Zarządzanie Zasobami Ludzkimi

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The Study of Hidden Organization Cultural Premises - Methodological Proposals

G. Przybylski

Zarządzanie Zasobami Ludzkimi > 2004 > 4 > 1 > 74-91

This article consists of a proposal for an approach to the analysis and description of organizational culture in categories of a dynamic model that shows the processes taking place among its components. In this model, the individual levels of organizational culture are tied to the processes taking place within them that transform its elements. An examination of the character of these processes may...

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The Labor Market and Educational System in Lithuania and Other Baltic Countries

B. Melnikas

Zarządzanie Zasobami Ludzkimi > 2004 > 4 > 1 > 47-60

The present state of the human resource development system in Lithuania and other Baltic countries, as well as the major problems facing the labor market and the educational system, were analyzed. Results of SWOT analyses of the labor market and of educational system development in Lithuania and other Baltic countries (especially the system of university studies) are described. The potential for upgrading...

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The Resource Aspects of HRM in Light of Competitive Advantage and Company Results, Resource-based view

M. Lawrynowicz

Zarządzanie Zasobami Ludzkimi > 2004 > 4 > 1 > 29-46

(The abstracted paper is also published in English: Ibid. 2005, Nr 1a(40)05, pp.65-82). The creation and maintaining of a competitive advantage by a company is possible through actions in the sphere of human resources (HR). The resource-based view of a company, helps in explaining the role of HR in gaining the advantage and achieving better results than the competitors. The article present various...

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Verification of Candidate Competencies by Way of a Probation Period

W. Jarecki

Zarządzanie Zasobami Ludzkimi > 2004 > 4 > 1 > 92-100

Employee recruitment is, to the certain extent, an exchange of information. Probation is a selection method used to verify a candidate's skills. Probation is used as a recruitment tool after the application of other methods - i.e. the job interview. This paper describes probation as a method of verification of employee skills for positions such as salesperson and cashier in the divisions of a trading...

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The Cultural Factor in HRM - Intercultural Studies

M. Andralojc

Zarządzanie Zasobami Ludzkimi > 2004 > 4 > 1 > 9-28

A researcher setting off on studies on intercultural subjects faces the problem of choosing an appropriate research method. The presented article is an attempt at finding such a method, one that combines the etic and emic approaches in studies on culture.

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Strategies for Research into Managerial Qualifications

S. Chelpa

Zarządzanie Zasobami Ludzkimi > 2004 > 4 > 1 > 61-73

(The abstracted paper is also published in English: Ibid. 2005, Nr 1a(40)05, pp.123-136). This article presents three possible strategies for examining the qualifications of the managerial staff - the idiographic, nomotetic, and idiotetic approaches. Each of these strategies is linked with both limitations and errors caused by the researcher. An awareness of this may mark the start of methodological...

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Employee Participation in Adapting the Enterprise to Market Economy Conditions

S Rudolf

Zarządzanie Zasobami Ludzkimi > 2004 > 4 > 1s(32) > 95-110

(The abstracted paper is also published in English: Ibid. 2004, Nr 1s(33), pp. 97-112). Transformation processes underway in Poland have brought with them the liquidation of many existing forms of worker participation. Unfortunately, the period did not bear fruit in participatory forms characteristic of a market economy. The reasons behind this state of affairs should be looked for in the negative...

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Social Dialogue in Work Relations over Recent years in the Countries of the EU

L. Machol-Zajda

Zarządzanie Zasobami Ludzkimi > 2004 > 4 > 1s(32) > 49-56

(The abstracted paper is also published in English: Ibid. 2004, Nr 1s(33), pp. 49-56). Work relations and their evolution are the subject of systemic legislative activities as well as observation in both individual member states and on the union level. An autonomous European Union institution, the European Foundation for the Improvement of Living and Working Conditions - the Dublin Foundation - is...

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Why Worker Participation?

K. Skrupinska

Zarządzanie Zasobami Ludzkimi > 2004 > 4 > 1s(32) > 83-94

(The abstracted paper is also published in English: Ibid. 2004, Nr 1s(33), pp. 83-96). The pressure of global competition facing European companies and demand for flexibility in its broad sense also force worker participation to adapt to the challenges of the 21st century. The new European participatory model is based on a real involvement of employees in achieving company targets, endowing them with...

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Employee Relations - Balance of Experience and New Challenges

J. Mecina

Zarządzanie Zasobami Ludzkimi > 2004 > 4 > 1s(32) > 63-82

(The abstracted paper is also published in English: Ibid. 2004, Nr 1s(33), pp. 63-82). There is no single, universally acknowledged definition of social dialogue. Ultimately, its form and scope are defined by the limits of the law, social and political relations in effect, and the partners themselves. Social dialogue so viewed and defined is treated as an object, a form for conducting negotiations...

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The Role of Employee Shareholder Plans in the Indirect Privatization of the State Sector in Poland

J. Wratny

Zarządzanie Zasobami Ludzkimi > 2004 > 4 > 1s(32) > 111-120

(The abstracted paper is also published in English: Ibid. 2004, Nr 1s(33), pp.113-122). In Poland, the question of employee shareholder plans appeared in connection with the transformation of ownership of the state sector after 1989. Subject to changed ownership (a private investor) and organizational-legal (the legal form of the company, usually a joint stock company) conditions, this group of shareholders...

