Społeczeństwo obywatelskie – kryzys idei, czy recepta na kryzys?

Author(s): Anna Łoś-Tomiak / Language(s): Polish Issue: 2/2015

In this time of economic crisis and tensions of asocial, cultural, or ideological, civil society seems to be a core value, which make the development of both democracy and regions. Based on the growing awareness social and identified with the activities of the organization NGOs and local government, allows self-realization and satisfying social needs. However the practice of cooperation is different, not always based on a partnership of partes, which can reduce the assessment the idea of civil society and affect its internalization and also influence the efficiency of eliminating the effects of crises.

The modern context of the human development risks

Author(s): Olena Makarova / Language(s): English Issue: 1/2017

The article studies objective preconditions of development of the concept of ‘human development risks’; the most prominent works of sociological science and their contribution to the theory of social risks, with some alternative modern interpretations of the risks of social development, which find their expression in such social movements as ‘anti-consumerism’ and ‘de-growth’. The focus is made on interpretations formed at the junction of two global concepts including ‘human development’ and ‘sustainable development’, as well as their reflection in international documents and activities of international organizations. The results of activities regarding the determination of priorities of sustainable development for Ukraine are presented. The specific features of the risks’ manifestation and their interpretation for the human development of Ukraine on the background of unfavorable socioeconomic dynamics are presented, while the estimates of Ukraine’s human development indices and their dynamics at the regional level are introduced.

Людський капiтал корпорацiї: сучаснi особливостi формування

Author(s): L. O. Ukrainska / Language(s): Ukrainian Issue: 33/2018

The features of the formation of human capital are adequate to the changes in the content and character of human activity, as well as to the modern requirements of the technological basis of the postindustrial society. The point of view on the correlation of the categories «human capital» and «labor» is presented, some questions of the formation of a system of motivations for increasing the human capital of an individual are explored.

ASPECTE LEGISLATIVE PRIVIND SALARIZAREA ÎN ANUL 2018

Author(s): Tania Stoean / Language(s): Romanian Issue: 32/2017

This article looks at the new legislation on the remuneration of staff starting with the first month of 2018. The new tax regulations that will be implemented not only the normative aspects but also the structural aspects regarding the composition of the salary contributions. These are part of a series fiscal and budgetary measures that concern the budgetary policy between 2018 and 2021.From fiscal consolidation measures (from 2009 to 2015) to fiscal relaxation measures (between 2015 and 2016) our country has constantly tried to adjust its fiscal and budgetary policy, mainly to ensure social protection of the low-income population. In this context are included the next year's budget constructions, which reduce the income tax quota, the tax burden will be borne by the transfer of salary contributions, mainly by the employee. To illustrate how remuneration will look next year, we will analize three possible scenarios: do not changes gross income and net income, or the same cost to company in 2017.

DEZVOLTAREA ECONOMICĂ ŞI SOCIALĂ A UNEI ŢĂRI, PRIN VALORIFICAREA RESURSEI UMANE

Author(s): I. Gabriel Năstase / Language(s): Romanian Issue: 24/2015

Partycypacja pracownicza z perspektywy ewolucji koncepcji zarządzania zasobami ludzkimi

Author(s): Anna Cierniak-Emerych / Language(s): Polish Issue: 499/2017

Poszukując okoliczności sprzyjających rozwojowi i konkurencyjności przedsiębiorstw, coraz częściej akcentuje się potrzebę nadawania określonego znaczenia zagadnieniu w partycypacji pracowniczej. Jedną z ważniejszych – jak się wydaje – płaszczyzn rozpatrywania partycypacji stanowi ewolucja w obrębie koncepcji zarządzania zasobami ludzkimi. Celem opracowania stało się ukazanie ujęcia partycypacji pracowniczej charakterystycznego dla zmian zachodzących w obrębie koncepcji zarządzania ludźmi. Jednocześnie celami części empirycznej są prezentacja zainteresowania pracowników i kierownictwa przedsiębiorstw stosowaniem partycypacji, a także identyfikacja przejawów jej funkcjonowania w przedsiębiorstwach. W sposób szczególny zwrócono uwagę na relacje pomiędzy postrzeganiem partycypacji a preferowanym podejściem do człowieka i jego pracy, związanym z przyjętą koncepcją zarządzania ludźmi.

