Wyniki wyszukiwania - BazTech

1

Innovations in the Training of the Territorial Defense Forces

Kukuła Arkadiusz

Kwartalnik Bellona

|

2026

|

Nr 2

173--188

EN

This paper, drawing on the provisions of normative acts and strategic documents, presents the innovations introduced in the training process of the Territorial Defense Forces (TDF). It also refers to the recruitment process, which applies modern solutions. The subsequent part describes the training process of the TDF soldiers, which lasts three years. The final subsection presents the innovations introduced in this new service branch of the Polish Armed Forces, aimed at responding to the needs of the dynamically changing contemporary battlefield. The conclusion also highlights the challenges that may affect the efficiency and effectiveness of the preparation of this formationy.

PL

Dynamicznie zmieniające się pole walki wymusza wielorakie zmiany w Siłach Zbrojnych RP, między innymi w procesie szkolenia. W artykule omówiono nowe rozwiązania dotyczące szkolenia wojsk obrony terytorialnej (WOT) w kontekście zapisów aktów normatywnych i dokumentów doktrynalnych. Opisano innowacyjne podejście do procesu zarówno rekrutacji, jak i szkolenia żołnierzy WOT. Zwrócono również uwagę na wyzwania, które mogą wpłynąć na skuteczność i efektywność przygotowania WOT do przyszłych zadań.

2

Research on key requirements for the position of junior project manager

Iwko Joanna, Kubek Barbara, Piwiński Jakub

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2025

|

z. 215

75--88

EN

Purpose: The aim of this study is to identify and analyze the key requirements for candidates for the position of Junior Project Manager in job offers on recruitment portals. Design/methodology/approach: The study used a literature review and quantitative research using a survey questionnaire. The analysis was conducted on the basis of 70 job offers available on recruitment portals. Findings: The results of research and analyzes of job offers indicate the growing importance of soft skills, such as communication and independence, as well as 2-5 years of experience in project management. Employers prefer candidates who combine theoretical and practical knowledge. Research limitations/implications: The limitation of the research concerns in particular the location of job advertisements for the position of Junior Project Managers. Most offers concern recruitment to companies located in Wrocław. The concept of Junior Project Manager is very rarely found in the literature. Our research therefore partially fills this gap. Practical implications: The study results could be used by project-oriented companies to improve their recruitment processes and by universities to modify their curricula in order to adapt them to the current requirements of the labor market. Social implications: What will be the impact on society of this research? How will it influence public attitudes? How will it influence (corporate) social responsibility or environmental issues? How could it inform public or industry policy? How might it affect quality of life? Not all papers will have social implications. Originality/value: The novelty of the article is that it discusses an issue that rarely appears in the literature on the subject, i.e. the requirements set for recruitment for the position of Junior Project Manager. The research results can be addressed to recruiters and people responsible for shaping study programs at universities.

3

Recruitment in the digitalization and ai era – awareness and attitudes of HR practionioners towards cybervetting

Pytel-Kopczyńska Marzena, Niedbał Rafał

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2025

|

z. 228

531--542

EN

Purpose: The purpose of this paper is to determine to which extent the personal managers, HR specialists and recruiters of big companies in Lodz and Silesia Provinces are aware of the possibilities to use cybervetting including AI tools as an element of the recruitment process. Design/methodology/approach: The survey test CAWI (n = 113) was applied. The questionnaire covered the one- and multiple choice questions and seven statements assessed with the use of 4-grade Likert scale and the responses were analysed with the consideration of the respondents’ seniority. Findings: About 40% of respondents have already been using or had direct knowledge about the application of cybervetting practices in their companies; Facebook, Instagram and LinkedIn are the most valuable data sources. The risks to infringe privacy and discrimination are perceived by personal managers, HR specialists and recruiters with the seniority up to 10 years more stronger whereas the persons with the seniority over 20 years regard the AI as helpful in the limitation of decision subjectivity. Research limitations/implications: The limitation of the conducted research is its exploration nature which may make it difficult to generalize the results. Thus, it is recommended to cover wider, sector-differentiated sample in further research, and to use deepened interviews and case studies to analyse the cybervetting practices. Practical implications: The research results lead to four recommendations for employers: (1) annual audit of social media review, (2) obtaining clear, voluntary agreements of candidates for such a verification, (3) providing them with a short training about digital identity and (4) providing 48-hour “right to comment” to the negative arrangements. Originality/value: The paper provides empirical data about the awareness and attitudes of HR practitioners concerning cybervetting and AI tools, indicating the generation and experience differences, which extends the discussion about the employees’ digital selection.

