Wyniki wyszukiwania - Biblioteka Nauki

1

Wybrane wskaźniki efektywności przedsiębiorstw w obszarze ZZL na przykładzie firm z WIG 30

100%

Kuźniarska A. , Stańczyk I.

Studia Ekonomiczne

|

2017

|

tom 328

147-162

PL

Celem artykułu jest przegląd i porównanie wybranych wskaźników związanych z efektywnością przedsiębiorstw, ze szczególnym uwzględnieniem wskaźników dotyczących zasobów ludzkich oraz związanych z nimi kosztów personalnych. Wskaźniki są prezentowane w przekroju rocznym i obejmują dane za 2015 r. Badanie przeprowadzono w wybranych przedsiębiorstwach z sektorów: odzież i obuwie, banki komercyjne oraz energetyka i media. Materiał empiryczny został przedstawiony w postaci tabelarycznej, a dane niezbędne do przeprowadzenia analizy uzyskano z raportów skonsolidowanych wybranych przedsiębiorstw.

EN

The aim of this article is to review and compare selected performancerelated indicators, with particular focus on human resources indicators and personnel costs associated with them. Indicators are presented in annual section and include data for 2015. The survey was conducted in selected companies in the sectors of clothing and footwear, commercial banks and energy and media.The empirical material was presented in tabular form and the data necessary for the analysis were obtained from the consolidated reports of selected companies.

2

AL tools applied in HR 4.0 – research findings

100%

Stańczyk I. , Stuss M. M.

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2022

|

tom z. 159

425--436

EN

Purpose: The execution of the processes of HR in organizations is closely connected with technological progress, which has a significant impact on the way of managing the work of employees. The aim of this paper is to present research relating to the identification of modern IT tools that support the processes of HR in the chosen enterprises. Design/methodology/approach: Interviews were used as a research tool, which were aimed at the employees of HR departments in 8 enterprises. Findings: As the analysis of the interviews indicates, the emerging new tools for the enhancement of the management of the work of employees are becoming more recognizable among personnel specialists and are implemented in their organizations. The inquisitiveness in this area on the part of the HR employees precedes the tools implemented (this is confirmed by the responses relating to the acquisition of information on one’s own and later presenting the propositions of their implementation in a specific organization) Research limitations/implications: The research findings illustrated in this paper constitute a pilot study for the preparation of an application for an international research project. This also gives rise to the awareness of the existing limitations in the research conducted. Practical implications: In the future, it would be worth acquiring HR information from a greater number of organizations that are differentiated in terms of sectors. Originality/value: The article deals with a relatively rare topic in the national literature – the software for HR departments was compared.

3

Organizational support as a determinant of the well-being of managers

100%

Stańczyk I. , Beck-Krala E.

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2023

|

tom z. 172

569--577

EN

Purpose: The aim of the article is to indicate the role of organizational support as an important factor influencing the well-being of employees. Building the well-being of key employees in the organization is a priority task for many companies today. Design/methodology/approach: The aim of the literature research is to analyze the achievements to date in the field of the role of organizational support in creating a manager's well-being. The analysis of the literature on the subject was enriched with research based on interviews concerning the perception of the organizational support in the context of the tasks performed. Findings: Managers expect more psychological support from specialists in psychology and sociology of work. This applies to the ability to deal with difficult, non-standard situations, solving unusual problems, conflicts, building appropriate relationships, atmosphere and cooperation. Out of concern for the safety and well-being of the manager and the team, there is an increasing need to pay attention to the behavior of people in the managed team and the ability to identify such behavior. Research limitations/implications: The analysis is based on respondents' subjective declarations. The research results and practical recommendations can be useful to the managerial staff and HR departments in the process of designing work and implementing programs that enhance the well-being of managers. Social implications: The research results can help in creating a higher quality of life not only for managers but also for lower-level employees, indicating the role of organizational support in the process of creating employees' well-being. Originality/value: The article is addressed to HR departments as well as managers who have an impact on management processes and procedures in the organization.

4

Ocena działań podejmowanych przez pracodawców w zakresie zewnętrznego Employer Branding w Internecie z perspektywy osób poszukujących pracy

80%

Budzanowska-Drzewiecka M. , Lipińska A. , Stańczyk I.

Zarządzanie i Finanse

|

2013

|

tom 1

|

nr 3

91-105

PL

W artykule przedstawiono podstawy teoretyczne koncepcji zewnętrznego Employer Branding, uwypuklając proces budowania wizerunku firmy jako pracodawcy. Przegląd badań wtórnych uzupełniono prezentacją wyników badań empirycznych, których celem było znalezienie odpowiedzi na pytanie o ocenę działań realizowanych przez pracodawców w ramach zewnętrznego Employer Branding w obszarze i z wykorzystaniem Internetu przez poszukujących pracę. Wyniki badań pozwoliły na przedstawienie wniosków odnoszących się do preferowanych i wykorzystywanych sposobów poszukiwania informacji i postrzegania treści prezentowanych przez pracodawców w Internecie.

5

Financial and non-financial motivation of managers

80%

Kuźniarska A. , Prus A. , Stańczyk I.

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2023

|

tom z. 172

389--402

EN

Purpose: Appropriate motivation of managers is an important element in achieving the intended financial results of the organization and the implementation of its strategy. The aim of the study was to assess the existing financial and non-financial system of managers employed in the chemical industry and their expectations. Design/methodology/approach: The research was aimed at finding out which elements of motivation are best perceived by managers and what additional elements are worth applying to achieve better efficiency in their work. The study used purposive sampling, the respondents were representatives of the management staff at both the chief executive level as well as directors and managers. The research tool was a questionnaire. Findings: Managers pointed out that the most common component of variable remuneration is the bonus (95%), which depends on the results of their work. In terms of salary supplements, medical care is the most valued. However, the factor that most motivates most to work is a stable income and job security. Research limitations/implications: The analysis is based on respondents' subjective declarations. Practical implications: Those in charge in the organization should be aware of the needs and expectations of managers in terms of financial and non-financial elements of remuneration that affect the level of their motivation to work. Social implications: An analysis of managers' needs and expectations regarding financial and non-financial motivators especially in the chemical industry can be the basis for building or optimizing these systems in the organization. Originality/value: the research results presented are related to the motivation of managers in the chemical industry - there are only very few publications on this topic.

6

Zachowania organizacyjne – różnice kulturowe

80%

Kożuch B. , Stańczyk I. , Stuss M. M.

Prace Naukowe Uniwersytetu Ekonomicznego we Wrocławiu

|

2018

|

nr 512

85-93

PL

Różnice kulturowe to czynnik, który w coraz większym stopniu wpływa na funkcjonowanie współczesnych organizacji. Niezbędne zatem jest, by były one brane pod uwagę w procesach ZZL. Celem artykułu jest identyfikacja rozpoznawalnych cech zachowań ludzi pochodzących z różnych obszarów kulturowych w kontekście ich postaw, które są istotne dla pracodawców chcących pozyskać kompetentnych kandydatów do pracy, a także w kształtowaniu klimatu rozumienia i akceptacji różnic kulturowych. Podstawę wnioskowania tworzą rezultaty ilościowych badań pilotażowych przeprowadzonych w 2017 roku, obejmujących problematykę zachowań organizacyjnych w świetle różnic kulturowych. Wykorzystano w nich standaryzowany kwestionariusz badający poziom inteligencji kulturowej.