The aim of the paper is to evaluate the expectations of cohorts of workers from Generations X, Y, and Z with regards to their perceptions of what a "good workplace" is. Two research questions were formulated accordingly. Respondents representing workers from Generations X, Y, and Z, from Italy and Austria, were asked to consider and rate (on a 1-5 scale) eighteen criteria on work environment and managerial approach. Multi-sample testing was applied during processing with the ANOVA and Shapiro-Wilk and the Kruskal-Wallis test was subsequently used for multi-sample testing. The findings show that the most popular criterion for all three generational cohorts is "good work atmosphere", followed by "all employees are valued, treated, and rewarded fairly". Interestingly, generational differences were observed for "customer orientation", which was more important for Generation X, and "autonomous organization of work (time)", which was more important for Generations Y and Z. The most surprising result was the significance of corporate image, with less than 4% identifying this as an important issue across all three generations. These findings can help human resource managers create appropriate working environments and motivational tools that meet the real expectations of employees. Doi: 10.28991/ESJ-2023-07-03-013 Full Text: PDF

The paper focuses on the means of support during soldiers’ labor market integration after the termination of military contracts. To find out how the military personnel of the Czech Armed Forces cope with their train­ing for a second career and whether they are interested in the support tools used abroad, the research included 176 students of military studies at the University of Defence and 284 soldiers in active military service. Broadening their knowledge and skills for a better opportunity in the labor market is the wish of 90 % of respondents. More than four-fifths of the respondents have not started training for their second career yet. According to the results, the respondents are interested in helping with preparation for a second career. However, compared to other NATO countries, a systematic approach is not being applied in the Czech Republic at this time.

Manufacturing and non-manufacturing companies are represented to varying degrees in the structure of advanced economies. Their business success in turbulent times depends on smart business decisions, including decisions concerning human resources (HR) that affect the companies’ ability to survive and compete. However, such judgments may differ in manufacturing and non-manufacturing companies. The paper aims to reveal potential differences in HR decisions between analyzed manufacturing and non-manufacturing companies and bring suggestions for challenging employment and compensation decisions that affect the companies’ economic and social position. The analysis uses the HR Analysis in Companies 2023 survey conducted by Gi Group/Grafton Recruitment Czech Republic at the end of 2022. The survey covered responses from 478 manufacturing and non-manufacturing companies in all fourteen regions of the Czech Republic regarding employment and compensation decisions in 2022 and plans for 2023. The analysis revealed tendencies of manufacturing companies to change the total number of employees and the offer of benefits more often than non-manufacturing companies to more flexibly change the labor demand and labor costs depending on the demand for final production. On the other hand, regardless of manufacturing or non-manufacturing companies, the overall findings revealed tendencies of surveyed companies to follow certain HR decisions from the past in the future and confirm the necessity to concentrate on effective HR decisions related to employment and compensation in turbulent times to manage the labor demand and labor costs efficiently. AcknowledgmentThe authors thank Gi Group/Grafton Recruitment Czech Republic for providing the HR Analysis in Companies 2023 survey and the Internal Grant Agency of Ambis College for financial support to create this article.