4

Generation Z as a recipient of job offers

Golej Robert, Borowska Magdalena

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2025

|

z. 226

303--315

EN

Purpose: The purpose of the article is to define the areas of EB activity and the formation of employment offers aimed at Generation Z. An additional goal is to identify the dissimilarity of Generation Z's expectations resulting from employment status. Design/methodology/approach: The study used an electronic questionnaire, distributed to a random sample of working and non-working students. The study was conducted on a sample of 234 Generation Z people, of whom 106 were non-working and 128 were working. The study was conducted in 2024. The collected data were subjected to basket analysis, r-Pearson correlation, and mathematical analysis. Findings: The analysis indicates that special attention should be paid to issues of pay, work atmosphere, safe working conditions and equal treatment (fairness) when constructing Employee Value Proposition offers aimed at Zetas. The r-Pearson correlation analysis indicates that the EVP need to include: addition elements relating to the concept of fairness - for nonworking Generation Z respondents and elements of autonomy and a culture of cooperation and helpfulness - for working Zetas. Research limitations/implications: The study is not representative of the entire Gen Z population, but only of those studying, whether they are working or not. The study was conducted on a group of students, among whom those who are working do not have much professional experience, which means that their expectations shaped by the delivery of work are not stabilized. Practical implications: The practical value of the research conducted lies in determining the basis for the formation of EB strategies and the content of job offers in the recruitment process corresponding to the expectations of Generation Z from the perspective of employed and nonemployed people with higher education. Originality/value: The article is addressed to researchers dealing with employee expectations and practitioners shaping working conditions, EB and recruiting generation Z employees. The value of the article is to identify the importance of factors shaping working conditions (including their most expected set) for generation Z for people working and not working.

5

Czy jest zapotrzebowanie na techników papiernictwa? Rok szkolny 2024/2025 za nami – nowe wyzwania czy racjonalne obawy?

Gruszka Honorata

Przegląd Papierniczy

|

2025

|

R. 81, nr 7

345--347

PL

Czy absolwenci technikum papierniczego są potrzebni? Może rynek już się nasycił? Czy restrukturyzacje zakładów i zwolnienia pracowników odstraszają uczniów? Wreszcie, czy młodzież w ogóle chce się kształcić w tym zawodzie? Takie pytania towarzyszyły mi w tym roku szkolnym. Dodatkową refleksję przyniósł niedawno zakończony czas rekrutacji. W Kwidzynie od dwóch lat brakuje chętnych do nauki tajników papiernictwa. W Świeciu, po rocznej przerwie, zostanie utworzona pierwsza klasa. W Olkuszu obecnie jest tylko jeden rocznik, który od września br. będzie w trzeciej klasie. W ostatnim roku miałam przyjemność pracować w tych trzech szkołach i poznałam je od środka. Każda jest inna, umiejscowiona w różnych rejonach Polski (nie stanowią dla siebie konkurencji) i z innymi systemami działania. Korzystając z uprzejmości „Przeglądu Papierniczego”, opiszę, co wydarzyło się w nich w ciągu ostatnich 10 miesięcy. Najwięcej miejsca poświęcę kwidzyńskiej placówce, w której pracuję już od 10 lat i z którą łączy mnie największa więź emocjonalna.

6

Recruitment 5.0: the impact of the social media channel LinkedIn on communication between recruiters and candidates

Kostrzewska Martyna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2024

|

z. 199

289--300

EN

Purpose: The purpose of this work is to present the evolution of the recruitment process from 1.0 to 5.0 and the potential application of LinkedIn in recruitment. Design/methodology/approach: Emphasizing the evolution of recruitment from traditional methods to technologically advanced approaches, which is not often discussed in the context of the historical perspective of the recruitment process. Findings: Focusing on the specific impact of LinkedIn on the recruitment process, which represents a current and significant aspect for HR professionals. Research limitations/implications: The study specifically focuses on LinkedIn as a social media platform for recruitment, which may limit the applicability of findings to other platforms or recruitment channels. Practical implications: Utilize advanced LinkedIn features like advanced search, filters, and analytics to streamline talent acquisition processes. Social implications: LinkedIn increases job market transparency, allowing candidates to better understand job requirements and availability, which can reduce information asymmetry between employers and employees. Originality/value: The work provides a unique perspective on the evolution of the recruitment process from version 1.0 to 5.0, highlighting historical changes and innovations in recruitment practices.

