Wyniki wyszukiwania - BazTech

1

Work-life balance and its impact on Generation Z’s motivation to pursue employment – part II

Barcik Agnieszka, Dziwiński Piotr

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

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z. 222

23--35

EN

Purpose: Determining and discussing various aspects for employment motivation among younger generation. Design/methodology/approach: The research method used in the paper is mainly a standardized survey conducted on the basis of a questionnaire containing closed and open questions carried out among representatives of the examined generation. The research process was also accompanied by analysis of source documentation. Findings: Research results verify research hypotheses formulated on basis of the paper’s objectives, enabling general conclusions. Research implications: Future research directions should focus on further, expanded research exploration in the area, taking into account a larger number of respondents. Practical implications: The results of the research discussed in the paper have a number of practical implications mainly for the management staff and employers in terms of human resources management and employment policy. Social implications: Building awareness of generational change in the process of managing employment policy. Originality/value: The paper has cognitive value for the development of knowledge, science and quality in terms of employment policy.

2

Work-life balance and its impact on Generation Z’s motivation to pursue employment – part I

Barcik Agnieszka, Dziwiński Piotr

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

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z. 222

9--22

EN

Purpose: Determining and discussing various aspects for employment motivation among younger generation. Design/methodology/approach: The research method used in the paper is mainly a standardized survey conducted on the basis of a questionnaire containing closed and open questions carried out among representatives of the examined generation. The research process was also accompanied by analysis of source documentation. Findings: Research results verify research hypotheses formulated on basis of the paper’s objectives, enabling general conclusions. Research implications: Future research directions should focus on further, expanded research exploration in the area, taking into account a larger number of respondents. Practical implications: The results of the research discussed in the paper have a number of practical implications mainly for the management staff and employers in terms of human resources management and employment policy. Social implications: Building awareness of generational change in the process of managing employment policy. Originality/value: The paper has cognitive value for the development of knowledge, science and quality in terms of employment policy.

3

Innovation and competences of employees in the conditions of sustainable development as a new perspective in human resources management

Bojewska Barbara

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

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z. 225

19--35

EN

Purpose: The aim of the study is to present the significance and determinants of innovation in human resources management, with particular emphasis on the importance of competencies in striving for sustainable development of enterprises, which constitutes a new perspective in human resources management and in the functioning and development of modern enterprises. Design/methodology/approach: In the theoretical part, the literature on the subject was analyzed. In order to answer the research questions, the diagnostic survey method was used (research technique: survey). Results: The conducted research was based on defining the essence of human resources management in the context of sustainable development. The significance and conditions of innovation in this area were indicated, with particular emphasis on the significance of competences in the digital economy in striving for sustainable development. Key competencies were identified and the level of their acquisition in the small and medium-sized enterprises studied was assessed. It was assumed that the most important determinant of the innovativeness of enterprises are key competencies, which are shaped by actions taken in the area of human resources management in the conditions of sustainable development, which also has an impact on innovative activities in the personnel area. Research limitations/implications: The results obtained during the empirical research are definitely survey-based and cannot be transferred to the entire population of small and mediumsized enterprises operating on the Polish market. It is planned to expand the research in the future to include a larger, more diverse research sample. Practical implications: The research results and conclusions constitute implications for the development of competencies appropriately adapted to management challenges in the context of environmental changes. Key competencies constitute a condition for innovation in the personnel area in pursuit of sustainable development, which in turn determines the innovativeness of the company adapting to changes in the environment (sustainable development, digitalization). Originality/value: The article shows the importance of competences and innovations in human resources management in striving for sustainable development of enterprises, which constitutes a new perspective on the functioning and development of modern enterprises, including SMEs.

