Wyniki wyszukiwania - BazTech

1

The development perspectives of human resources in relation to artificial intelligence

Łukasik-Stachowiak Katarzyna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

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z. 199

367--383

EN

Purpose: The purpose of the research was to identify potential HR development opportunities in the age of AI implementation in businesses, as well as the opinions of respondents regarding the use of AI in the company and HR activities. Design/methodology/approach: The analysis was conducted objectively, avoiding any subjective evaluations. The literature review as well as personal study were conducted. Two research questions have been formulated: (RQ1) How do respondents evaluate the use of AI in their workplace, and what potential do they see for AI in HRM processes? (RQ2) According to respondents, what is the impact of AI on HR activities and development? 99 participants took part in the study and completed an on-line survey questionnaire. The respondents were non-stationary students from the Faculty of Management at Czestochowa University of Technology. Findings: The research was cognitive in nature, and the collected data was subject to statistical analysis. The survey results revealed deficiencies in the implementation of advanced technology in HR operations among the companies surveyed. However, organizations and employees are aware of the benefits of implementing AI solutions. Research limitations/implications: The study is limited by the selection of the research sample (working part-time students); in the future, it is planned to involve employees of HR departments of various enterprises and institutions in the study for greater credibility of the study results. Practical implications: The use of solutions offered by AI in practice accelerates the implementation of HR activities and thus achieves better work efficiency in a shorter time. HR in the future will be completely or mostly dominated by modern technology. Social implications: Some individuals approach artificial intelligence more critically, while others take a conservative stance and seek out its various ‘flaws.’ The use of artificial intelligence in business is inevitable, especially in the HR area, so employees from these departments must take into account major changes in the nature of their work. Originality/value: The article discusses the current topic of the use of AI-based solutions in business. Artificial intelligence is becoming more prevalent in business operations as it automates processes, resulting in more efficient and effective task execution, particularly in the case of repetitive tasks.

2

Multifunctional analysis of the state administration bodies of the Republic of Croatia in the implementation of control and protection of the rights and interests in the east coast of the Adriatic Sea

Sunko T., Kos Serđo, Mišković Toni, Dedo Mihael

TransNav : International Journal on Marine Navigation and Safety of Sea Transportation

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2024

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Vol. 18 No. 4

969--977

EN

The paper has conducted a structural analysis of the relevant state administration bodies of the Republic of Croatia regarding the operational efficiency of implementing the protection of rights and interests in the marine and underwater areas of the semi-enclosed Adriatic Sea, where the respective coastal state (the Republic of Croatia) exercises jurisdiction in accordance with international law. A comprehensive overview of all components of the system, as well as some sensors of the state administration bodies of the Republic of Croatia involved in the implementation of control, monitoring, and protection of rights and interests in the Adriatic Sea – the eastern part, has been synthesized. An analysis of maritime traffic security was conducted. Data on ship, cargo, and passenger traffic in the seaports of the respective coastal state were collected. The analysis covered a four-year period between 2019 and 2022.

3

Analysis of inhibiting factors in shipyards in classterizing shipyards on the Northen coastal of ACEH Indonesia using the fuzzy AHP method: a preliminary study

Rizwan T., Chaliluddin M. A., Nuvus H., Arif M., Muchlis Y., Akhyar A.

TransNav : International Journal on Marine Navigation and Safety of Sea Transportation

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2024

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Vol. 18 No. 2

409--414

EN

The fishing shipyard in Banda Aceh City is a privately owned shipyard and is managed in a family manner. The shipyard here is active in carrying out maintenance, repair and construction of new ships when there is demand from consumers. Shipyards in Banda Aceh City generally make ships made of wood. The problem that is currently being faced is that there are many abandoned ships due to lack of finance, natural resources, human resources and the environmental, this is an obstacle to the progress and development of shipyards. The purpose of this study is to determine the inhibiting factors that exist in shipyards in the city of Banda Aceh and find alternative solutions to these problems. The method used in this study is a survey method used to look at existing symptoms and collect data on factors related to research variables and then analyzed using the Fuzzy AHP method. The results of this study indicate that the financial inhibiting factor is the most influential factor in shipyards with a resulting value of 0.4635, the inhibiting factor of Natural Resources is worth 0.35675, the inhibiting factor of Human Resources is worth 0.2865 and the inhibiting factor from the environment is the inhibiting factor which is the lowest or less influential with a value of 0.14325. The alternative solutions to financial problems are capital loans and investments. An alternative for natural resources is the addition of a minimum stock to anticipate stock scarcity and delays in the delivery of materials and tools. The alternative for human resources is the existence of an office, organizational structure, and division of tasks as well as awareness of occupational health and safety. As for the alternatives for the environment, namely the need for buildings or installation of tarpaulins for areas where ships are built, good land management and studies of other natural impacts.

