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Optimizing the Use of Human Resources in Industrial-Service Enterprises

Tychoniuk A., Wyczółkowski R., Stuchlý V.

Multidisciplinary Aspects of Production Engineering

2018

Vol. 1, Iss. 1

857--865

The optimal use of resources available in the enterprise is important regardless of the size of the company and the industry in which it operates. Enterprises are therefore forced constantly to make alternative choices related to the allocation of available resources and to optimize these choices. The article addresses the problem of the approach to optimizing the use of human resources particularly, the use of extra employee qualifications e.g., manual skills, pressure resistance, work precision, the ability to read schematic diagrams, etc. in the context of technical requirements for a given task. This is extremely important in the situation when subsequent works are individual and the conditions in which they will be performed, cannot be predicted in 100%, they may differ from those that have been implemented so far, and at the same time numerous orders of various nature are being implemented. In this situation, an accurate prediction of the requirements posed by new tasks and the appropriate selection of teams executing them can have an impact on the effectiveness of the task completion process. In the article, this problem is presented on the example of a medium-sized service enterprise operating in the industry-related sector operating basically on tender procedures and tender contests. The works are carried out on the customer's premises, often with new customers or in new field conditions. Thus, the success of the undertaking depends mainly on the optimal selection of employees with appropriate qualifications and competences. The example of an investment task is used to show a method of identifying characteristics relevant to the task as well as selection of employees in order to use the capabilities of human teams better. Technical aspects of task implementation and an employees team selection with regard to the absolutely required technical qualifications as well as the behavioral and physical skills necessary for its implementation are taken into account. The described method can be used for future tasks regardless of the changing conditions of their implementation. The intention of the authors is to develop a tool supporting the decision-making process in this area, so that it can also be used by managers with lower technical competences.

Dobór pracowników – decyzja strategiczna firmy

Sobocka-Szczapa H.

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

2014

z. 68

103--115

Zasoby ludzkie są najważniejszym zasobem organizacji, kształtującym jej pozycję konkurencyjną na rynku towarów i usług. Dwoistość człowieka-pracownika zrodziła potrzebę podejść „twardego” i „miękkiego” w zarządzaniu zasobami ludzkimi. Różnicują one sposoby zatrudniania nowego pracownika i determinanty tego procesu, dlatego też celem niniejszego opracowania jest – oprócz ogólnej charakterystyki takich działań podmiotów gospodarczych – wskazanie pewnych specyficznych cech realizowanego doboru z punktu widzenia wykorzystywanego w praktyce przedsiębiorstwa modelu zarządzania zasobami ludzkimi.

Human resources are the most important resources of organization, shaping the competitive position for her on the market of goods and services. Duality of the man – gave the employee rise to need “hard” and “soft” of coming in the personnel management. They are diversifying ways of employing the recruit and determinants of this process. Therefore is a purpose of this study – apart from an overall description of such action of business entities – showing certain idiosyncrasies of the selection carried out of the enterprise from a point of view exploited in practice of the model of the personnel management.