4

Demographic changes as a challenge for managers

Jarecki Wojciech

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

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z. 226

415--425

EN

Purpose: The first aim of the article is to demonstrate that demographic changes will force the need to employ older people, and the second is to indicate, based on the literature on the subject and own research, the benefits and risks of employing people of different ages, especially employing older people. Design/methodology/approach: The research presented in this article was carried out based on an analysis of literature in the area of demography, the labor market, and human resources management. Findings: In many countries, including Poland, for several decades now, there have been unfavourable demographic changes, consisting of a decrease in the birth rate. They result in changes in the population structure. In Poland, there are more and more people in the postproductive age, fewer and fewer in the productive and pre-productive age. This causes the need for changes in both the policy related to the labour market, but also poses a challenge for managers, who must modify the way of managing human resources, taking into account the employment and work of increasingly older people. This causes the need to modify the methods of recruitment, assessment, motivation, and development. Research limitations/implications: In the future, research will be conducted directly in companies regarding expectations regarding the competences of older employees and their employment conditions. Practical implications: There is a need for research on the possibilities and conditions of employment and work of older people, on modifying the elements of human resources management adapted to people of different ages. Originality/value: presenting data on the size of the decline in labour supply, indicating the benefits of employing people of different ages.

5

Management of Human Resources in Enhancing Maritime Cadets' Health and Sports Programmes: A Qualitative Perspective

Simanjuntak Marudut Bernadtua, Cahyadi Tri, Winarno Winarno, Barasa Larsen, Malau April Gunawan

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

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2025

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Vol. 19 No. 3

745--750

EN

This research explores the perceptions of maritime professionals regarding health and sports programmes for cadets, highlighting their significance in human resources management within maritime education. Employing qualitative methods, insights were gathered from three groups: maritime entrepreneurs, lecturers, and recent graduates currently employed in the industry. The findings reveal a consensus on the positive impact of health education, physical fitness, and psychosocial well-being on cadet performance and career readiness. Participants emphasised that integrating physiotherapy and sports therapy into the curriculum is vital for promoting holistic development and resilience among cadets. The study underscores the importance of these programmes in fostering a culture of wellness, equipping future maritime professionals with the tools necessary for maintaining health and well-being in demanding environments. Ultimately, the research advocates for the sustained investment in comprehensive health initiatives within maritime education to better prepare cadets for the challenges of their future careers.

6

The impact of perception of organizational justice on employee attitude and behaviour

Zwiech Patrycja

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

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z. 199

671--680

EN

Purpose: The aim of this paper is to present the impact of employees’ perception of distributive, procedural, interpersonal and informational justice on their behaviour and attitude in a workplace. Design/methodology/approach: The paper is theoretical and cognitive, grounded in an extensive literature review encompassing theoretical, review, and empirical studies on the impact of perception of justice on employee attitude. Findings: Human resources management must take into account employees’ perception of: distributive, procedural, interpersonal and informational justice that refer to decisions taken by companies towards employees and results that come from these decisions, because this perception influences the behaviours and attitudes in a workplace. Practical implications: This research will allow a better understanding of human behaviour in the context of work. Perception of justice by employees influences behaviours and attitudes in a workplace and these behaviours and attitudes directly translate onto companies’ financial results. Social implications: The research shows how perception of organizational justice may psychologically impact individuals so that they demonstrate positive behaviours (greater satisfaction from work and organizational engagement) or so that they do not demonstrate dysfunctional behaviours (retaliatory behaviour). Originality/value: The research has shown that perception of organizational justice (distributive, procedural, interpersonal and informational) has an impact on employees’ attitudes and behaviours in a workplace. This research is addressed to persons who hold managerial positions and those managing people’s teams, to HR specialists and persons who implement human resources management systems in companies.

7

Methods of managing multigenerational human resources in the era of the fourth industrial revolution

Stawiarska Ewa, Klasa Zuzanna, Wons Julia

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

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z. 203

489--505

EN

Purpose: The article presents a literature review of management methods (applicable to multi- generational work environments of enterprises remaining in constant digital transformation). The primary objective of the literature research was to identify universal principles for methods of managing a multigenerational workforce of digitalizing enterprises and to point out the generational diversity that must be taken into account by a manager using the selected methods. Results: Special attention was paid to recommending management methods and instruments that compensate for digital competence gaps in older generations and relational gaps in younger generations. Practical implications: The results of the research highlighted the integrative role of managers in organizations where employees come from different generations. The findings underscore the importance of each employee having a sense of his or her place in the organization. The results are an inspiration for managers to appreciate the value of multi-generational personnel in the era of Industry 4.0. Social implications: Modern management in a multi-generational work environment poses numerous challenges for managers, but also opens up new opportunities. A key aspect is the adaptation of management methods to the specifics and expectations of different age groups in the era of the fourth industrial revolution. Originality/value: The addressee of the work is the manager of a company with multi- generational employees. The novelty of the consideration is the formulation of recommendations that serve managers of companies undergoing digital transformation to adapt to the requirements of Industry 4.0.

