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    Wyświetlanie 1-8 z 8
    Tytuł:
    Źródła innowacji w polskich przedsiębiorstwach: wyniki badań
    Sources of Innovations in Polish Companies - Research Results
    Autorzy:
    Karasek, Aneta
    Powiązania:
    https://bibliotekanauki.pl/articles/589445.pdf
    Data publikacji:
    2014
    Wydawca:
    Uniwersytet Ekonomiczny w Katowicach
    Tematy:
    Innowacje
    Innowacyjność przedsiębiorstw
    Przedsiębiorstwo
    Enterprise innovation
    Enterprises
    Innovations
    Opis:
    For companies that wish to enhance innovation is vital to identify and provide access to diverse sources of innovation, that will be use as the impulses to innovate. The paper presents the idea of innovation and process of innovation and the sources of innovation, and the results of the research on the pulse of innovation in polish enterprises which have implemented innovation. This paper presents results of a study conducted in 81 innovative enterprises from across Poland. The study took the form of a questionnaire given to the general management of the companies. The study showed that the dominant external source of innovation are the needs of customers, while the dominant internal source of innovation are the management creating the climate for innovation and talented employees
    Źródło:
    Studia Ekonomiczne; 2014, 183 cz 2; 45-54
    2083-8611
    Pojawia się w:
    Studia Ekonomiczne
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    HRM Practices in Knowledge Management in Innovative Enterprises
    Autorzy:
    Karasek, Aneta
    Powiązania:
    https://bibliotekanauki.pl/articles/633733.pdf
    Data publikacji:
    2017
    Wydawca:
    Uniwersytet Marii Curie-Skłodowskiej. Wydawnictwo Uniwersytetu Marii Curie-Skłodowskiej
    Tematy:
    innovation, knowledge management, HRM practices, creativity
    Opis:
    Purpose – The aim of the study was to identify HRM practices in the area of knowledge management applied in Polish innovative enterprises and their relationship with the enterprises’ innovation.Design/Methodology/Approach – The paper presents results of a study covering innovative enterprises operating in Poland. The questionnaire study was conducted among managers responsible for HRM in the enterprises.Findings – The following aspects were supported among HRM practices regarding knowledge management in the studied companies: employees’ creativity, work groups and project teams. Relationships were identified between specific HRM practices in knowledge management and creative, talented workers and management cadre constituting internal sources of innovation, effectiveness of innovation process phases, and the scale of novelty of implemented innovations.Research limitations/implications – The weakness of the presented studies can be observed in sampling. The sample encompassed businesses manifesting various scopes of implemented innovations (from global to organization innovation) and representing various industries.Practical implications – The findings of this study may be used by companies interested in implementing innovations in the organization. Results of the study indicate that the more innovations in knowledge management were implemented, the greater the number of these originated internally, the innovative process took a more effective course, and the scope of innovations was broader.Originality/value – The study applied an original set of HRM practices and a multi-dimensional approach to organizations’ innovation. The assessment of the degree to which HRM practices in knowledge management are applied in innovative businesses is also valuable.Article type – Research paper.
    Źródło:
    International Journal of Synergy and Research; 2017, 6
    2083-0025
    Pojawia się w:
    International Journal of Synergy and Research
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Talent Management Practices as an Instrument for Stimulating Employees’ Entrepreneurship
    Praktyki zarządzania talentami jako instrumenty stymulowania przedsiębiorczości pracowników
    Autorzy:
    Karasek, Aneta
    Powiązania:
    https://bibliotekanauki.pl/articles/2180227.pdf
    Data publikacji:
    2018-07-30
    Wydawca:
    Uniwersytet Warszawski. Wydawnictwo Naukowe Wydziału Zarządzania
    Tematy:
    innovativeness
    talent management
    entrepreneurship
    innovation
    innowacyjność
    zarządzanie talentami
    przedsiębiorczość
    innowacje
    Opis:
    Innovation constitutes a source of competitive advantage. Therefore, enterprises are interested in finding innovative solutions. Employees, and their entrepreneurship in particular, play a significant role in the process. Moreover, the literature of the subject highlights the significance of talented employees for innovative enterprises. It can also be observed that constituting elements of talents clearly correspond with characteristic features of entrepreneurial individuals. As a consequence, enterprises interested in innovative growth implement HRM practices in talent management which foster employees’ entrepreneurship. The current paper presents results of a study conducted among 92 innovative Polish enterprises. The enterprises frequently created conditions facilitating the development of talented workers and their contribution to the innovative process. Relationships between the application of HRM practices in talent management and enterprises’ innovation were observed in three aspects. There existed relationships between HRM practices in talent management and internal sources of innovation, effectiveness of the search and implementation of the innovative process, and the scale of novelty of implemented innovations.
