POLECAMY
Koszyk
Leadership, Employee and Competency Development for Better Talent Management in the Face of the Dynamics of Environmental Changes
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Format:
ibuk
Celem monografii jest prezentacja aspektów, czynników i komponentów kształtujących zarządzanie talentami w organizacji. Obecna sytuacja, zdeterminowana dynamicznie zachodzącymi zmianami, okazała się względnie stabilna do czasu pojawienia się i rozwoju epidemii koronawirusa oraz ukształtowania się nowej rzeczywistości geopolitycznej od początku wojny w Ukrainie. W tej rzeczywistości zagadnienia opisane w opracowaniu nabierają zupełnie nowego znaczenia. Publikacja jest skierowana do osób zainteresowanych problematyką zarządzania talentami i kompetencjami, przywództwa i szeroko rozumianego rozwoju pracowników w organizacji – badaczy i praktyków – oraz wszystkich tych, którzy zainspirowani nią chcieliby pogłębić swoją wiedzę w danej dziedzinie.
| Rok wydania | 2022 |
|---|---|
| Liczba stron | 141 |
| Kategoria | Publikacje darmowe |
| Wydawca | Wydawnictwo Uniwersytetu Ekonomicznego we Wrocławiu |
| ISBN-13 | 978-83-7695-987-0 |
| Numer wydania | 1 |
| Informacja o sprzedawcy | ePWN sp. z o.o. |
Ciekawe propozycje
Leadership Explained In Plain English
do koszyka
And Still I Cheat the Gallows
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And the winner is...Model...
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And Vice Versa
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Spis treści
| Preface | 8 |
| Part I. Organizational perspective on talentship and leadership practices | 12 |
| 1. Coexistence of talent management and leadership programs as an important competitive factor in MNCs (Łukasz Haromszeki) | 13 |
| 1.1. Introduction | 13 |
| 1.2. The main theoretical assumptions adopted in the research and the theoretical background of the study | 14 |
| 1.3. The empirical research methodics | 19 |
| 1.4. The empirical research findings | 21 |
| 1.5. Research summary | 26 |
| 1.6. Final conclusions | 27 |
| 2. Talent management in international enterprises – research findings (Magdalena M. Stuss, Izabela Stańczyk) | 29 |
| 2.1. Introduction | 29 |
| 2.2. Empirical research methodics | 30 |
| 2.3. Empirical research findings | 31 |
| 2.4. Final conclusions | 39 |
| 3. Demand for humility in managing organizations under conditions of sustainable development (Grażyna Osbert-Pociecha, Natalia Bielińska) | 40 |
| 3.1. Introduction | 40 |
| 3.2. The essence of sustainable development | 41 |
| 3.3. The essence and role of humility | 43 |
| 3.4. Objective and method of research | 46 |
| 3.5. The results of the survey research | 47 |
| 3.6. Final conclusions | 53 |
| Part II. Competency development for knowledge management | 54 |
| 4. Where does knowledge come from in the organization? Ethnographic research (Tadeusz Kowalski) | 55 |
| 4.1. Introduction | 55 |
| 4.2. Literature review | 55 |
| 4.3. Empirical research methodics | 59 |
| 4.4. Empirical research findings | 60 |
| 4.5. Final conclusions | 63 |
| 5. Organizational focus on Integrated Process Management in the context of human resource management – selected aspects (Tomasz Sierpowski) | 65 |
| 5.1. Introduction | 65 |
| 5.2. Focus on the process vs. social aspects of development | 66 |
| 5.3. Key areas of human resource management used in the implementation of IPM | 69 |
| 5.4. Strategic areas for implementing the IPM concept | 70 |
| 5.5. Final conclusions | 72 |
| 6. Competency gaps in the field of digital competencies of university of economics students (Małgorzata Tyrańska, Sylwia Wiśniewska, Robert Szydło, Marek Koczyński) | 74 |
| 6.1. Introduction | 74 |
| 6.2. Literature review | 75 |
| 6.3. Competency gap | 76 |
| 6.4. Methodics | 78 |
| 6.5. Results | 79 |
| 6.6. Final conclusions | 82 |
| Part III. Selected situational factors of professional development | 85 |
| 7. Employee propensity to professional development and the ability to achieve professional goals (Alena Ivanova) | 86 |
| 7.1. Introduction | 86 |
| 7.2. Definition of employee propensity for professional development | 87 |
| 7.3. Methodological assumptions | 89 |
| 7.4. The characteristics of the sample | 91 |
| 7.5. Empirical research findings | 92 |
| 7.6. Final conclusions | 96 |
| 8. The concept of measuring the efficiency of the virtual onboarding process in the IT sector (Tomasz Kawka, Piotr Wróbel) | 99 |
| 8.1. Introduction | 99 |
| 8.2. The contemporary perception of onboarding | 100 |
| 8.3. The essence and challenges of virtual onboarding in IT | 102 |
| 8.4. The effects of remote work in the IT sector: a case study | 104 |
| 8.5. Three-dimensional evaluation model of the onboarding process | 106 |
| 8.6. Assumptions for the design of the onboarding process measurement approach | 108 |
| 8.7. Final conclusions | 110 |
| 9. Error in action in the VUCA world – a conceptualization of the key concepts for empirical research (Anna Pluta, Krzysztof Kowalski) | 112 |
| 9.1. Introduction | 112 |
| 9.2. The phenomenon of the VUCA world and human activity in an organization | 114 |
| 9.3. The efficiency of individual and team actions and the appearance of an error | 116 |
| 9.4. A theoretical model for testing the efficiency of operation in the VUCA world | 118 |
| 9.5. Final conclusions | 119 |
| Summary | 120 |
| References | 125 |
| List of figures | 144 |
| List of tables | 144 |
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