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The perception of human resource risks in the V4 countries

Treść / Zawartość
Identyfikatory
Warianty tytułu
PL
Postrzeganie ryzyka zasobów ludzkich w krajach V4
Języki publikacji
EN
Abstrakty
EN
Human capital is considered to be leading to the growth of innovation and it plays an important role in economic development and firms’ competitiveness. For this reason, the perception of different human resource (HR) risks and establishing a suitable and effective HR risk management system is an up-to-date issue. The aim of this paper is to evaluate the most important sources of HR risks in the V4 countries and to find out the statistically significant differences in the perception of HR risk sources between the V4 countries. To collect the data in the years 2017 and 2018, an online questionnaire was used. To evaluate the intensity of the HR risk sources and to find out the differences between the V4 countries, the methods of Chi-square test and Z-score of P-value were used. The results showed that a high employee turnover rate, insufficient employee qualification, low work morale and discipline are perceived relatively most intensely in Hungary compared to other V4 countries, when “low work morale and discipline” is perceived most intensely out of all four HR risk sources studied. „Employee mistakes” are perceived statistically significantly more intensely in Poland compared to the Czech Republic and Slovakia.
PL
Uważa się, że kapitał ludzki prowadzi do wzrostu innowacyjności i odgrywa ważną rolę w rozwoju gospodarczym i konkurencyjności przedsiębiorstw. Z tego powodu postrzeganie różnych ryzyk związanych z zasobami ludzkimi (HR) oraz ustanowienie odpowiedniego i skutecznego systemu zarządzania ryzykiem HR jest aktualną kwestią. Celem tego artykułu jest ocena najważniejszych źródeł ryzyka HR w krajach V4 i znalezienie statystycznie istotnych różnic w postrzeganiu źródeł ryzyka HR między krajami V4. Do zbierania danych w latach 2017 i 2018 wykorzystano kwestionariusz online. Aby ocenić intensywność źródeł ryzyka HR i znaleźć różnice między krajami V4, zastosowano metody testu Chi-kwadrat i Z-score wartości P. Wyniki pokazały, że wysoki wskaźnik rotacji pracowników, niewystarczające kwalifikacje pracowników, niskie morale i dyscyplina pracy są postrzegane relatywnie najczęściej na Węgrzech w porównaniu z innymi krajami V4, kiedy „niskie morale i dyscyplina pracy” są postrzegane najczęściej spośród wszystkich czterech ryzyk HR badane źródła. „Błędy pracowników” są postrzegane statystycznie znacznie bardziej intensywnie w Polsce niż w Czechach i na Słowacji.
Rocznik
Strony
210--222
Opis fizyczny
Bibliogr. 23 poz., tab.
Twórcy
  • Tomas Bata University in Zlín, Faculty of Management and Economics, Czech Republic, kozubikova@utb.cz
  • Tomas Bata University in Zlín, Faculty of Management and Economics, Czech Republic, zamecnik@utb.cz
  • Tomas Bata University in Zlín, Faculty of Management and Economics, Czech Republic, vystupova@utb.cz
Bibliografia
  • 1. Babikova, K., & Bucek, J., (2019). A Model Replication with an Extension of Students’ Perception of Prospective Employer Attractiveness. Journal of Competitiveness, 11(2), 5-21.
  • 2. Becker, K., Smidt, M., (2016). A risk perspective on human resource management: A review and directions for future research. Human Resource Management Review 26 (2016) 149-165.
  • 3. Belás, J., Bilan, Y., Ključnikov, A., Vincúrová, Z., Macháček, J., (2015). Actual Problems of Business Risk in SME Segment. Case Study from Slovakia. International Journal of Entrepreneurial Knowledge, 3, 46-56.
  • 4. Cantonnet, M. L., Aldasoro, J. C., Iradi, J., (2019). New and emerging risks management in small and medium-sized Spanish enterprises. Safety Science, 113, 257-263.
  • 5. Daling, L. M., Schröder, S., Haberstroh, M., Hees, F., (2018). Challenges and Requirements for Employee Qualification in the Context of Human-Robot-Collaboration. In 2018 IEEE Workshop on Advanced Robotics and its Social Impacts (ARSO), Genoa, Italy.
  • 6. Dvorsky, J., Rozsa, Z., Petrakova, Z., Kotaskova, A., (2018). Evaluations of State Aid for Entrepreneurs and their Access to Financial Resources: Students´ Attitudes in Czech Republic, Poland and Slovakia. Marketing and Management of Innovations, 3, 11-20.
