Spis treści

Wstęp

Katarzyna Postrzednik-Lotko - Znaczenie i rola semiotyki w zarządzaniu kapitałem ludzkim

Piotr F. Borowski - Kapitał ludzki w dobie globalizacji w przedsiębiorstwach z sektorów silnie regulowanych

Tomasz Kochański – Metody oceny wartości kapitału intelektualnego firmy

Konrad  Rokoszewski – Kształtowania partnerstwa wewnątrz organizacji jako czynnik rozwoju organizacji.

Konrad Rokoszewski, Aleksandra Pisera – Wymiary partycypacji a rozwój relacji z pracownikami w organizacji

Marta Luty – Michalak – Źródła i rodzaje konfliktów w przedsiębiorstwie

Józef Placha – Szczególna potrzeba dialogu w sytuacjach konfliktowych

Elżbieta Jędrych - Rola fundamentalnych wartości w tworzeniu i wdrażaniu strategii kapitału ludzkiego w organizacji

Mirosław Ostrowski – Wybrane metody wdrażania zmian w zarządzaniu zasobami ludzkimi

Wioleta Witczak – Relatywizm kultury organizacyjnej oraznorm społecznych i postaw wobec pracy

Edyta Wolter – Personalistyczny aspekt pracy

Wojciech Sroczyński – Kapitał ludzki a siły społeczne

Ewa Adamczyk  - Efektywność szkoły a kapitał ludzki – społeczne oczekiwania

Piotr Weryński - Zasoby lokalne jako dobro wspólne. aplikacja teorii

Iwona Babiak, Krzysztof Dziurzyński - Wiedza o sposobach poszukiwania pracy przez osoby niepełnosprawne jak element wspomagający zarządzanie zasobami ludzkimi

Streszczenia

Katarzyna Postrzednik-Lotko - Znaczenie i rola semiotyki w zarządzaniu kapitałem ludzkim

In a more and more dynamic and globalized word the multicultural communication should be developed. In this context the knowledge of interpreting semiotic symbols and signs grows more and more important. That is not virulent only in the areas of psychology and sociology, but also in Human Resources Management and others.

The autor presents this necessity in the view of Semiology and Communication Theory in using different communication models. She further points out, that conflicts of communication base on misunderstanding of cultural signs. The consequence of this might be inefficiencies in corporate processes.

Piotr F. Borowski - Kapitał ludzki w dobie globalizacji w przedsiębiorstwach z sektorów silnie regulowanych

The main subject of this article is to make the analize the role of human capital in enterprises of regulated sectors. The role of human resources in the workplaces has increased dramatically as these consultants, specialists noticed that people are the most important part  of companies assets. One of the first keys to understanding how this works is to orientate the perception toward the idea that the employees are a business’s greatest asset. The second issue of the article is capital flow and management employ in international organizations.

Tomasz Kochański – Metody oceny wartości kapitału intelektualnego firmy

The intellectual capital is the one of the important indicator of enterprise value. In this paper author analyses a few methods of measure, estimate and judge the intellectual capital in the firm. The methods offer different advantages. In order to determine the intellectual capital author at the beginning defines the structure capital, human capital, customer capital as the components of the intellectual capital. The methods are illustrated in an industrial case study.

Konrad  Rokoszewski – Kształtowania partnerstwa wewnątrz organizacji jako czynnik rozwoju organizacji.

The aim of his article is to describe problems which shape the relationship between employees and the organization. Nowadays this issue in very important and it is a factor which creates conditions for the growth of competitiveness in the organization. In this article there are many other topics, e.g. culture oh the organization, internal market, communication, motivation and the psychological aspects of cooperation.

Konrad Rokoszewski, Aleksandra Pisera – Wymiary partycypacji a rozwój relacji z pracownikami  w organizacji

The article describes the issue of participation in the management. The practise of management educates important methods of participation which should Make for bigger participation the employee in the processes of the workings and management of the organization. The meaning of the participation will be on the increase in the future. It comes from need for shaping and retention partner relations with the employees.In these processes great importance is given to managers and their methods of management

Marta Luty – Michalak – Źródła i rodzaje konfliktów w przedsiębiorstwie

Knowledge about the sources and sorts of company conficts can assists in effective solving and managing them. Sociology and social psychology helps us in describing what exactly the conflict is.

There are many sources of company conflicts. The most important are: comunication, company culture, playing a social – proffesional role, necessities of life and employees personalities.

In regard to sorts of company conficts we can distinguish manifest and hidden conflicts, rational and irrational conflicts. There are also creative and destructive conflicts. Very important seems to be a classification into interpersonal, inside group, and outside group conflicts.