4

Talent management: insights from best practices in the banking industry

Purnamarini Tri Ratna, Dwiatmadja Christantius, Sugiarto Agus

Polish Journal of Management Studies

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2024

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Vol. 30, No. 2

230--243

EN

The motivation behind this research stems from the growing importance of talent management in organizations, driven by concerns over talent scarcity and the increasing competition to attract and retain skilled individuals. Despite its significance, there is a noticeable lack of comprehensive research on the best practices of talent management, particularly within the banking sector. This study seeks to bridge that gap. The paper extends the discourse on talent management by examining the best practices adopted by a leading banking institution in Indonesia. Employing a qualitative exploratory research method, utilizing a case study approach, the research involved in-depth interviews, focus group discussions (FGDs), and document analysis. The findings reveal that talent management operates as a cyclical and continuous process, in which organizational strategy and culture play pivotal roles in determining the success of talent management. Furthermore, the effective implementation of talent management is a critical determinant of organizational performance.

PL

Motywacją do przeprowadzenia tych badań jest rosnące znaczenie zarządzania talentami w organizacjach, wynikające z obaw o niedobór talentów oraz narastającą konkurencję w przyciąganiu i zatrzymywaniu wykwalifikowanych pracowników. Pomimo istotności tego zagadnienia zauważalny jest brak kompleksowych badań dotyczących najlepszych praktyk w zarządzaniu talentami, szczególnie w sektorze bankowym. Niniejsze badanie ma na celu wypełnienie tej luki. Artykuł rozwija dyskusję na temat zarządzania talentami, analizując najlepsze praktyki przyjęte przez wiodącą instytucję bankową w Indonezji. W badaniu zastosowano jakościową metodę eksploracyjną, wykorzystując podejście studium przypadku, w ramach którego przeprowadzono pogłębione wywiady, dyskusje w grupach fokusowych (FGD) oraz analizę dokumentów. Wyniki badań wskazują, że zarządzanie talentami jest procesem cyklicznym i ciągłym, w którym strategia i kultura organizacyjna odgrywają kluczową rolę w determinowaniu sukcesu zarządzania talentami. Ponadto skuteczna implementacja zarządzania talentami jest istotnym czynnikiem wpływającym na wyniki organizacji.

5

The Role and Areas of Shaping Motivation in Leadership

Wasilewski Paweł

Logistics and Transport

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2024

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Vol. 61-62, No. 1-2

21--34

EN

The power of motivation is intrinsically linked to the action, the teaching-learning process. It concerns both the external as well as the internal sphere. It depends on the strategies adopted by the leader, but also on many other factors affecting the subordinate, which are indirectly influenced by the attitude of the leader. The moti¬vation to act and develop is reflected in the way the subordinate sees the objectives set by the commander, as well as the tasks and the feelings experienced in relation to these tasks, which is reflected in the quality of the performance of the tasks assigned. The internal psychological forces by which we do what we do (motives) constitute certain subjective dispositions that drive people to behave in a certain way and are influenced by both internal and external factors, mainly shaped by the leader. Motivation refers to all the processes involved in experiencing a need or desire and in reducing the intensity of the need experienced, and thus occupies a very important place in the formation of effective leadership.

6

Fundamenty Inwestycji, czyli analiza modeli kontraktowania w przemyśle spożywczym

Cichacki Łukasz

Kierunek Spożywczy

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2024

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Nr 1

47-48

PL

W dzisiejszym świecie skuteczne zarządzanie inwestycjami w sektorze spożywczym wymaga świadomego podejścia do modeli kontraktowania. Istnieje wiele dróg, którymi inwestorzy mogą podążać podczas prowadzenia inwestycji. Wybierając modele realizacji swoich projektów kluczowym aspektem wymagającym naszej szczególnej uwagi jest ich wpływ na zaangażowanie zasobów ludzkich.

