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    Wyświetlanie 1-4 z 4
    Tytuł:
    Корпоративная социальная ответственность как способ формирования идентичности персонала современных организаций
    Corporate social responsibility as a method for staff identity creation of modern organizations
    Autorzy:
    Горьковая, Ольга
    Петров, Александр
    Powiązania:
    https://bibliotekanauki.pl/articles/2135756.pdf
    Data publikacji:
    2020
    Wydawca:
    Uniwersytet w Białymstoku. Wydawnictwo Uniwersytetu w Białymstoku
    Tematy:
    corporate social responsibility
    modern organization
    corporate staff identity
    staff loyalty
    staff turnover
    European legal space
    sociology of organization
    economic sociology
    sociology of law
    Opis:
    Goal – the article is devoted to the analysis of corporate social responsibility as a social, economic and legal phenomenon. The article presents the results of a theoretical and empirical sociological study of the features of the influence of organizational strategies of corporate social responsibility on the staff identity formation of companies and organizations in St.-Petersburg and the North‑West region of Russia. Research methodology – the authors argue that the development of ideas related to the need to create their own strategies for corporate social responsibility was significantly influenced by the practices of Western European firms and companies that began active cross‑border cooperation with Russian companies in the late XX – early XXI centuries. Score/results – the results of the study proved that socially responsible actions of Russian or foreign companies help to improve the internal organizational climate, improve the attitude of employees to their company and staff identity formation. Implementation of corporate social responsibility practices also solves complex organizational problems, for example, such as: increasing the level of staff loyalty and reducing staff turnover. Originality/value – the study showed that Russian companies are still lagging behind the West European companies in the field of creating and implementing effective corporate social responsibility strategies. But some examples show that Russian companies are already actively involved in the development of corporate social responsibility of a new, modern type.
    Źródło:
    Studia Sieci Uniwersytetów Pogranicza; 2020; 23-37
    2544-5790
    Pojawia się w:
    Studia Sieci Uniwersytetów Pogranicza
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Stan kadr administracji publicznej z perspektywy ogólnokrajowej i regionalnej
    The staff situation of public administration from the regional and national perspective
    Autorzy:
    Korczak, Jerzy
    Powiązania:
    https://bibliotekanauki.pl/articles/927051.pdf
    Data publikacji:
    2019-12-04
    Wydawca:
    Uniwersytet im. Adama Mickiewicza w Poznaniu
    Tematy:
    public administration staff
    recruitment to public administration posts
    demographic structure of the public administration staff
    staff turnover in public administration
    law on public administration
    Opis:
    This paper tackles staff problems of contemporary public administration. It starts with an analysis of the dependence between the efficiency of administration and the effi ciency of public servants in administration, whose efficiency depends on the level and quality of their qualifications. The analysis was carried out in three perspectives (i) with regard to the whole public administration of the State, (ii) with regard to the State and government central administration and (iii) with regard to regional public administration, on the example of the Lower Silesia region. It was assumed that the quality of the staff in administration is related to and depends on the legislation regulating the recruitment for public administration offices. The relevant provisions determine the choices made in the recruitment process and the subsequent creation of career paths. However, unstable and poor legal provisions have a negative impact on the quality of public administration personnel, which is manifested in poor performance, high employment fl uctuations and a diminishing interest among the younger generation in a career in public administration. This, in turn, may distort the natural generation exchange of administration staff in the future. As can be seen from the statistical analysis conducted in respect of the numbers of public administration employees and the fluctuation among them, as well as the demographic structure examined with regard the gender, age and length of employment, the initially assumed hypothesis of the negative consequences of the inconsistent legislative policy governing the regulations of the public administration staff. The sociological picture illustrating the attitudes among the members of the society to public administration confirms the hypothesis of the poor condition of public administration and a loss in confi dence in its activities or actions. The main reason for the current situation is that the constitutional principle of the neutrality of civil servants is realised only by orders that prohibit combining civil service with political activity, but do not limit or reduce the strong and direct influence exercised by political parties on the legal regulations within public civil service or the policies of appointing candidates to key administrative positions in (not only government) offices.
