Wyniki wyszukiwania - BazTech

1

The challenges of HR departments in hybrid work conditions

Tabor-Błażewicz Joanna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

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z. 162

691--700

EN

Purpose: The aim of this paper is to present the challenges faced by HR departments in the hybrid work system. In particular new tasks set for HR departments in the conditions of hybrid work organization and competencies necessary for HR professionals to effectively deal with new tasks and challenges caused by the hybrid work settings were analyzed. Design/methodology/approach: A systematic review of world literature was carried out using the following databases: Proquest, EBSCO, Emerald, JSTOR, Science Direct and BAZEKON. The results were supplemented with conclusions from two research conducted by the author on samples of over 100 companies operating in Poland. Findings: A list of tasks anticipated for HR departments as a result of the introduction of a hybrid work system was created. A set of competences necessary for the effective performance of tasks was also proposed. Research limitations/implications: The limitation of research is a very short research time span and large differences in the specificity of companies making it difficult to propose a universal model for each company. Originality/value: The paper presents list of tasks and set of competences necessary in new conditions created by the introduction of hybrid working systems. It can be valuable for researchers and practicians.

2

HR roles : the state-of-the-art and challenges

Karasek Aneta

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2020

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z. 149

315--325

EN

Purpose: The aim of this paper is to identify roles played by HR departments in Polish innovative enterprises. Design/methodology/approach: A critical analysis of literature, research results and reports analysis helped to achieve the aim. In order to identify the tasks performed by HR departments, D. Ulrich’s model was employed. Findings: The roles most commonly performed by the HR departments of the analysed enterprises were those of administrative expert and employee champion. The roles of strategic partner and change agent were somewhat less commonly undertaken. Moreover, HR departments most commonly undertake activities aimed at creating a good working atmosphere, analysing employees’ competences and allowing them to develop, as well as quick and efficient processing employee matters. Digital transformation results in a change of expectations towards HR departments. The challenges faced by HR departments will revolve around the implementation of IT solutions in enterprises, improving the efficiency of employee management, and coping with the expectations of future employees from generation Y and Z. Practical implications: The HR department should perform new tasks within its roles. Given the simultaneous benefits and concerns related to digital transformation, it will fall to HR departments to assume the role of change agent by ensuring their organisations’ capacity for change, as well as administrative expert responsible for reengineering organisational processes. Originality/value: The tasks and roles played by HR department in innovative enterprises were identified. By analysing trends on the market, it was concluded that the HR departments are facing challenges.

3

Testy inteligencji w ocenie i rekrutacji pracowników IT

Grobelny J.

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Łódzka

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2015

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z. 60

47--60

PL

W sytuacji niedoboru specjalistów z zakresu IT, ich efektywna ocena i rekrutacja jest jednym z ważniejszych zadań dla działów HR. Popularną praktykę oceny i uwzględniania jedynie technicznych kompetencji podczas rekrutacji (np. znajomości języka programowania) zestawiono z propozycją wykorzystywania testów inteligencji. Ogólny poziom inteligencji to jeden z najlepiej przebadanych i potwierdzonych predyktorów efektywności zawodowej. Przedstawiono wyniki badań potwierdzających, że w przypadku pracowników IT również warto stosować w ocenie i rekrutacji testy inteligencji, jednocześnie wskazując, że ogólny współczynnik inteligencji jest skuteczniejszy w szacowaniu efektywności pracowników niż poszczególne, specyficzne zdolności poznawcze.

EN

In case of deficiency of IT staff, their effective assessment and recruitment is one of the most important tasks for HR departments. The popular practice of assessing and taking into account only technical competence (eg. knowledge of a programming language) when recruiting is compared with the proposal to use intelligence tests. The general level of intelligence is one of the most tested and proven predictors of professional efficiency. The results of studies proving that for IT staff it is also worth to use intelligence tests in the assessment and recruiting are presented, simultaneously indicating that the general factor of intelligence is more effective in estimating the employee efficiency, than the single, specific cognitive abilities.