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    Wyświetlanie 1-4 z 4
    Tytuł:
    Sustainable management of human resources in enterprises as an example of sustainable development
    Autorzy:
    Drela, Karolina
    Powiązania:
    https://bibliotekanauki.pl/articles/135575.pdf
    Data publikacji:
    2020
    Wydawca:
    Akademia Morska w Szczecinie. Wydawnictwo AMSz
    Tematy:
    sustainable human resource management
    HRM
    sustainable development
    sustainable development of enterprises
    enterprises
    management
    Opis:
    The aim of the article is to present the essence of sustainable human resource management and attempt to answer the question of whether enterprises actually use the concept of the sustainable management of human resources in business management to achieve sustainable development. This is why the following research question was chosen for the study: “Is the concept of sustainable human resource management important in achieving sustainable development of an enterprise?” Verification of the research question and the realisation of the stated goal were made on the basis of a critical analysis of the source literature and a case study. In striving to achieve the research goal, the first part of the article presents the essence of sustainable human resource management; the second part presents a case study. This paper concludes with the applications in which the research question was confirmed. Enterprises choose a strategy for human resource management, depending on the following: the situation in the labour market, the economic situation, legal regulations, demographics, changes in technology in a given enterprise, the activities of both the employers’ and employees’ organisations, as well as self-governing bodies, employment agencies or personnel consulting firms and the capital owned by the organisation. The results of this study have shown that enterprises actually use the concept of the sustainable management of human resources in business management to achieve sustainable development.
    Źródło:
    Zeszyty Naukowe Akademii Morskiej w Szczecinie; 2020, 61 (133); 91-98
    1733-8670
    2392-0378
    Pojawia się w:
    Zeszyty Naukowe Akademii Morskiej w Szczecinie
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    The use of information technology in human resource management in American enterprises
    Autorzy:
    Karasek, Aneta
    Powiązania:
    https://bibliotekanauki.pl/articles/609647.pdf
    Data publikacji:
    2019
    Wydawca:
    Uniwersytet Marii Curie-Skłodowskiej. Wydawnictwo Uniwersytetu Marii Curie-Skłodowskiej
    Tematy:
    IT technology
    HRM
    high-tech
    IT solutions
    recruitment
    employee development
    Opis:
    Theoretical background: The ongoing development of information technology (IT) has caused IT solutions to be increasingly applied in human resource management (HRM). The implementation of such solutions is highly advantageous to enterprises because they streamline the provision of services to job candidates and employees, and save time and money. This is particularly important for high-tech enterprises using the latest scientific and technological advances and innovative solutions.Purpose of the article: The objective of the study was to examine the use of IT tools in recruitment and selection, development and training, motivation, talent management and personnel services. Research methods: The research employed the case study method. Documentation analysis, interview techniques and observations were carried out in enterprises. The paper describes three case studies of high-tech companies headquartered in Silicon Valley in the United States.Main findings: High-tech enterprises in Silicon Valley deploy a wide range of IT tools for recruitment and selection, development and training, motivation, talent management and human resource (HR) services, thus supporting personnel management processes and increasing the efficiency of administrative tasks. The type and scope of the applied IT solutions depended on the size of the company. Large enterprises had a tendency to integrate specifi tools used in HR processes into one employee management system. The research showed a number of advantages regarding IT tool implementation in HRM, such as improved HR management efficiency due to data integration, obtaining a better match between employee competences, their development capacities and company demands. Moreover, the use of IT tools increased employee engagement in the performance of tasks. The implementation of IT tools in HRM produces certain limitations since technologies can be static and information can be transferred in one direction only. Therefore, face-to-face relationships, opportunities for sharing opinions between employees and prospects for development are essential in enterprises because they impact employee engagement.
    Theoretical background: The ongoing development of information technology (IT) has caused IT solutions to be increasingly applied in human resource management (HRM). The implementation of such solutions is highly advantageous to enterprises because they streamline the provision of services to job candidates and employees, and save time and money. This is particularly important for high-tech enterprises using the latest scientific and technological advances and innovative solutions.Purpose of the article: The objective of the study was to examine the use of IT tools in recruitment and selection, development and training, motivation, talent management and personnel services. Research methods: The research employed the case study method. Documentation analysis, interview techniques and observations were carried out in enterprises. The paper describes three case studies of high-tech companies headquartered in Silicon Valley in the United States.Main findings: High-tech enterprises in Silicon Valley deploy a wide range of IT tools for recruitment and selection, development and training, motivation, talent management and human resource (HR) services, thus supporting personnel management processes and increasing the efficiency of administrative tasks. The type and scope of the applied IT solutions depended on the size of the company. Large enterprises had a tendency to integrate specific tools used in HR processes into one employee management system. The research showed a number of advantages regarding IT tool implementation in HRM, such as improved HR management efficiency due to data integration, obtaining a better match between employee competences, their development capacities and company demands. Moreover, the use of IT tools increased employee engagement in the performance of tasks. The implementation of IT tools in HRM produces certain limitations since technologies can be static and information can be transferred in one direction only. Therefore, face-to-face relationships, opportunities for sharing opinions between employees and prospects for development are essential in enterprises because they impact employee engagement.
