Wyniki wyszukiwania - BazTech

1

Human Resources Management in Higher Education Institutions in Poland

Szelągowska-Rudzka K.

Management

|

2018

|

Vol. 22, no. 1

208--225

EN

The paper presents the diagnosis of the human resources management in Polish higher education institutions. The analysis of source literature was applied as a research method. The essence and components of HRM in connection with the university management system were discussed, the theoretical solutions, including those resulting from the provisions of the Law, and their practical implementations, were given a broad outline. The directions of changes concerning HRM that have recently taken place in HEIs were indicated. In conclusion it was stated that the human resources management in Polish higher education institutions still requires improvement, primarily in the areas of motivation and remuneration, evaluation and development of employees. It requires the improvement of the university management system, a reliable development of its mission, vision and strategy, and on the basis of those – the development of personnel strategy, and HRM processes, procedures and tools. It has been suggested that the inclusion of university employees, particularly the research and teaching staff, in the management process (through the participatory management style), can contribute to both improving the process and developing and improving the personnel function.

2

Employee direct participation – the essence and advantages

Szelągowska-Rudzka K.

Zeszyty Naukowe Akademii Morskiej w Gdyni

|

2016

|

nr 94

60--72

EN

Employee direct participation is their individual and group participation in the decision-making process concerning the organization, as well as employees and the terms and conditions of their functioning in the life of the organization. It provides numerous and diverse advantages which are the subject of research presented in writings. The aim of this study is to analyze the essence and advantages of employee direct participation. The research method used to achieve it is the analysis of domestic and foreign literature.

3

Actions Objected at Employees in CSR - Report from the Study

Szelągowska-Rudzka K.

Management

|

2016

|

Vol. 20, no. 2

142--158

EN

The study analyzed the essence of the social responsibility of organizations and indicated the areas of actions to which this concept applies in the organizations. Particular attention has been paid to CSR practices objected at employees as key stakeholders of the organization. The purpose of the study was achieved in the form of analysis of CSR practices addressed to employees of the selected organizations in the Pomeranian Voivodeship. It has been confirmed that the study subjects undertake socially responsible actions addressed to their employees. These actions are compliant with the guidelines of ISO 26000 standard in the area of practice in workplace. However, it has been shown that socially responsible objectives are not commonly present in the strategies of these organizations. Personal strategies and the knowledge of the concept of CSR among employees also occur not frequently enough. The presented study is a pilot study. The reached conclusions apply only to the participating organizations. However, it should be noted that the concept of CSR is not yet widely and successfully implemented in organizations within the Pomeranian Voivodeship. It requires further popularizing and intensifying. Also, the practices of CSR addressed to employees should be further improved.

PL

W opracowaniu przeprowadzono analizę istoty społecznej odpowiedzialności organizacji, wskazano obszary działań, których w organizacji koncepcja ta dotyczy. Szczególną uwagę zwrócono na praktyki CSR ukierunkowane do pracowników, jako najważniejszych interesariuszy organizacji. Zrealizowano cel opracowania w postaci analizy praktyk CSR skierowanych do pracowników wybranych organizacji województwa pomorskiego. Stwierdzono, że badane podmioty podejmują działania społecznie odpowiedzialne adresowane do swoich pracowników. Działania te są zgodne z wytycznymi normy ISO 26000 w obszarze praktyki w miejscu pracy. Jednakże wykazano, że w strategiach działania tych organizacji cele społecznie odpowiedzialne nie są powszechnie obecne. Niedostatecznie często występują w nich również strategie personalne oraz znajomość koncepcji CSR wśród pracowników. Przedstawione badanie ma charakter pilotażowy. Uzyskane wnioski odnoszą się tylko do uczestniczących w nim podmiotów. Jednak zauważyć należy, że koncepcja CSR nie jest jeszcze powszechnie i skutecznie realizowana w organizacjach województwa pomorskiego. Wymaga dalszej popularyzacji i intensyfikacji. Także praktyki CSR skierowane do pracowników powinny być dalej doskonalone.