This research is to analyse the existing cooperation between universities and the construction industry and to investigate what is the most effective model for long-term cooperation between an academic university and the private construction sector. The current article describes the human resources management tools to be used by employers to create interrelations between the paid salaries and productivity, thus providing both individual and corporate results. The suggested different tools contribute to keeping employees satisfied and motivated, simultaneously properly balancing productivity and individual earnings. The researchers conclude that it is necessary to create a new model for personnel selection and a new approach to stimulate motivation and maintenance within the construction industry. In order to respond to the needs of the sector for professionals and the required increase of the qualifications of the mentioned specialists, it is necessary that the country improves the level of education of the future professionals for the construction industry and changes the system of testing their professional qualifications, which means cooperation between the educational institutions and the industry. The suggested cooperation model by authors may provide a general guideline for further detailed researches and its implementation may help similar-sized economies to make possible national adjustments. The implementation of this model in bigger and/or developed economies should be justified by separate additional research.

Corporate agility is not a futuristic dream. It is a contemporary tool each construction company should have in its toolbox for daily use. In this article the authors identified and discussed the factors allowing to determine the level of construction company’s corporate flexibility. In their approach to determine all the major factors affecting construction company’s level of corporate flexibility, the authors used available data from different pertinent sources for systematic literature overviews; they also held interviews with experts in the field. For this purpose, the authors created questionnaire sets to evaluate the level of corporate flexibility within a given construction company. The questionnaire had to determine the existing situation in the company, its functionality within different departments, its collegiality and inter-relationships between co-workers, subordinates, and superiors, to explore the level of corporate flexibility, and much more. Based on the research results, it became possible to make a direct correlation between the level of the corporate flexibility of the given construction company and its performance. The already repeatedly mentioned corporate flexibility directly affected both corporate activities (supportive and primary) and internal and external environment. The research confirmed that corporate flexibility is the balance between the needed bureaucracy and organizational flexibility. In evaluating the results, the conclusion was made that in order to maximize the outcome of corporate efforts, focus should be made on several issues: measures to reduce bureaucracy, and most importantly, the scale of overly high level of responsiveness and flexibility, which may raise concerns about a chaotic and misbalanced structural organization within the company, when subsequent decisions should be made to improve the existing situation and prevent a potential danger.

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