scholarly journals Sustainable Human Resource Management and Generational Diversity: The Importance of the Age Management Pillars

2021 ◽  
Vol 13 (15) ◽  
pp. 8496
Author(s):  
Natália Vraňaková ◽  
Zdenka Gyurák Babeľová ◽  
Andrea Chlpeková
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Population Aging ◽  
Pairwise Comparison ◽  
Theoretical Background ◽  
Industrial Enterprises ◽  
Research Hypothesis ◽  
Perceived Importance ◽  
Generational Groups

The issue of population aging is currently highly topical. In the context of population aging, age management comes to the fore. It addresses the management of human resources with regard to the age and potential of employees. The main aim of the article is to present the results of research focused on the importance of age management pillars from the perspective of employees from different generational groups in industrial enterprises in Slovakia. Based on established research questions and the research hypothesis, we can state that the perceived importance of age management pillars differs depending on the affiliation to the generational group. The research hypothesis was confirmed, and we conclude that there is a dependence between generational groups of employees from industrial enterprises in Slovakia and the importance of the age management pillars (the number of designations in a pairwise comparison). As a data collection tool, a research questionnaire was created. Collected data were evaluated based on a pairwise comparison of the perceived importance of age management pillars for employees. The research sample consisted of N = 384 respondents (employees of large industrial enterprises in Slovakia). When considering the research results, the use allows approaching the management of different generations of employees directly within the framework of sustainable human resource management. The research problem is also supported by resources and theoretical background.

scholarly journals Perceived Serviceability of Outplacement Programs as a Part of Sustainable Human Resource Management

2019 ◽  
Vol 11 (17) ◽  
pp. 4748 ◽  
Author(s):  
Zdenka Gyurák Babeľová ◽  
Augustín Stareček ◽  
Dagmar Cagáňová ◽  
Martin Fero ◽  
Miloš Čambál
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Slovak Republic ◽  
Perceived Usefulness ◽  
Negative Effects ◽  
Research Results ◽  
Industrial Enterprises ◽  
Generational Groups

Work and employment are important elements of every working person’s life. If an employee loses his or her job, he or she loses an important and determining part of his or her life. To reduce the negative effects that affect the quality of an employee’s life, outplacement programs were established as a part of sustainable human resource management. Sustainable human resource management emphasises the importance of employee care. Outplacement, for its part, includes support for employees at their last stage in the organization. The main aims of the paper are to present the research results focused on the perceived usefulness of outplacement programs for dismissed employees, to analyse the relationships between the emotions felt by redundancies and other employees as well as the comparison of differences in emotions felt by different generations of dismissed employees. A valid collection tool (research questionnaire) was developed for research purposes and distributed to employees of industrial enterprises in the Slovak Republic. Overall, the research set was composed of n = 692 employees from different generational groups. The research results proved the existence of a relationships between the emotions felt by redundancies and other employees and differences in emotions felt by employees from different generational groups.

scholarly journals Discrimination of Employees Generational Groups in Selected Human Resource Management Areas

2019 ◽  
Vol 27 (s1) ◽  
pp. 84-92
Author(s):  
Natália Vraňaková ◽  
Augustín Stareček ◽  
Kristína Koltnerová ◽  
Dagmar Cagáňová ◽  
Andrea Chlpeková ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Age Discrimination ◽  
Industrial Enterprises ◽  
Current State ◽  
Skilled Manpower ◽  
Career Growth ◽  
Table Analysis ◽  
Generational Groups

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).

scholarly journals CONCEPTUAL BASES OF STRATEGIC HUMAN RESOURCE MANAGEMENT

2020 ◽  
Author(s):  
Rahim Sadigov ◽  
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Strategic Management ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
Economic Activities ◽  
Resources Management ◽  
Industrial Enterprises ◽  
Labor Resources

The main purpose of the research paper is to study the strategic management of human resources in industrial enterprises, career development and stimulation in the activity. Labor resources are active elements in the production of goods, the creation of material wealth and the provision of services to society. Human resources are important ones in all areas of the national economy. Human resources act as a creative component in the organization and management using their mental, spiritual and psychological capabilities. Human resources study and analyze technical, technological possibilities and financial sources, make management decisions as a leading resource in any organization. Research methodology is related in personnel policy and the comprehensive study of strategic human resource management. Human resource management in industrial enterprises is the main subsystem management system. This issue affects on the development of the enterprise, increasing the quality of products, economic efficiency and profits. The importance of the research paper - is to apply the results in the management of industrial enterprises. Human resource management contributes to sustainable operation in enterprises and organizations. The scientific novelty of the research is the definition of a successful personnel policy in the enterprise. Thus, the article identifies strategic goals in human resource management, and develops a corporate concept in this area. The article discusses the application of new technologies for career development. The application of innovations and methods in the implementation of management functions is the basis for motivating the workforce in an organization. All functions and management methods are applied in the process of strategic management of human resources. Management methods are social in nature, as well as ensure the direct development of employees, labor resources and actively influence on the outcome. Management methods lead to the expansion of financial and economic activities of the enterprise, the development of economic activities, the growth of labor resources. Management methods allow to increase competitiveness, as well as to attract partners, suppliers, customers and others. In this regard, our research can be commended in terms of the application of innovation in management.