    Innowacyjność stanowi źródło uzyskania przewagi konkurencyjnej, dlatego przedsiębiorstwa są zainteresowane poszukiwaniem innowacyjnych rozwiązań. Kluczowe znaczenie mają w tym pracownicy, a szczególnie ich przedsiębiorczość. Ponadto w literaturze podkreślane jest znaczenie utalentowanych pracowników dla innowacyjności przedsiębiorstwa oraz można zauważyć, że składowe talentu wyraźnie korespondują z charakterystykami jednostek przedsiębiorczych. Dlatego też przedsiębiorstwa zainteresowane innowacyjnym rozwojem wdrażają praktyki ZZL w obszarze zarządzania talentami, które stymulują przedsiębiorczość pracowników. W artykule przedstawiono wyniki badań przeprowadzonych w 92 polskich innowacyjnych przedsiębiorstwach. W badanych przedsiębiorstwach najczęściej tworzono sprzyjające warunki do rozwoju dla utalentowanych pracowników oraz wykorzystywano ich do innowacyjnego rozwoju. Zaobserwowano występujące związki pomiędzy stosowaniem praktyk ZZL w obszarze zarządzania talentami a innowacyjnością przedsiębiorstwa rozpatrywaną w trzech aspektach. Istniały związki pomiędzy stosowanymi praktykami w obszarze zarządzania talentami a wewnętrznymi źródłami innowacji, efektywnością fazy poszukiwania i wdrażania procesu innowacyjnego oraz skalą nowości wdrożonych innowacji.
    Źródło:
    Studia i Materiały; 2018, 1(27) cz. 2; 34-44
    1733-9758
    Pojawia się w:
    Studia i Materiały
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    It tools supporting employee management in a high-tech enterprise
    Autorzy:
    Karasek, Aneta
    Powiązania:
    https://bibliotekanauki.pl/articles/117872.pdf
    Data publikacji:
    2019
    Wydawca:
    Polskie Towarzystwo Promocji Wiedzy
    Tematy:
    high-tech
    IT tools
    employee management
    development
    narzędzia IT
    zarządzanie pracownikami
    rozwój
    Opis:
    Nowadays, the rapid development of Information Technologies in several fields of socio-economic activity can be observed. High-tech companies develop or implement IT solutions in numerous areas, including employee management. In the studied high-tech enterprise, the IT solutions are used in order to facilitate employee management in recruitment and selection, development and training, evaluation, motivation, talent management and personnel-related services. The company implemented an integrated employee management system. This enabled data integration and improvement of employee management. Owing to the implementation of the tools, the company improve work efficiency in the course of procedures being standardized.
    Źródło:
    Applied Computer Science; 2019, 15, 1; 95-103
    1895-3735
    Pojawia się w:
    Applied Computer Science
    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:
    HR roles – the state-of-the-art and challenges
    Autorzy:
    Karasek, Aneta
    Powiązania:
    https://bibliotekanauki.pl/articles/1861403.pdf
    Data publikacji:
    2020
    Wydawca:
    Politechnika Śląska. Wydawnictwo Politechniki Śląskiej
    Tematy:
    HR roles
    HR department
    HR analytics
    digital transformation
    innovation
    rola HR
    dział HR
    analityka HR
    transformacja cyfrowa
    innowacje
    Opis:
    Purpose: The aim of this paper is to identify roles played by HR departments in Polish innovative enterprises. Design/methodology/approach: A critical analysis of literature, research results and reports analysis helped to achieve the aim. In order to identify the tasks performed by HR departments, D. Ulrich’s model was employed. Findings: The roles most commonly performed by the HR departments of the analysed enterprises were those of administrative expert and employee champion. The roles of strategic partner and change agent were somewhat less commonly undertaken. Moreover, HR departments most commonly undertake activities aimed at creating a good working atmosphere, analysing employees’ competences and allowing them to develop, as well as quick and efficient processing employee matters. Digital transformation results in a change of expectations towards HR departments. The challenges faced by HR departments will revolve around the implementation of IT solutions in enterprises, improving the efficiency of employee management, and coping with the expectations of future employees from generation Y and Z. Practical implications: The HR department should perform new tasks within its roles. Given the simultaneous benefits and concerns related to digital transformation, it will fall to HR departments to assume the role of change agent by ensuring their organisations’ capacity for change, as well as administrative expert responsible for reengineering organisational processes. Originality/value: The tasks and roles played by HR department in innovative enterprises were identified. By analysing trends on the market, it was concluded that the HR departments are facing challenges.