8

Inclusive onboarding process and the specific organizational culture - a theoretical outline of the problem

Szeluga-Romańska Marta

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

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z. 200

495--503

EN

Purpose: The aim of this article is to indicate to what extent an organization hiring new employees is able to prepare an individualized, inclusive onboarding process for a diverse workforce; to what extent is it necessary, and to what extent is it possible, so that each new employee efficiently find themselves in the new workplace, but also has the feeling that the organization wants to use their potential and talents. Design/methodology/approach: The objectives are achieved by the analysis of existing scientific literature and research. The theoretical scope is to discuss the possibilities of introducing organizational culture efficiently during the process of onboarding and still make the process inclusive. Findings: It was found that to make the newcomer become truly included in the organization and connected to its social life it is necessary for the organization to pay attention to all four phases and prepare practical solutions to: compliance, clarity, culture and then connection. Practical implications: The implications for business comprise two ideas how to prepare inclusive onboarding in the organisations. Originality/value: The paper is addressed to HR specialists (practitioners) and also to researchers to check in practice the proposed approach.

9

Ergonomic study and analysis of workstation in a manufacturing enterprise

Goździewska-Nowicka Agnieszka

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

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z. 199

175--188

EN

Purpose: The purpose of this article is to present the essence of ergonomics in the position of an assembler in a manufacturing company. Ergonomics is often marginalized in enterprises and its great impact on employee productivity and task satisfaction is overlooked. The purpose of the study was to analyze working conditions and propose ergonomic solutions. Physical strain, mental strain, environmental working conditions and the monotony found at the workplace were analyzed in detail. Design/methodology/approach: All ten employees of the assembly department were surveyed. It should be emphasized that before any changes were implemented, the assemblers' material work environment, working conditions and task loads during the work shift were examined. The following research methods were used: Participatory observation, OWAS method, Chronometry, Lehmann chronometric-tabulation method. Findings: According to production records, before the introduction of ergonomic recommendations, an average of 748 pieces were made at the surveyed workstations during one shift. One month after the introduction of ergonomic solutions, the daily norms were re-examined and on average the number of products made, during one work shift, increased by 3%, or about 22 pieces. Ergonomics also positively affects the company's bottom line. Research limitations/implications: The implementation of ergonomic research is very time- consuming. Observation of employees, making chronometry, analysis of the material environment. All this makes the execution of such a research project take a very long time. Practical implications: All the economic benefits that any company can see through the implementation of ergonomic solutions, undoubtedly the strengths of these measures are the improvement of employee safety, the reduction of workplace accidents, the minimization of health ailments associated with improper working conditions, increased job satisfaction, less work fatigue, and the reduction of the uniformity of the work process. Social implications: It is extremely necessary in order to make appropriate modifications to workstations based on the data obtained. After all, this will ensure that employees work safely, efficiently and with the least possible biological cost. Originality/value: A new element for sure is to look at the essence of ergonomics in manufacturing companies.

10

Cultivating success: a practical exploration of applying artificial intelligence in human resources management

Lewicka Dagmara, Starowicz-Rajca Helena, Blbas Rasti, Wilczewski Arkadiusz

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

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z. 199

333--347

EN

Purpose: This article explores how utilizing Artificial Intelligence (AI) in managing Human Resources (HR) can offer businesses a significant competitive edge in the market. The integration of AI enables the swift and efficient completion of a majority of HR tasks within a shorter time frame. Streamlining and automating time-consuming processes are crucial for ensuring the long-term sustainability of companies. Design/methodology/approach: Literature review and companies’ documents analysis were done to understand structural and perceptual aspects of AI in HR. Findings: The integration of Artificial Intelligence (AI) in team management is closely linked to Human Resources Management (HRM). AI can enhance HR processes by automating routine tasks, streamlining recruitment processes, analyzing employee performance data, and providing valuable insights for decision-making. This integration allows HR professionals to focus on strategic initiatives, employee development, and creating a more engaging work environment, while AI handles data-driven tasks efficiently. Research limitations/implications: Implementing AI in HRM requires careful consideration of ethical and privacy concerns, as well as ongoing monitoring and adjustment to ensure fair and unbiased outcomes. Practical implications: This paper highlights the key tools and applications which companies integrates into their HR operations. Originality/value: The significance of this paper lies in illustrating the practical insights and strategic direction for organizations endeavoring to seamlessly incorporate AI into their HR operations. It is particularly beneficial for those in search of tangible examples and success narratives in the field of sustainability endeavors.