Strategic Human Resource Management

2022 ◽  
pp. 1-16
Author(s):  
Zainab Hamid ◽  
Muhammad Muzamil ◽  
Shawkat Ahmad Shah
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Theoretical Background ◽  
Strategic Human Resource Management ◽  
Work Place ◽  
Human Relations ◽  
Organizational Policies ◽  
Effective Manner ◽  
Policies And Programs

Human resource management has become an integral part of management with the basic aim of maintaining better human relations at work place through the application and evaluation of organizational policies and programs so as to utilize human resources in an optimized and effective manner. In this context, this chapter focuses keenly on the various domains centering around human resource management. Initially a detailed theoretical background regarding this construct has been presented followed by highlighting the components and objectives of strategizing human resource management. Lastly, the models and perspectives pertaining to strategic human resource management have also been discussed considering their application and relevance in modern-day organizations.

scholarly journals Jobcoaching – a Method of Age Management in an Organisation

2015 ◽  
Vol 16 (2) ◽  
pp. 145-156
Author(s):  
Halina Sobocka-Szczapa
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Personal Experience ◽  
Population Aging ◽  
Basic Assumptions ◽  
Starting Point ◽  
Humanistic Approach ◽  
Aging Phenomenon ◽  
Management Issues

AbstractPopulation aging phenomenon, which takes place globally, forces organisations to change their approach to human resource management. An interest in humanistic approach to management issues, including human resource management, that has been recently popular among HR experts, became the starting point for the analysis presented in this paper. It seems that jobcoaching is closely connected with this notion, which is aimed at understanding and improving the lot of human in the world of organisation, especially when people have the possibility to be active on the labour market for a longer time. Similarly, as in case of the basic assumptions of the humanistic approach to management, jobcoaching puts to the fore the need to understand the personal experience of the members of the organisation. The purpose of this paper is to present the jobcoaching as a method of age management in organisations. The paper verifies a research hypothesis, that in systematically changing conditions of the organisation, the use of jobcoaching can improve the company’s operations, as well as it can be a starting point for changing the attitudes of employees and employers to the situation prevailing in the environment.

Strategic Human Resource Management

2020 ◽  
pp. 260-275
Author(s):  
Zainab Hamid ◽  
Muhammad Muzamil ◽  
Shawkat Ahmad Shah
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Theoretical Background ◽  
Strategic Human Resource Management ◽  
Work Place ◽  
Human Relations ◽  
Organizational Policies ◽  
Effective Manner ◽  
Policies And Programs

Human resource management has become an integral part of management with the basic aim of maintaining better human relations at work place through the application and evaluation of organizational policies and programs so as to utilize human resources in an optimized and effective manner. In this context, this chapter focuses keenly on the various domains centering around human resource management. Initially a detailed theoretical background regarding this construct has been presented followed by highlighting the components and objectives of strategizing human resource management. Lastly, the models and perspectives pertaining to strategic human resource management have also been discussed considering their application and relevance in modern-day organizations.

PROBLEMS OF INDUSTRIAL COMPANIES HUMAN RESOURCE MANAGEMENT IN CONDITIONS OF DOMESTIC ECONOMY INNOVATIVE DEVELOPMENT

10.12737/1621 ◽  
2012 ◽  
Vol 1 (2) ◽  
pp. 29-32
Author(s):  
Парахина ◽  
Valentina Parakhina ◽  
Калюгина ◽  
Svetlana Kalyugina
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Productivity Growth ◽  
Domestic Economy ◽  
Innovative Development ◽  
Industrial Enterprises ◽  
Industrial Companies ◽  
Management Processes ◽  
Principal Directions

The main problems at the sphere of industrial enterprises human resource management are investigated, their interrelation with labor productivity growth is shown; principal directions of industrial companies personnel management processes development in conditions of economy innovative development are revealed.

scholarly journals Issues of human resources management in the enterprises of the machine-building complex of the Tyumen region

2018 ◽  
Vol 170 ◽  
pp. 01066 ◽  
Author(s):  
Victoria Lez’er ◽  
Miroslava Gusarova ◽  
Anna Kopytova
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Machine Building ◽  
Enterprise Management ◽  
Resources Management ◽  
Industrial Enterprises ◽  
Machine Building Complex

This article, the authors have considered theoretical-methodological and practical aspects of human resource management in the process of restructuring enterprises of the machine-building complex of the Tyumen region. Based on the study of the evolution of theories concerning the human factor in the economy, the systematization and generalization of the provisions contained therein, the system of categories in the field of human resource management is substantiated. The basic principles of such management have been identified and supplemented, the tasks facing the enterprise management have been clarified, new tools for human resource management have been proposed, to ensure the completeness, continuity and validity of the decisions made in the field of human resources management in the restructuring of industrial enterprises.

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