primarily contained in the provisions of the Commercial Code, the Labour Code, legislation on intellectual property rights and the others.
3
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Znaczenie własności przemysłowej w działalności gospodarczej

80%
Rutkowska M., Banasiuk J.
Zarządzanie i Finanse
|
2012
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vol. 1
|
issue 3
49-59
EN
This article discusses the role of industrial property in business. First section char-acterizes Polish system of protection of industrial property. Describes the goods of industrial property and property rights that national legislation grants their creators. Second section highlights the impact of industrial property on the implementation of four functions of business management (planning, organizing, leading, controlling).
4
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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
5
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LEADERSHIP AND MOTIVATING PROCESS IN MANAGEMENT OF EMPLOYEES' COMPETENCES (Przywództwo i motywowanie w procesach zarzadzania kompetencjami pracowników)

80%
Walczak W.
e-mentor
|
2011
|
issue 1 (38)
22-30
EN
Gaining the skills of proper management of employees competencies is an essential task for managers, since the effectiveness of this process is undoubtedly not only one of the elements underlying the creation of intellectual capital of an organization but also a factor of obtaining permanent competitive advantage. The issue discussed in article is a very complex research problem therefore the author concentrates on explaining the role and significance of leadership and motivating process.
6

Instytucja zwolnienia pracownika z obowiązku świadczenia pracy

80%
Medrala M.
Zeszyty Naukowe Uniwersytetu Ekonomicznego w Krakowie
|
2012
|
issue 882
157-168
EN
The legal institution of exempting the employee from the obligation of working is not regulated under Polish labour law, but it is often used in legal practice. It particularly concerns the period of notice for terminating an employment contract. Due to a lack of legal regulations, this construction is a source of numerous theoretical and practical doubts in legal practice. This article looks at the prerequisites to an employer’s exempting an employee from the obligation of work and issues surrounding that employee’s compensation during the exemption period. The article examines the position of the courts, doctrine and those who practice law.
7
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Zaangażowanie pracowników – rola bezpośredniego przełożonego

80%
Zawadzka M. A., Szabowska-Walaszczyk A.
Prace i Materiały Wydziału Zarządzania Uniwersytetu Gdańskiego
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2011
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vol. 2
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issue 2
137-150
EN
Employee engagement is a factor that can enhance success of an organization, because it results in certain beneficial behaviors. Engagement is regarded as a state that can be influenced by several aspects or organizations functioning. One of the most important are the actions of immediate supervisor that have impact on employees attitudes and perception of an organization as a whole. To confirm this thesis a research on employees from a production focused company was conducted (N = 151). The way the participants perceived their immediate supervisor on the dimension such as: Interpersonal relations, Inspiration and Management was the factor that differentiated: the level of engagement, intensity of actions taken for the benefit of employing organization and evaluation of organization in key aspects (internal communication, change management, participation in decision making, possibility to grow, use of knowledge and skills, company image and employment politics).
8
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Młodość czy doświadczenie - dylematy pracodawców w procesie rekrutacji

80%
Stanilewicz-Wójcik E., Klimaszewska J.
Zarządzanie i Finanse
|
2012
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vol. 1
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issue 3
547-556
EN
Taking into consideration advantages and disadvantages of employing people of different age we come to the conclusion that the recruitment process is nothing else but a peculiar SWOT analysis, in which at the first stage strong and weak points of each of a potential employee as well as opportunities and threats resulting from their employment are put together and then the person who fits the best or the person who does not fit the least is chosen for a particular post. The task of employers is effective management of a company so that it can as a result effectively realise its goals and tasks. The essence of such a management is using experience, knowledge and commitment of older generation as well as speed of learning, creativity and digital skills or competences, which are seen as the domain of younger employees Experience shows that resigning from long term senior workers, employer deprives the young of possibility to learn from practitioners, to dwell on their experience and what is more he takes upon himself the burden of on-the-job training and adjustment of new workers to the conditions of work in the company. From the other side, not taking on young workers, the employer loses the access to modern and creative solutions. The interesting solution there seems to be the concept of flexicurity, which is not only a trial to unite security and flexibility but also shows that one must get away from the stereotype of juxtaposion of features of employees with their age. One must not then overestimate the role of age and build his/her expectations to-wards employee characteristics and ways of their functioning at the workplace on that criterion. Life shows that what kind of employee we deal with is not often the question of age but such factors as e.g. personality, temper, motivation.
9
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GODNE ZACHOWANIE SIĘ PRACOWNIKA W KONTEKŚCIE WYPEŁNIANIA PRACOWNICZEGO OBOWIĄZKU DBAŁOŚCI O DOBRO ZAKŁADU PRACY (100 § 2 PKT 4 K.P.)