Szanse i zagrożenia przedstawicieli pokolenia Z na polskim rynku pracy (w opinii studentów Politechniki Częstochowskiej)

Author(s): Joanna Gajda / Language(s): Polish Issue: 499/2017

Labor market instability entails a deterioration in the living and working conditions of contemporary youth. The main aim of this article is to present the views of young people belonging to generation Z on the assessment of situation in which they are entering the labor market and their own chances in the context of the possibility of fulfilling their goals and personal plans. The article consists of three parts. The first one is an attempt to discuss the causes and consequences of phenomena occurring on the contemporary Polish labor market. The second part presents the characteristics of the representatives of generation Z. The article ends with the presentation of the results of pilot studies conducted among the students of Częstochowa University of Technology, whose task was to present their own reflections on the situation on the national labor market in terms of their expectations and requirements of the market.

Bezrobocie długotrwałe – kluczowe wyzwanie dla europejskich rynków pracy

Author(s): Anna Niewiadomska / Language(s): Polish Issue: 499/2017

Bezrobocie długotrwałe jest uznawane za jeden z najpoważniejszych problemów na współczesnym rynku pracy. Ekonomiści widzą w nim źródło poważnej deprecjacji zasobów ludzkich na rynku pracy oraz pauperyzacji dotkniętych nim rodzin. W związku z kryzysem finansowym i gospodarczym w latach 2008-2009 stopa bezrobocia w Unii wzrosła do nienotowanego wcześniej poziomu. Obecnie zmniejsza się, ale długotrwałe bezrobocie jest nadal bardzo wysokie. Celem artykułu jest analiza porównawcza skali i struktury bezrobocia długotrwałego w krajach członkowskich Unii Europejskiej przeprowadzona z wykorzystaniem danych pozyskanych z bazy Eurostatu. Rozważania rozpoczęto od przybliżenia istoty i cech bezrobocia długoterminowego. Ponadto zweryfikowano hipotezę o wzrastającym wraz z wiekiem bezrobotnego zagrożeniu bezrobociem długotrwałym. W artykule, odwołując się do zaleceń Rady UE, zarysowano strategię działania ukierunkowaną na ograniczenie bezrobocia długotrwałego w krajach członkowskich.

The Influence of Psychological Contract Breach on Job Satisfaction

Author(s): Sandra Milanović,Milica Đokić,Biljana Đorđević / Language(s): English Issue: 3/2018

Psychological contract represents the implicit assumptions of the employees (or employer) regarding the content of their mutual exchange in addition to those that are specified in the formal employment contract. In the case of breaching it, many negatively consequences could arise. One of them is the lower level of job satisfaction. In the study that has been conducted we tried to find out the answer whether the psychological contract breach in unfavorable economic conditions negatively influences job satisfaction as it has been found in most studies conducted in developed countries. The research method that we used was the case study method. In order to test the hypothesis, we used ANOVA test and linear regression. The results of the study showed that psychological contract breach negatively influences job satisfaction of employees despite the unfavorable economic conditions in which they work.

Youth Unemployment in Albania, Causes and Consequences

Author(s): Meleq Hoxhaj / Language(s): English Issue: 02/2017

The purpose of this paper is to look into the cause, effect and solution to youth unemployment problems in Albania. The youth unemployment rate reached the highest level of 40.34% in 1993, while the lowest level was 21.44% in 2006. Data for this paper was obtained from the World Bank and, processed by the SPSS.20 program. By linear regression, we have analysed the youth unemployment relationship with some of the main economic indicators. The link between economic growth and youth unemployment is weakly negative, while the link between foreign direct investment and youth unemployment is also negative.Youth participation from the workforce is positively linked with youth unemployment. The main problem for youth unemployment in Albania is “economic growth that brings poverty”, which does not bring employment and bridge the gap between the labour market and skills.

The Analysis of the Number of Employees, Net Nominal Earnings and Labour Productivity in Romania

Author(s): Cătălin Angelo Ioan,Gina Ioan / Language(s): English Issue: 02/2017

The article deals with the link between the number of employees, net nominal earnings and labor productivity in Romania. Conclusions of the analysis consists in adapting prudent wage policy in relation to productivity gains and economic structure by ownership.

INNOVATIVE HUMAN RESOURCES PRACTICES ON AN ORGANIZATIONAL LEVEL

Author(s): Nicoleta Belu ,Alina Voiculet / Language(s): English Issue: 4/2018

In the current economic, social and political context characterized through instability, competitiveness and volatility, the future development of any organization is based on a single factor that generates durable competitive advantages, and that is innovation. Sustainability of any business means rehabilitation and continuous repositioning to be able to answer any market demands. In this context, innovation can no longer be limited to just new technologies, it must be extended to new forms of organization, new practices, which in turn generate new performance standards in order to withstand the challenges of the internal and external environment. The human resource has an essential role in this innovative process through its creative capacity in generating, promoting and implementing change. And so, at an organizational level, human resource management should increasingly focus on those innovative human resource practices that focus on attracting, motivating and developing employee skills to raise their creative potential and implicitly their performance.