7

Applying AI in the recruitment and selection process and building the organizational climate (part I)

Golej Robert, Pietroń-Pyszczek Agata

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2024

|

z. 201

117--127

EN

Purpose: In this article, let us seek an answer to the question of what the implications of the use of AI in the area of recruitment and selection of employees (R&S) may be for the organisational climate. The first part of the article aims to identify the scope of the application of AI in HRM and to demonstrate the research gap regarding the impact of the use of AI in R&S on organisational climate. Design/methodology/approach: Desk research was conducted in the context of the use of AI in HRM. We have selected review articles that highlight the opportunities and risks of using AI. The article has been divided into two parts. In the first, we attempted to identify AI activity in HRM and R&S. In the second, we have conducted a detailed case study of AI applications in S&R and discussed its impact on the organisational climate. Findings: Our research has shown that the relationship between the use of AI in R&S and organisational climate has not been a focus of research to date. The research led to the conclusion that improvements in the efficiency of R&S caused by the application of AI, can have a significant impact on organisational climate. Due to the relatively young field of research as well as the pioneering practice of applying AI in this area, the consequences of its application are not yet well revealed. Originality/value: Typical variables for evaluating process execution, such as time, cost, quality, safety, have become essential perspectives for evaluating R&S task execution by AI. In the case of modern organisations, where value is created from knowledge and innovation, much of which is motivated by social interactions, there is a need for a creative atmosphere. Will homogenous corporate employees, selected by predictive algorithms, be able to be creative as a team? Will the polarisation of creative debates disappear? Will anyone in a unified organisation be able to challenge existing solutions and propose other, better ones? For the sake of efficiency improvements, do we want to renounce social relationships, the excitement of a new solution? These are the dilemmas we signal. Our research points to the challenges facing HR departments and professionals in the age of the digital revolution.

8

Applying AI in the recruitment and selection process and building the organizational climate (part II)

Golej Robert, Pietroń-Pyszczek Agata

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2024

|

z. 201

129--138

EN

Purpose: The use of artificial intelligence (AI) also affects processes in human resource management (HRM). We address the impact of AI-led recruitment and selection (R&S) processes on organisational climate (atmosphere). Due to the pioneering practice of using AI in this area, the consequences of its application are not yet well revealed. We, therefore, propose to apply a method to interpolate phenomena already observed for a long time related to the practice of applying AI to the area of organisational climate. Design/methodology/approach: Desk research was conducted in the context of the use of AI in HRM. We have selected review articles that highlight the opportunities and risks of using AI. The article has been divided into two parts. In the first, we attempted to identify AI activity in HRM and R&S. In the second, we have conducted a detailed case study of AI applications in S&R and discussed its impact on the organisational climate. Findings: Our research has shown that the relationship between the use of AI in R&S and organisational climate has not been a focus of research to date. The research led to the conclusion that improvements in the efficiency of R&S caused by the application of AI, can have a significant impact on organisational climate. Due to the relatively young field of research as well as the pioneering practice of applying AI in this area, the consequences of its application are not yet well revealed. Originality/value: Typical variables for evaluating process execution, such as time, cost, quality, safety, have become essential perspectives for evaluating R&S task execution by AI. In the case of modern organisations, where value is created from knowledge and innovation, much of which is motivated by social interactions, there is a need for a creative atmosphere. Will homogenous corporate employees, selected by predictive algorithms, be able to be creative as a team? Will anyone in a unified organisation be able to challenge existing solutions and propose other, better ones? For the sake of efficiency improvements, do we want to renounce social relationships, the excitement of a new solution? These are the dilemmas we signal. Our research points to the challenges facing HR departments and professionals in the age of the digital revolution. The practical usefulness of the study boils down to highlighting to practitioners the wider consequences of conducting recruitment and selection through AI.

