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Informacje o czasopiśmie
Format
Czasopismo
eISSN
1338-0532
Pierwsze wydanie
03 Mar 2011
Częstotliwość wydawania
2 razy w roku
Języki
Angielski

Wyszukiwanie

Tom 27 (2019): Zeszyt s1 (December 2019)
Special Number

Informacje o czasopiśmie
Format
Czasopismo
eISSN
1338-0532
Pierwsze wydanie
03 Mar 2011
Częstotliwość wydawania
2 razy w roku
Języki
Angielski

Wyszukiwanie

12 Artykułów
Otwarty dostęp

The Aspects of Age Management Towards Sustainable and Responsible Business

Data publikacji: 26 Dec 2019
Zakres stron: 1 - 7

Abstrakt

Abstract

The aim of this article is to present and promote current research outcomes in the field of age management and its impact on sustainability through a review of the appropriate literature sources and pieces of empirical experience. The identification of relations between the work ability index, ageing population and the needs of the labour market can significantly improve the decision-supporting models that the managers can use to achieve higher competitiveness and sustainability for their enterprises.

Słowa kluczowe

  • Age management
  • sustainability
  • work ability index
Otwarty dostęp

Information Systems for the Support of Human Capital Management

Data publikacji: 26 Dec 2019
Zakres stron: 8 - 14

Abstrakt

Abstract

Human Capital Management (HCM) is a modern strategic and planned approach to the management of people in enterprises to meet the goals of the organization. It focuses on the effective use of human capital, its development and effective investment in it. The concept of HCM along with the management of generations are complementary concepts to the current concept of the human resource management. The aim of this paper is to identify and compare several information systems that can be used to facilitate the implementation of the HCM process in business practice.

Słowa kluczowe

  • Human capital management
  • information systems
  • management of generations
Otwarty dostęp

Factors of Work Motivation and Coexistence of Generations at the Workplace

Data publikacji: 26 Dec 2019
Zakres stron: 15 - 24

Abstrakt

Abstract

This paper focuses on the characteristics of the main challenges posed by the changes in demographic composition of labour market and requisite to adjust motivational programs to expectations of employees in industrial enterprises in Slovakia, but also to develop strategies to manage the cooperation between different generations. The paper describes the situation in Slovakia based on the analysis of data from quantitative research collected in 2018 on a sample of 534 employees in industrial enterprises. The empirical findings presented, which describe the differences between generations, focus mainly on the importance of work motivation factors and the level of achievement of these factors in correlation with the stated intention to change employment. Analysed data confirmed that relationships with colleagues are generally the most important work factor for all generations, but we found some significant differences between generations in work motivation items such as career advancement, personal growth, achievement, advantageous working hours and benefit to society.

Słowa kluczowe

  • Quantitative research
  • employees of industrial enterprises
  • work motivation factors
  • coexistence of generations at workplace
Otwarty dostęp

Age Discrimination, Release of Employees and Sustainable Law Strategy in Industrial Enterprises

Data publikacji: 26 Dec 2019
Zakres stron: 25 - 33

Abstrakt

Abstract

The implementation of new trends into industrial practice as well as the influence of various external and internal factors affects the operation of industrial enterprises and their performance. Industrial enterprises that have developed a sustainable human resource management strategy are able to resist negative impacts. A sustainable law strategy defines the range of options for the implementation of a sustainable human resources management strategy. A sustainable law strategy, as a base of business strategy is affecting other strategies in industrial enterprises and also it provides a framework for business sustainability as part of an ecosystem in sustainable corporate social responsibility strategy. The importance of the consistency of mentioned strategies is contained in the presented paper. Consistency of strategies ensures fair treatment of employees as a key internal factor in business success. It is important that employers treat their employees fairly, especially in the case of negative measures. The main aim of the paper is to present results of the research focused on identified discrimination and release of employees in industrial enterprises. The research sample consisted of n = 692 respondents composed of industrial enterprises employees. Among the significant results, the authors of the paper advise the finding, that a significant part of the respondents did not encounter age discrimination. The conclusion contains recommendations for the development of sustainable law strategy regarding to findings related to the release of employees and age discrimination.