    Źródło:
    Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska; 2020, 149; 315-325
    1641-3466
    Pojawia się w:
    Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Social media and generation Y, Z – a challenge for employers
    Autorzy:
    Karasek, Aneta
    Hysa, Beata
    Powiązania:
    https://bibliotekanauki.pl/articles/1882975.pdf
    Data publikacji:
    2020
    Wydawca:
    Politechnika Śląska. Wydawnictwo Politechniki Śląskiej
    Tematy:
    generation Y
    generation Z
    social media
    ICT
    HRM
    pokolenie Y
    pokolenie Z
    Media społecznościowe
    Opis:
    Purpose: The aim of this article is to identify the challenges that employers face when it comes to the use of social media (SM) at work in the context of expectations of future Generation Y and Z employees. Design/methodology/approach: A critical analysis of literature of the subject, research results and reports analysis. Findings: Literature as well as documents and reports analysis will allow to answer the following research questions: How important are social media for Generation Y and Z? What are the preferences and expectations of Generation Y and Z when it comes to future employers in terms of use of modern information technologies and social media at work? In what areas employers are currently using social media? What changes are necessary in human resources management to motivate and maintain Generation Y and Z employees? Originality/value: This study indicated the challenges that employers face when it comes to the use of social media (SM) at work in the context of expectations of future Generation Y and Z employees. From among these challenges, the authors paid attention to the need to increase the level of use of social media when it comes to employee management, the ability to create a positive company image in the social media and use these media to verify information on candidates applying for positions.
    Źródło:
    Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska; 2020, 144; 227-237
    1641-3466
    Pojawia się w:
    Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Tourists’ motivations for using social media
    Autorzy:
    Hysa, Beata
    Karasek, Aneta
    Powiązania:
    https://bibliotekanauki.pl/articles/27313458.pdf
    Data publikacji:
    2022
    Wydawca:
    Politechnika Śląska. Wydawnictwo Politechniki Śląskiej
    Tematy:
    motivation
    tourist
    social media
    smart city
    motywacja
    turyści
    media społecznościowe
    Opis:
    Purpose: The main objective of the paper is to determine whether latent variables (constructs) regarding tourists' motivations can be found in the studied social media use behaviour of tourists. Design/methodology/approach: The study was carried out via an on-line survey questionnaire. Responses to questions were measured on a nominal or ordinal scale. Factor analysis was used in the data analysis. The subject of the study involves the use of social media by tourists and analyses their motivation. Findings: Tourists’ motivators for using social media were identified and these are: 1) Visibility in the crowd, 2) Obtaining information about nearby events, 3) Building relationships with the local community, 4) Relying on the opinions of others. Research limitations/implications: The study was carried out only in one country. There are plans to expand the study area in the future in order to make international comparisons. Moreover, motivators were not identified by age group, which is planned in future studies. Practical implications: Identification of tourists’ motivation to use social media enables city managers, tourism organisations and tourism facility managers to have a targeted impact on tourist behaviour. These activities can result in the desired objectives being achieved, e.g. relations between tourists and the local community will be built. This will also enable the identification of people who are motivated to be visible in the crowd and offer them cooperation in the promotion of tourist destinations or attractions. Social implications: Identification of tourists’ motivators will make it possible to influence tourists in such a way that they will participate in solving problems of the local community or provide information on situations requiring intervention in the area of tourist attractions. Originality/value: New insights on latent variables concerning tourists’ motivation when using social media have been provided. The paper is addressed to city managers, tourism organisations and tourism facility managers what will help them to improve the quality of provided services.
    Źródło:
    Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska; 2022, 161; 23--36
    1641-3466
    Pojawia się w:
    Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
      Wyświetlanie 1-8 z 8

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