Working paper
Human Resource Management: Elaboration
This publication is the culmination of the 16th International Scientific Conference entitled “Human Potential Development” (HPD). The conference was held in Łódź between May the 28th–30th, 2019, and was patronized by the Associate Professor Tomasz Czapla, the Dean of the Faculty of Management at the University of Łódź, and also by the International Academic Network HPD CEEUS. The international nature of the conference resulted in ten articles in this publication being written in five languages, with English being the leading language of the conference. The aim of the conference was the international exchange of knowledge in the field of HPD in the context of the latest, theoretical and practical solutions, with particular emphasis on the need to create, motivate and develop the driving force of organizational changes – employees and managers. It was assumed that this goal would be implemented within three conference working areas: 1) using and developing human potential, 2) new challenges within the mentioned area, and 3) developing models and practices related to human potential and human resource management. The concept of HPD is common in the international human resource management literature, which emphasises its strategic dimension, and combines organizational and social goals with the promotion of a competitive advantage based on the human capital concept. At the same time, this strategic dimension is inseparably accompanied by the focus on the needs, aspirations, growth and development of people. As a consequence of the implementation of both dimensions, the creation of a learning and development culture has been observed as an inherent feature of training planning and implementation, as well as the creation of personal, employee and citizen development programs. Each of the authors presents different viewpoints within their HPD research, but the common theme of all findings and considerations were the expectations, decisions and behaviors of people in specific contexts of economic reality. The publication opens with an article by the British author William Chambers, a retired professor at Hope University in Liverpool, a longtime charity 12 • Introduction community activist in the UK. He presents examples and types of difficult working conditions, which sometimes lead to dysfunctional behaviors of volunteers, employees and managers of these organizations. The author describes the associated human resource (HR) management practices as well as the context in which they are used. It is worth noting the summary of the article, which is an attempt to answer questions about the specificity of charitable organizations, actors performing their roles, the essence of managing these organizations and the importance of estimating personnel risk. A team of Lithuanian researchers, including Irena Bakanauskiene, Rita Bendaravićiene and Inesa Daugintaite, refers to the important issue of happiness in the workplace and its multidimensionality. This topic is presented using the example of research results from teachers. Although all dimensions and attributes of employee happiness are important for the surveyed employees, reality does not meet employee expectations – especially in the area of motivation and remuneration systems. The importance of employee communication competences for the quality of services in the public and non-profit sectors is presented by Barbara Batko, who indicates some features of socially useful information, the development of which requires specific and universal competences for the purposes of handling the communication process. It is worth noting that these are well known and important components of human capital, that is, adequate knowledge, the ability to think critically or search for cause and effect relationships. Martina Grófová allows the audience to consider the possibility of implementing the principles of a circular economy in Slovakia. This is one of the possibilities of transition from serial production to production based on customer value, but with a more rational use of resources and reduction of the negative impact on the environment of manufactured products. However, it is worth paying attention to the need to build consumer awareness in this new reality and the responsibility of companies in this matter. Shaping customer relationships in e-commerce is a key corporate responsibility. Justyna Majchrzak-Lepczyk is able to highlight the purchasing process of e-customers and presents the results of her own research in this area. It is worth paying attention to the essence of employee competences and their ability to read the needs of e-buyers. A research team consisting of Zdenko Stacho, Katarína Stachová and Martina Grófová draws attention to the importance and openness of communication as an instrument of engaging human resources in order to maintain organizational competitiveness in the context of the speed of market changes and Introduction • 13 their nature. What is interesting is the informal communication and information technology (IT) support highlighted by the authors. Vladimir Šulc and Petr Jedinák take up the subject of the requirement to increase IT security of the information flow in the context of its integration with the legislative environment of the European Union, exemplified by the Czech Republic. The authors emphasize the increased vulnerability of IT systems to dangers in the network and the role of programmers in securing it. Based on two surveys and a series of interviews in the business service sector, Robert Marciniak presents Hungarian experience in the field of the impact of technological progress on the automation of service processes. The author discusses the resistance and expectations of employees towards the described trend. Evgeniy Borisovich Morgunov and Igor Borisovich Gurkov present the results of research on the production plants of foreign corporations operating in Russia. They show the features and processes of human resource management. The context of the described solutions and the indicated tensions between East and West are presented. We conclude with the consideration of Jiří Stýblo, who draws attention to the impact of digitization and automation on HR processes and the work environment which are changing the skill requirements of HR specialists and managers. This publication is intended for readers who want to expand their knowledge of the essence of building the capacity of individuals, teams and societies in a comprehensive and non-trivial way. At the same time, it encourages reflection and a holistic view of the phenomenon of human potential. I encourage you to read the aforementioned conference papers.
Principles of constructing balanced system of logistic efficiency are viewed. (BSC) Basic advantages, which allow to implement management on the base of logistic BSC are shown. Methodology of calculating logistic KPI in trade company on the example of warehousing business-process, in particular consignment, completion and dispatch at distributing center of retail network is adduced.