Investments in human capital – knowledge and education as factors of sustainable development

Author(s): Olgica Nestorović / Language(s): English Issue: 2/2015

Development of products and services that create new value is achieved through human capital based on knowledge, skills and intellectual property which should be aimed towards innovations. In that manner, constant need for training and development of employees through impact on their knowledge, skills and abilities is stressed. Investments in knowledge and education are investments in the future, which, however, as factors affect the generation of rapid changes. For construction of human capital, it is required to define permanent strategy for the needs of sustainable development. Thus, there is a wide range of issues related to human capital and sustainability, with emphasis on relations among employment, health, education, economy, sustainable development, social protection and environmental protection. In accordance with previously mentioned factors, the aim of this paper is the review of the possibilities for affecting and improving the relations between human capital and sustainability as an example of a more comprehensive access to sustainable future.

Profile of human development in Serbia

Author(s): Miljan Leković,Nemanja Pantić / Language(s): English Issue: 1/2015

Human development is the process of improving human well-being and expansion of human freedoms and opportunities. Human development includes various areas of human life from health and education, through environmental protection and human rights, to the cultural and political participation. It is a multidimensional concept that should not be equated with economic growth, since economic growth does not guarantee the socio-economic welfare of the whole society. The aim of the paper is to analyze the achieved level of human development in Serbia. The research finds that Serbia is a country with a high level of human development, but also with a declining HDI rank, which suggests that the growth of HDI index in Serbia in the reporting period was slower than in other countries in the world.

İNSAN KAYNAKLARI YÖNETİMİNİN GELECEĞİ: İK 4.0

Author(s): Ayşe Asiltürk / Language(s): Turkish Issue: Special/2018

ndustry 4.0 has led to a significant transformation in the way businesses' approach manufacturing. Industry 4.0 affects every industry at every level. In the corporate setting, automation and other evolving technologies are changing dramatically the needs of organizations. In this process, business owners and managers will need to reassess their organizations' structure and redefine tasks that require human involvement. Industry 4.0 revolution has already reduced the human resources requirements of many businesses through automation. On the one hand this disruption affects every aspect of HR, on the other hand HR4.0 gives an opportunity to create sustainable competitive advantages for companies. HR professionals will need to learn about digital technologies and use them to work more efficiently in order to be successful in this period. This paper aims to demonstrate how the industry 4.0 revolution affects human resources and human resource management practices.

ELASTYCZNE FORMY ZATRUDNIENIA PIELĘGNIAREK I POŁOŻNYCH DETERMINANTEM JAKOŚCI KAPITAŁU LUDZKIEGO SZPITALI

Author(s): Marcin Olkiewicz / Language(s): Polish Issue: 2/2018

Medical staff, and in particular nurses and midwives are very desirable jobs, both at home and abroad. The method of employing nurses and midwives results, among other things, from the financial and organizational capacity of hospitals and legal forms in force, as well as the specific direction and principles of professional development of a medical professional (a specific professional group). The literature on the subject and the labor market point to various possibilities of using forms of employment, which significantly affects the process of shaping human capital and personnel policy of hospitals. The aim of the study is to draw attention to the efficiency of using flexible forms of employment, confirmed by research results (covering the period 2013-2015) in one of the hospitals in the Central Pomeranian region. High responsibility of persons managing, shaping and taking care of the quality of provided services, as well as increasing the value of the entity, guarantees appropriate selection and allocation of medical personnel. This means that responsible and effective hospital management aimed at shaping and guaranteeing a high standard of quality of life is possible, inter alia, by providing appropriate infrastructure capital, human capital when applying various forms of employment.

MANAGEMENTUL PROCESULUI DE CREAŢIE – COMPONENTĂ ESENŢIALĂ A MANAGEMENTULUI RESURSELOR UMANE ÎN INSTITUŢIILE DE CULTURĂ

Author(s): Ionica-Diana Pirvu (Mazilescu),Gabriela LAZAR (SOARE) / Language(s): English Issue: 2/2018

Important in terms of culture is how to manage because it can bring many benefits,from spiritual to material. In cultural institutions, human resources are trained in the creativeprocess. In this context, we can speak of a creative person. Depending on the type of culturalinstitution, creative staff play a more important or almost exclusive role. The creative process isthe one that first defines the cultural institution.