7

Prefabrykacja jako sposób na ograniczenie deficytu kadr dla renowacji budynków w Polsce

Rajkiewicz Andrzej

Izolacje

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2024

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T. 29, nr 4

28--31

PL

Długoterminowa Strategia Renowacji Budynków przyjęta przez Rząd RP w lutym 2022 r. [1] określa skalę niezbędnej termomodernizacji budynków mieszkalnych na co najmniej 30% istniejącego zasobu. Nowelizacja Dyrektywy UE o Charakterystyce Energetycznej Budynków precyzuje dokładniej cele ilościowe i jakościowe renowacji budynków, stawiając coraz większe wyzwania dla sektora budowlanego w kontekście oszczędzania zasobów naturalnych i ludzkich wykorzystywanych w budownictwie.

8

Preferred management styles in selected domestic enterprises

Ćwiąkała Michał, Gajda Waldemar, Antczak-Jarząbska Romana, Piwnik Jan, Akberdiyva Akerke, Frasunkiewicz Maciej, Kulshreshtha Vikas

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2023

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z. 176

57--82

EN

Purpose: The study was conducted in order to identify positive and negative factors in the manager's function. The study gives the insight of the management style in the enterprises which is used define the role of the manager. Design/methodology/approach: A survey was conducted by the method of questioning among 12 enterprises. Findings: Research reveals that about 97% of enterprises due to the managerial glitch and by adopting unethical management practice went bankrupt. This evidence reveals the importance of role of the manager in the company. Research limitations/implications: The results of the study show that the presence of a flexible method of management as well as the desire to change is an indicator of effective management. Practical implications: This paper depicts the proper coordination of managers with their subordinates and it can also assist the managers in order to develop their approach towards personal management. Social implications: Building a trusting atmosphere has the potential for effective development of both a manager and a subordinate, thereby leading enterprises to economic growth. However, it should be taken into account that the creation of a trusting culture in an organization requires additional research. Originality/value: The article has cognitive value for managers. The results can be used as a manual for senior managers to manage the team and to build organizational culture.

9

Planowanie zatrudnienia w przedsiębiorstwie budowlanym do realizacji kontraktów budowlanych

Jaśkowski Piotr, Biruk Sławomir

Przegląd Budowlany

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2023

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R. 94, nr 1-2

93--97

PL

Podstawą opracowania planów zapotrzebowania na siłę roboczą w przedsiębiorstwie budowlanym jest plan produkcyjny, obejmujący przewidywany do realizacji portfel zleceń. Planowanie przebiegu realizacji zleceń z wykorzystaniem metod harmonogramowania pozwalających na analizę przebiegu realizacji procesów pod względem czasu i wykorzystania zasobów pozwala na ocenę wpływu wielkości zatrudnienia na terminowość realizacji poszczególnych przedsięwzięć. W artykule przedstawiono model matematyczny problemu harmonogramowania przedsięwzięcia z ustalonym terminem dyrektywnym (zilustrowany przykładem), obejmującego procesy powtarzalne, pozwalający na określenie racjonalnego poziomu zatrudnienia brygad roboczych.

EN

The basis for the development of labor demand plans in a construction company is the production plan, including the expected portfolio of orders. Planning the course of order execution with the use of scheduling methods that allow for the analysis of the course of the execution of processes in terms of time and resource use allows for the assessment of the impact of the number of employees on the timeliness of the implementation of individual projects. The article presents a mathematical model of the problem of scheduling a project with a fixed directive deadline (illustrated by an example), involving repetitive processes, allowing to determine a rational level of employment of work brigades.

10

Industry 4.0 and socio-economic evolution

Suchacka Małgorzata, Pabian Angelika M., Ulewicz Robert

Polish Journal of Management Studies

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2023

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Vol. 28. No. 1

311--329

EN

The ongoing revolutionary socio-economic changes are particularly evident in the context of implementing the principles of Industry 4.0, aiming to enhance two categories: the efficiency of actions taken and productivity, influenced by the increasing level of process automation. The utilization of robots, automation, and virtual reality are elements that not only characterize the economic practice environment but also the daily life of individuals. The observed situation provided the impetus for conducting survey research, focusing on exploring the functioning of individuals in the environment of new technologies. Information was obtained regarding the knowledge of selected technological solutions among Poles, their understanding of their essence, and the predicted further evolution/regression in this domain by the respondents. The acquired empirical data, reflecting the researched reality, appear to align well with the results of literary studies concerning technological processes and their associated social consequences. Poles have shown awareness of the existence of advanced technologies in various sectors of the economy and daily life, and they more often expressed favorable positions towards the utilization of innovative solutions-recognizing them as convenient and facilitating various tasks. This study provides an opportunity to present the initial and selected conclusions regarding the gathered material.

