| The article deals with identification of motivation programs from point of view of seven dimensions: D1 creation dimension, D2 planning category dimension, D3 object dimension, D4 subject dimension, D5 dimension of used methods, D6 dimension of adaptability to individual and sectional differences and D7 dimension of evaluation and requirements. The article also contents the possibility to perceive of human potential management and development processes as processes motivational, it means, the processes, which are able to understand through prism of motivation. The quality of creating and using of motivation programs is the important condition of permanent growing of system of human potential management and development, and organization profit too. |
| 60 years after the Maslow theory on individual motivation issues discussions continue on whether the author’s hierarchy of needs theory is a suitable model for research work and practice. Our article clearly presents a positive response. Such an attitude to Professor A. Maslow’s theory was formed in 2002-2007 when research was carried out where 1260 respondents participated. In this article recommendations on the most efficient ways of using the above mentioned theory in a work environment are put forward. |
| The study is devoted to operating of Human resources agencies on the Slovak labour market and their comparing with foreign labour markets. Moreover presents results of research performed in 2006, which was specialized on their operating efficiency. |
| It is necessary to develop Human Resources Management in the context of changes, which brings the process of the world economy globalization. This assumes the flexibility in considering modernization challenges, ability to recognize impulses of modernization and their interpretation into rising productivity and thereby strengthen own competitiveness. The essential criterion is quality and productivity of a workforce as well as its flexibility. Therefore each and every decision taken regarding human resources has strategic and long-term impact on the success of an organization. |
| A review of the actual tendencies in the European human resource management as documented in the Cranfield Project on European Human Resource Management surveys since 1990. First af all, the new profiles of personnel management and some personnel functions are underlined, partcularly the functions that are considered asi key ones. |
| We usually have only an intuitive sense of what the word coordination means. Importance of studying of the coordination concept and consequently coordination mechanism is important from contemporary advancements in managing businesses – movement from management by business functions to knowledge management by business processes. In this paper I have suggested serious discussion about coordination concept because it is an interdisciplinary issue, and ordinarily, a communication problem. |
| In this article is analyzed issue of work and life balance, reconciliation of personal and work life and indirectly problem of equal opportunities for women and men. Here are introduced also specific tools that the companies can use for balancing personal and work life of their employees. The tools are following: flexible working hours in various forms, new trends in labour organization – teleworking, policy of information and communication in company, decisive role of management for work and life balance personal policy. Applying family-friendly measures for companies has its advantages and disadvantages. We can say that positive effects prevail at the most. |
| The statistical analysis of selected antrophometric measures of Slovak and Polish population has been done. Selected antrophometric attributes are important for proposals of optimal workplace arrangement and for making of optimal work environment. Slovak population was represented by sample of students studying at Technical University Zvolen within the years 2000 – 2006. Polish sample consisted from students of Częstochowa University of Technology in period 2006 – 2007. Standard descriptive statistics of size and variability (arithmetic means and standard deviations) for all selected antrophometric measures were calculated and compared. The statistical testing showed that dimensions of selected antrophometric attributes in two populations are comparable, although the tendency to greater variability exists in Polish data and this fact should be taken into account. |
| The article describes the problems about management and leadership style. Shortly: management is pathfollowing and how to do things right, leadership is pathfinding and how to do right things. The main core of the article is to express new trends in management and leadership style. The purpose has the way point to explain sense the management and leadership style for the praxis. |
| The paper focuses on one of the functional fields of the Enterprise Controlling field – i.e. Personnel Controlling. The focal point of the article is the field of personnel indices. In order to manage the various and varied personnel processes, Personnel Controlling requires a variety of measurement indices and quantities. One of the most fundamental questions Personnel Controlling seeks to answer is the establishment of relevant measurement quanta and indices. Among the key problems faced by Personnel Controlling, are those of the question of measuring the so-called “soft” factors and that of the measurement of the results of the personnel management process. |