9

Aligning personal and organizational values: a multifaceted exploration of employee perspectives in the first year of employment

Paleń-Tondel Patrycja, Smolbik-Jęczmień Alicja

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2024

|

z. 200

333--347

EN

Purpose: This study investigates the alignment between employees' expectations and experiences during their initial year of employment, focusing on person-organization fit (P-O fit) and values congruence. It aims to identify factors influencing employee work value preferences and explore negative experiences encountered in the early stages of employment. Design/Methodology/Approach: Employing a mixed-methods approach, the study conducts a comprehensive literature review and surveys 300 newly employed individuals. The survey, designed to capture insights into values congruence and conflict dynamics, utilizes a structured questionnaire. Additionally, the Critical Incidents Technique (CIT) is employed to analyze specific instances of positive and negative experiences reported by respondents. Findings: The findings reveal that while job seekers actively seek organizational values information, discussions on personal and organizational values are lacking during job interviews. Although most employees initially do not report conflicts between personal and organizational values, such conflicts are more prevalent in micro and small companies, particularly among individuals in independent or specialist roles. Practical Implications: The study offers actionable recommendations for organizations to strengthen values alignment and mitigate conflicts, including integrating values discussions into recruitment and onboarding processes, fostering inclusive work environments, providing conflict resolution training, and regularly assessing values alignment. Originality/Value: This study contributes to the understanding of values congruence and conflict resolution dynamics during employees' first year of employment. By employing a mixed-methods approach, it provides nuanced insights and practical implications for human resource management and organizational behavior.

10

Motivational orientations in the process of recruitment and retention of British Military personnel

Moskal Marta

Kwartalnik Bellona

|

2024

|

Nr 3

153--168

EN

Recruitment, retention and motivation are important political and social challenges for the British Ministry of Defense. Many studies and publications focus on the improvement of the processes, which are to increase the operational and strategic effectiveness of the British military. The article characterizes current difficulties faced by the British Armed Forces in the process of recruiting and retaining soldiers. The analysis is based on a critical review of the literature on the subject. Presented research data allow better understanding of the recruitment phenomenon in the army. As many other armies are facing similar problems, the article and the research results can contribute to the implementation of similar to British organizational decisions in the Polish Armed Forces.

PL

Istotnym polityczno-społecznym wyzwaniem dla brytyjskiego resortu obrony są kwestie rekrutacji, retencji i motywacji żołnierzy. W wielu badaniach i publikacjach zwraca się uwagę na udoskonalanie procesów mających wpłynąć na zwiększenie operacyjnej i strategicznej efektywności brytyjskich sił zbrojnych. W artykule omówiono problemy rekrutacji i retencji w brytyjskiej armii. Analizę oparto na krytycznym przeglądzie literatury przedmiotu. Dane badawcze pozwalają na ogólne ujęcie procesu rekrutacji do wojska. Ponieważ inne armie także mierzą się z podobnymi problemami, przedstawione w artykule wyniki badań mogą stanowić asumpt do rozważenia możliwości zastosowania brytyjskich rozwiązań organizacyjnych w polskich siłach zbrojnych.

11

Rekrutacja w sektorze OZE

Zakrzewski Marek

Energia i Recykling : gospodarka obiegu zamkniętego

|

2023

|

nr 10

PL

Zmiany i wyzwania stanowią nieodłączny element sektora energetyki odnawialnej. W Polsce mają miejsce od czasu, kiedy rozwijane były pierwsze projekty wiatrowe. Teraz tych wyzwań jest nawet więcej, inne są też obecnie ich źródła. Aktualnie wiążą się między innymi z takimi zagadnieniami jak uzyskiwanie warunków przyłączeniowych czy ograniczenia w odległości, jaka musi dzielić farmy wiatrowe od najbliższych zabudowań. Dotyczą również rynku pracy.

12

Potentials and Challenges of Gamification in Recruiting

Zerrer Jasmin, Härting Ralf-Christian, Gerst Maren

Annals of Computer Science and Information Systems

|

2023

|

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.