  • 7. Ganesch, F., Dutsch, M., Struck, O., (2019). Regional Mobility on the Labour Market. Individual, Firm and Regional Economic Determinants of Mobility and Income. Kolner Zeitschrift fur Soziologie und Sozialpsychologie, 71, 181-210.
  • 8. Holzschuh, P., (2019). From job creation and qualification schemes to activation strategies: the history of Germany´s labor market policy. Labor history, 60, 203-216.
  • 9. Hudáková, M., Dvorský, J., (2018a). Assessing the risks and their sources in dependence on the rate of implementing the risk management process in the SMEs. Equilibrium. Quarterly Journal of Economics and Economic Policy,13, 543-567.
  • 10. Hudakova, M., Masar, M., (2018b). Assessment of the Key Business Risks of the SMEs in Slovakia and Their Comparison with other EU Countries. Entrepreneurial Business and Economics Review, 6, 145-160.
  • 11. Hudáková, M., Schönfeld, Dvorský, J., Lusková, M., (2017). The Market Risk Analysis and Methodology of its More Effective Management in Smes in the Slovak Republic. Montenegrin Journal of Economics, 13, 151-161.
  • 12. Kljucnikov, A., Sobekova Majkova, M., (2018). Funding Risk Perception by Slovak SMEs: Impact of Age and Size of the Company. Marketing and Management of Innovations, 4, 282-297.
  • 13. Kozubíková, L., Homolka, L., Kristalas, D., (2017). The Effect of Business Environment and Entrepreneur´s Gender on Perception of Financial Risk in the SMEs Sector. Journal of Competitiveness, 9, 36-50.
  • 14. Makhmudova, I. M., Ilyukhina, L. A., Bogatyreva, I. V., (2019). Personnel Safety in the System of Economic Security and Personnel Management. The European Proceedings of Social & Behavioural Sciences, 1860-1865.
  • 15. Meyer, N., Meyer, T., (2019). Examining the impact of entrepreneurial activity on employment and economic growth: The case of the Visegrád countries. Polish Journal of Management Studies 2019; 20 (1): 277-292.
  • 16. Mizoue, T., Huuskonen, M. S., Muto, T., Koskinen, K., Husman, K., Bergstrom, M., (1999). Analysis of Japanese occupational health service for small- and medium-scale enterprises in comparison with the Finnish system. Journal of Occupational Health, 41, 115-120.
  • 17. Oborilová, I., Myšková, R., Melichar, V., (2015). Risk Associated with the Human Resources Management in Transport Companies. Procedia Economics and Finance 34 (2015) 52 - 359
  • 18. Šimota, J., Tupa, J., (2016). Risk and Performance Management in SMEs. In Conference proceedings: 8th International Scientific Conference Management of Technology Step to Sustainable Production (MOTSP 2016). Zagreb: Croatian Association for PLM, 1-7. ISSN: 1849-7586
  • 19. Yevdokymova, I. (2019). Professional and personnel risks in social work. Grani, 22(2), 23-31.
  • 20. Wang, Z. X., Shou, M. H., Wang, S., Dai, R. N., Wang, K. Q., (2019). An Empirical Study on the Key Factors of Intelligent Upgrade of Small and Medium-sized Enterprises in China. Sustainability, 11, article number 619.
  • 21. Zaytsev, A., Kraft, J., (2017). The Impact of the Human Resources Deficit on the Development of a High-Technology Enterprise. In Proceedings of the 13th International Conference: Liberec Economic Forum 2017, 171-178
  • 22. Enterprise Risk Management Initiative, 2015, Report on the Current State of Enterprise Risk Oversight: Update on Trends and Opportunities, Available at: http://erm.ncsu.edu/library/article/current-state-erm-2015, Access on: 17. 7. 2019
  • 23. Jalal, Al Herwi, S., 2019. What are SMEs? Available at: https://www.researchgate.net/publication/332539278_What_are_SMEs. Access on: 19. 7. 2019
Uwagi
Opracowanie rekordu ze środków MNiSW, umowa Nr 461252 w ramach programu "Społeczna odpowiedzialność nauki" - moduł: Popularyzacja nauki i promocja sportu (2020).
Typ dokumentu
Bibliografia
Identyfikator YADDA
bwmeta1.element.baztech-eae2975f-744d-44d6-a86d-362feee753a6
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