Słowa kluczowe

  • Corporate social responsibility
  • sustainable law strategy
  • sustainable human resource management
  • industrial enterprise
Otwarty dostęp

Differences in Perception of Changes with Regard to Various Generational Groups of Employees

Data publikacji: 26 Dec 2019
Zakres stron: 34 - 41

Abstrakt

Abstract

Changes are considered essential to every industrial enterprise since changes are unavoidable part of the existence and management of all types of organizations. It can be seen that, comparing to the past, variety of changes in organizations is increasing, increases their frequency, and the speed with which they need to be implemented. Appropriate chosen and applied management practices can help to manage the implementation of changes in the organization and employees to perform their work without growing concerns over changes. The aim of the paper is to present the results of research aimed at identifying the degree of conservatism and progressivism in attitudes towards change with respect to different generational groups of employees. A questionnaire method was used to collect data. The research sample consisted of employees of industrial enterprises and employees working in the public sector with a total of n = 79. Quantitative statistical methods and thought processes were used to process and interpret the obtained data. Processing of collected data was done in Microsoft Excel.

Słowa kluczowe

  • Generational groups
  • conservatism
  • progressivism
  • employees
  • change
Otwarty dostęp

Human Resource Management in Service Company

Data publikacji: 26 Dec 2019
Zakres stron: 42 - 48

Abstrakt

Abstract

The article deals with the analysis of personnel management in a company and his importance in meeting the company’s strategic goals. Under current conditions, human resources are the most important resource. Caring for and developing human capital is becoming a strategy for achieving company productivity and performance.

Słowa kluczowe

  • Human resources
  • strategic human resources management
  • personal policy
  • human resources development system
Otwarty dostęp

Concept of Corporate Culture in the Context of Age Diversity

Data publikacji: 26 Dec 2019
Zakres stron: 49 - 57

Abstrakt

Abstract

The strategic goal of businesses is to secure a long-term competitive advantage, to differentiate themselves from other businesses and to succeed in the market. Corporate culture is what distinguishes an organization from others and cannot be easily imitated. Culture issues, the need for interaction and understanding are becoming an important part of business behaviour between employees and individual groups.

In the paper we present a part of the results of the research carried out within the frame of VEGA project No. 1/0348/17 „The impact of the coexistence of different generations of employees on the sustainable performance of organisations”. The aim of the project was to explore the potential of positive interaction between individual generations of employees and its use to achieve sustainable performance of organizations in the conditions of multigenerational communities. We focus on corporate culture and selected factors that influence its manifestations and formation. In the research we also found out how important the selected factors are and how individual generational groups of employees in industrial enterprises in Slovakia perceive them. The results of the research confirmed the differences in employee expectations and their fulfilment.

Słowa kluczowe

  • Generations
  • corporate culture
  • age management
  • employment certainty
  • turnover
  • leadership style(s)
Otwarty dostęp

Successful Management of Generations

Data publikacji: 26 Dec 2019
Zakres stron: 58 - 63

Abstrakt

Abstract

In the management literature is often encountered with the concept of generation. For example, generation X, Y, millennia’s, and so on. In this article we are looking for an answer to what is the generation, as it is characterized from a management point of view. From the management perspective we consider the selection of those parameters that support managerial decision-making in a real situation. Therefore, they are practically applicable. In the first part we examine the correlation between the generations and Kopčaj development cycles. The second part dealt with the appropriateness of certain characteristics and parameters of generations to manage. In the third part we describe briefly the results of the survey of these parameters in the Slovak companies. Conclusions: 1. there is a very strong correlation between the generations and Kopčaj development cycles. This allows to more accurately characterize the generation, its behavior, characteristics and interaction with employers.

2. on the management characteristics of the generation (or any group) are suitable parameters such as potential, knowledge and energy measured by entropy over the conditions of stability.

3. the survey shows that for the successful integration of generation into the company it is necessary to harmonize these parameters.

Słowa kluczowe

  • Generation potential
  • entropy
  • stability
  • management view
Otwarty dostęp

Differences in Approaches to Employment of Contemporary Generations on the Labour Market (on Example of Economics and Managerial Study Programmes)

Data publikacji: 26 Dec 2019
Zakres stron: 64 - 69

Abstrakt

Abstract

The paper focuses on some current differences in the current two-generation approaches in the labour market to employment, working conditions and people management. The findings are based on repeated surveys since 2009 focused on the opinions of full-time and part-time students and graduates of some economic and managerial fields of three universities in the Czech Republic and the opinions of selected employees of several companies. The results show that some approaches to work and working conditions differ significantly by age of respondents.