11

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

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2024

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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.

12

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

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2024

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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.

13

On the way to understand responsible business - CSV and ESG concepts from employees' perspective

Lemańczyk Joanna, Kubala Maria

Management

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2024

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Vol. 28, no. 2

444--476

EN

The main aim of this article is to explore how employees are aware of and perceive companies' commitment to environmental and social issues through the concepts of Creating Shared Value (CSV) and Environmental, Social, and Governance (ESG). The authors begin with a critical review of the theoretical background of Corporate Social Responsibility (CSR). Then, they highlight and compare a shift towards the more profit-oriented CSV and ESG concepts. Additionally, the authors examine generational attitudes toward corporate sustainability, focusing primarily on employees' perspectives. The second part of the article presents empirical findings based on qualitative research using focus group interviews. This section clarifies the extent to which employees understand sustainable development. Surprisingly, despite investors' heightened interest in CSV and ESG, employees need to become more familiar with these concepts, being more acquainted with CSR. Moreover, while the literature emphasizes the importance of environmental and social concerns to employees, the results reveal a general skepticism toward businesses claiming social responsibility, particularly when such claims lack concrete evidence. The study also finds that employees prioritize financial factors over sustainable development when making job decisions. This work contributes to the research on sustainable development in the context of human resources.

14

The potential of artificial intelligence in human resource management

Bouhsaien Loubna, Azmani Abdellah

Applied Computer Science

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2024

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Vol. 20, no. 3

153--170

EN

The growth of Artificial Intelligence (AI) technologies is revolutionizing Human Resource (HR) practices, offering new opportunities for organizations to optimize their operations and better support for their workforce in an era defined by technological advancement. In this context, the emergence of industry 5.0 highlights human-centricity, resilience, and sustainability, promoting collaboration between humans and technology. This article conducts a bibliometric analysis to explore the intersection of AI and Human Resources Management (HRM), highlighting trends, research directions, and the evolving landscape of this thematic. Through performance analysis, social structure assessment, and thematic evolution examination, this study identifies key themes, emerging topics, and research trends. The findings underscore the transformative potential of AI in reshaping HRM and organizational dynamics, calling for more research and strategic applications of AI technologies to foster adaptive strategies and informed decision-making in the era of industry 5.0.

15

Expected employees’ competencies in the process of launching new products in JZR Ltd

Gumiński Adam, Dohn Katarzyna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2023

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z. 168

143--154

EN

Purpose: The article presents the research results concerning employees’ competencies in JZR Ltd. (Jastrzębskie Zakłady Remontowe Ltd.). Human resources management directly affects the operational results of the activity of a manufacturing company. The managers need to recruit employees possessing a high level of competencies. The key expected result is better economic effects. The JZR Development Programme is a good example of the complexity of processes that should be taken into account in good decisions in the area of human resources management in an activity of a manufacturing company. The main purpose of the research was to identify and analyse key employees’ competencies needed to launch new products on the market. The specificity of machine-building enterprises determines the scope and scale of the necessary activities for efficient and effective human resources management. Design/methodology/approach: The objectives of the research were achieved by the analysis of a recruitment process executed in the JZR Development Programme and a questionnaire survey within the project "Development of the skills ecosystem in four countries of the Visegrad Group". Findings: It was found that key elements determining the productivity level of the JZR Development Programme are the high technical and soft competencies of new employees. A risk analysis is also of high magnificence in so complex and capital-consuming projects. Research limitations/implications: The research limitations are due to the complexity of the system, the difficulties arising from the specificity of the mine environment, the lack of the possibility of ongoing diagnostics of the entire infrastructure (e.g. pipeline specification, the ability to measure sediment in water galleries, smooth change of the speed of drive mechanisms, etc.). Practical implications: The analysed investment programme requires workers specializing in the construction and designing of scraper conveyors, belt conveyors and powered supports. Soft skills such as teamwork skills or knowledge of project management methods and tools are highly needed as well. The activity of JZR Ltd. needs specialized software in the field of machine construction in terms of technology and design. Social implications: The expected requirements are strictly connected with IT skills which should be developed within the education process, especially at technical universities. Manufacturing companies like JZR Ltd. need to participate actively in creating the profile of a graduate at universities. Another possible activity could be achieved by cooperation with a potential candidate for work in a manufacturing company. Originality/value: The value of the research is the identified requirements in the range of analyzed technical and soft competencies which could be treated as a benchmark for similar complex manufacturing development projects. According to what was analyzed in the area of literature review we were able to find, there are no specific studies referring and reporting on employees’ competencies required in projects in mining industry.

