Purpose: The aim of the conducted research was to show what kind of solutions based on artificial intelligence are used by modern organizations to automate HRM activities and carry out the so-called digital employer branding. Approach/Methodology/Design: Scientific literature and other reports connected with employer branding and AI were analyzed. Choosing from the group of methods, the author of the article used analysis, synthesis, abstraction, analogy, and comparison. Findings: The research results show that solutions based on AI have found application in onboarding, talent management process or improvement of employee competences. Applicant Tracking Systems, Talent Acquisition Systems and Talent Management Systems as well as chatbots are changing the process of employer branding into digital employer branding. Practical Implications: The results are significant to all kinds of organizations among which there are also public organizations. Implementation of new technologies will not only change the image of the organizations but also will make the HRM activities more objective and easily managed especially while remote work. Originality/Value: The research provides theoretical assumptions and practical answers to encourage further research globally.

Competence management is an issue that has become an area of particular interest not only for organisations from the business community, but also for public institutions, including institutions whose primary objective is to ensure security and public order. The group of such institutions includes, among others, the Polish Police. The level of competence available to officers, which is manifested through the prism of their behaviour, is at the same time the basis for the assessment of officers’ activities, which translates into their social image. The image of an organization and its employees influences the attitudes of the interested parties, including their approval manifested by support and understanding, or disapproval in the scope of the tasks performed. The quality of the image of police officers also affects the citizens’ sense of security. Bearing the above in mind, in the first part of the article, the process of managing the competences of police officers is presented as an action aimed at equipping officers with competences necessary for effective performance of official duties and fulfilling a servile role in relation to the society. In the second part of the article, the results of empirical research devoted to the issue of the image of police officers are presented.

There is a need to educate and improve army officers in leadership. Leadership is a factor that increases the likelihood of efficient action and in difficult moments can decide about the results of action. The right choice of goals and content of leadership education, as well as the selection of teachers who have relevant competences are important when designing studies. When choosing the content of education, one should pay attention to the multitude of dilemmas related to leadership. Several of them, discussed in the article, are particularly relevant. They relate to the list of leadership competences that should be shaped, loyalty to subordinates and superiors, the adequacy of the use of forces to the tasks received, the selection of teachers and the phenomenon of captainism. The teacher plays a special role, especially since the process of shaping leadership is a difficult task, which requires acquiring new knowledge, intentional, thought-out didactic activities, and reflection on mistakes and successes.

Assessing the officers in ranks of the uniformed services is a key personal process impacting the applied personal policy, including personnel decisions. Criteria used in the process of assessing should be selected in order to enable preparing full-scale evaluation of an officer, especially her/his suitability for service, degree of fulfilling service responsibilities, motivation to engage in work and willingness to pursue professional development. In perspective of the assessment process significance, the goal of the conducted research was to identify criteria for assessing service of officers in selected uniformed services and to conduct their comparative analysis. To this end, analysis of legal instruments regulating the issue of assessing the service was carried out, including the Act and the Ordinance. The research allowed to draw up the criteria for assessing the service of officers in ranks of the Police, the Border Patrol, professional soldiers and the Prison Guard, to specify the general criteria applied in the process of assessing the officers in ranks of the four services in question and to propose changes in the criteria, as well as to add the new ones and to discard those used for assessment based on analysing the same patterns of behaviour. KRYTERIA OPINIOWANIA FUNKCJONARIUSZY WYBRANYCH SŁUŻB MUNDUROWYCH W POLSCEStreszczenie: Opiniowanie funkcjonariuszy służb mundurowych to kluczowy proces personalny mający wpływ na realizowaną politykę personalną, w tym na podejmowane decyzje kadrowe. Kryteria stosowane w procesie opiniowania powinny być tak dobrane, aby umożliwiały dokonanie pełnej oceny funkcjonariusza, w tym jego przydatności do pełnienia służby, poziomu wywiązywania się z obowiązków służbowych, motywacji do pracy i chęci rozwoju zawodowego. Mając na względzie istotność procesu opiniowania, celem prowadzonych badań była identyfikacja i analiza porównawcza kryteriów opiniowania służbowego funkcjonariuszy wybranych służb mundurowych. W tym celu analizie poddano akty prawne regulujące problematykę opiniowania służbowego w tym ustawy i rozporządzenia. Efektem przeprowadzonych badań jest wyodrębnienie kryteriów opiniowania służbowego funkcjonariuszy Policji, Straży Granicznej, żołnierzy zawodowych i Służby Więziennej, 244 D. Kurek wskazanie kryteriów ogólnych stosowanych w procesie opiniowania funkcjonariuszy czterech rozważanych służb, jak również zaproponowanie zmian w kryteriach, w tym dodanie nowych kryteriów oraz odrzucenie kryteriów, których ocena polega na analizie tych samych zachowań.Słowa kluczowe: służby mundurowe, opiniowanie służbowe, kryteria opiniowania.

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