Informacja

Drogi użytkowniku, aplikacja do prawidłowego działania wymaga obsługi JavaScript. Proszę włącz obsługę JavaScript w Twojej przeglądarce.

English (EN)·Polski (PL)·Yкраїнський (UK)
Przejdź do strony domowej biblioteki Centralna Biblioteka Wojskowa Link otwiera się w nowym oknie Logo biblioteki Prolib Integro - strona głównaCentralna Biblioteka Wojskowa

Wyszukujesz frazę "Tabor-Błażewicz, Joanna" wg kryterium: Autor

  Lista filtrów
Wyrównaj
    Wyświetlanie 1-5 z 5
    Tytuł:
    The challenges of HR departments in hybrid work conditions
    Autorzy:
    Tabor-Błażewicz, Joanna
    Powiązania:
    https://bibliotekanauki.pl/articles/27313414.pdf
    Data publikacji:
    2022
    Wydawca:
    Politechnika Śląska. Wydawnictwo Politechniki Śląskiej
    Tematy:
    hybrid work
    HR department
    HR professionals
    praca hybrydowa
    dział HR
    specjaliści HR
    Opis:
    Purpose: The aim of this paper is to present the challenges faced by HR departments in the hybrid work system. In particular new tasks set for HR departments in the conditions of hybrid work organization and competencies necessary for HR professionals to effectively deal with new tasks and challenges caused by the hybrid work settings were analyzed. Design/methodology/approach: A systematic review of world literature was carried out using the following databases: Proquest, EBSCO, Emerald, JSTOR, Science Direct and BAZEKON. The results were supplemented with conclusions from two research conducted by the author on samples of over 100 companies operating in Poland. Findings: A list of tasks anticipated for HR departments as a result of the introduction of a hybrid work system was created. A set of competences necessary for the effective performance of tasks was also proposed. Research limitations/implications: The limitation of research is a very short research time span and large differences in the specificity of companies making it difficult to propose a universal model for each company. Originality/value: The paper presents list of tasks and set of competences necessary in new conditions created by the introduction of hybrid working systems. It can be valuable for researchers and practicians.
    Źródło:
    Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska; 2022, 162; 691--700
    1641-3466
    Pojawia się w:
    Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Internal conditioning of talent management in large enterprises
    Autorzy:
    Tabor-Błażewicz, Joanna
    Powiązania:
    https://bibliotekanauki.pl/articles/326755.pdf
    Data publikacji:
    2019
    Wydawca:
    Politechnika Śląska. Wydawnictwo Politechniki Śląskiej
    Tematy:
    talent
    zarządzanie talentami
    HR
    zasoby ludzkie
    struktura
    strategia
    kultura
    talent management
    Human Resources
    structure
    strategy
    culture
    Opis:
    Acquisition and retention of talented employees is still a challenge for many organisations. Therefore, the processes improving management of best individuals are of particular importance during the difficult times on the labour market. The paper presents research findings concerning the internal conditioning of talent management (TM) in large enterprises. The following conditions are taken into consideration: defining TM, placement of TM in an organizational structure, interconnections with the corporate strategy, and the significance of TM for the organizations under examination.
    Źródło:
    Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska; 2019, 138; 241-252
    1641-3466
    Pojawia się w:
    Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    The Development of Key Positions in Crises on the Example of the COVID-19 Pandemic
    Autorzy:
    Tabor-Błażewicz, Joanna
    Powiązania:
    https://bibliotekanauki.pl/articles/2166152.pdf
    Data publikacji:
    2021
    Wydawca:
    Uniwersytet Marii Curie-Skłodowskiej. Wydawnictwo Uniwersytetu Marii Curie-Skłodowskiej
    Tematy:
    COVID-19
    talent
    development
    HRM
    crisis
    Opis:
    Theoretical background: Talent management refers to how organizations attract, select, develop and manage talented employees. Thus, talent development is an important part of the overall process. It can be observed that there are relatively few papers focusing primarily on talent development. Meanwhile, it is a more complex and fraught activity than many HR specialist recognize, thus, it is worth paying more attention and research. Even less papers covers talent development during COVID-19 as it is a relatively new problem and research is still ongoing.Purpose of the article: The aim of the article is to present the results of research on the conduct of development processes by companies for talented employees during the COVID-19 pandemic.Research methods: For the analysis, literature studies were carried out and the quantitative study with the use of the author’s questionnaire and CATI interview was organized in October–November 2020. The research sample included 102 purposefully selected organizations.Main findings: Research indicates that organizations have been affected by the pandemic in terms of their personnel policies. They decided to take restrictions, but their degree was different for talents and other employees. The biggest restrictions affected training budgets, foreign trips and postgraduate/MBA studies. Organizations continued to run talent development programs in the pandemic, but their scope decreased. Changes in priorities were also noted – the importance of talent development before the pandemic was greater for respondents. During the pandemic, retaining talent and building their commitment came to the fore. The analysis also made comparisons with the results of author’s own studies on subprime crisis, which show that the organization’s actions in these two crisis situations have converged in many areas. In particular, it was decided to maintain developmental activities, but in exchange for more costly forms of development, talents were offered cheaper internal training, projects or job rotation. The differences include the inclusion of talent in strategic projects, “crisis headquarters”, which was observed to a large extent during the subprime crisis, but did not appear in the pandemic results. It should be emphasised that the research was carried out in two different groups, which does not authorise clear conclusions, but only allows for very preliminary reflections on the behaviour of the organization in these two situations. Research results contribute to reducing the research gap in the talent development process during pandemic or crisis.