Słowa kluczowe

  • Employee generations
  • differences
  • labour market
  • graduate students
Otwarty dostęp

The Role of Seniors in the Intergenerational Cooperaion within Organizations

Data publikacji: 26 Dec 2019
Zakres stron: 70 - 75

Abstrakt

Abstract

The basic objective of the paper is to show that seniors (even in the age 70+) need not be treated just as a burden or as an object of social care and health care (which is, of course, important as well), but that they can be an important production factor in the traditional meaning of the concept in economic theory and can form a valuable component of an intellectual capital in a knowledge-based society. Objective reason of the growing interest in these issues is the aging of population during the last decades (especially in developed countries) and a greater availability of highly skilled seniors, that although meet the requirements to go retired, prefer to work longer and seek in the work (similarly as during their previous active years) a way of selfactualization and a source of vital energy. Keeping employed these seniors can be also economically effective for organizations.

Słowa kluczowe

  • Intergenerational cooperation at the workplace
  • role of working seniors
  • intergenerational knowledge transfer
  • economic benefits to organization from employing seniors
  • specific aspects of the intergenerational cooperation at universities
Otwarty dostęp

How Millennials Affect Corporate Culture

Data publikacji: 26 Dec 2019
Zakres stron: 76 - 83

Abstrakt

Abstract

Corporate culture is made by the company´s employees. However, their age composition is different and is members of different generations that interact. Every generation brings with it something new, not only positive but also negative. Therefore, each generation should work together to eliminate the negative aspects and highlight the benefits of each generation and exploit them to their advantage. Each of the generations influences the corporate culture in different ways. The aim of the paper is to point out the results of research, which was realized at Faculty of Materials Science and Technology in Trnava and focused on individual generations of employees. We draw attention especially to the Generation Z, its impact on corporate culture and the new “wind” that it brings. This paper was written on the basis of research results of VEGA project No.1/0348/17 “The impact of the coexistence of different generations of employees on the sustainable performance of organisations”.

Słowa kluczowe

  • Generations
  • corporate culture
  • gen Z
Otwarty dostęp

Discrimination of Employees Generational Groups in Selected Human Resource Management Areas

Data publikacji: 26 Dec 2019
Zakres stron: 84 - 92

Abstrakt

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).

Słowa kluczowe

  • Generational group
  • industrial enterprise
  • age discrimination
  • human resource management
12 Artykułów
Otwarty dostęp

The Aspects of Age Management Towards Sustainable and Responsible Business

Data publikacji: 26 Dec 2019
Zakres stron: 1 - 7

Abstrakt

Abstract

The aim of this article is to present and promote current research outcomes in the field of age management and its impact on sustainability through a review of the appropriate literature sources and pieces of empirical experience. The identification of relations between the work ability index, ageing population and the needs of the labour market can significantly improve the decision-supporting models that the managers can use to achieve higher competitiveness and sustainability for their enterprises.

Słowa kluczowe

  • Age management
  • sustainability
  • work ability index
Otwarty dostęp

Information Systems for the Support of Human Capital Management

Data publikacji: 26 Dec 2019
Zakres stron: 8 - 14

Abstrakt

Abstract

Human Capital Management (HCM) is a modern strategic and planned approach to the management of people in enterprises to meet the goals of the organization. It focuses on the effective use of human capital, its development and effective investment in it. The concept of HCM along with the management of generations are complementary concepts to the current concept of the human resource management. The aim of this paper is to identify and compare several information systems that can be used to facilitate the implementation of the HCM process in business practice.

Słowa kluczowe

  • Human capital management
  • information systems
  • management of generations
Otwarty dostęp

Factors of Work Motivation and Coexistence of Generations at the Workplace

Data publikacji: 26 Dec 2019
Zakres stron: 15 - 24

Abstrakt

Abstract

This paper focuses on the characteristics of the main challenges posed by the changes in demographic composition of labour market and requisite to adjust motivational programs to expectations of employees in industrial enterprises in Slovakia, but also to develop strategies to manage the cooperation between different generations. The paper describes the situation in Slovakia based on the analysis of data from quantitative research collected in 2018 on a sample of 534 employees in industrial enterprises. The empirical findings presented, which describe the differences between generations, focus mainly on the importance of work motivation factors and the level of achievement of these factors in correlation with the stated intention to change employment. Analysed data confirmed that relationships with colleagues are generally the most important work factor for all generations, but we found some significant differences between generations in work motivation items such as career advancement, personal growth, achievement, advantageous working hours and benefit to society.

