The 8D method is a complex tool for solving problems of significant scale which are hard for individuals to solve and involve solutions which require extra resources. However, several problems have been detected in the method of 8D's usage in modern organizations. The main aim of this paper is to define critical factors which lead to the demotivation of problem-solving teams. The primary aim of this research is to empirically investigate the current state of the usage of 8D in Slovak enterprises, including the context of employees' motivation and involvement; to identify opportunities for improvement of the implementation of 8D by increasing the involvement and motivation of problem-solving teams as well as the proper usage of the methodology. Questionnaires were issued to industrial enterprises operating in Slovakia. Data from the research were used to propose ways for industrial enterprises to increase their 8D effectiveness by setting the right performance indicators and the way to integrate these indicators into the motivation system. The question to be answered is how to effectively use the intellectual capital of problem-solving teams and increase employees' satisfaction in the broader context of the improvement of the effectiveness of problem-solving methodology.
The issue of population aging is currently highly topical. In the context of population aging, age management comes to the fore. It addresses the management of human resources with regard to the age and potential of employees. The main aim of the article is to present the results of research focused on the importance of age management pillars from the perspective of employees from different generational groups in industrial enterprises in Slovakia. Based on established research questions and the research hypothesis, we can state that the perceived importance of age management pillars differs depending on the affiliation to the generational group. The research hypothesis was confirmed, and we conclude that there is a dependence between generational groups of employees from industrial enterprises in Slovakia and the importance of the age management pillars (the number of designations in a pairwise comparison). As a data collection tool, a research questionnaire was created. Collected data were evaluated based on a pairwise comparison of the perceived importance of age management pillars for employees. The research sample consisted of N = 384 respondents (employees of large industrial enterprises in Slovakia). When considering the research results, the use allows approaching the management of different generations of employees directly within the framework of sustainable human resource management. The research problem is also supported by resources and theoretical background.
Human resource planning in the business practice should represent generally used and key activity for human resource management because human resource planning helps to make optimum utilisation of the human resources in the enterprise and it helps to avoid wastage of human resources. Human resource planning allows to forecast the future manpower requirements and also to forecast the number and type of employees who will be required by the enterprise in a near future. In the long term period, success of any enterprise depends on whether the right people are in the right places at the right time, which is the nature of human resource planning. The aim of this contribution is to explain the importance of human resource planning and to outline results of questionnaire survey which it was realized in industrial enterprises.
Key wordshuman resource management, human resource planning, industrial enterprise
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.