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The perception of human resource risks in the V4 countries

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Kozubíková L. , Zámečník R. , Výstupová L.

tom Vol. 21, No. 2

210--222

Human capital is considered to be leading to the growth of innovation and it plays an important role in economic development and firms’ competitiveness. For this reason, the perception of different human resource (HR) risks and establishing a suitable and effective HR risk management system is an up-to-date issue. The aim of this paper is to evaluate the most important sources of HR risks in the V4 countries and to find out the statistically significant differences in the perception of HR risk sources between the V4 countries. To collect the data in the years 2017 and 2018, an online questionnaire was used. To evaluate the intensity of the HR risk sources and to find out the differences between the V4 countries, the methods of Chi-square test and Z-score of P-value were used. The results showed that a high employee turnover rate, insufficient employee qualification, low work morale and discipline are perceived relatively most intensely in Hungary compared to other V4 countries, when “low work morale and discipline” is perceived most intensely out of all four HR risk sources studied. „Employee mistakes” are perceived statistically significantly more intensely in Poland compared to the Czech Republic and Slovakia.

Uważa się, że kapitał ludzki prowadzi do wzrostu innowacyjności i odgrywa ważną rolę w rozwoju gospodarczym i konkurencyjności przedsiębiorstw. Z tego powodu postrzeganie różnych ryzyk związanych z zasobami ludzkimi (HR) oraz ustanowienie odpowiedniego i skutecznego systemu zarządzania ryzykiem HR jest aktualną kwestią. Celem tego artykułu jest ocena najważniejszych źródeł ryzyka HR w krajach V4 i znalezienie statystycznie istotnych różnic w postrzeganiu źródeł ryzyka HR między krajami V4. Do zbierania danych w latach 2017 i 2018 wykorzystano kwestionariusz online. Aby ocenić intensywność źródeł ryzyka HR i znaleźć różnice między krajami V4, zastosowano metody testu Chi-kwadrat i Z-score wartości P. Wyniki pokazały, że wysoki wskaźnik rotacji pracowników, niewystarczające kwalifikacje pracowników, niskie morale i dyscyplina pracy są postrzegane relatywnie najczęściej na Węgrzech w porównaniu z innymi krajami V4, kiedy „niskie morale i dyscyplina pracy” są postrzegane najczęściej spośród wszystkich czterech ryzyk HR badane źródła. „Błędy pracowników” są postrzegane statystycznie znacznie bardziej intensywnie w Polsce niż w Czechach i na Słowacji.

Adjusting the lens – quality management in v4 countries through times of crises

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Zapłata S. , Rogala P. , Marciniak R. , Folta M. , Richnák P.

tom z. 191

659--688

Purpose: The idea of the study is to understand fluctuation in quality management depending on organizational context. The primary purpose of this article is to analyze changes in quality management in four countries grouped in V4 (The Visegrad Group) in the prism of macroeconomic crises, over the last five years. The following research question was formulated: What influences market saturation with a formal approach to quality management (ISO 9001 certificates), and when? Design/methodology/approach: The considerations are based on a systematic literature review (SLR) and an analysis of the long-term data of ISO survey – certifications. The data was compared among V4 countries and an attempt was made to relate the results to economy-wide indicators, especially in turbulent environments. Findings: The results show no clear and unidirectional relationships between the number of ISO 9001 certifications and macroeconomic data. This was identified for the V4 group as a whole and for individual countries, as well. Implementation of the QMS is an individual decision of each organization, depending on closely related microeconomic factors. Research limitations/implications: Research findings always represent a slice of a larger reality. In that research paper limitations concern: the period of analysis, literature review in English and supplemented locally in the native languages, focusing on the V4 area. Findings implicate quality management’s perceptions need to adjust the lens to understand macro numbers of certificates by the circumstances and adjust micro decisions in organizations in the QM area depending on the crisis phase on the market.Originality/value: The article analyses certification data in previously unpresented form. Results were compared between V4 countries in the prism of times of crisis with an indication of certificate saturation rates and an attempt to explain macroeconomic fluctuations. The research results are helpful for researchers exploring quality management issues, and all organizations that can relativize the importance of quality management.