Purpose: Developing a strong, favourable employer brand of a retail chain may be regarded as an important means of creating a competitive advantage. Retail chains should attract personnel with desired competence required for their particular purposes. The retail sector in Poland is perceived as a strongly disliked employer. Thus employer branding can be an important element of strategies adopted by retail chains operating in Poland.
The main objective of this paper is to analyse the development of employer branding strategies implemented by selected global retailers operating in Poland and the impact of such strategies on their respective competitive positions in the Polish market. The time frame for the analysis is the period of 2009–2014.
Research design and methods: In addition to a review of the literature on the development of employer brands, this paper includes a case study of a few global retail chains operating in Poland.
The paper is based on the assumption that retail chains pursue competitive advantage by developing employer brand strategies.
Implications and recommendations: A continued engagement in strategic activities in the field of employer branding is very important for retail chains. Decision makers need to pay special attention to the promotion of their retail chains as a good workplace, using employer branding techniques.
In light of globalization and modern business, companies are typically exposed to challenges caused by unpredictable and complex competitive environments. The business environment, with global trends and stringent competition in the world market, now faces significant changes that companies should introduce into their current business operations. Among them, the human resource management of knowledge employees has become extremely important. The main aim of this article is to establish the impact of components of knowledge management on work engagement of employees in Slovenian companies. In the empirical part of the research, a sample of 112 Slovenian companies was obtained. Senior managers of companies and their employees were surveyed, using the questionnaire developed based on existing measurement scales. The results will help us to better understand the importance of knowledge management in Slovenian companies and its importance as a business strategy that must be fully integrated within all of the employees’ related processes of the company.
Janina Stankiewicz, Patrycja Łychmus and Hanna Bortnowska
In the literature on management, engagement is generally discussed in the context of cooperation with paid employees. This article focuses on the rarely analyzed issue – developing the engagement of nonprofit members. Research was carried out on this subject in the association in Zielona Góra, where deficits were found in that area. The aim of the article is to determine the reasons for the low engagement among SPOzZD members, to identify their expectations towards the functioning of the Association as well as to indicate activities that could encourage further engagement of these members, which can be implemented by representatives of the Board. The case study method was used.
Mentoring is the process of exchanging knowledge, experience and values between a more and less experienced member of the organization. It is sometimes used in business entities, but according to the authors, it is worth pointing out its potential utility in the nonprofit sphere. It can contribute to increasing the efficiency of third sector organizations, both indirectly, by improving the competences of the staff, and directly - at work with the beneficiaries. The article presents a model of formal mentoring in nonprofit organizations. It consists of 11 stages and takes into account the specificity of such entities, e.g. financial constraints, a shortage of mentors familiar with the specifics of the nonprofit organizations, fears of introducing formalized techniques associated with the commercial sector, irregular work modes of volunteers and other employees of non-governmental entities organizations and the lack of time connected with it.
Background: The aging of the European population is a demographic trend reflected in the ever-growing number of older employees. This paper introduces the importance of motivation and satisfaction in the workplace among age diverse employees in Slovenian companies.
Objectives: The goal is to investigate the differences between the motivation and satisfaction of employees from different age groups in the workplace.
Methods/Approach: The paper is based on research including a survey of two age groups of employees in Slovenia. We employed the Mann-Whitney U test to verify differences in the motivation and satisfaction in the workplace between the two groups.
Results: Older employees are more motivated by flexibility in the workplace; autonomy at work; good interpersonal relationships in the workplace; the possibility of working at their own pace; respect among employees; equal treatment of employees regardless of their age. They are more satisfied with interpersonal relationships in the company; their work; working hours and the distribution of work obligations; and facilitation of the self-regulation of the speed of work performed.
Conclusions: Motivation and satisfaction change as individuals age. Using this information, managers and employers can apply appropriate measures to contribute to employees’ well-being and better workplace performance, better working relationships with colleagues, higher productivity, and greater creativity.
In developed economies, where the work input exceeds the physical input, the lack of harmonised and standardised rules of human capital assessment is visible. The mentioned indicates the deficit of an important part of the comprehensive value-added assessment. What do we lose by ignoring the important part of the employee’s value added in the working process? Companies underestimate the employee’s human capital input. Consequently, society typically does not recognize invisible sources of value added in companies. The goals of this article are to highlight the missing human capital (HC) element at the company level assessment and to raise the awareness about its importance. By analysing existing methods of coping with the mentioned challenge, no harmonised solution is evident. By the increasing share of the service sector, emphasis on the HC element should be monitored more closely. The article focuses on the missing and invisible human capital elements in the framework of the value added; it offers suggestions for inclusion of the human capital factor in the process of company’s value added assessment as well as reflections on further steps in this direction.
The recent rapid growth of the tourism and hospitality industries raises a question about the quantity and quality of the workforce needed in these sectors. In the tourism/hospitality industry, where most services are delivered directly by employees, competitive advantage is primarily attained through people (employees), who are perceived as an integral component of tourism experience. This creates challenges for an industry suffering from high rates of staff turnover, especially of young employees who leave their jobs after graduation, choosing other career paths.
This study presents the job related motivators that students found important when considering their future careers, and investigates the extent to which those motivators can be found in the tourism and hospitality industry. Is the industry able to offer the motivators that will keep the employees willing to choose this particular path? We focus on two groups of potential employees – Polish and Spanish students. The study reveals that both groups generally do not believe that a career in the TH industry offered these motivating factors. We also contrast and compare both groups’ perceptions in this area.
Future economic growth and competitiveness will increasingly depend on how effectively employers can utilise their ageing workforces. To manage the inevitable changes in demographics, employers need to start preparing for an ageing workforce and developing strategies to manage and retain older employees. The main objective of this paper is to determine the impact of leadership and employee relations on work satisfaction of older employees, as well as to determine the impact of work satisfaction on the work engagement of older employees in financial service companies in Slovenia. To test the hypotheses, the authors used structural equation modelling. The results show that the effects of leadership and employee relations on work satisfaction in the case of older employees in financial service companies in Slovenia are positive, and the effect of work satisfaction on the work engagement of older employees is positive, too.
The insertion of graduates of higher education on the labor market is one of the problems faced by the Romanian labor market. Based on a VAR model in the panel, the number of unemployed with higher education in Romania is explained in correlation with variables related to the educational environment. As the number of graduates, the number of teaching staff and the number of faculties increase the unemployment rate among people with higher education also increases slightly, showing that they have not immediately integrated into the labor market. A shock (an innovation) in the series of unemployed numbers results in an increase in the number of unemployed and a long-term stabilization of the influence to positive values. A shock to the data series on the number of graduates, the number of faculties and teaching staff does not have an immediate effect on the number of unemployed with higher education.
The self-employment occupational status has a determinant role in the entrepreneurship development, including generally almost all sectors of the national economy. In this paper, we will focus on this topic. The statistical analysis of this occupational status and its implications on entrepreneurship in Romania in 2015 were considered based on the INSE statistical database, followed by an analysis based on a GEM 2015 (Global Entrepreneurship Monitor) database regarding the main factors influencing early-stage entrepreneurship. To describe the start-up intention and start-up effort, setting out from the literature, we included a set of indicators into the logistic regression analysis as follows: age, income, gender, education, working status, existence of entrepreneur acquaintances, confidence in one’s own knowledge, skill, and experience, completing the set with the presence of self-employment, as new research suggests it.