The operation of companies in the current environment, introducing the concept of Industry 4.0 and the establishment and expansion of inter-company networks, as well as open and knowledge-based systems in organizations, is a precondition for success in the efficient acquisition, processing, storage, and sharing of key information. The instruments created for this purpose came to the market gradually during the Third Industrial Revolution; however, with the outbreak of the Fourth Industrial Revolution, their development underwent a leap, whereas this stage is associated with the introduction and use of big data in human resources management. The aim of this paper is to analyze the current state of organizations operating with a focus on Slovakia, as well as the importance and knowledge value of the organizations, their way of internal sharing, and the level of knowledge database use for this purpose in the context of the region in which the organizations operate. On one hand, the results show a lack of businesses orientation with regard to this issue, especially in comparison with neighboring countries; however, on the other hand, they also show relatively significant progress in this area, which may increase competitiveness internationally in the near future.
An important challenge for the future is focusing on sustainability in life and business. The three elements of sustainability (economic, environmental, and social), defined in 17 factors by the United Nations (UN) as the Sustainable Development Goals (SDGs), may, therefore, be the main drivers of business competitiveness and opportunity recognition. The main aim of the article is to identify the awareness level of sustainability and sustainable development goals in the context of business opportunity areas by analysing the results of a survey of organisations in six countries (Finland, Slovakia, Italy, Austria, Spain, and Turkey). A multilingual questionnaire, administered in six participating countries, was used as a collection tool to determine the organisation’s level of awareness regarding the SDGs. A research questionnaire was filled in by 238 respondents, providing a cross-cultural view of their attitudes, knowledge, and future interest in sustainability and the SDGs. The obtained results indicate differences in the approach to sustainability issues, the scope of knowledge, interest, competencies in sustainable development and SDGs, and the content of implementation of sustainability and SDGs in organisations in different sectors, regions and countries. Further statistical evaluation of the research hypotheses states the significant relationship between the two variables: sustainable strategy and the designation of a responsible employee in each organisation rs = 0.677 (α = 0.05). It is essential to eliminate the gap in the cross-cultural approach and knowledge in engaging with sustainable strategy and its implementation in current and future organisation activities in the context of sustainability and SDGs, in order to enhance opportunities for the growth of sustainability-focused entrepreneurship across different sectors and countries.
Organizational performance is considered as the essence of an industrial enterprises’ existence. However, in terms of performance, it is important not only to achieve results, but also maintain and develop the potential of an enterprise. When assessing performance, industrial management often omits the organizational success in managing human resources and developing human resources potential. The main aim of this paper is to present the research results focused on perceived organizational performance in recruiting and retaining employees with respect to different generations of employees in industrial enterprises. For the purposes of the analysis, the authors of the paper have designed a valid and reliable collection tool (research questionnaire). The research sample consisted of N = 1471 respondents, employees of industrial enterprises in the Slovak Republic. The research result shows that different generations of employees perceive differently selected issues of organizational performance. Testing the first research hypothesis has proved that there is a significant difference between employees from different generational groups in the perception of relationships among employees. The testing of the second research hypothesis confirmed that there is a statistically significant relationship between selected issues of perceived organizational performance.
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