It is shown, that key indices of activity of other subdivisions of logistic department: operational department, transport-forwarding department, control-auditorial group should also be included into logistic BSC in trade company. Designed system of indices is connected with system of motivating personnel, whilst individual rewarding for positive results is tied to completion of established standards of KPI. Examples of calculating influence of logistics on return on capital basing on model of strategic profit.
Employment Relations is widely taught in business schools around the world. However, an increasing emphasis is being placed on the comparative and international dimensions of the relationships between employers and workers. It is becoming crucial to consider today’s work and employment issues alongside the dynamics between global financial and product markets, global production chains, national and international employment actors and institutions, and the ways in which these relationships play out in different national contexts.
Comparative Employment Relations in the Global Economy addresses this need by presenting a cross-section of country studies – including the UK, Germany, USA, Brazil, India, Russia, China and South Africa – alongside integrative thematic chapters covering essential topics such as theoretical approaches, collective representation and employment regulation.
This volume contains country studies of the historical development of human resource management (HRM) in seventeen different nations. The nations span all regions of the world and each chapter is written by a national expert. Primary attention is given to HRM developments in industry, but university research and teaching are also covered. Human resource management is defined broadly to include industrial relations and each chapter places the historical development of HRM in a broad political, social, and economic context.
It is shown, that leading role in supply chain management belongs to procedures of controlling business processes, and besides in majority of cases reconstruction of planning, accounting and economic analysis is necessary, first of all in focus-company in supply chain. Fuction is viewed and sequence of working out and implementing procedure of controlling logistic business processes in supply chain is offered. General sceme of controlling process of logistic business processes in supply chain is worked out. It is shown, that SCOR-model and strategic card of 'KPI gaps» (SCORe-card), which let implement benchmarking and strategic positioning of supply chain in competitive business area, are contemporary tools of controlling logistics in supply chain. The example of forming KPI evaluation of logistic business processes efficiency and SCORe-card for controlling aims is given.
The paper examines the structure, governance, and balance sheets of state-controlled banks in Russia, which accounted for over 55 percent of the total assets in the country's banking system in early 2012. The author offers a credible estimate of the size of the country's state banking sector by including banks that are indirectly owned by public organizations. Contrary to some predictions based on the theoretical literature on economic transition, he explains the relatively high profitability and efficiency of Russian state-controlled banks by pointing to their competitive position in such functions as acquisition and disposal of assets on behalf of the government. Also suggested in the paper is a different way of looking at market concentration in Russia (by consolidating the market shares of core state-controlled banks), which produces a picture of a more concentrated market than officially reported. Lastly, one of the author's interesting conclusions is that China provides a better benchmark than the formerly centrally planned economies of Central and Eastern Europe by which to assess the viability of state ownership of banks in Russia and to evaluate the country's banking sector.
The paper examines the principles for the supervision of financial conglomerates proposed by BCBS in the consultative document published in December 2011. Moreover, the article proposes a number of suggestions worked out by the authors within the HSE research team.
This work looks at a model of spatial election competition with two candidates who can spend effort in order to increase their popularity through advertisement. It is shown that under certain condition the political programs of the candidates will be different. The work derives the comparative statics of equilibrium policy platform and campaign spending with respect the distribution of voter policy preferences and the proportionality of the electoral system. In particular, it is whown that the equilibrium does not exist if the policy preferences are distributed over too narrow an interval.
The article examines "regulatory requirements" as a subject of state control over business in Russia. The author deliberately does not use the term "the rule of law". The article states that a set of requirements for business is wider than the legislative regulation.
First, the article analyzes the regulatory nature of the requirements, especially in the technical field. The requirements are considered in relation to the rule of law. The article explores approaches to the definition of regulatory requirements in Russian legal science. The author analyzes legislation definitions for a set of requirements for business. The author concludes that regulatory requirements are not always identical to the rule of law. Regulatory requirements are a set of obligatory requirements for entrepreneurs’ economic activity. Validation failure leads to negative consequences.
Second, the article analyzes the problems of the regulatory requirements in practice. Lack of information about the requirements, their irrelevance and inconsistency are problems of the regulatory requirements in Russia.
Many requirements regulating economic activity are not compatible with the current development level of science and technology. The problems are analyzed on the basis of the Russian judicial practice and annual monitoring reports by Higher School of Economics.
Finally, the author provides an approach to the possible solution of the regulatory requirements’ problem. The author proposes to create a nationwide Internet portal about regulatory requirements. The portal should contain full information about all regulatory requirements. The author recommends extending moratorium on the use of the requirements adopted by the bodies and organizations of the former USSR government.
At present many industries reveal tendency for setting up of vertically integrated companies (VIC) the structure of which unites all technological processes. This tendency proved its efficiency in oil industry where coordination of all successive stages of technological process, namely, oil prospecting and production -oil transportation - oil processing - oil chemistry - oil products and oil chemicals marketing, is necessary. The article considers specific features of introduction of "personnel management" module at enterprises of oil and gas industry.
vertically integrated companies; personnel management