    Źródło:
    Studia Prawa Publicznego; 2017, 1 (17); 9-24
    2300-3936
    Pojawia się w:
    Studia Prawa Publicznego
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Staff turnover and organizational performance: The case of a microfinance organization
    Autorzy:
    Giuliano, Romina
    Godfroid, Cécile
    Radermecker, Laure
    Powiązania:
    https://bibliotekanauki.pl/articles/20311773.pdf
    Data publikacji:
    2023
    Wydawca:
    Uniwersytet Ekonomiczny w Katowicach
    Tematy:
    staff turnover
    performance
    context-emergent theory
    microfinance
    GMM
    Opis:
    Aim/purpose – This study examines the relationship between staff turnover and performance in the microfinance industry in a dynamic perspective and investigates some contingency factors that moderate this relationship. Design/methodology/approach – We ran random-effects and GMM models based on a database of 2,814 branch-month observations from a specific microfinance organization. Findings – It takes three months to see a significant negative impact of turnover on the volume of a branch’s loan portfolio. Moreover, it takes four months after the turnover event for this negative impact to be counterbalanced. After four months, turnover stops having negative consequences and even becomes advantageous in terms of loan portfolio growth, but this positive effect lasts only one month. The effect of turnover thus appears to be particularly limited in time. Finally, we find that the negative relationship between turnover rate and performance is weakened by the seniority level of departing loan officers and by the recruitment rate. Originality/value/contribution – First, this paper examines the duration of the consequences of turnover event, which is poorly studied in the literature. Second, it focuses on microfinance, an industry where relational capital is of high importance. Third, it extends the theory on turnover by highlighting that the seniority level of departing employees is a moderator in the relationship between turnover and organizational performance.
    Źródło:
    Journal of Economics and Management; 2023, 45; 413-440
    1732-1948
    Pojawia się w:
    Journal of Economics and Management
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    USING METRICS TO MEASURE THE HUMAN RESOURCE FUNCTION IN A COMPANY
    Wykorzystanie mierników do pomiaru funkcji personalnej w przedsiebiorstwie
    Autorzy:
    Balcerek-Wieszala, Anna
    Powiązania:
    https://bibliotekanauki.pl/articles/599022.pdf
    Data publikacji:
    2011-06-15
    Wydawca:
    Instytut Pracy i Spraw Socjalnych
    Tematy:
    HR METRICS
    HUMAN CAPITAL RETURN ON INVESTMENT
    HUMAN CAPITAL VALUE
    HUMAN RESOURCES MANAGEMENT
    TURNOVER OF STAFF
    mierniki funkcji personalnej
    zarządzanie zasobami ludzkimi
    fluktuacja kadr
    wartość kapitału ludzkiego
    zwrot z kapitału ludzkiego
    Opis:
    Niniejszy artykuł ma na celu przedstawienie zestawu mierników, które mogą być wykorzystywane do pomiaru skuteczności zarządzania personelem w przedsiębiorstwie. W opracowaniu zaprezentowano mierniki strategiczne, polityki i obsługi kadrowej oraz szczegółową analizę fluktuacji i absencji pracowników, uznając te zagadnienia jako istotne w pierwszym etapie pracy nad wdrożeniem zestawu mierników do oceny funkcji personalnej. Kolejne etapy powinny rozwijać istniejący system miar HR w przedsiębiorstwie o wskaźniki doboru, wynagradzania, motywowania i szkolenia pracowników.
    The aim of the article is to present the set of metrics that might be used to measure the HR function. Although human resource management is frequently discussed, it is variously defined and poorly measured. Implementing human capital measurement and reporting might improve the image of HR and enable communication in a way that is readily understood by the rest of the business. Managers are engaged in the process and companies are using high-level indictors to monitor their business performance and direction as well as to compare it with other enterprises. The paper adds value to the practitioner community by offering a process for the development of a metrics framework against which HR can be evaluated and developed over time.
    Źródło:
    Zarządzanie Zasobami Ludzkimi; 2011, 3-4(80-81) Efficiency of HRM; 171-184
    1641-0874
    Pojawia się w:
    Zarządzanie Zasobami Ludzkimi
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
      Wyświetlanie 1-4 z 4

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