<p class="MsoNormal" xss=removed><span xss=removed>Celem artykułu jest określenie znaczenia organizacyjnego uczenia się w procesie rozwoju zatrudnialności pracowników. W opracowaniu przedstawiono istotę pojęć: organizacyjne uczenie się i zatrudnialność. Zaprezentowano również relacje między organizacyjnym uczeniem się a zatrudnialnością. Ponadto dokonano analizy rozwiązań z zakresu tradycyjnego, empirycznego i cybernetycznego uczenia się wspierających rozwój zatrudnialności pracowników. Co istotne, ustalono, że rozwiązania z zakresu tradycyjnego, empirycznego i cybernetycznego uczenia się stanowią istotną determinantę zatrudnialności pracowników na współczesnym rynku pracy. W artykule dokonano przeglądu literatury przedmiotu oraz omówiono wyniki badań przeprowadzonych wśród pracowników z Polski, a także dokonano analizy podjętego problemu badawczego z zastosowaniem metody opisowej i pakietu <font face="Times New Roman, serif"><span xss=removed>IBM Predictive Solution 5</span></font>.<font face="Times New Roman, serif"><span xss=removed><o></o></span></font></span></p>

The aim of the article is to diagnose the level of competencies of NEET generation representatives and to develop a ranking of competencies on this basis. The article presents literature studies and analyzes the results of empirical research with the IBM Predictive Solution 5. The study shows the heterogeneity of the NEET population. Next part of the article, presents the methodological assumptions of the research and a mixed approach to defining competencies that is adopted for this research as well as the research sample statistics. Last part of the article shows the results of surveys carried out among young people belonging to the NEET group in the Świętokrzyskie Voivodeship and a discussion on that topic. The final part of the article discuss the limitations of completed tests and the directions of further research on NEET generation.

The challenges of the modern labor market determine increased job insecurity and the growing importance of sustainable employability. Today, in an era of the growth of the world’s knowledge resources, permanent learning is indispensable in order to maintain or strengthen one’s employability. Therefore, this article aims to determine the relationship between organizational learning solutions at the individual level and perceived employability in the modern labor market according to the workers’ opinions. Studies conducted on the subject literature confirm the lack of research in this field. A survey was conducted among 351 employees from a number of organizations based in Poland and was performed using a computer-assisted web interview (CAWI). The study’s results indicate that out of eleven analyzed solutions, people value those connected with sustainable actions the most, such as learning from one’s own mistakes (own mistakes), observing other employees’ work (observing others), self-education, incentive systems (contributing to an increase in the commitment to competency development), and providing employees with feedback on the results of their work (feedback). Moreover, it is important to state that EFA first revealed, and CFA subsequently confirmed, two factors: Factor 1, Practical Aspects, which includes organizational learning that covered such activities as incentive systems, feedback, self-education, modern technologies, and the use of case studies, and Factor 2, Active Learning, which consists of two activities—one’s own mistakes and observing others. The research results lead to the conclusion that Factor 1, Practical Aspects, had a significant impact on perceived employability, while Factor 2, Active Learning, did not have an impact on the general assessment of organizational learning in the context of perceived employability. The authors also present the diamond attempt toward actions that might be taken by organizations in order to enhance the employability of workers in general. The conducted research is considered to be idiographic and exploratory.

The aim of the article is to determine the importance of soft competencies in developing the employability of vocational school graduates in the opinion of employers from the Świętokrzyskie Voivodeship. The article presents literature studies and analyzes the results of empirical research using the IBM Predictive Solution 5. The study shows the essence of soft competencies and employability as well as the specificity of vocational education in the context of contemporary labour market requirements. The next part of the article presents the methodological assumptions of the research and the research sample statistics. The last part of the article discusses the results of surveys carried out among enterprises from the Świętokrzyskie Voivodeship. The final part of the article indicates the limitations of the completed tests and the directions of further research in the discussed area.

The article aims to show aspects from the scope of talent management, which should be introduced in an innovative enterprise. On the basis of analysis of literature and observations made during research visits in innovative enterprises, the authors determined collection of elements belonging to the talent management area, which should be considered as part of human resource management in an innovative company. This elements do not exhaust the possibility to extend human resource management in innovative enterprises by elements included in talent management. They are only examples of possible adjustment of human resource management to demands of talents, which should lead to increase of effectiveness of their work in an innovative enterprise.