Výsledky vyhľadávania
Názov The human resources management system in Slovakia and Poland - chosen aspects Aut.údaje Sandra Misiak-Kwit ... [et al.] Autor Misiak-Kwit Sandra (20%)
Spoluautori Włodarczyk Katarzyna (20%)
Mazur-Wierzbicka Ewa (20%)
Smerek Lukáš 1986- (20%) UMBEF03 - Katedra ekonomiky a manažmentu podniku
Ďurian Jozef 1973- (20%)
Zdroj.dok. European research studies journal. Vol. 26, no. 1 (2023), pp. 20-39. - Athens : International Strategic Management Association, 2023 Kľúč.slová manažment ľudských zdrojov - human resources management - riadenie ľudských zdrojov ľudský kapitál - human capital obchodné spoločnosti - business companies - trading companies Form.deskr. články - journal articles Jazyk dok. angličtina Krajina Grécko Anotácia Purpose: The primary objective of this paper is to identify similarities and differences between Slovak and Polish companies for selected elements of HRM. Design: Literature review and questionnaire research were conducted among 811 Polish and Slovak companies. The possibility of comparing these countries resulted mainly from the fact that both countries underwent transformation at the beginning of the 1990s and were struggling with similar problems resulting from political, economic, social and cultural changes. Findings: The paper presents the results of research on job descriptions, evaluation of employees, financing employee development and employing talented and intercultural people. The analysis and assessment of data obtained in the course of research has proved the existence of statisticall significant differences in selected elements of the system of HRM in Slovak and Polish companies. Practical Implications: For employees of HR departments, the results of the conducted research may indicate the directions of changes to clarify expectations for employees, ways to use the employee evaluation, financing employee development and employment of talents and people with intercultural skills. For business owners and management staff, the results of conducted research may be helpful in determining the consistency of the general strategy of the company with the adopted HRM strategy in the company and to indicate the directions of future changes in the HRM system in order to achieve compliance of these strategies. Originality Value: The findings allowed to suggest relevant recommendations for Slovak and Polish companies. A comparison of activities related to the functioning of selected aspects of the HRM system provided an opportunity to exchange good practices and experiences. This paper also indicates the need to constantly monitor the entire HRM process and its individual elements in the company. URL Link na plný text Kategória publikačnej činnosti ADE Číslo archívnej kópie 52915 Katal.org. BB301 - Univerzitná knižnica Univerzity Mateja Bela v Banskej Bystrici Báza dát xpca - PUBLIKAČNÁ ČINNOSŤ Odkazy PERIODIKÁ-Súborný záznam periodika 
článok
Názov International human resource management system Aut.údaje Lukáš Smerek, Milota Vetráková, Ivana Šimočková; rec. Ewa Wszendybyl-Skulska, Sandra Misiak-Kwit Autor Smerek Lukáš 1986- (40%) UMBEF03 - Katedra ekonomiky a manažmentu podniku
Spoluautori Vetráková Milota 1950- (30%) UMBEF01 - Katedra cestovného ruchu
Šimočková Ivana 1985- (30%) UMBEF01 - Katedra cestovného ruchu
Ďalší autori Wszendybył-Skulska Ewa (Recenzent)
Misiak-Kwit Sandra (Recenzent)
Vyd.údaje Radom : Publishing House Kazimierz Pulaski University of Technology and Humanities , 2021. - 146 s. Vydanie 1. vyd. ISBN 978-83-7351-914-5 ISSN 1642-5278 Kľúč.slová ľudské zdroje - human resources manažment ľudských zdrojov - human resources management - riadenie ľudských zdrojov medzinárodné riadenie ľudských zdrojov - international human resource management convergence divergence Form.deskr. monografie - monographies Jazyk dok. angličtina Krajina Poľsko Anotácia International Human Resources Management (IHRM) is very important part of MNC management. The IHRM processes are more complex than managing human resources in the local environment. MNCs manage and deal with their employees in different international contexts, in different institutional, legal and cultural circumstances. They develop effective management practices from a strategic and a cost-efficient point of view. IHRM activities cover the management of employees in different locations. In this context, the question arises as to what extent can the MNC standardize IHRM procedures and processes to all countries in which the company operates? Finding answers to the advantages and disadvantages of standardization associated with the degree of convergence and divergence in IHRM, led us to solve the research project VEGA 1/0116/18 "Convergence and divergence in international human resources management", funded by the Scientific Grant Agency of the Ministry of Education, Science, Research and Sport of the Slovak Republic and the Slovak Academy of Sciences. The project involved 7 researchers from the Faculty of Economics, the Faculty of Political Science and International Relations and the Faculty of Law of the Matej Bel University in Banská Bystrica. The scientific goal of the project is to examine the views of managers of selected companies in Slovakia on the advantages and disadvantages of working in a multinational company and to design a flexible system of international human resources management, taking into account the degree of convergence and divergence. The presented monograph is one of the outputs of the project. The aim of the scientific monograph is in line with the aim of the research project and focuses on the presentation of the opinions of managers of selected companies in Slovakia at IHRM, the design of a