Management of Hr Processes in the Specific Contexts of Selected Area

Sirkova, M.; Taha, Viktória Ali; Ferencová, Martina

doi:10.17512/pjms.2016.13.2.14

Cited by 12 publications

(4 citation statements)

References 11 publications

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“…This contribution responds to the knowledge gap in the potential of workers perceiving development needs, motivated to further education in agricultural and forest enterprises, and an insight into their preferences in the employment relationship. The importance of this output supports the finding of Sirková et al (2016) that investing in enterprise employees is approximately three times more beneficial than investing in equipment and technologies, which would be counterproductive without a quality and qualified human factor. Identifying these employees, the so-called talents, and their subsequent development is essential for every sector of the economy, and agriculture is no exception.…”

supporting

confidence: 70%

Human potential of talents in agriculture and forestry in context of Agriculture 4.0

Hitka¹,

Ližbětinová²

2023

Agric. Econ. - Czech

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Agriculture 4.0 creates a challenge for agricultural and forest enterprises in the form of changes in the processes and strategies set up to now. The ability for flexibility, personal development, and further education will be critical in transforming agriculture and forestry organisations. The transition to Agriculture 4.0 will also affect the need for human resource management in terms of their need and competence structure. This work aims to identify a group of employees in the environment of the Slovak Republic's agricultural and forest enterprises with the prerequisites to acquire additional work competencies and the interest to develop flexibly. The mentioned group of employees, understood as progressive, will be examined from the point of view of motivational preferences and the level of satisfaction with them. The presented outputs follow searching the sample unit of 2 193 employees in agriculture and forestry organisations. Based on inferential statistics, it was confirmed that the progressive group of employees is identifiable in terms of their education and, compared to other groups, has a significantly higher perception of the importance of motivation factors with the highest difference in the case of factors related to career aspiration and social needs.

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supporting

confidence: 70%

Human potential of talents in agriculture and forestry in context of Agriculture 4.0

Hitka¹,

Ližbětinová²

2023

Agric. Econ. - Czech

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“…A lot of tools and recruitment techniques can be used in both external and internal recruitment. Th e basic recruitment tools used in the internal recruitment include interviews with potential candidates, obtaining references from the candidate's direct superior, and using the results of competence measurement, provided that the organization has implemented human resources management system based on competence (Amstrong, 2011, Baran, Klos, 2014, Sirková, et al 2016. Th e advanced recruitment tools used in the internal recruitment include assessment centre (a multidimensional process of competency assessment conducted by a team of judges) which may be carried out either with the support of a third party or by a dedicated unit from inside the organization (Bailly, 2012).…”

Section: Literature Reviewmentioning

confidence: 99%

Recruitment Process Optimization: Chosen Findings From Practice In Poland

Grabara¹,

Kot²,

Pigoń³

2016

Journal of International Studies

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Recruitment process is a progressive and time-consuming activity for an enterprise, usually connected with high costs. Even multi-stage and complex recruitment processes are connected with the risk of failure, an eff ect of which is an unfi lled vacancy. Every organization aims to achieve the highest possible level of effi ciency of the recruitment process in a way that they hire the person who possesses the required competences for a particular position, in the shortest possible time and with the lowest costs. Th erefore, a signifi cant element of every recruitment process is both a proper plan for the whole recruitment process, as well as eff ective check of competences of a potential candidate. Th e research proves that the costs connected with the replacement of an employee range from 1/3 of the annual earnings even up to the value of the two-year remuneration in the case of a high-level manager, it is dependent on the position for which the recruitment process is conducted. Being aware of costs, it is signifi cant to optimize the whole process within organization. New solutions and requirements of the labour market make candidates change the approach to recruitment process. All the time, lack of preparation for interviews may be observed among candidates, starting from the mistakes made at the level of CV preparation , up to the lack of knowledge concerning the organization and its products. Th is paper aims to discuss the ways and tools of the recruitment process optimization in the case of organization, indicating the ways of preparing candidates for recruitment so that they could eff ectively present their own achievements.

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“…To motivate employees means to get them work as effectively as they can. Motivational programs can greatly increase the return on investments related to human resource development (Vojtovič 2008, p.117;Prakapavičiūtė, Korsakienė, 2016, Sirková, et al, 2016.…”

Section: Introductionmentioning

confidence: 99%

The Role of Leadership in Motivating Employees in a Trading Company

Grenčíková¹,

Guščinskienė²,

Španková³

2017

JSSI

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Effective employee motivation needs leaders who are able to formulate visions of incentive programs and who have positive influence on employees. Leaders are able to analyse the environment regarding the level of motivation, barriers to motivation and are able to develop an effective motivation system. A motivation system refers to a system illustrating basic motives, motivation preferences, intentions and priorities, incentives being applied and their effects. The authors of the paper attempt to assess the level of employee motivation in a trading company and its relation to work performance. The research was conducted in the months of September -December 2016 and 213 respondents were asked to fill out the questionnaire. A Pareto chart was used illustrate the research results.

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Management of Hr Processes in the Specific Contexts of Selected Area

Cited by 12 publications

References 11 publications

Human potential of talents in agriculture and forestry in context of Agriculture 4.0

Human potential of talents in agriculture and forestry in context of Agriculture 4.0

Recruitment Process Optimization: Chosen Findings From Practice In Poland

The Role of Leadership in Motivating Employees in a Trading Company

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