THE ANALYSIS OF THE INFLUENCE OF MOTIVATION, COMPETENCE, AND INCENTIVE TOWARD EMPLOYEE PERFORMANCE AT PT SIANJUR RESORT, A HOUSING DEVELOPER OF OMA DELI MEDAN, INDONESIA

Author(s): Ridwansyah Ridwansyah,Isfenti Sadalia,Yeni Absah / Language(s): English Issue: 2/2018

This research aims to find out the influence of motivation, competence, and incentive variables toward employee performance. Population of this research is all employees of PT. Sianjur Resort, Medan, Indonesia that is, 37 people. The sample is selected using total population sampling method. The data is collected using questionnaires, while it is analyzed using multiple linear regression analysis. The research results prove that motivation, competence, and incentive simultaneously give significant influence toward employee performance. Motivation, competence, and incentive partially give significant influence toward employee performance. It is recommended that PT. Sianjur Resort pay more attention to aspects that can increase employee performance such as giving incentive regularly and fairly so that there is no negative perception among employees about discriminative behaviour by the employer in term of giving incentive. It is also suggested that PT. Sianjur Resort’s employees increase their performance based on motivation, competence, and incentive that have been given, such as increasing self-competence without waiting for the command from the employer, so self-performance can be more increased.

THE INFLUENCE OF EMOTIONAL INTELLIGENCE ON THE PERFORMANCE OF HEALTH DEPARTMENT OFFICERS OF DELI SERDANG REGENCY

Author(s): Siti Aisah Osro,Harmein Nasution,Isfenti Sadalia / Language(s): English Issue: 2/2018

Employee performance is the responsibility of employees to their work and the results achieved by the employees in performing the job given to them either in quantity or quality within a certain time. The goals of employee performance are to adjust employee expectation with organizational goals. Incompatibility between efforts to achieve employee performance goals with organizational goals will result in poor performance. Employee performance is influenced by internal and external factors. One of the internal factors that affect employee performance is emotional intelligence. This research analyzed the influence of emotional intelligence which consists of self-awareness, self-regulation, motivation, empathy and social skills on the performance of the Officer of Health Department of Deli Serdang Regency, North Sumatera, Indonesia. The type of this research was causal research with cross-sectional study design. The subjects of this research were Civil Servants working in the Health Department of Deli Serdang Regency who occupied operative positions or staff of 100 people. The sampling used data were collected through interviews, questionnaires distribution and literature study. The data were analyzed using a multiple linear regression model, hypothesis and testing was done by using Ttest and F-test. This research was conducted at the Health Department of Deli Serdang Regency, North Sumatera Province, Indonesia. The result showed that emotional intelligence which had a significant influence on the performance of Health Service Officers of Deli Serdang Regency was motivation and social skill. The results of the T-test showed that the emotional intelligence: selfawareness, self-regulation, motivation, empathy and social skills simultaneously had a positive influence on the performance of the Health Department officers of Deli Serdang Regency. The results of the -test concluded that emotional intelligence: motivation and social skills had a positive and significant influence on the performance of the Health Department officers of Deli Serdang Regency. Emotional intelligence consisting of self-awareness, self-regulation, motivation, empathy and social skills had a positive and significant influence on the performance improvement of the Health Department officers of Deli Serdang Regency. The higher the emotional intelligence of the Health Department officers of Deli Serdang Regency, the better the employee performance, the lower the emotional intelligence, the lower the performance of the employees.

THE RELATIONSHIP BETWEEN INTERNAL MARKET ORIENTATION AND EMPLOYEE JOB SATISFACTION: THE CASE OF THE ROMANIAN BANKING SECTOR

Author(s): Remus Ionut Naghi,Gheorghe Preda,Anca Cristina Dragomir / Language(s): English Issue: 4/2018

The paper aims to investigate the effect of internal market orientation and its dimensions on the employee job satisfaction. The idea of this research emerged from the extensive scientific literature that suggests the existence of a relationship between internal market orientation and employee job satisfaction. In fact, internal market orientation is conceptualized as a set of managerial behaviors that have the potential to influence employee behavior which would in turn affect customer satisfaction. The research involves a questionnaire-based survey of employees in the banking sector in Romania. The convenience sampling method was used. A total of 170 usable questionnaires were received from the employees. The measurement scales within the proposed model were evaluated for reliability and validity. The research hypotheses were tested via linear regression. The study’s empirical results suggest a positive influence of the internal market orientation and each of its three dimensions on employee job satisfaction. In order to increase the level of employee job satisfaction, the organization should systematically monitor the personal needs of every employee, to adapt every important decision taken by the managers to the individual needs that employees of different groups may have, supervisors should be interested in listening to what subordinates have to say about jobs, about the issues they have and the management of the organization must seriously consider employees’ needs, introduce policies and allocate funds to meet these needs.