16

The impact of financial performance of companies on the extent of digitalization implementation in HRM

Stacho Zdenko, Krynke Marek, Vadkertiova Andrea, Hamar Michal, Hegedűs Erik

Polish Journal of Management Studies

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2023

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Vol. 28, No. 2

289--304

EN

The study presented in this article expands the knowledge base regarding the implementation of digital innovations and gamification in Central and Eastern European businesses and their potential positive influence on people management efficiency. Furthermore, there are highlights of the relationship between positive economic outcomes and the tendency to invest more in innovative strategies, as their effective implementation and execution might require certain financial and personnel resources. The findings and deductions expounded within this contribution emanate from an examination of a research specimen (n=1112 in 2020 and n=1109 in 2021) encompassing feedback acquired from managers of enterprises operating within the economic domain of Central and Eastern Europe. Based on the evaluation of the survey results, it can be argued that companies with positive economic results achieve higher values both in the indicator of utilizing as well as perceptions of the importance of implementing innovative tools in the near future.

PL

Badanie przedstawione w niniejszym artykule poszerza bazę wiedzy na temat wdrażania innowacji cyfrowych i grywalizacji w przedsiębiorstwach Europy Środkowej i Wschodniej oraz ich potencjalnego pozytywnego wpływu na efektywność zarządzania ludźmi. Ponadto podkreślono związek między pozytywnymi wynikami ekonomicznymi a tendencją do inwestowania w innowacyjne strategie, ponieważ ich skuteczne wdrażanie i realizacja może wymagać pewnych zasobów finansowych i kadrowych. Ustalenia i wnioski przedstawione w niniejszym artykule wynikają z analizy próby badawczej (n=1112 w 2020 r. i n=1109 w 2021 r.) obejmującej informacje zwrotne uzyskane od menedżerów przedsiębiorstw działających w obszarze gospodarczym Europy Środkowej i Wschodniej. Na podstawie oceny wyników badania można stwierdzić, że firmy o pozytywnych wynikach ekonomicznych osiągają wyższe wartości zarówno we wskaźniku wykorzystania, jak i postrzegania znaczenia wdrażania innowacyjnych narzędzi w najbliższej przyszłości.

17

Exploring the transformation effects of digitalization on traditional human resources management

Ma Wei

Polish Journal of Management Studies

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2023

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Vol. 28, No. 2

182--202

EN

Human Resource Management (HRM) practices have profoundly transformed due to the ongoing development of information and communication technology (ICT). This study aims to analyze how digitalization is reshaping traditional HRM practices and its potential impact on organizational success. The study's novelty is bridging the gap by shifting the focus from digitalization's effects on marketing and business outcomes to its internal impact within organizations in HRM. The research enhances our understanding of the emerging field of digitalization in human resource management (HRM) and its many effects on organizational performance. The methodology involves a two-step approach that combines bibliometric analysis and an integrative literature review. The findings indicate the significant impact of digitalization on HRM, particularly in data capture, storage, and utilization, as well as the redefinition of job roles and workplace dynamics. Organizations are encouraged to assess the efficacy of HR initiatives, prioritize desired outcomes, invest in sophisticated HR software, and prioritize employee learning and development to optimize HR activities.