80%
ZIÓŁKOWSKA K.
Studia Ełckie
|
2014
|
vol. 16
|
issue 4
483-494
EN
Dignity of employee behavior in the workplace and outside it is included in the labor required to care for the welfare of the employer (Article 100 § 2 point 4 of the Labour Code). This obligation is governed by the provisions of the Labour Code in a very general way. Seems to be necessary in this situation to make it concrete (detail). A worker taking care of the interests of the employer (his or her) must also proudly represent in the workplace as well as outside of it, for example, in your spare time. An important point of this article is to highlight and identify correlations behave properly from work and private time with the performance of the staff duty of care for the welfare of the employer (Article 100 § 2 point 4 of the Labour Code). It is also stated in the employee's attitude affects what a good image of the company, its prestige and reputation in the context of the duty of care for the welfare of the workplace. Actually, they were matched colleagues pillar of the company, even in times of crisis in the economy of the state.
10
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Kierunki polityki społecznej odpowiedzialności w małych i średnich przedsiębiorstwach

80%
Stawicka E.
Zarządzanie i Finanse
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2012
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vol. 1
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issue 3
153-162
EN
The article aims to prove that proper relations with company employees are crucial from the point of view of corporate social responsibility. The employee is defined very broadly and considered the main “contractor” of the company. Building proper relations with employees is a clear indicator of the extent to which the company identifies with the values of corporate social responsibility and whether they are ready to apply it in business activity practice.
11
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Content available

GODNE ZACHOWANIE SIĘ PRACOWNIKA W KONTEKŚCIE WYPEŁNIANIA PRACOWNICZEGO OBOWIĄZKU DBAŁOŚCI O DOBRO ZAKŁADU PRACY (100 § 2 PKT 4 K.P.)

80%
ZIÓŁKOWSKA K.
Studia Ełckie
|
2014
|
vol. 16
|
issue 1
67-77
EN
Dignity of employee behavior in the workplace and outside it is included in the labor required to care for the welfare of the employer (Article 100 § 2 point 4 of the Labour Code). This obligation is governed by the provisions of the Labour Code in a very general way. Seems to be necessary in this situation to make it concrete (detail). A worker taking care of the interests of the employer (his or her) must also proudly represent in the workplace as well as outside of it, for example, in your spare time. An important point of this article is to highlight and identify correlations behave properly from work and private time with the performance of the staff duty of care for the welfare of the employer (Article 100 § 2 point 4 of the Labour Code). It is also stated in the employee's attitude affects what a good image of the company, its prestige and reputation in the context of the duty of care for the welfare of the workplace. Actually, they were matched colleagues pillar of the company, even in times of crisis in the economy of the state.
12
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Pojęcie dokumentu wewnętrznego – orzecznictwo sądów administracyjnych

80%
Szustakiewicz P.
Kontrola Państwowa
|
2012
|
vol. 57
|
issue 6(347)
75-85
EN
The definition of an internal document is comprised in the ruling by the Supreme Administrative Court (NSA) of 18 August 2010 which provides that it is a document that is not addressed to external entities, meant for sharing information among the employees, presenting the rules they need to obey in given situations, and which can also be a step in preparations for developing an act that is a form of the activity of a given entity. Once the term “an internal document” was coined, a debate has started on whether it can be publicised or not. Two opinions have appeared in this respect: a formalist one, supported by some representatives of the doctrine who believe that each official document should be disclosed, and the material one, expressed mainly in the judicature of the NSA and regional administrative courts, according to which it should be the contents of the document rather than its form that should make it disclosed or not.
13
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Partycypacja procownikow w zarzadzaniu w firmach europejskich, amerykanskich i japonskich