Słowa kluczowe

  • Quantitative research
  • employees of industrial enterprises
  • work motivation factors
  • coexistence of generations at workplace
Otwarty dostęp

Age Discrimination, Release of Employees and Sustainable Law Strategy in Industrial Enterprises

Data publikacji: 26 Dec 2019
Zakres stron: 25 - 33

Abstrakt

Abstract

The implementation of new trends into industrial practice as well as the influence of various external and internal factors affects the operation of industrial enterprises and their performance. Industrial enterprises that have developed a sustainable human resource management strategy are able to resist negative impacts. A sustainable law strategy defines the range of options for the implementation of a sustainable human resources management strategy. A sustainable law strategy, as a base of business strategy is affecting other strategies in industrial enterprises and also it provides a framework for business sustainability as part of an ecosystem in sustainable corporate social responsibility strategy. The importance of the consistency of mentioned strategies is contained in the presented paper. Consistency of strategies ensures fair treatment of employees as a key internal factor in business success. It is important that employers treat their employees fairly, especially in the case of negative measures. The main aim of the paper is to present results of the research focused on identified discrimination and release of employees in industrial enterprises. The research sample consisted of n = 692 respondents composed of industrial enterprises employees. Among the significant results, the authors of the paper advise the finding, that a significant part of the respondents did not encounter age discrimination. The conclusion contains recommendations for the development of sustainable law strategy regarding to findings related to the release of employees and age discrimination.

Słowa kluczowe

  • Corporate social responsibility
  • sustainable law strategy
  • sustainable human resource management
  • industrial enterprise
Otwarty dostęp

Differences in Perception of Changes with Regard to Various Generational Groups of Employees

Data publikacji: 26 Dec 2019
Zakres stron: 34 - 41

Abstrakt

Abstract

Changes are considered essential to every industrial enterprise since changes are unavoidable part of the existence and management of all types of organizations. It can be seen that, comparing to the past, variety of changes in organizations is increasing, increases their frequency, and the speed with which they need to be implemented. Appropriate chosen and applied management practices can help to manage the implementation of changes in the organization and employees to perform their work without growing concerns over changes. The aim of the paper is to present the results of research aimed at identifying the degree of conservatism and progressivism in attitudes towards change with respect to different generational groups of employees. A questionnaire method was used to collect data. The research sample consisted of employees of industrial enterprises and employees working in the public sector with a total of n = 79. Quantitative statistical methods and thought processes were used to process and interpret the obtained data. Processing of collected data was done in Microsoft Excel.

Słowa kluczowe

  • Generational groups
  • conservatism
  • progressivism
  • employees
  • change
Otwarty dostęp

Human Resource Management in Service Company

Data publikacji: 26 Dec 2019
Zakres stron: 42 - 48

Abstrakt

Abstract

The article deals with the analysis of personnel management in a company and his importance in meeting the company’s strategic goals. Under current conditions, human resources are the most important resource. Caring for and developing human capital is becoming a strategy for achieving company productivity and performance.

Słowa kluczowe

  • Human resources
  • strategic human resources management
  • personal policy
  • human resources development system
Otwarty dostęp

Concept of Corporate Culture in the Context of Age Diversity

Data publikacji: 26 Dec 2019
Zakres stron: 49 - 57

Abstrakt

Abstract

The strategic goal of businesses is to secure a long-term competitive advantage, to differentiate themselves from other businesses and to succeed in the market. Corporate culture is what distinguishes an organization from others and cannot be easily imitated. Culture issues, the need for interaction and understanding are becoming an important part of business behaviour between employees and individual groups.

In the paper we present a part of the results of the research carried out within the frame of VEGA project No. 1/0348/17 „The impact of the coexistence of different generations of employees on the sustainable performance of organisations”. The aim of the project was to explore the potential of positive interaction between individual generations of employees and its use to achieve sustainable performance of organizations in the conditions of multigenerational communities. We focus on corporate culture and selected factors that influence its manifestations and formation. In the research we also found out how important the selected factors are and how individual generational groups of employees in industrial enterprises in Slovakia perceive them. The results of the research confirmed the differences in employee expectations and their fulfilment.

