Selection of Most Suitable Candidates for the Talent Pool in a Furniture Manufacturing Company

Ližbětinová, Lenka; Hitka, Miloš

doi:10.5552/drind.2016.1601

Cited by 23 publications

(18 citation statements)

References 15 publications

(13 reference statements)

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“…As a result of changes that constantly take place and have forced new features to economic and social environment of companies, it has been shown that the quality of human resources and options how to use them while setting business development strategy and its implementation is becoming a crucial element for the success of an enterprise (Ližbetinová-Hitka, 2016). It is mainly about achieving a high degree of flexibility, responding to changes and adapting to new requirements and conditions in corporate strategies.…”

Section: Resultsmentioning

confidence: 99%

Relationship of generations X, Y, Z with new communication technologies

Grenčíková

Vojtovič

2017

Problems and Perspectives in Management

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At present times, the impact of new technologies on job creation is going to be a serious problem in personnel management. In the human resources contents, this issue still remains in minor attention. As a result of new communication technologies development in the near future, we will be facing too many changes in working patterns and demands on staff regarding job requirements. Simultaneously with the above stated changes on labor market, a new generation of workers is emerging that grew up with the development of communication technologies, they profess different lifestyle from the one the generations have had before. Many of these generations become employers and bring new approaches to employment of people being different from traditional working patterns. Despite the facts being alleged in this study, it is difficult to estimate to what extent those changes will affect Slovak labor market. Gradual development of technologies is an ongoing process in Slovakia as well and in four years robotics is to be a key technology in most manufacturing plants mainly in automotive industry. Currently, three generations are present on labor market that may have a different approach to changes being implemented nowadays. In this study, the authors analyze the survey results on the use of communication technologies by Generations X, Y, Z, and their abilities to be prepared for changes on labor market. Survey provides interesting information about the access of different generations to communication technologies and their relationship with technical innovations.

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Section: Resultsmentioning

confidence: 99%

Relationship of generations X, Y, Z with new communication technologies

Grenčíková

Vojtovič

2017

Problems and Perspectives in Management

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“…(Joniaková et al, 2015). Organizations' focus on innovation to ensure a competitive advantage is strongly influenced by the advent of new robotization and digitization technologies as accompanying phenomena of the fourth industrial revolution and is becoming a common part of managerial work (Ližbetinová et al, 2016;Kucharčíková et al, 2014;Hitka, et al, 2015).…”

Section: Discussionmentioning

confidence: 99%

“…The priority objective of the selection process is to identify talents among candidates, both external and internal (Ližbetinová et al, 2016;Mura, 2017). For this purpose, it is necessary for the organization to have a functioning internal labor market built internally (Kucharčíková et al, 2018;Poór et al, 2017) that identifies potential talents and suitable candidates for vacancies based on their results from employee appraisal, activities in training and development programs as well as participation in innovative activities.…”

Section: Introductionmentioning

confidence: 99%

An effective selection process is the key to quality job positions occupation conditional for long-term competitiveness

Stachová

Stacho

Papulová

et al. 2019

Production Engineering Archives

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The need for adaptation to rapid changes in the business environment, both on the part of employees and employers, implies dealing with new challenges, acquisition of new knowledge and skills and assumption of new roles and responsibilities. The base for companies is the availability of qualified human resources, which is ensured by the human resource management department mainly through an effective process of employee selection. The paper is oriented at the analysis of the current state of focus of organizations operating in Slovakia on systematicity and complexity of the selection process, the existence of an effective internal labor market and the regularity of development of used selection tools in the context of technological progress and changes in labor market requirements in regions of Slovakia. Results of the survey on (n = 343) enterprises show a positive trend, an increase of more than 10 percent in the orientation towards improvement of the process of employee selection, but on the other side it also confirm an increase in disparities between individual regions of Slovakia, some regions (Eastern Slovakia) progress much slower than the developed ones (Bratislava).

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“…The enterprises are looking for specialists with secondary or higher education but the problem is that the professional and personal characteristics of an applicant often do not meet the requirements of employers [46]. For this reason, it is important for enterprises operating in various industries to identify their own talents and to look for relevant input data for their efficient planning and development [47]. The learning and growth perspective is oriented on the development and measurement of the potential of employees, their motivation and the system of goals in relation to employees of the enterprise.…”

Section: Discussionmentioning

confidence: 99%

Human Capital Management in Transport Enterprises with the Acceptance of Sustainable Development in the Slovak Republic

Kucharčíková

Mičiak

2018

Sustainability

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Transport enterprises produce emissions during their activity, which is how they contribute to the polluting of the environment. The requirement of sustainability should therefore be incorporated into their concept of human capital management as well. The aim of this article is to point out the possibilities of application of various human capital management approaches leading to the requirement of increasing the efficiency, performance, competitiveness and sustainability of a transport enterprise in conditions of the Slovak Republic. Via the survey conducted in Slovak enterprises, we found out that the enterprises do not use human capital management much because they have only little knowledge about this concept of work with human capital. Based on the studying of professional literature, the results from the survey, and own experience, we designed two approaches for better implementation of human capital management leading to the increase of efficiency, performance and sustainability of enterprises operating in the field of public transport. The first one is the increase of human capital value via training, and the second consists of the metrics for the assessment of how effectively the enterprises use human capital. We have verified the application of the metrics in conditions of a concrete particular enterprise.

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Selection of Most Suitable Candidates for the Talent Pool in a Furniture Manufacturing Company

Abstract: • This paper deals with the question of identifi cation and development of talents in the company. The aim of the article is to fi nd one of the possible solutions to increase the objectivity of identifying talents and

Cited by 23 publications

References 15 publications

Relationship of generations X, Y, Z with new communication technologies

Relationship of generations X, Y, Z with new communication technologies

An effective selection process is the key to quality job positions occupation conditional for long-term competitiveness

Human Capital Management in Transport Enterprises with the Acceptance of Sustainable Development in the Slovak Republic

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