80%
Radomska J.
Contemporary Economics
|
2010
|
issue 2(14)
101-109
EN
The article describes the conditions of implementing the employee's participation in management and analyzes the differences that are observed in European, Japanese and American companies. Moreover, Author shows different participation approaches, connected with culture, tradition and experiences of enterprises. That's why there is no participation model, which could be recommended to be used in most global companies.
14
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MODIFIED MOTIVATION SYSTEM AS THE INFORMATION SOURCE FOR PERSONAL CONTROLLING. CASE OF THE HOTEL (Modyfikacja systemu motywacyjnego jako zrodlo informacji dla controlling personalnego na przykladzie hotelu)

80%
Sztorc M.
Contemporary Economics
|
2008
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issue 3(7)
119-131
EN
The purpose of the article is to analysis of employee system incentive hotel there be source of information for personal controlling. New incentive system fitted look to suggest for notes entered by employee. It pay attention in article, that there is sole form of motivating of forceful employee proprietary form financial motivator. Proper system of motivation effects boost of efficiency of staff aiming at achievement in firm purposes indicated appointee. Besides, it shows revolt of working group about miscellaneous features, requirements, engagement, skilful management leads achievement of fairest effect of work which. We understand control result of taken personal decision through definition personal controlling, structures of employment, system of remuneration, motivation systems, utilization of active time of employee and cost of work. Among others, counteraction belongs to tasks in sphere of management in taking up of erroneous decision human resources controlling, high cost of employment have, helping with fitting human resources for real requirements of firms and through suitable utilization of potential work stimulation. There is in firm personal wanted controlling in order to it were of limited activity of professional employee for forward taking reward only.
15

POJEM ZAMESTNANEC V EURÓPSKEJ DIGITÁLNEJ PERSPEKTÍVE

70%
Barancová H.
Právny obzor. Teoretický časopis pre otázky štátu a práva (Juridical Review. Theoretical journal for the questions of state and law)
|
2018
|
vol. 101
|
issue 4
327 – 344
EN
The current economic development and the dynamically evolving digitization of production bring about new types and ways of performing work, which, according to the status de lege lata, do not correspond to the necessary legal characteristics of the wage labour. These new types of work are neither entrepreneurial nor the person performing them can be characterised as self-employed. Persons working in new work models do not yet have the necessary legal protection either as employees or as self-employed workers. The emergence of new working models under the influence of digitization challenge the labour law with essential issues, which also lead to a re-evaluation of the existing legal definition of the employee or the legal definition of wage labour. The need to re-evaluate the current concept of employee is also raised in the light of the most recent case-law of the Court of Justice, which defines the term worker in a much broader sense than it is defined by the Section 1 of the Slovak Labour Code. It follows from the analysis that, from the point of view of the considerations de lege ferenda, it would be necessary to extend the concept of employee as defined by the Slovak Labour Code as well as the concept of wage labour. The second alternative would be to define, in addition to the existing concepts of employee and wage labour under the Labour Code, the status of economically active employees, which would fall under the scope of the Labour Code, their relationship would be more flexible than the employment relationship and would be characterised by a lower level of protection compared to employees engaged in a typical employment.
16
Content available remote

FUNCTIONING OF EMPLOYEE PENSION PROGRAMS IN WARMIA AND MAZURY VOIVODESHIP

70%
Pienkowska-Kamienska S., Kucka E.
Olsztyn Economic Journal
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2008
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vol. 3
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issue 1
157-170
EN
The paper presents the market of employee pension programs (EPP) in Poland during the years 1999-2005, discusses the premises for participation in the program and presents qualitative assessment of insurance based employee pension programs functioning in Warmia and Mazury voivodeship. The analysis was carried out on the basis of unrestricted interviews with employers operating employee pension programs, employees participating in them and representatives of insurance companies involved in establishment and servicing the EPPs as well as indirect questionnaire based interviews (using two questionnaire formats). The conducted studies indicate that the insufficient level of pension benefits from social insurance is the main motivation for joining the EPP. Participation in the program is also determined by the fact that the basic premium is financed by the employer.
17

