Volume 25 (2017): Issue 41 (September 2017)

In the contribution the authors deal with the design and use of a sustainable marketing communication strategy of an ideal industrial enterprise in the Slovak Republic. The concept of an ideal enterprise is designed to increase the enterprise's sustainable competitiveness through the formation of a corporate image. In the framework of the research, the practical application of the draft concept was realized through a semi-structured interview in the form of propositional logic.

The contribution is focused on the area of the design of Slovak industrial enterprise managers' competency model. The main objective of the contribution is a methodology proposal of the Slovak industrial enterprise employees' competency model utilising the Analytic Hierarchy Process method within the Sustainable Development context. Methodology was developed on the basis of the theoretical backgrounds analysis and the actual state of designing a competency model in the industrial enterprises analysis.

This article defines biomass as a prospective renewable energy source, defining the main arguments of this claim. The potential for the use of biomass as an energy source is examined on the basis of calculations of cost analysis, analysis of availability of this energy source and its applicability under SR conditions.

This article analyzes the hydropower potential of watercourses in Slovakia, defining water as the most promising and most used renewable energy source. The hydro-energetic potential as a source of energy is determined by the calculation of the technically feasible potential of the watercourses, which is divided into exploited and unused. It also identifies the potential of utilizing the unused technical hydro-energetic potential.

The current workforce in industrial enterprises is formed from four generational groups. These generational groups are called Baby boomers, Generation “X”, Generation “Y” and Generation “Z”. Each of generational groups is specific by own characteristics, positives and negatives. The aim of the article is to refer the features of individual generational groups, to analyze their representation on labor market and to specify recommendations for the management of multigenerational teams for the practice of industrial enterprises in order to achieve the satisfaction and synergy of employees in accordance with the objectives of enterprise.

The main objective of the paper is to describe the recommended values model of corporate culture and supporting business performance for industrial companies operating in the Slovak Republic. This model was developed on the basis of research results within the STU Project to support young researchers entitled “Changing the potential of the company´s success using the principles of spiral management and its impact on corporate culture”. The current paper is a part of submitted VEGA project No.1/0348/17 “The impact of the coexistence of different generations of employees on the sustainable performance of organisations”. This model will be the basis for defining corporate values and developing or changing corporate culture for the companies operating on or coming (from abroad) to the Slovak market. The characteristic features of the value model are simplicity, complexity and applicability. This model takes into account the current situation on the Slovak market. The values of this model have a different level of significance given and each value is defined by the specified principles.

Effective communication is the most significant ability for project manager and successful project. However, during the management of projects communication, it is very often forgotten, often overlooked or taken for granted. In the management of projects, it is principally necessary to deal with communication during all project lifecycle. Within the project communication, it is very important to define the main methods, tools, support of communication and frequency of communication; these belong to the most important elements of the communication channel which is very often forgotten. Therefore, the main aim of the paper is to analyse the utilisation of the communication channel: communication methods, communication tools, communication frequency and to support project communication in industrial manufacturing enterprises in Slovakia. Based on the research, we can conclude that communication channel is not adequately elaborated in international methodologies and standards of project management as well as in industrial manufacturing enterprises. These facts are very negative, conclusion and it is therefore necessary to deal with the problem.

Employee performance is a condition and an assumption for the performance and success of a company on the market. In order to ensure competitive ability, the quality of human resources, their management, and related measurement and performance assessment are at the forefront of company interest. Employee assessment affects the performance, development and motivation of people and also provides the necessary information about the employees. It allows the organization to monitor employee performance and compare their work with other collaborators. Many companies have the problem of setting up evaluation system so that it carried itself elements of responsibility and objectivity. The result of conceptual work in this area is the ultimate use of tools whose deployment, if possible, motivates employees to perform better. The aim of the paper is to refer to problems that arise in companies in evaluating the performance of employees.

Coaching as a form of development has opened new possibilities and broadened the sphere of competence for personal or manager development since 1990s. At the beginning, there was not enough literature related to this topic, but progressively it has been popularized in so much that some authors have released their books in several languages. John Whitmore (2004) warns about the misuse of popularization of a new term (coaching), by using which many managers hide their reluctance against a modification or disability to change something in their traditional managerial style. Emotion regulation is the base for successful leadership, success in work life in general and satisfaction in any relationship. In the paper, the authors focus on the significance of coaching for the personal and professional growth as a systematic method using several strategies of emotion regulation.

Developed in Japan, 5S is a system of organizing workplace for efficiency, effectiveness and safety. Is 5s important? The answer is: “YES”, because the implementation is about empowering employees to control their work area and create an environment where they want to work every day. It is a program that only works with grass roots level engagement. With commitment to safety, we are equally committed to 5S to ensure a safe place to work. It enabled us to indicate where waste was occurring and thus improve the work area sustainably. We recognized real problems, found solutions and ultimately we were successful in our endeavors. Throughout different companies, various words of similar meaning are used. No matter what specific words are used to identify the steps in 5S, the purpose remains the same: create a clean, organized and efficient work environment.

Digitization as a process of expressing actions and values by codes 0 and 1 has already has become part of our lives. Digitization enables enterprises to improve production, sales and to increase volume of production. However, no standard digitization strategy has been yet developed. Even in the digitized business process management system, the most important position remains to a human being. The improvement of software products, their availability and the education system in the area of introduction and use of information technology is thus a striking feature in development of managing (but also other) current processes.