PL

Praktyki zarządzania zasobami ludzkimi (HRM) uległy głębokiej transformacji ze względu na ciągły rozwój technologii informacyjno-komunikacyjnych (ICT). Niniejsze badanie ma na celu przeanalizowanie, w jaki sposób cyfryzacja przekształca tradycyjne praktyki HRM i jej potencjalny wpływ na sukces organizacyjny. Nowatorstwo badania polega na wypełnieniu luki poprzez przeniesienie nacisku z wpływu cyfryzacji na marketing i wyniki biznesowe na jej wewnętrzny wpływ na HRM w organizacjach. Badanie zwiększa nasze zrozumienie wyłaniającej się dziedziny cyfryzacji w zarządzaniu zasobami ludzkimi (HRM) i jej wpływu na wyniki organizacji. Metodologia obejmuje dwuetapowe podejście, które łączy analizę bibliometryczną i integracyjny przegląd literatury. Wyniki wskazują na znaczący wpływ cyfryzacji na HRM, w szczególności w zakresie przechwytywania, przechowywania i wykorzystywania danych, a także redefinicji ról zawodowych i dynamiki miejsca pracy. Organizacje są zachęcane do oceny skuteczności inicjatyw HR, ustalania priorytetów pożądanych wyników, inwestowania w zaawansowane oprogramowanie HR oraz priorytetowego traktowania uczenia się i rozwoju pracowników w celu optymalizacji działań HR.

18

Zarządzanie zasobami ludzkimi w administracji publicznej na przykładzie Krajowej Administracji Skarbowej

Sarnowski Janusz

Nowoczesne Systemy Zarządzania

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2023

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T. 18, nr 2

13--26

PL

Zarządzanie zasobami ludzkimi stanowi bardzo ważny element funkcjonowania i rozwoju każdej organizacji. Kwestia ta jest szczególnie istotna w odniesieniu do organów administracji publicznej. Od ich bowiem sprawnego funkcjonowania zależy efektywna realizacja zadań publicznych przez państwo. Podstawowe cechy zarządzania zasobami ludzkimi w administracji skarbowej w zasadzie nie różnią się w sposób istotny od innych podmiotów administracji publicznej. W odróżnieniu od sektora prywatnego na proces zarządzania zasobami ludzkimi w administracji publicznej ma wpływ wiele aktów prawnych różnej rangi. Ponadto kluczową rolę w procesie zarządzania zasobami ludzkimi odgrywa szef służby cywilnej. Mimo istotnej reformy przeprowadzonej w roku 2017 efektywność funkcjonowania w Krajowej Administracji Skarbowej w porównaniu z innymi krajami nie jest wysoka.

EN

Human resources management in the National Revenue Administration (NRA), as in other government administration institutions, is regulated by numerous legal acts. The key role here is played by the head of the civil service, establishing (and supervising) the basic framework for human resources management. The features and elements of the human resources management strategy in NRA are therefore very similar to other government administration institutions. It differs only in adapting certain areas to the specific tasks of this office. The analysis carried out by the author confirmed the thesis put forward in the introduction to the study that the effectiveness of NRA functioning is not favorable compared to other European Union countries. So the fundamental question arises: is this caused? After all, NRA staff is well-educated (over 80% have higher education), is relatively well remunerated, has a fairly long seniority and low fluctuation. Is the problem of relatively low NRA effectiveness due to the dysfunction of any of the elements of HRM or other management areas of this organization?

19

Prewencyjne kontrole trzeźwości pracowników

Namojlik Joanna

Nowa Energia

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2023

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nr 2

70--72

PL

Wychodząc naprzeciw uzasadnionym potrzebom pracowników i pracodawców dnia 21 lutego 2023 r. wprowadzono do Kodeksu pracy przepisy dot. prewencyjnej kontroli pracowników na obecność w ich organizmach alkoholu lub środków działających podobnie do alkoholu.

20

Internal conditions of professional aspirations

Szkudlarek Iwona

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

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z. 155

513--525

EN

Purpose: The aim of this paper is to outline the theoretical approach of internal conditions of professional aspirations. It is to describe the essence of aspirations and its internal conditions. Design/methodology/approach: The aim of the article was to organize, systematize and describe the knowledge about the role and essence of professional aspirations and its internal determinants. Methods: analysis, synthesis, deduction and induction. Findings: In the course of the work were found results, which show the important role of aspirations in the area of human resources management. Social implications: Publication of the article may contribute to increasing social awareness of the essential role of professional aspirations in human resources management in the organization and in the armed forces. Originality/value: The article organizes and systematizes the knowledge about the professional aspirations and its internal determinants. It is addressed to managers, human resources workers as well as academic lecturers and soldiers.