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1.
Sustainable development of careers in tourism
Mitja Gorenak, 2016, original scientific article

Abstract: Developing sustainable careers in the tourism sector is just as hard as achieving sustainable tourism in general. Our objective was to determine tour guides' attitude to the sustainable development of their careers by tourist agencies as those engaging them. We conducted a survey among representatives of tourist agencies (N = 34). The research showed that the economic pillar of sustainable development is perceived to be the most important when it comes to the sustainable development of careers, followed by the environmental pillar as the second and the social pillar as the least important. In order to achieve the truly sustainable development of careers, the focus must be on the social pillar of development.
Keywords: tourism, career, development, human resources
Published: 29.11.2018; Views: 677; Downloads: 39
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2.
The influence of social networking sites on recruiting human resources in the Czech republic
Lucie Bohmova, Antonín Pavlíček, 2015, original scientific article

Abstract: Background: This paper is focused on the usage of social networking sites (SNS) for human resources departments in the process of hiring new employees. It also maps the development and influence of SNS on recruiter's behavior and customs. The main aim is to find out, whether SNS could/will replace traditional online job boards in the Czech Republic. The motivation for the research is to determine whether SNS can be used for serious and practical business purposes. Methods: The paper presents authors’ empirical research with two interconnected instruments used for data collection: (1) Questionnaire with 15 questions devoted to usability, evaluation and comparison of SNS with job portals (N=286 HR specialists) and (2) Comparison of 3 online job advertising methods – job portals, SNS and business website. Results: HR specialists regularly use publicly available information on candidates’ Facebook profiles. Similar results have been observed using both instruments. SNS's in the Czech Republic are not yet used by recruiters as the main tool for recruitment, however, are often used as a support tool for decision making in the final stage of recruitment. Use of SNS's by recruiters is universal; we have not found any significant differences in terms of demographics (men, women, old, young HR professionals). The rate of utilization of SNS's by recruiters in the Czech Republic is gradually increasing, but does not reach the US level. Conclusion: Our findings confirm the rising importance of social networking sites (SNS) usage as a new recruiting technology. However, as a major player in the field of recruitment, job boards (eg. Jobs.cz) are still important. However, the expectation is that in the near future, this will change and SNS‘s may replace the job boards.
Keywords: human resources, new trends, social networks, social networking site, SNS, job boards, competitive advantage
Published: 22.01.2018; Views: 500; Downloads: 284
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3.
Innovation and human resource management
Anastasia Katou, 2008, original scientific article

Abstract: The purpose of this paper is to investigate the pathways leading from innovation to organisational performance by using structural equation modelling. Specifically, we used this analytical tool to test a research framework that is constituted by a set of causal relationships between organisational contingencies, innovation, HRM policies (resourcing, training, rewards, relations), HRM outcomes (skills, attitudes, behaviour), and organisational performance. Employing data from organisations operating in the Greek manufacturing sector, results indicate that the impact of innovation on organisational performance is positive and mediated through HRM policies and HRM outcomes, and moderated by organisational context (management style, organisational culture).
Keywords: human resources, innovation strategy, HRM policies, causality, structural equation modelling, Greek manufacturing
Published: 30.11.2017; Views: 542; Downloads: 89
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4.
Differences between offer and demand on the ICT specialist's Czech labor market
Petr Doucek, Lea Nedomová, Milos Maryska, 2012, original scientific article

Abstract: Global changes in the information society are placing ever greater emphasis on professionals in all areas of human activity and in the area of ICT (Information and Communications Technology) especially. This article provides methodology how to measure knowledge level requirements on ICT specialists in business, ICT and non ICT skills in graduates of tertiary education level. It shows also an example of data collecting in academic sphere and among business unites. Practical experiences from the five years research are presented at the end of in this contribution. These results are successfully applied for human resource management and innovation management in competences of ICT professionals in small and medium enterprises (SMEs) in the Czech Republic.
Keywords: information and communication technology (ICT), human resources in ICT, ICT education, competencies in SMEs
Published: 29.11.2017; Views: 460; Downloads: 253
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5.
Training in diversity management
Sonja Treven, Urška Treven, 2007, original scientific article

Abstract: The labor force all around the world is becoming increasingly diverse. Thus, organizations that can manage employee diversity effectively gain a competitive advantage. In such organizations diversity training is a necessity. Diversity training helps managers understand and value individual differences and develop strong diagnostic skills. The paper explores various approaches to training, like awareness-based and skill-based diversity training. A special attention to potential problems that may occur in the process of diversity training is given.
Keywords: diversity management, training, employment, competitiveness, human resources, management
Published: 26.07.2017; Views: 972; Downloads: 299
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6.
Authentic leadership to the future
Vlado Dimovski, Marko Ferjan, Miha Marič, Miha Uhan, Marko Jovanović, Matej Janežič, 2012, original scientific article

Abstract: Authentic leadership is the latest evolutionary stage in leadership development and emphasizes the leader's authenticity. The construct of authenticity was researched by ancient Greek philosophers as 'know thy-self ', and 'thy true self '. Authentic leadership began to develop after 2004. The main reason why the researchers place so much attention to authentic leadership is fact that authentic leadership reaches all of the employees in organizations. Authentic leaders must identify the strengths of their followers and help them with their development and integration towards a common goal, purpose, vision and identity of the organization. Authentic leadership is seen as the final stage in the development of leadership styles, properties of this leadership style, and the consequences of this style have not been fully explored. In our paper we will explore this new style of leadership and its implications.
Keywords: authentic leadership, leadership, human resources, organizational behavior, organization
Published: 24.07.2017; Views: 1230; Downloads: 358
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7.
HRM model in tourism, based on Dialectical systems theory
Simona Šarotar Žižek, Sonja Treven, Matjaž Mulej, 2015, original scientific article