13

Improving the university recruitment process with web analytics

Wiechetek Łukasz, Mędrek Marek

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2022

|

z. 158

679--695

EN

Purpose: The main aim of the article is to know the information needs of candidates for university courses and indicate the importance of web analytics tools in the university recruitment process. The authors present the recruitment process for data science high study programme that was conducted in the middle of 2021 at one of the biggest universities in eastern Poland. Theoretical background: Digital transformation is an irreversible process today. Data produced by people, things, administration units and business organizations can be the source of valuable information. That transformation causes new possibilities for fast development, but also creates challenges for education processes and professional work. Furthermore, the digital transformation resulted in creating new professions like data science (DS). Because of data volume and its importance DS professionals became one of the most wanted specialists in the 21st century, and therefore many universities try to launch new study programs related to automated data processing and try to get the attention of potential students. Design/methodology/approach: The process was supported with analytics tools Hotjar and Google Analytics. The results presented in the paper base on the analysis of 974 pageviews recorded by Hotjar and activity of 824 page users reported by Google Analytics. Findings: The analysis showed that web analytics tools are very easy to use in the recruitment process, and that gathered data allows for better understanding of candidates' needs and improving the future requirement processes and tools. Results indicated that the most important topics for candidates were study programme and payment. Form the technical point of view the responsiveness of applications used for the recruitment process is crucial because a lot of traffic was generated by both users of desktop computers and mobile devices. The greatest interest in the program was recorded before the holiday months. Originality/value: The research contributes to academia in the field of recruitment. Paper presents the data science high study programme and indicates the importance of web analytics tools in the university recruitment process.

14

Management of remote staff selection processes by using Smart HR recruiting technology during COVID-19 pandemic

Vedernikov Mykhailo, Bazaliуska Natalia, Zelena Mariya, Volianska-Savchuk Lesia, Boiko Juliy

Polish Journal of Management Studies

|

2022

|

Vol. 26, No. 1

338--355

EN

Theoretical generalization is carried out in this paper, and the digital transformation of remote staff selection processes is developed through Smart HR Recruiting technology. The work aims to develop modern methods of remote personnel selection in the context of COVID-19 pandemic. The research methodology is based on forming a program of measures to improve the HR recruitment model based on Smart recruiting, considering the trending areas of digital recruiting. As a result of the study, an assessment was made of the effectiveness of remote recruitment in the Smart HR Recruiting process. The economic effect of recruiting processes according to the Smart HR-Recruiting method has been confirmed.

PL

W artykule przedstawiono uogólnienie teoretyczne oraz opracowano nowatorską technikę cyfrowej transformacji procesów zdalnej selekcji pracowników za pomocą technologii Smart HR Recruiting. Celem pracy było opracowanie nowoczesnych metod zdalnej selekcji personelu w kontekście ogólnoświatowej pandemii COVID-19. Metodologia badania opierała się na stworzeniu programu działań mających na celu doskonalenie modelu rekrutacji HR opartego na Smart Rekrutacjach z uwzględnieniem trendów w rekrutacji cyfrowej. W wyniku badania dokonano oceny skuteczności rekrutacji zdalnej w procesie Smart HR Recruiting. Potwierdzono efekt ekonomiczny procesów rekrutacyjnych metodą Smart HR-Recruiting.

15

Methods of personnel management in the context of digitalization of the economy

Sivolap Larysa, Shuklina Viktoriya, Snopenko Hanna

Zeszyty Naukowe Wyższej Szkoły Technicznej w Katowicach

|

2021

|

nr 13

247--264

EN

The article considers modern approaches to methods of personnel management in the context of digitalization of the economy. It was analysed and considered of definitions of the concept of “recruitment” and modern approaches to recruitment in the conditions of digitalization. It was analyzed the foreign experience of the European Union countries on the transformation of the principles of personnel management, which allows to form the most effective modern tools and methodology of personnel management. It was carried out of world recruitment tendencies, which allowed to draw a conclusion about the concentration of this type of business in large network agencies, while preserving local recruitment markets. It was concluded that the field of recruitment is becoming more popular in the online environment, which encourages recruitment agencies to transition to the digital economy. The analysis shows that recruitment through online tools is becoming increasingly popular. Research demonstrates the widespread use of SMM promotion strategies in recruitment, which is becoming the most common tool in the future. It was determined the specific features of recruitment methods through SMM. It was conducted to implement online recruitment activities, a SWOT analysis, the results of which allowed to form recommendations for the use of personnel management methods in the context of digitalization.