PL

Trwające rewolucyjne zmiany społeczno-gospodarcze są szczególnie widoczne w kontekście wdrażania zasad Przemysłu 4.0, którego celem jest zwiększenie efektywności podejmowanych działań oraz produktywności, pod wpływem rosnącego poziomu automatyzacji procesów. Wykorzystanie robotów, automatyzacji i rzeczywistości wirtualnej to elementy, które charakteryzują nie tylko otoczenie praktyki gospodarczej, ale także codzienne życie jednostek. Obserwowana sytuacja stanowiła impuls do przeprowadzenia badań ankietowych, skupiających się na badaniu funkcjonowania jednostek w środowisku nowych technologii. Uzyskano informacje dotyczące znajomości wybranych rozwiązań technologicznych wśród Polaków, ich zrozumienia istoty tych rozwiązań oraz przewidywanej dalszej ewolucji/regresu w tej dziedzinie według respondentów. Uzyskane dane empiryczne, odzwierciedlające badaną rzeczywistość, zdają się dobrze korespondować z wynikami studiów literaturowych dotyczących procesów technologicznych i ich związanych z nimi konsekwencji społecznych. Polacy wykazali świadomość istnienia zaawansowanych technologii w różnych sektorach gospodarki i życia codziennego, a także coraz częściej wyrażali pozytywne stanowiska wobec wykorzystywania innowacyjnych rozwiązań, uznając je za wygodne i ułatwiające różne zadania. Niniejsze badanie daje możliwość przedstawienia wstępnych i wybranych wniosków dotyczących zebranego materiału.

11

Analysis of human resources productivity indicators with structural equations approach : case study : Kerman executive agencies

Mehtarizadeh Zohreh

Operations Research and Decisions

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2023

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Vol. 33, No. 3

45--58

EN

This study aims to explain the indicators of human resource productivity management in Kerman executive agencies. It is a descriptive, correlational as well as a developmental study purposefully conducted as a survey in the field of human resources. The sample includes 30 experts in the field of management and administration. It was obtained by purposeful sampling method and included 524 employees of the Kerman executive agencies that were gathered by stratified sampling method. Two questionnaires were used by the experts to confirm the validity and reliability of the model and one questionnaire was used to answer the questions. The validity and reliability of all questionnaires were confirmed. AMOS and SPSS statistical software were used for data analysis. The 42 subscales of human resource productivity management are summarized in 5 factors (individual, organizational, complementary organizational, occupational, and extra-organizational). It is an applieddevelopmental study considering the simultaneous identification of factors related to human resource productivity in line with the development indicators and can be used by all executive agencies throughout Iran.

12

(R)ewolucja podejścia do sposobu wykonywania pracy

Barszczewska Karolina

Nowa Energia

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2023

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nr 4

92--96

PL

Rok 2023 upływa niewątpliwie pod hasłem zmian w obszarze prawa zatrudnienia. Działy HR wszystkich sektorów gospodarki mają ręce pełne pracy. Pierwsze zmiany w badaniu trzeźwości, następnie uregulowania pracy zdalnej, wdrożenia dwóch unijnych dyrektyw - work life balance i o bardziej przewidywalnych i bezpiecznych warunkach pracy w UE, zmiany w zakresie prowadzenia akt osobowych pracowników, uchylenie przepisów ustaw COVID-owych…

13

Leadership principles (4E-1P) as a basis for evaluation of a manager in the context of their behaviour during manufacturing automotive parts