    Źródło:
    Annales Universitatis Mariae Curie-Skłodowska, sectio H – Oeconomia; 2019, 53, 2
    0459-9586
    Pojawia się w:
    Annales Universitatis Mariae Curie-Skłodowska, sectio H – Oeconomia
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Dimensionality of Leadership in the Perceptions of Senior Human Resource Executives in Poland
    Autorzy:
    Pawłowska, Anna
    Zdziarski, Michał
    Powiązania:
    https://bibliotekanauki.pl/articles/417398.pdf
    Data publikacji:
    2015-03-15
    Wydawca:
    Akademia Leona Koźmińskiego w Warszawie
    Tematy:
    Leadership
    strategic priorities
    managerial attention
    leadership development
    HRM
    Opis:
    Purpose: Sixty-five HR general managers representing companies from a variety of industries took part in the research that we conducted between April and October 2013. They had identified leadership development as the most significant factor in the growth of the top firms in Poland’s economy. We have conducted in-depth interviews to understand the perception of the leadership concept. We have found that they tend to focus on the following dimensions of leadership: conveying a vision, inspiring, being charismatic, being credible, being able to manage others, and having good interpersonal skills. Research limitations and implications: The main limitation of the research is that it does not allow for generalization of findings on perceived dimensionality of leadership on larger population of HR Executives. Our findings imply that leadership development will soon be a strong priority among HR teams of 500 largest companies, but several dimensions are not present in their description of leadership. Originality/value: Our paper makes three contributions to the literature. We have developed a managerial attention view of the firm by surveying senior HR executives. CEOs, CFOs, and top management teams tend to be subject of studies in this theoretical tradition more often than HR executives, Another contribution is the use of mixed methods that is rather rare yet offering vast opportunities for triangulation and knowledge building in the discipline. Our third contribution is that we applied a standard scale of the multidimensional leadership concept.
    Źródło:
    Management and Business Administration. Central Europe; 2015, 1; 49-68
    2084-3356
    Pojawia się w:
    Management and Business Administration. Central Europe
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Strategiczna istotność zarzadzania zasobami ludzkimi a faktyczny poziom rozwoju funkcji personalnej w publicznych i niepublicznych jednostkach sektora uslug medycznych
    THE STRATEGICAL SIGNIFICANCE OF HUMAN RESOURCE MANAGEMENT AND THE ACTUAL LEVEL OF DEVELOPMENT OF THE PERSONNEL FUNCTION IN PUBLIC AND NONPUBLIC MEDICAL SERVICE SECTOR UNITS
    Autorzy:
    Buchelt, Beata
    Powiązania:
    https://bibliotekanauki.pl/articles/598604.pdf
    Data publikacji:
    2011-04-15
    Wydawca:
    Instytut Pracy i Spraw Socjalnych
    Tematy:
    HEALTHCARE MANAGEMENT
    HRM
    zarządzanie zasobami ludzkimi
    zarządzanie w organizacjach ochrony
    zdrowia
    Opis:
    Zarządzanie zasobami ludzkimi w organizacjach jest od wielu lat postrzegane jako potencjalne źródło przewagi konkurencyjnej. Stąd też organizacje, które pragną rozwijać swoją działalność rynkową oraz budować przewagę konkurencyjną, przywiązują dużą uwagę do konstrukcji oraz funkcjonowania systemu zarządzania zasobami ludzkimi. Do takich organizacji należą organizacje świadczące usługi medyczne, zwłaszcza publiczne. Stan rozwoju funkcji personalnej w jednostkach sektora usług medycznych, zwłaszcza publicznych, jest nieadekwatny do wymogów, jakie wynikają ze strategicznej istotności zarządzania zasobami ludzkimi w tych organizacjach.
    For many years, human resource management in organizations has been perceived as a potential source of competitive advantage. Therefore, organizations that wish to expand their business market and build their competitive edge pay a great deal of attention to the way that the human resource management system is constructed and operated. Such organizations include those providing medical services, including public ones. The condition of the HR function in healthcare units, especially public entities, is inadequate in terms of requirements that flow from the strategic importance of HRM in these organizations. However, the level of development of the personnel function is better in private health care.
    Źródło:
    Zarządzanie Zasobami Ludzkimi; 2011, 2(79); 73-85
    1641-0874
    Pojawia się w:
    Zarządzanie Zasobami Ludzkimi
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
      Wyświetlanie 1-4 z 4

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