ÚČASŤ ZAMESTNANCA NA ŠTRAJKU AKO PREKÁŽKA V PRÁCI

70%
Švec M., Žuľová J., Madleňák A.
Právny obzor. Teoretický časopis pre otázky štátu a práva (Juridical Review. Theoretical journal for the questions of state and law)
|
2018
|
vol. 101
|
issue 2
181 – 192
EN
The scientific contribution deals with the most relevant practical question related to the excuse an employee´s absence from work due to his or her participation in a strike under the Collective Bargaining Act, respectively Constitutions of the Slovak Republic. We interpret the conditions that an employee participating in the strike should or have to fulfil with regard to the notification of obstacle to work on his/her part, and also the employer’s possibilities to determine whether and from which moment the employee actually has an objective reason to realize obstacle to work under Section 141 (8) of Labour Code, if there is none, what form of labour sanctions can be used in such a case. Secondary part of the contribution is also the clarification of the term “strike participant” as the basic parameter for assessing this obstacle to work on the part of the employee.
18

IDENTIFICATION OF FACTORS AFFECTING THE LEVEL OF LABOUR COSTS AND FACTORS DEPENDENT ON THEM (Identyfikacja czynników wplywajacych na wysokosc kosztów pracy oraz czynników od nich zaleznych)

70%
Banasik P.
Pieniądze i Więź
|
2009
|
vol. 12
|
issue 4(45)
38-48
EN
Labour costs is a very important economic as well as social issue. Its amount is determined by the amount of employment and wages. At the same time, level of labour costs may be one of the factors that determine the rate of inflation. From the comparative analysis of labour costs, carried out in the article, it appears that these costs are influenced by many factors, but especially by: remuneration amount, including the minimum wage in force in the country; the relation between salary and efficiency; the sort of economic activity carried out by the entrepreneurs; the employment structure that occurs in companies; the quantity of non-salary encumbrances and charges; the amount and manner of financing the state budget from the encumbrances directly connected with the work factor; the amount of charges and taxes encumbering the salary. The amount of labour costs is the more important for the entrepreneurs the larger is their share in the general amount of entrepreneur's expenses. High labour costs can greatly disturb development, especially of small and medium entrepreneurs. That is why every entrepreneur should thoroughly analyse their structure of expenses, including the labour costs.
19

ODMEŇOVANIE ZAMESTNANCOV KAPITÁLOVOU ÚČASŤOU V AKCIOVEJ SPOLOČNOSTI

70%
Janáč V.
Právny obzor. Teoretický časopis pre otázky štátu a práva (Juridical Review. Theoretical journal for the questions of state and law)
|
2015
|
vol. 98
|
issue 5
479 – 496
EN
The employee’s equity participation in the joint stock company is a special form of remuneration, which, however, in the Slovak Republic, has not been adopted in more significantly way. Despite this fact, the national legislation creates a legal framework for this type of remuneration of employees in the joint stock companies. This article is focused on the advantages, which can be provided by the joint stock company to its employees. A brief historical excursion to the institute of “employee share” is also part of the article. Tax aspects of remuneration the employee’s equity participation in the joint stock company are not covered.
20

K OTÁZKE SÚLADU § 66 ZÁKONNÍKA PRÁCE S PRÁVOM EURÓPSKEJ ÚNIE

70%
Kundrát I.
Právny obzor. Teoretický časopis pre otázky štátu a práva (Juridical Review. Theoretical journal for the questions of state and law)
|
2025
|
vol. 108
|
issue 4
357 – 368
EN
The author deals with the issue of termination of employment with a disabled employee. According to national law, a prior consent of a labour, social affairs and family office is a condition of validity of a notice given to a disabled employee. However, this protection is only granted to an employee who has the status of a disabled employee under national law. This status is acquired by an employee who has been recognised as disabled and who has presented their employer with a decision on an invalidity pension. On the other hand, the concept of disability is an autonomous concept in EU law. This concept, defined by the case-law of the CJEU as a limitation which results in particular from physical, mental or psychological impairments which in interaction with various barriers may hinder the full and effective participation of the person concerned in professional life on an equal basis with other workers, differs from the national definition of a disabled employee. The aim of the article is to answer a question whether EU law precludes national law which requires a prior consent of a labour, social affairs and family office for termination of employment, if such protection is granted exclusively to an employee who is disabled under national law.
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