We can’t disagree that the solving conficts is difficult, moreover it is a craftsmanship.

Józef Placha – Szczególna potrzeba dialogu w sytuacjach konfliktowych

In this paper author discusses meaning and the role of the dialogue during the conflict in the enterprises. He builds his thesis on relationships between pupil-teacher and employee-employer. The dialogue is the most important way to solve the problems and the clashes in the enterprises.

Elżbieta Jędrych - Rola fundamentalnych wartości w tworzeniu i wdrażaniu strategii kapitału ludzkiego w organizacji

Strategic HRM is a process that merges strategic planning and human resource management. HRM is a solid base of tactics and rules of human management and the basics in development of management tactics and practices, targeting to improve company’s market competitiveness. The Author pays special attention to the purpose of the organization in its fundamental worthy in creation of strategic HRM.

Mirosław Ostrowski – Wybrane metody wdrażania zmian w zarządzaniu zasobami ludzkimi

Selected methods of implementing changes in HR management have been evaluated within this article. Among others Business Process Reengineering (BPR), Kaizen Philosophy, Lean Management (LM), 5S Principle, Quality Management, Total Quality Management (TQM), Pursuit of a learning organization (OUS), or Benchmarking.

Wioleta Witczak – Relatywizm kultury organizacyjnej oraz norm społecznych i postaw wobec pracy

Organizational culture is still perceived by entrepreneurs as a tool allowing to implement and maintain work order process. Meanwhile, the view according to which it is understood in a much wider context is less popular. However, according to observations of some theoreticians – like Bogdan Nogalski, professional managers have always been aware of the interrelationship of the enterprise success and its organizational culture. Every organization has its own characteristic, individual system of values which is shaped in a more or less conscious way. This system is the starting point for a company’s operation. The aim of this article is to illustrate that organizational culture is not a constant factor, invariably ascribed to a given enterprise, but that it may undergo complex modifications. To keep it in a desirable shape requires consciousness and deliberation in the decision process related mainly to recruitment of employees. The major purpose of this paper is to reveal elements that have  real impact on organizational culture, that is the interaction of a company’s standards and guidelines on the one hand and employees attitudes and values on the other.

Edyta Wolter – Personalistyczny aspekt pracy

The aim of this article is to justify the personalistic concept of labour, which allows both for the value of community good and the value of human as a Person. In this sense, a human is not only the subject of labour but also its eventual objective (human capital being the most valuable constituent).

Wojciech Sroczyński – Kapitał ludzki a siły społeczne

The author makes an analysis of the basic category of social pedagogy and confronts it with the term of “human capital” which is used by sociologists, economic or management studies representatives. The author tables the methodological usefulness of social forces for the need of empirical studies and surveys that are conducted in social pedagogy and especially environmental pedagogy.

Ewa Adamczyk  - Efektywność szkoły a kapitał ludzki – społeczne oczekiwania

Modern society consists of well educated people, who are prepared to solve problems in the areas of professional, social and family life. In economical aspect they are concidered as “human resource” – the factor able to liberate the production reserves. In this context, the education itself is becoming valuable as an individual’s investition in it’s own future. The investition which afterwards may bring particular profits.Modern school should install the democratic relations among it’s students and staff and should also be adjusted on the dialogue, cooperation and mutual understanding. The school’s community should respect the rights, dignity as much as individuality of it’s members.

Piotr Weryński - Zasoby lokalne jako dobro wspólne. aplikacja teorii

Shown article is a result of an application of a theory of a social capital by Robert Putnam, theory of  community capacity   and institutional analyses to diagnose of the state of  a local  governmental and civil reality, which takes place in a research of a  local society. It is a outline of project of sociological research. In area of methodology an author based on a procedure of a multifactor triangulation (Konecki, 2000), which allows multilateral verification of  empirical issues.

Iwona Babiak, Krzysztof Dziurzyński - Wiedza o sposobach poszukiwania pracy przez osoby niepełnosprawne jak element wspomagający zarządzanie zasobami ludzkimi

The main barrier that prevents an efficient and full-value social and professional functioning of people suffering from various health dysfunctions is the mental barrier found in businessmen and those who are responsible at companies for the human resource management. Therefore we chose to reproduce the job searching method applied by the disabled to show how important is the employment in the life of those people. We wanted to show that through analysis of the job search strategies. Our reproduction was based on narrations of the people we studied. We managed to find the following four dominating job search models: Persistent Searchers, Perpetual Searchers, Passive Searchers, Volunteers. The test group covered the disabled people who participated in the research project: Psychosocial conditioning of the professional activity of the disabled, co-financed by European Union in the line of the European Social Fund.