    Źródło:
    Annales Universitatis Mariae Curie-Skłodowska, sectio H – Oeconomia; 2021, 55, 2; 125-134
    0459-9586
    2449-8513
    Pojawia się w:
    Annales Universitatis Mariae Curie-Skłodowska, sectio H – Oeconomia
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    The Image of a University of Economics from the Perspective of University Candidates - Based on the SGH Warsaw School of Economics
    Autorzy:
    Tabor-Błażewicz, Joanna
    Powiązania:
    https://bibliotekanauki.pl/articles/426144.pdf
    Data publikacji:
    2018
    Wydawca:
    Szkoła Główna Handlowa w Warszawie
    Tematy:
    image
    reputation
    prestige
    candidate for studies
    university of economics
    Opis:
    The article aims at broadening the knowledge in the area of the image of a university. It provides an overview of research on factors influencing the perception of a university and its impact on the satisfaction and loyalty of students. The author also proposes a definition of the ‘university of choice.’ The paper is based on the results of research carried out on a sample of over 400 respondents – candidates for studies at a Polish state economic university: SGH Warsaw School of Economics. One of the aims of that research was to examine their perception of the image of the university. The results obtained indicate the importance of links between the educational offer, the labor market and future careers of candidates, while the conducted factor analysis provides some additional information concerning new trends in economics and business.
    Źródło:
    e-mentor. Czasopismo naukowe Szkoły Głównej Handlowej w Warszawie; 2018, 5 (77); 67-72
    1731-6758
    1731-7428
    Pojawia się w:
    e-mentor. Czasopismo naukowe Szkoły Głównej Handlowej w Warszawie
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Postrzeganie koncepcji zielonego HR przez menedżerów i pracowników działów personalnych
    Perception of green HRM by managers and employees of HR departments
    Autorzy:
    Tabor-Błażewicz, Joanna
    Powiązania:
    https://bibliotekanauki.pl/articles/31804137.pdf
    Data publikacji:
    2024-06-03
    Wydawca:
    Szkoła Główna Handlowa w Warszawie. Kolegium Zarządzania i Finansów
    Tematy:
    green HR
    ESG
    ecology
    human resources management
    zielone HR
    ekologia
    zarządzanie zasobami ludzkimi
    Opis:
    W artykule zaprezentowano koncepcję zielonego HR (green HR) oraz wyniki badań prowadzonych na grupie 142 pracowników dotyczących istoty, znaczenia, korzyści i wyzwań związanych z tą koncepcją. Zdecydowana większość nie znała pojęcia zielonego HR, co prowadzi do wniosku, że wiedza na ten temat jest na bardzo niskim poziomie, zarówno w grupie pracowników HR, jak i na innych stanowiskach. Znaczenie zielonego HR w przedsiębiorstwie 66% respondentów oceniło jako duże, zaś 34% jako średnie. W wielu firmach (40%) w ogóle nie podjęto tego tematu, w 21% rozpoczęto rozmowy nad wdrożeniem. Spośród firm, które wdrożyły działania, 17% określa je jako poziom minimalny, 21% jako średni, zaś 14% może pochwalić się poziomem zaawansowanym. Do najczęściej wymienianych korzyści należą przyczynienie się do poprawy środowiska oraz uzyskanie lepszego wizerunku firmy. Największe wyzwania to z kolei: niski priorytet działań tego typu, brak osób odpowiedzialnych za działania oraz brak czasu na realizowanie owych działań.
    The article presents the concept of green HRM and the results of research conducted on a group of 142 employees on the essence, importance, benefits, and challenges related to this concept. A vast majority did not know the concept of green HRM, which leads to the conclusion that the knowledge of the subject is at a very low level, both in the group of HR employees and in other positions. The importance of green HRM in the company is assessed by 66% of the respondents as high, while 34% as medium. In many companies (40%) this topic has not been discussed at all, in 21% talks on its implementation have started. Of the companies that have implemented the measures, 17% describe them as the minimum level, 21% as the medium level, and 14% can boast of an advanced level. The most frequently mentioned benefits include contributing to the improvement of the environment and obtaining a better image of the company. The biggest challenges are low priority of activities of this type, lack of people responsible for activities, and lack of time to carry out these activities.
    Źródło:
    Studia i Prace Kolegium Zarządzania i Finansów; 2024, 196; 137-148
    1234-8872
    2657-5620
    Pojawia się w:
    Studia i Prace Kolegium Zarządzania i Finansów
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
      Wyświetlanie 1-5 z 5

      Ta witryna wykorzystuje pliki cookies do przechowywania informacji na Twoim komputerze. Pliki cookies stosujemy w celu świadczenia usług na najwyższym poziomie, w tym w sposób dostosowany do indywidualnych potrzeb. Korzystanie z witryny bez zmiany ustawień dotyczących cookies oznacza, że będą one zamieszczane w Twoim komputerze. W każdym momencie możesz dokonać zmiany ustawień dotyczących cookies