Abstract: A human resources management (HRM) model integrating trends in HRM with trends in tourism into a dialectical system by the Dialectical Systems Theory (DST). HRM strategy, integrated within the tourism organization´s (TO´S) strategy is implemented through functional strategies helping their users to achieve a requisitely holistic (RH) HRM strategy replacing the prevailing one-sided ones. TO´S strategy covers: employees (1) planning, (2) acquisition and selection, (3) development and training, (4) diversity management, (5) teamwork and creativity, (6) motivation and rewarding, (7) stress reduction and health, (8) relationships, (9) personal holism, (10) well-being, (11) work and results assessment; etc. Everyone matters; their synergy is crucial. An innovated HRM model for TOs, which applies employees´, organizations´ RH and integrates new knowledge about HRM. HRM belongs to central managers´ tools. Their HRM must be adapted for TOs, where employees are crucial.
Keywords: tourism, human resources management, well-being, Dialectical Systems Theory, social responsibility, organizational cybernetics
Published: 13.07.2017; Views: 590; Downloads: 64
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8.
Human resource management in international organizations
Sonja Treven, 2001, review article

Abstract: In the paper, the author first presents various approaches to the management and recruitment of employees in subsidiaries that the company has established in different countries. Then, she turns her attention to the basic functions of international human resource management, among them recruitment and selection of new employees, development and training of employees, assessment of work efficiency, as well as remuneration of employees. As the expatriates are often given special attention by their work organizations, she concludes the paper with the description of the additional challanges occuring in the management of these employees.
Keywords: management, use of human resources, employment, international company, work performance, human potential, international organizations, company
Published: 04.07.2017; Views: 793; Downloads: 94
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9.
Web application for hierarchical organizational structure optimization
Davorin Kofjač, Blaž Bavec, Andrej Škraba, 2015, original scientific article

Abstract: Background and Purpose: In a complex strictly hierarchical organizational structure, undesired oscillations may occur, which have not yet been adequately addressed. Therefore, parameter values, which define fluctuations and transitions from one state to another, need to be optimized to prevent oscillations and to keep parameter values between lower and upper bounds. The objective was to develop a simulation model of hierarchical organizational structure as a web application to help in solving the aforementioned problem. Design/Methodology/Approach: The hierarchical structure was modeled according to the principles of System Dynamics. The problem of the undesired oscillatory behavior was addressed with deterministic finite automata, while the flow parameter values were optimized with genetic algorithms. These principles were implemented as a web application with JavaScript/ECMAScript. Results: Genetic algorithms were tested against well-known instances of problems for which the optimal analytical values were found. Deterministic finite automata was verified and validated via a three-state hierarchical organizational model, successfully preventing the oscillatory behavior of the structure. Conclusion: The results indicate that the hierarchical organizational model, genetic algorithms and deterministic finite automata have been successfully implemented with JavaScript as a web application that can be used on mobile devices. The objective of the paper was to optimize the flow parameter values in the hierarchical organizational model with genetic algorithms and finite automata. The web application was successfully used on a three-state hierarchical organizational structure, where the optimal flow parameter values were determined and undesired oscillatory behavior was prevented. Therefore, we have provided a decision support system for determination of quality restructuring strategies.
Keywords: hierarchical organizational structure, genetic algorithms, deterministic finite automata, system dynamics, optimization, human resources
Published: 04.04.2017; Views: 782; Downloads: 79
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10.
Students' perception of HR competencies
Vesna Novak, Anja Žnidaršič, Polona Šprajc, 2015, original scientific article

Abstract: Background and purpose: Human resource professionalism receives considerable attention in terms of the competence of individual. In this article, we want to bridge the existing competencies of students and the perceived competencies that they assume will be developed and obtained during their studies. The purpose of our paper is a) to present competencies in general, b) to determine the meaning of the development of competencies in the field of higher education, and c) to present the role of competencies in human resource management. The aim of this paper is to examine the human resource competencies among students, and their judgments regarding the competencies they have already received during their studies. Methodology: The questionnaire was distributed to full-time students of the Faculty of Organizational Science, University of Maribor, in such a way that both genders, both undergraduate and graduate studies, and all years of study were represented. We have measured students’ opinions concerning their current and future perceptions about professional competencies in the HR field. Results: Based on the self-assessment of fifteen HR competencies, we used hierarchical clustering performed with Ward's method and standardized variables and got two clusters. A t-test was used according to low or high levels of students’ current competencies. The positive association between satisfaction with study programme and student's opinion on development of competencies during their studies was confirmed with one-tailed Pearson correlation coefficient. Conclusion: The majority of students believe that they possess significant HR competencies. They have expressed a need for further education and training in that field. The students have assessed that the study programme allows them to acquire and develop the competencies for a successful task performance of the HR professional.
Keywords: human resources, new trends, social networks
Published: 04.04.2017; Views: 574; Downloads: 334
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