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Polish Companies and Entry Into the European Union - Opportunities, Threats, Challenges, and Dilemmas

M. Boni

Zarządzanie Zasobami Ludzkimi > 2004 > 4 > 1s(32) > 17-26

(The abstracted paper is also published in English: Ibid. 2004, Nr 1s(33), pp.17-26).Poland's entry into the European Union opens up a platform for the putting of new, extremely significant questions. Some of them pertain to the assessment of the situation facing Polish companies following accession. Will the process of incorporation of the Polish economy into the circulatory system of the European...

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Whose Quality, Whose Flexibility?

R. Hyman

Zarządzanie Zasobami Ludzkimi > 2004 > 4 > 1s(32) > 37-48

(The abstracted paper is also published in English: Ibid. 2004, Nr 1s(33), pp.37-48). Quality and flexibility are the two most potent mantras of the European Employment Strategy (EES). Each incorporates an attempt to square a circle: quality is bracketed with productivity, flexibility with security. The EES is a political compromise, and as such is an attempt to achieve the unity of opposites. From...

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European Works Councils

K. Walczak

Zarządzanie Zasobami Ludzkimi > 2004 > 4 > 1s(32) > 57-62

(The abstracted paper is also published in English: Ibid. 2004, Nr 1s(33), pp. 57-62). The article presents the efforts undertaken at the Community level aimed at introducing appropriate minimum standards into national legislation securing employee interests and the principles of operation of European works councils as discussed in the Act on European Works Councils of April 5, 2002.

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Social Dialogue on European Level

B. Skulimowska

Zarządzanie Zasobami Ludzkimi > 2004 > 4 > 1s(32) > 27-36

(The abstracted paper is also published in English: Ibid. 2004, Nr 1s(33), pp.27-36). Poland's future membership in the European Union signifies the participation of representatives of Polish trade union organizations and employers' organizations in a dialogue conducted on a European level. It thus seems necessary to learn about such a dialogue, consider if Polish forms of social dialogue are in line...

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Can Polish Administration Be 'Inteligent'?

J. Szaban

Zarządzanie Zasobami Ludzkimi > 2004 > 4 > 2 > 27-38

(The abstracted paper is also published in English: Ibid. 2005, Nr 1a(40)05, pp.97-110). The paper deals with the idea and practice of an 'intelligent' administration. There are several differences between the 'intelligent enterprises' (industrial enterprises and those dealing with services) and public administration. What they have in common, is the necessity of using modern technologies (HT, IT)...

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Peculiarities of Personnel Management in Public Administration

K. Doktor

Zarządzanie Zasobami Ludzkimi > 2004 > 4 > 2 > 9-16

The article concentrates on the differences in the management of human resources in public administration as compared with well-known commercial organizations. Specialists in administration science concern themselves with such questions as the status of clerk, recruitment, and training on a rather marginal basis. However, a new look at developing principles of professionalization, formalization, and...

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The Road to Entrepreneurship in Public Administration in Poland

M Bednarczyk

Zarządzanie Zasobami Ludzkimi > 2004 > 4 > 2 > 17-26

The necessity for change in the management of the public sector is obvious and irrefutable. W. Kiezun criticized the current state of public administration in Poland very strongly finding it brimming in 'gigantomania' ( excessive development of organizational structures), 'luxury-mania' (the creation of a super luxurious environment for working in administration), corruption ('Poland in one of the...

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The Impact of the Process of Integration and HRM in State Administration

Z. Sirojc

Zarządzanie Zasobami Ludzkimi > 2004 > 4 > 2 > 27-38

The activities of state administration, especially of the civil service, have a significant impact on the functioning of the state and the proper satisfaction of the needs of citizens, especially people of politics and business, which foster political and economic integration processes. At the same time, the European integration is contributing to improve the functioning of Polish administration,...

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Selected Personnel Problems in Processes Involving the Merger of Companies

E. Kolasinska

Zarządzanie Zasobami Ludzkimi > 2004 > 4 > 3-4 > 21-32

The purpose of this article is to demonstrate the importance of the role played by the idea of integrated human resource management in merging companies. The article calls attention to the need for changing the paradigms of human resource management in mergers and analyzes functions such as staff planning, professional selection, and employee development and motivation from the point of view of general...

INFONA - science communication portal

Zarządzanie Zasobami Ludzkimi

The Study of Hidden Organization Cultural Premises - Methodological Proposals

The Labor Market and Educational System in Lithuania and Other Baltic Countries

The Resource Aspects of HRM in Light of Competitive Advantage and Company Results, Resource-based view

Verification of Candidate Competencies by Way of a Probation Period

The Cultural Factor in HRM - Intercultural Studies

Strategies for Research into Managerial Qualifications

Employee Participation in Adapting the Enterprise to Market Economy Conditions

Social Dialogue in Work Relations over Recent years in the Countries of the EU

Why Worker Participation?

Employee Relations - Balance of Experience and New Challenges

The Role of Employee Shareholder Plans in the Indirect Privatization of the State Sector in Poland

Polish Companies and Entry Into the European Union - Opportunities, Threats, Challenges, and Dilemmas

Whose Quality, Whose Flexibility?

European Works Councils

Social Dialogue on European Level

Can Polish Administration Be 'Inteligent'?

Peculiarities of Personnel Management in Public Administration

The Road to Entrepreneurship in Public Administration in Poland

The Impact of the Process of Integration and HRM in State Administration

Selected Personnel Problems in Processes Involving the Merger of Companies

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