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

|

2024

|

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

Employing business analytics in industry 4.0 settings for human resource analytics

Wolniak Radosław, Dolata Małgorzata, Hadryjańska Barbara, Wysokińska-Senkus Aneta

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2024

|

z. 197

629--640

EN

Purpose: The purpose of this publication is to present the applications of usage of business analytics in human resource analytics. Design/methodology/approach: Critical literature analysis. Analysis of international literature from main databases and polish literature and legal acts connecting with researched topic. Findings: This paper explores the transformative potential of business analytics within human resource (HR) analytics, particularly in the context of Industry 4.0. It highlights how the integration of advanced analytics tools and methodologies enables organizations to gain deep insights into workforce behaviors, trends, and patterns, ultimately facilitating more informed decision-making and strategic workforce management. Through applications such as talent acquisition and retention, performance management, workforce planning, and employee well-being, business analytics empowers HR professionals to optimize HR processes, enhance employee satisfaction, and drive organizational success. However, challenges such as data quality issues, privacy concerns, and skills gaps among HR professionals underscore the need for a strategic approach and investment in technology and talent to fully realize the benefits of business analytics in HR analytics. Originality/Value: Detailed analysis of all subjects related to the problems connected with the usage of business analytics in the case of human resource analytics.

3

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

|

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.

4

Fundamenty Inwestycji, czyli analiza modeli kontraktowania w przemyśle spożywczym

Cichacki Łukasz

Kierunek Spożywczy

|

2024

|

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.

5

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

Rajkiewicz Andrzej

Izolacje

|

2024

|

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.

6

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

|

2023

|

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.

7

Planowanie zatrudnienia w przedsiębiorstwie budowlanym do realizacji kontraktów budowlanych

Jaśkowski Piotr, Biruk Sławomir

Przegląd Budowlany

|

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.

8

Job desertification as a modified variable in the relationship between the cognitive biases of the leader and the organizational anomie

Shyaa Husam Hussein, Abbas Ali Abdulhassan

Production Engineering Archives

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2023

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Vol. 29, Iss. 4

356-368

EN

The study aims to improve employees’ understanding regards the modifying impact of job desertification on the relationship between cognitive biases and organizational anomie. Furthermore, the study also aims to examine a the direct relationship between each of the cognitive biases and the organizational anomie among the 305 employees working at Al-Hussein Teaching Hospital, Karbala region, Iraq. Outcomes confirmed the hypothesis that organizational anomie is favourably impacted by every of the cognitive biases pursued by the leader and dealt with, as a daily behavior, at work. The results also proved that the dimensions of cognitive biases have a positive impact on the organizational anomie. In addition to this, the nature of the connection between cognitive biases and organizational anomalies is affected by job desertification. Thus, the current study outcomes contribute towards the importance of understanding the job desertification behaviours exhibited by the employees in an organization. In general, Job desertification heavily deteriorates organizational performance, increases the mistrust between the leader and their subordinates and increases the moral deterioration of the employees in an organization.

9

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.

10

(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…

11

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

|

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.

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

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.

14

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.

15

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

Molek-Winiarska Dorota, Mikołajczyk Katarzyna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

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.

16

Industry 4.0 and 5.0 - organizational and competency challenges of enterprises

Kemendi Agnes, Michelberger Pal, Mesjasz-Lech Agata

Polish Journal of Management Studies

|

2022

|

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.

17

Sharing and connecting information in the context of the Covid-19 pandemic and training skills for employees to meet the needs of businesses in digital transformation

Hang Nguyen Thi, Tran Trong Quyen

Management

|

2022

|

Vol. 26, no. 1

93--117

EN

In the context of the strong outbreak of the Covid-19 pandemic leading to increasing social distancing, it is difficult for businesses to access the labor market. Therefore, it is necessary to create a connection channel between the employer and the labor supplier. That helps to adapt to the context of the Covid-19 pandemic, while also taking advantage of the achievements from the Industrial Revolution 4.0. The development of a training model that connects human resource trainers with human resource users who are businesses is considered an important requirement in the context of the Covid-19 pandemic. The university-enterprise model demonstrates active cooperation and has a profound impact on teaching and scientific research activities in universities. Since then, constantly improving the quality of training to create labor products that meet the rigorous needs of enterprises. This study uses exploratory factor analysis methods to screen observations to analyze, evaluate and draw conclusions about the formation of a university-enterprise linkage model. Thereby helping to create a bridge in cooperation between universities and businesses. On that basis, propose solutions to promote cooperation between universities and businesses in the current Vietnamese conditions, contributing to creating high-quality labor for society, meeting the needs of digital businesses.

18

Motivation system in the company

Bagińska Izabela

Archiwum Wiedzy Inżynierskiej

|

2022

|

T. 7, Nr 1

9--12

EN

The article presents the phenomenon of employee motivation. It discusses theoretical aspects of the issue and possible models of employee motivation. The subject literature was used for that purpose. Financial and non-financial elements of motivation were presented. The aim of the article is to analyze and evaluate the motivational system shaped in SME. An important aspect is the financial capabilities of the enterprise. The paper explains how motivation influences employee behaviour.

