<abstract xmlns="http://www.w3.org/1999/xhtml"><p>In the last two decades, globalization trends and the stabilization of the market economy have led to a situation where industrial enterprises are increasingly reporting a lack of skilled manpower. On the other hand, employees of industrial enterprises are increasingly facing the discrimination in finding job or career growth. The main aim of the paper is to analyse the current state of age discrimination in selected human resource management areas in the Slovak industrial enterprises. The research was carried out in the framework of the VEGA project (1/0348/17), whose questionnaire was used in the research. The research sample consisted of the Slovak industrial enterprise’s employees (n = 534). The quantitative statistical methods were used to evaluate the obtained data (pie charts, frequency histograms and the table analysis). The analyses were performed in the software SPSS from IBM and Excel from MS. The most interesting results include the finding that the most common form of age discrimination is employee selection (62) and career progression (62).</p></abstract>

In the last two decades, globalization trends and the stabilization of the market economy have led to a situation where industrial enterprises are increasingly reporting a lack of skilled manpower. On the other hand, employees of industrial enterprises are increasingly facing the discrimination in finding job or career growth. The main aim of the paper is to analyse the current state of age discrimination in selected human resource management areas in the Slovak industrial enterprises. The research was carried out in the framework of the VEGA project (1/0348/17), whose questionnaire was used in the research. The research sample consisted of the Slovak industrial enterprise’s employees (n = 534). The quantitative statistical methods were used to evaluate the obtained data (pie charts, frequency histograms and the table analysis). The analyses were performed in the software SPSS from IBM and Excel from MS. The most interesting results include the finding that the most common form of age discrimination is employee selection (62) and career progression (62).

Discrimination of Employees Generational Groups in Selected Human Resource Management Areas

Slovak University of Technology in Bratislava

Faculty of Materials Science and Technology in Trnava, Institute of Industrial Engineering And Management

Research Papers Faculty of Materials Science and Technology Slovak University of Technology

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 3.0 License.

In the last two decades, globalization trends and the stabilization of the market economy have led to a situation where industrial enterprises are increasingly...

Discrimination of Employees Generational Groups in Selected Human Resource Management Areas

Publié en ligne: 26 déc. 2019

Pages: 84 - 92

Reçu: 23 sept. 2019

Accepté: 29 oct. 2019

DOI: https://doi.org/10.2478/rput-2019-0046

Mots clés
Generational group, industrial enterprise, age discrimination, human resource management

© 2019 Natália Vraňaková et al., published by Sciendo

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 3.0 License.

Discrimination of Employees Generational Groups in Selected Human Resource Management Areas

Publié en ligne: 26 déc. 2019

Pages: 84 - 92

Reçu: 23 sept. 2019

Accepté: 29 oct. 2019

DOI: https://doi.org/10.2478/rput-2019-0046

Mots clésGenerational group, industrial enterprise, age discrimination, human resource management

© 2019 Natália Vraňaková et al., published by Sciendo

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 3.0 License.

Mots clés
Generational group, industrial enterprise, age discrimination, human resource management