Słowa kluczowe

  • Generations
  • corporate culture
  • age management
  • employment certainty
  • turnover
  • leadership style(s)
Otwarty dostęp

Successful Management of Generations

Data publikacji: 26 Dec 2019
Zakres stron: 58 - 63

Abstrakt

Abstract

In the management literature is often encountered with the concept of generation. For example, generation X, Y, millennia’s, and so on. In this article we are looking for an answer to what is the generation, as it is characterized from a management point of view. From the management perspective we consider the selection of those parameters that support managerial decision-making in a real situation. Therefore, they are practically applicable. In the first part we examine the correlation between the generations and Kopčaj development cycles. The second part dealt with the appropriateness of certain characteristics and parameters of generations to manage. In the third part we describe briefly the results of the survey of these parameters in the Slovak companies. Conclusions: 1. there is a very strong correlation between the generations and Kopčaj development cycles. This allows to more accurately characterize the generation, its behavior, characteristics and interaction with employers.

2. on the management characteristics of the generation (or any group) are suitable parameters such as potential, knowledge and energy measured by entropy over the conditions of stability.

3. the survey shows that for the successful integration of generation into the company it is necessary to harmonize these parameters.

Słowa kluczowe

  • Generation potential
  • entropy
  • stability
  • management view
Otwarty dostęp

Differences in Approaches to Employment of Contemporary Generations on the Labour Market (on Example of Economics and Managerial Study Programmes)

Data publikacji: 26 Dec 2019
Zakres stron: 64 - 69

Abstrakt

Abstract

The paper focuses on some current differences in the current two-generation approaches in the labour market to employment, working conditions and people management. The findings are based on repeated surveys since 2009 focused on the opinions of full-time and part-time students and graduates of some economic and managerial fields of three universities in the Czech Republic and the opinions of selected employees of several companies. The results show that some approaches to work and working conditions differ significantly by age of respondents.

Słowa kluczowe

  • Employee generations
  • differences
  • labour market
  • graduate students
Otwarty dostęp

The Role of Seniors in the Intergenerational Cooperaion within Organizations

Data publikacji: 26 Dec 2019
Zakres stron: 70 - 75

Abstrakt

Abstract

The basic objective of the paper is to show that seniors (even in the age 70+) need not be treated just as a burden or as an object of social care and health care (which is, of course, important as well), but that they can be an important production factor in the traditional meaning of the concept in economic theory and can form a valuable component of an intellectual capital in a knowledge-based society. Objective reason of the growing interest in these issues is the aging of population during the last decades (especially in developed countries) and a greater availability of highly skilled seniors, that although meet the requirements to go retired, prefer to work longer and seek in the work (similarly as during their previous active years) a way of selfactualization and a source of vital energy. Keeping employed these seniors can be also economically effective for organizations.

Słowa kluczowe

  • Intergenerational cooperation at the workplace
  • role of working seniors
  • intergenerational knowledge transfer
  • economic benefits to organization from employing seniors
  • specific aspects of the intergenerational cooperation at universities
Otwarty dostęp

How Millennials Affect Corporate Culture

Data publikacji: 26 Dec 2019
Zakres stron: 76 - 83

Abstrakt

Abstract

Corporate culture is made by the company´s employees. However, their age composition is different and is members of different generations that interact. Every generation brings with it something new, not only positive but also negative. Therefore, each generation should work together to eliminate the negative aspects and highlight the benefits of each generation and exploit them to their advantage. Each of the generations influences the corporate culture in different ways. The aim of the paper is to point out the results of research, which was realized at Faculty of Materials Science and Technology in Trnava and focused on individual generations of employees. We draw attention especially to the Generation Z, its impact on corporate culture and the new “wind” that it brings. This paper was written on the basis of research results of VEGA project No.1/0348/17 “The impact of the coexistence of different generations of employees on the sustainable performance of organisations”.

Słowa kluczowe

  • Generations
  • corporate culture
  • gen Z
Otwarty dostęp

Discrimination of Employees Generational Groups in Selected Human Resource Management Areas

Data publikacji: 26 Dec 2019
Zakres stron: 84 - 92

Abstrakt

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).

Słowa kluczowe

  • Generational group
  • industrial enterprise
  • age discrimination
  • human resource management

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