The Application of Progressive HR Tools in the Environment of Slovak Enterprises

Abstract

In the context of developments influenced by digitalization, as well as the crisis caused by the Covid-19 pandemic, and not most minor changes in employee demands on the working environment across all generations, new tools and concepts are being developed in the field of people management in order to sustain competitiveness. The main objective of the paper is to present results of research focused on a specific analysis of applying modern human resource management tools in entities operating in Slovakia with a focus on the maintenance and growth potential of their competitiveness in the European economic area. To meet this objective, particular data obtained through a questionnaire survey were statistically processed and 841 enterprises were contacted. Elements of playful principles (gamification), used in various human resource management tools, bring a positive effect both in saving resources and in qualitative outputs, which was the purpose of the research focus on identifying the existence of the so-called “aha effect”. Evaluations of formulated hypotheses as well as determination of whether there is a statistically significant dependence between the actual application in the enterprises and the degree of importance for their future in relation to individual tools and concepts in human resource management were carried out with the use of Spearman’s correlation test. The research results show that there is a strong positive and statistically significant dependence between the actual application of the analyzed tools and concepts in the enterprises and the perceived degree of their importance for the future competitiveness of the enterprises.

An Individual Approach to Employees as a Key Success and Sustainability of an Organization: Quality and Functional Age Strategy

“…Working life will continue to lengthen, affecting many stakeholders. This circumstance implies the necessity of relatively significant changes associated with the setting of intergenerational cooperation, which, in accordance with the presented results, is also supported by the results of [9], [23].…”

Relationships between leadership style and organizational commitment: The moderating role of the system of work

“…Looking more closely at the subgroups in question (remote employees and onsite employees), a leader with a transactional approach has the greatest impact on normative commitment in the first group, while a transformational leader influences continuance commitment in the second group. As is well known, the period of the COVID-19 pandemic forced remote work on a significant portion of enterprises, and a study conducted during this period indicates that transformational leadership does not have a significant impact on employee productivity (Meiryani et al, 2022;Stacho et al, 2022). Moreover, another study of onsite hotel workers confirms the positive relationship between transformational leadership and organizational commitment (Jiatong, 2022).…”

Modernization of Railway Wagons for Customer Satisfaction and Safety

“…Based on the previous conclusions of the research, regular and high-quality modernization is part of eliminating the failure rate of wagons. This can only be ensured in the case of a systemic approach aimed at customer orientation and service quality [32].…”