flexible management system for multicultural teams taking into account examples of good practices. MNCs have mostly been successfully established in Slovakia and represent a benefit in terms of labor productivity, modernization, application of new cutting-edge technologies, organizational culture and management system in conditions of interculturality, growing production and economic growth of the country. This statement was confirmed by 271 MNCs, which participated in the sociological survey in the form of a questionnaire. In order to obtain more detailed information on the positives and negatives of human resource management processes and to identify examples of good practices, we personally conducted structured interviews with human resource managers in 53 MNCs. The content of the surveys was to determine the importance of HRM processes. The subject of the research was also the opinions of managers on HRM processes in terms of their importance and the need to solve potential problems. The research of IHRM, intercultural communication, cultural differences is not given much attention in the conditions of Slovakia. The benefit of the project solution is, based on the research carried out, the design of the IHRM system and the development of new trends and examples of good practices in MNCs operating in Slovakia. We are aware that the achieved outputs of the solution are open and create space for scientific discussion. We appreciate the interest of the professional public, which is or wants to devote to the HRM process in MNCs, in the presentation of their ideas and comments on the improvement of the human resources management system in the international context. Kategória publikačnej činnosti AAA Číslo archívnej kópie 49700 Katal.org. BB301 - Univerzitná knižnica Univerzity Mateja Bela v Banskej Bystrici Báza dát xpca - PUBLIKAČNÁ ČINNOSŤ 
kniha
Názov The implementation of personnel processes in Poland and Slovakia Aut.údaje Milota Vetráková, Lukáš Smerek ... [et al.] Autor Vetráková Milota 1950- (30%) UMBEF01 - Katedra cestovného ruchu
Spoluautori Smerek Lukáš 1986- (40%) UMBEF03 - Katedra ekonomiky a manažmentu podniku
Włodarczyk Katarzyna (10%)
Mazur-Wierzbicka Ewa (10%)
Misiak-Kwit Sandra (10%)
Zdroj.dok. Entrepreneurship and Sustainability Issues. Vol. 8, no. 4 (2021), s. 148-163. - Litva : Entrepreneurship and sustainability center, 2021 Kľúč.slová manažment ľudských zdrojov - human resources management - riadenie ľudských zdrojov personálne procesy - personnel processes medzinárodné spoločnosti - international companies Heslá geogr. Poľská republika Slovensko Form.deskr. články - journal articles Jazyk dok. angličtina Krajina Litva Anotácia The year 1989 in the countries of Central and Eastern Europe is associated with the transformation of the economy and the gradual transition from a centrally planned to a market economy. The basis of the transformation process was the privatization of small, medium but also large state-owned enterprises, the formation of a business environment, the application of a liberal approach to the implementation of reforms. More than 30 years have passed since the beginning of the transformation and this is the reason for evaluating the level of human resources management in selected companies. The aim of the paper is to identify new approaches to human resource management and to compare the processes of personnel work in Poland and Slovakia. We conducted the survey in the years 2017 to 2020 using the method of sociological questioning. We obtained the opinions of respondents from 811 companies. In our research, we assume that human resources are the driving force behind the development and performance of companies. Descriptive statistics was used to characterize the sampling unit. To verify the formulated hypothese the Mann-Whitney test was used. The results of the findings are applied in the evaluation of the processes with the highest positive impact on performance. According to the results, there is a statistically significant difference in the implementation of more than 50% of personnel processes in companies in Poland and in Slovakia, and also there are differences in over 50% of tools used in personnel processes in companies in Poland and in Slovakia. URL Link na plný text https://jssidoi.org/jesi/article/814 Kategória publikačnej činnosti ADM Číslo archívnej kópie 50075 Kategória ohlasu STACHO, Zdenko - HAMAR, Michal - STACHOVÁ, Katarína - VAREČKOVÁ, Ľubica. The utilization of digital tools and gamification in the adaptation process of Z generation emloyees. In The Poprad economic and management forum 2022 : current trends and challenges in the field of management of organisations, Poprad, 10th-11th November 2022. Ružomberok : Verbum - Catholic University in Ružomberok, 2022. ISBN 978-80-561-0995-3, pp. 30-41.
STACHO, Zdenko - HAMAR, Michal - STACHOVÁ, Katarína - ŠVECOVÁ, Magdaléna - KABÁT, Michal. Gamefikácia v procese adaptácie zamestnancov. In Reflexie : kompendium teórie a praxe podnikania [online]. 2022, roč. 6, č. 2, s. 78-89 [cit. 2023-02-09]. ISSN 2730-020X. Dostupné na: https://doi.org/10.54937/refl.2022.6.2.78-89
HASJUK, Igor - BAJUK, Mykola. Kadrovi procesy ta efektyvnisť publičnogo upravlinnja. In Naukovi perspektivi. ISSN 2708-7530, 2023, vol. 34, no. 4, pp. 77-95.
STACHOVÁ, Katarína - STACHO, Zdenko - STASIAK-BETLEJEWSKA, Renata. Transformation of work-life balance perception in CEE countries in the post-pandemic era. In Polish journal of management studies. ISSN 2081-7452, 2023, vol. 27, no. 1, pp. 312-326.
Katal.org. BB301 - Univerzitná knižnica Univerzity Mateja Bela v Banskej Bystrici Báza dát xpca - PUBLIKAČNÁ ČINNOSŤ Odkazy PERIODIKÁ-Súborný záznam periodika článok