PL

Artykuł rozważa nowoczesne podejścia do metod zarządzania personelem, w kontekście cyfryzacji gospodarki. Przeanalizowano i uwzględniono definicje pojęcia „rekrutacja” oraz nowoczesne podejścia do rekrutacji, w warunkach cyfryzacji. Przeanalizowano doświadczenia zagraniczne krajów Unii Europejskiej w zakresie transformacji zasad zarządzania personelem, co pozwala na kształtowanie najefektywniejszych, nowoczesnych narzędzi i metodologii zarządzania personelem. Odwołano się do światowych tendencji rekrutacyjnych, co pozwoliło wyciągnąć wniosek o koncentracji tego typu działalności w dużych agencjach sieciowych, przy zachowaniu lokalnych rynków rekrutacyjnych. Stwierdzono, że dziedzina rekrutacji staje się coraz bardziej popularna w środowisku internetowym, co zachęca agencje rekrutacyjne do przejścia na gospodarkę cyfrową. Z analizy wynika, że rekrutacja poprzez narzędzia internetowe, staje się coraz bardziej popularna. Badania wskazują na powszechne stosowanie strategii w rekrutacji promocji SMM, która stanie się w przyszłości najpowszechniejszym narzędziem. Określono specyfikę metod rekrutacji poprzez SMM. Przeprowadzono ją w celu wdrożenia działań rekrutacyjnych online, analizę SWOT, której wyniki pozwoliły na sformułowanie rekomendacji stosowania metod zarządzania personelem, w kontekście cyfryzacji.

16

Geo w natarciu

Czekaj Damian

Geodeta : magazyn geoinformacyjny

|

2021

|

nr 11

40--43

17

Szkoły publiczne wymiatają

Wardziak Anna

Geodeta : magazyn geoinformacyjny

|

2020

|

nr 12

44--45

18

Novel profile’s selection algorithm using AI

Bello Mario, Luna Alejandra, Bonilla Edmundo, Hernandez Crispin, Pedroza Blanca, Portilla Alberto

Applied Computer Science

|

2020

|

Vol. 16, no. 1

18--32

EN

In order to better understand the job requirements, recruitment processes, and hiring processes it is needed to know the people skills. For a recruiter this entails analyzing and comparing the curricula of each available candidate and determining the most appropriate candidate that the activities that are required by the position. This process must be carried in the shortest length of time possible. In this paper, an algorithm is proposed to identify those candidates, either workers or college graduates.

19

Szkolnictwo poligraficzne po reformach

Kostecki Bogdan

Acta Poligraphica

|

2020

|

Vol. 16

19--32

PL

W latach 2016–2019 w systemie szkolnictwa zawodowego w Polsce zaszły istotne zmiany. Większość z nich weszła w życie w 2019 roku i dotyczyły również edukacji poligrafów. Zmieniały się nie tylko treści programowe, ale wprowadzono też do podstaw programowych nowe zagadnienia oraz nowe zawody. Rok, to zbyt krótki okres na ocenę wszystkich zmian. Jest jednak dobrą okazją do podsumowania i określenia jakie problemy nurtują dzisiaj zawodowe szkolnictwo poligraficzne.

EN

In 2016–2019, significant changes took place in Polish vocational education system. Most of them entered into force in 2019. They also concerned graphic arts education. Not only did the curriculum content change, but also new topics and new professions were introduced into the curriculum. Although one year is a short period of time to evaluate all changes, the author made an attempt to summarize and define the problems bothering today’s professional graphic arts education at the secondary school level.

20

Internet usage in the recruitment and selection of employees

Wolniak Radosław

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2019

|

z. 140

401--411

EN

Contemporary society uses the possibilities of the Internet in various areas of life. The Internet has influenced private life, social life, family users, its usefulness can also be noticed at the professional stage. Being an active user of the network, creating profiles and creating your person on various social networks, and you can see the usefulness of this type of practice. Enterprises search for employees via the Internet, employing specialists or creating appropriate positions in the company, responsible for recruitment. The Internet allows access to a wide range of candidates, and the biggest advantage of this type of recruitment is the access to the huge amount of information that users place. Specialized job placement portals or websites created to allow an employer to meet with a candidate, create the ability to view and filter job offers as well as search for suitable candidates. The scope of the paper is the analysis of the tools used to recruitment and selection of employees in the internet especially by social media. The method used in this paper is analysis of the social media platform. Research question: What social platform is best from recruiters point of view.