19

Hazard and risk analysis in the logistics safety system based on international quality requirements

Klasa Agnieszka Anna

Systemy Logistyczne Wojsk

|

2021

|

Vol. 55, no. 2

137--158

EN

The publication presents an analysis of hazards and risk in the logistics safety system conducted on the basis of international quality requirements. The definitions of the hazard and risk, as well as the methodology of analysis and the process of managing them in the company were presented. The next part of the article author presents the place of hazards and risk analysis in international quality standards. The mechanism of risk analysis as a quality assurance system in British, American and Polish defense has been approximated. Finally, an example of implementing the requirements of the quality management system for the aviation, space and defense in a Polish company was presented. The analysis of hazards and risk associated with them on the basis of an example and based on international standards is aimed at justifying the hypotheses regarding the impact of risk analysis on decision-making processes in the company. The research methods used are the cause and effect analysis, the synthesis of information with the use of numerical and logical association in order to collect structured objective evidence. The result of the research is the confirmation of the hypotheses for the risk management process. The risk management process is a continuous process and affects the achievement of the company’s strategic targets. The key factor for the actual implementation of hazards and risk analysis in the company is personnel trained in accordance with the positions held. An additional factor is how to understanding and implementing the company risk management process.

PL

Publikacja prezentuje analizę zagrożeń i ryzyka w systemie bezpieczeństwa logistycznego prowadzonego na podstawie międzynarodowych wymagań jakościowych. Przedstawione zostały definicje zagrożenia i ryzyka oraz metodyka analizy i procesu zarządzania nimi w przedsiębiorstwie. W dalszej części artykułu zaprezentowano miejsce analizy zagrożeń i ryzyka w międzynarodowych standardach jakościowych. Przybliżono mechanizm analizy ryzyka jako narzędzia zapewnienia jakości w brytyjskich, amerykańskich i polskich procedurach obronnych. Na koniec przedstawiono przykład wdrażania wymagań systemu zarządzania jakością dla przemysłu lotniczego, kosmicznego i obronnego w polskim przedsiębiorstwie. Analiza zagrożeń i ryzyka z nimi związanego na przykładzie i w oparciu o standardy międzynarodowe ma na celu uzasadnienie postawionych hipotez dotyczących wpływu analizy ryzyka na procesy decyzyjne w przedsiębiorstwie. Metody badawcze zastosowane to analiza przyczynowo - skutkowa, synteza informacji z zastosowaniem kojarzenia numerycznego i logicznego celem zebrania uporządkowanego materiału dowodowego. Rezultatem badań jest potwierdzenie postawionych hipotez dla procesu zarządzania ryzykiem. Proces zarządzania ryzykiem jest procesem ciągłym i wpływa na osiąganie celów strategicznych przedsiębiorstwa. Kluczowym czynnikiem dla faktycznego wdrożenia analizy zagrożeń i ryzyka w przedsiębiorstwie jest przeszkolony personel stosownie do zajmowanych stanowisk. Dodatkowym czynnikiem jest sposób zrozumienie i wdrożenie procesu zarządzania ryzykiem w przedsiębiorstwie.

20

Human resources knowledge disclosure by leading banks: cases from KSA

Pandya Bharti, Rao Priya

Polish Journal of Management Studies

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2021

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Vol. 23, No. 2

353--368

EN

In the sustainability of the banking industry, Human resources (HR) plays a vital role, and reporting the value of employees is key to sharing the health of the bank. A plethora of HR information is disclosed by the banks of the Kingdom of Saudi Arabia (KSA) through annual reports. However, the extent of disclosure by KSA banks remained under-studied. An exploratory multiple case-study methodology was applied to understand the extent to which HR knowledge is disclosed by the KSA banks. The annual reports (2015-19) of the top five leading banks were reviewed using a purposive sampling approach and were thematically analysed. Through signalling theory, it is found that the KSA banks voluntarily provide favourable signals to their stakeholders by disclosing best practices on talent acquisition and development, compensation-benefit, performance management, employee retention-turnover, employee engagement-well-being and HR achievements. These disclosures are not influenced by the number of employees or sales turnover, or capital.

PL

W zrównoważonym rozwoju sektora bankowego Zasoby ludzkie (HR) odgrywają kluczową rolę, a raportowanie wartości pracowników jest kluczem do dzielenia się zdrowiem banku. Mnóstwo informacji kadrowych jest ujawnianych przez banki Królestwa Arabii Saudyjskiej (KSA) w rocznych raportach. Jednak zakres ujawnień przez banki KSA pozostawał niedostatecznie zbadany. Zastosowano eksploracyjną metodologię wielu studiów przypadku, aby zrozumieć, w jakim stopniu wiedza HR jest ujawniana przez banki KSA. Sprawozdania roczne (2015-19) pięciu czołowych banków zostały poddane przeglądowi metodą celowego doboru próby i przeanalizowane tematycznie. Poprzez teorię sygnalizacji okazuje się, że banki KSA dobrowolnie przekazują korzystne sygnały swoim interesariuszom, ujawniając najlepsze praktyki w zakresie pozyskiwania i rozwoju talentów, wynagradzania świadczeń, zarządzania wydajnością, rotacji pracowników, zaangażowania pracowników, dobrego samopoczucia i osiągnięć HR. Na ujawnienia te nie ma wpływu liczba pracowników, obroty ze sprzedaży ani kapitał.