Borkowski Stanisław, Kaczmarska Bożena, Szota Michał, Baryłka Adam

Journal of Achievements in Materials and Manufacturing Engineering

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2023

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Vol. 121, nr 2

350--357

EN

The obtained average ratings of the importance of the principles have been ruled by the principle that the better the rating, the less frequently it has been perceived by the interviewees. To answer the question "What are the leaders made of?" the process includes calculating the reverse of obtained average ratings and then determining their breakdown. The analysis of relationships between average ratings of leadership traits has been supported by an analysis of preferences and the variation significance of average ratings. In the preference analysis, Borkowski’s interval scale has been used. The analysis results of the variation significance of average ratings have been presented at the coefficient scale, allowing for visual interpretation of the variation significance based on the placement of the principles at the scale in question. Design/methodology/approach The analysis of relationships between average ratings of the leadership traits has been supported by an analysis of preferences and variation significance of average ratings. In the preference analysis, Borkowski’s interval scale has been used. The analysis results of the variation significance of average ratings have been presented at the coefficient scale, allowing for visual interpretation of the variation significance based on the placement of the principles at the scale in question. Findings The results concerning the breakdown of personal traits of the interviewees enable us to declare that, in the company manufacturing metal wheel hubcaps and decorative elements for cars, the crew is mainly composed of young males; the employees do not need to have higher education to be recruited, all personnel have large experience by working at other companies. Raising the issue of financial conditions during recruitment is a common phenomenon in the Polish labour market. The breakdown of the employees (the interviewees) is typical for Polish reality. Research limitations/implications In the research, employees of the operational level, i.e. the part of the crew that is directly involved in shaping products and creating quality, were used to obtain data on the evaluation of the course of production processes. Practical implications Considering the principle ranked first in the series and evaluating variation for the average rating of another principle, the following information has been collected. The average rating for the principle ranked first in the importance series is not statistically varied, with the average rating of the principle ranked next to it in the relationship above. Originality/value The product of a given enterprise, according to the laws of the free market, should be better, cheaper, etc., than the product of another enterprise.

14

Potentials and Challenges of Gamification in Recruiting

Zerrer Jasmin, Härting Ralf-Christian, Gerst Maren

Annals of Computer Science and Information Systems

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2023

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Vol. 35

989--994

EN

Digitalization is changing many areas of society and has an impact on recruiting processes. Many companies are facing the challenge of making their application processes more attractive for potential candidates. The use of gamification is becoming a new trend, which is aimed particularly at Generation Y and Z, who have grown up in the age of digitalization. The potentials and challenges of gamification are wide-ranging for applicants as well as companies. The framework of a qualitative empirical study according to Mayring is used to investigate this research topic. A systematic literature review provides current findings of former research studies. The research design is based on interviews with HR experts. The potentials are reflected in a higher employer attractiveness, applicant quality and more efficiently designed processes. At the same time the implementation of gamification involves some challenges. This includes additional requirements, like digitalization and data protection, deterrent effects and finding the fitting target group.

15

Doskonalenie systemu motywacyjnego pracowników firmy transportowej

Balik Aleksander, Graczyk-Kucharska Magdalena

Zeszyty Naukowe Politechniki Poznańskiej. Organizacja i Zarządzanie

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2022

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Nr 85

5--21

PL

System motywacyjny, a zwłaszcza wartości i postawy, jakie premiuje, wpływa na sprawność działania pracowników, ich zadowolenie z pracy oraz realizację celów przedsiębiorstwa. Jeżeli będą oni odpowiednio motywowani, będą zaspokajane ich potrzeby, a odpowiednie warunki pracy spowodują większe zadowolenie. Żeby te cele realizować, należy podjąć inicjatywy mające na celu usprawnienie działania pracowników oraz podwyższenie ich satysfakcji z pracy. Właśnie dlatego doskonalenie systemu motywacyjnego to nadal aktualny i ważny temat w naukach o zarządzaniu i jakości. Jednym z elementów zarządzania zasobami ludzkimi jest motywowanie pracowników, które stało się przedmiotem badań. Ich celem były ocena i doskonalenie systemu motywacyjnego w firmie transportowej. Wyniki prezentowano w podziale na grupy według: zajmowanego stanowiska, odbytego stażu, wieku i wykształcenia. W badaniu wykorzystano analizy Kruskala-Wallisa. Wyniki poprzedzono analizą literatury w zakresie przedmiotu pracy. Wnioskuje się, że występuje grupa osób, dla których system motywacyjny nie jest zrozumiały. Należy go udoskonalić dla pracowników z najdłuższym stażem, aby przeciwdziałać rutynie w ich motywacji.

EN

The motivation system, and especially the values and attitudes it awards, affects the efficiency of employees, their work satisfaction and the achievement of company goals. If employees are properly motivated, their needs will be met and the appropriate working conditions will result in greater satisfaction. In order to achieve these goals, initiatives should be taken to improve the performance of employees and increase their job satisfaction. The evaluation of the motivation system is still a current and important topic in management and quality sciences. Efficient human resource management allows the company to achieve its goals. One of the elements of human resource management is motivating employees, which has become the subject of this research. The aim of the research was to evaluate the motivation system in a company from the transport industry, according to: the position held, duration of employment, age and education. Kruskal-Wallis analyses were used in the study. The results were preceded by an analysis of the literature on the subject of the work. The conclusion is that there is a group of people for whom the motivation system is not understandable. The system among senior employees should be improved to counteract the routine in their motivation.

16

The protective measures against SARS-COV-2 infection in the seafood company from the perspective of the employees

Wiśniewska Małgorzata Z., Grybek Tomasz, Grudowski Piotr

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

|

z. 157

631--648

EN

Purpose: To identify and discuss the protective measures implemented to prevent SARS-CoV-2 infection among employees. Design/methodology/approach: The four-stage course of research. Case study and structured interviews with all employees, directly and indirectly, involved in food processing. Research questions: (R1) What measures have been taken to prevent the risk of infection among employees? (R2) What activities and responsibilities were the most difficult and easiest for employees to follow when implementing these measures? Findings: Administrative protective measures dominate in the organization. Wearing additional protective equipment, keeping distance, and following new hygienic procedures are the most difficult issues. Temperature self-measurement and signing of health declarations are not a problem for employees. It is a need to listen to employees about the protective measures. Research limitations/implications: The results refer to one unique case and should not be generalized. However, it is clear that protective measures and their implementation seem to make employees more aware of potential hazards. Therefore, the questions included in our interview can be recommended for use in other organizations, not only in food companies. Originality/value: The article fills in the research gap. According to the authors' knowledge, this is the first study in Poland that is based on the experience of a food company.

17

In search of a competency gap in the era of Industry 4.0 - the case of Manager 4.0 in Poland

Sajdak Maja, Młody Michał, Bartkowiak Paweł

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

|

z. 162

665--685

EN

Purpose: The main objective of the research is to identify a competence gap in "Industry4.0" - the difference between the competencies currently acquired by students at universities with a technical and economic profile, and the competencies desired by companies from the industrial processing sector. Design/methodology/approach: Empirical material was obtained in two studies. The first survey was conducted among 120 companies in the industrial engineering sector, while the second was carried out among over a thousand students and graduates of economic and technical universities. Findings: This work contributes to an in-depth understanding of companies’ needs regarding “Manager 4.0” competencies, and enables the identification of existing educational gaps. Our research results show that there is a competence gap on the labour market in each of the analysed categories of competencies: social, personal, managerial, technical and professional. At the same time, some differences are visible between students of economic and technical universities. The findings of the study suggest the need to redesign student education programs at universities so as to provide interdisciplinary education taking into account key competencies for Industry 4.0. Research limitations/implications: We identified three limitations of our research, resulting both from the size of the research sample of the analyzed comapanies, the possible ambiguity of the respondents' understanding of the examined competences (ambiguity of their interpretations) and their mutual interdependencies, as well as the subjective assessment of the students themselves. Practical and social implications: The study indicated the need for specific employee competencies, the development of which requires interdisciplinary study programmes in areas including production engineering and management. Besieds, the results of our research are particularly important for adapting employee training systems. We assume that the development of new training programs best suited to the needs of the market (need for specific employee competencies) should be done through cooperation between companies in the industrial processing sector and the academic community. Originality/value: The conclusions of the research shed new light on requirements regarding managerial positions in companies from the industrial processing sector, by indicating the need to modify curricula at universities in selected areas of competence.

18

Case studies of well-being practices in companies during the pandemic

Molek-Winiarska Dorota, Mikołajczyk Katarzyna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

|

z. 159

305--316

EN

Purpose: This paper aims to analyse and discuss well-being initiatives undertaken by companies during the pandemic. Well-being is considered an overall subjective evaluation of an individual's life, including three main areas: psychological (ability to cope with stressors and stay in a positive mood), physical (good health, fitness, beauty, sleep) and social (positive relationships, support). It influences work satisfaction, motivation and performance. Design/methodology/approach: The applied method was a case study analysis. 21 companies and 105 well-being interventions were investigated in terms of the type, frequency, expected outcomes, implementation process, measurement methods and cooperation with employees. Findings: Results show that the most common are interventions in mental health and physical activity improvements as well as building positive relationships between employees working remotely. Interventions usually suit the employees' needs; however, well-being and intervention effectiveness are not very well measured and investigated in a study sample. More reliable and evidence-based methods of implementation of well-being management are needed. Research limitations/implications: A certain limitation may be the deliberate selection of the research sample – only companies operating in Poland were included in the study, which excludes generalisation of the results obtained. Practical implications: Building a culture of well-being in an organisation should not be based on random, ad hoc activities, but rather on a long-term strategy in which both employees, leaders and managers play an important role. Originality/value: The described research results prove that a large group of entrepreneurs in the country has entered the phase of business maturity and appreciate the role and importance of the organisational culture in terms of well-being at work during a difficult period of the pandemic. The article may be especially useful for HR managers and HR business partners.

19

Industry 4.0 and 5.0 - organizational and competency challenges of enterprises

Kemendi Agnes, Michelberger Pal, Mesjasz-Lech Agata

Polish Journal of Management Studies

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2022

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Vol. 26, No. 2

209--232

EN

Digitalization, the spread of artificial intelligence solutions and robotization pave the way for new industry trends that shape the framework of a new industrial era. This era brings both benefits and drawbacks for some enterprises. Definitely, a swift reaction is a must when enterprises need to adjust their strategies, products and services according to the latest customer requirements. These trends have a sound impact on human resources management and jobs performed by humans and, at the same time, pose serious security threats to organizations. The research aims to explore what is meant by the term Industry 5.0 and how it differs from Industry 4.0. The research reveals the changing role of human resources management in the context of the necessary digital and computer competencies of society, highlights some security aspects, and looks at how enterprises, including SMEs, fit into the Industry 4.0 and 5.0 era.

PL

Digitalizacja, upowszechnienie rozwiązań z zakresu sztucznej inteligencji oraz robotyzacja torują drogę nowym trendom w przemyśle, które kształtują ramy nowej ery przemysłowej. Era ta niesie ze sobą zarówno korzyści, jak i wady dla niektórych przedsiębiorstw. Zdecydowanie szybka reakcja jest koniecznością, gdy przedsiębiorstwa muszą dostosować swoje strategie, produkty i usługi do najnowszych wymagań klientów. Trendy te mają solidny wpływ na zarządzanie zasobami ludzkimi i pracę wykonywaną przez człowieka, a jednocześnie stanowią poważne zagrożenie dla bezpieczeństwa organizacji. Badania mają na celu zbadanie, co oznacza termin Przemysł 5.0 i czym różni się on od Przemysłu 4.0. Badania ukazują zmieniającą się rolę zarządzania zasobami ludzkimi w kontekście niezbędnych kompetencji cyfrowych i komputerowych społeczeństwa, podkreślają niektóre aspekty bezpieczeństwa oraz analizują, w jaki sposób przedsiębiorstwa, w tym MŚP, wpisują się w erę Przemysłu 4.0 i 5.0.

20

Occupational composition of an economy and effective retirement age across European countries: an econometric analysis

Chybalski Filip

Operations Research and Decisions

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2022

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Vol. 32, No. 3

65--79

EN

In this study, panel regression models for 21 European countries and data covering the period between 2008 and 2014 were used to demonstrate that the distribution of working population across different occupational groups explains cross-country differences in terms of the average effective retirement age. Thus, while the great majority of previous studies verified the causal trade-off investigated on the basis of single-country micro data with reference to one economy, this study takes perspective of cross-country diversity in terms of the investigated relationship. The confirmed link holds even when controlling inter alia for health status, education, unemployment, old-dependency ratio, interest rate, GDP per capita, or the share of salaries and wages in GDP. An important practical implication for the policy-makers is that decisions limited only to the increase in the universal pensionable age cannot be effective, since the occupational composition of an economy is very relevant.