Janusz Strużyna -The Evolution of Strategic Human Resource Management
This paper presents the conception of the evolution of strategic human resource management. Five stages of SHRM development are identified on the basis of an analysis of SHRM literature as well as real world experience. The characteristics of these stages may be utilized by both practitioners and theorists to diagnose the situation in the given organization and to anticipate future practical and theoretical problems as well as solutions.

Katarzyna Gadomska-Lila - Changes in the Value Systems of Polish Companies
This paper discusses the problem of organizational values, pointing to their role in the process of company operations. Considerations focus on the reasons and directions of transformations in the value systems of Polish companies and are based on empirical research. They allow conclusions as to further directions in value system development and the selection of tools helpful in making them permanent.

Piotr Bohdziewicz - Modern Career Models: From Bureaucracy to Entrepreneurship
The traditional career develops within one or several organizations. On the other hand, trajectories of a new type of career involve many transitions between organizations, as well as transitions to new specializations and forms of employment (i.e. boundaryless careers). As demonstrated by surveys conducted among Polish IT specialists, in the case of this group of professionals, the new-type careers are primarily pursued by the younger generations of specialists. Nevertheless, this new approach can be expected to spread and consolidate over upcoming years not only among Polish IT specialists, but also in other job markets. This phenomenon will undoubtedly pose a difficult challenge for organizations in the twenty-first century.

Marta Juchnowicz - Human Capital Management and Employee Engagement
Employee engagement level is the measure of the effectiveness of human capital management. Its average value in Polish practice is evidence of the high quality of HR practices. However, its differentiation provides evidence of a polarization of standards in this area. It is also proof of significant reserves in the area of employee organizational engagement. The results of an analysis of factors that determine its level show areas that require intensification of activities on the part of managers and human capital management specialists.

Joanna Ejdys - Advantages and Disadvantages of Management System Normalization
This paper presents the results of the research conducted by the author on the basis of case studies conducted in five companies with their own integrated systems of quality management, environmental management, and occupational health and safety management. The purpose of the research was to identify strong and weak points of the normalized approach to management. Directions for improving the normalized management systems are suggested on the basis of the received results.

Bogusława Urbaniak - Change Trends in Human Resource Management in Light of Experience Provided by the Human Resource Management Leader Competition
The managements representing organizations taking part in the HRM Leader Competition are convinced that emphasis on the continuous improvement in the realm of human management promotes success in the highly competitive environment of the globalized economy. For this reason they incessantly work on improving HRM quality. The competition has a decade-long tradition. Over this period many organizations, both large and small, have verified their achievements in the field of HRM through the competition procedures. This gave researchers the opportunity to track the main change trends in the HRM practices of companies and institutions with high aims. This communiqué draws on the experiences provided by the competition to discuss the main trends in a modern approach to HRM.

Krystyna Leszczewska - Molding the Personnel Function in Small and Medium Enterprises using the Podlaskie Voivodeship as an Example
This paper takes up the topic of the shaping the of the personnel function in small organizations. It highlights the strategic role of personnel management in the competitive environment in which today's businesses operate. The specifics molding the personnel function in the SME sector are presented as are the results of research carried out among entrepreneurs in the Podlaskie Voivodeship [province].

Waldemar Walczak - , Manager Recruitment and Selection Methods in Local Government Units
The presented article discusses important questions related to the process of selection for executive positions in local government units. It is the practical methodology of filling such positions in these organizations that is the prime and most important dimension of shaping the human capital management paradigm.

Izabela Seredocha - Evaluation of Changes in the Motivation System for Local Government Staff
This paper is a report on pilot research conducted among city and borough councils as well as the starosty [country-level] offices of the Warmian-Masurian Voivodeship [province] in February of 2010. One of the aims of the research was an evaluation of the potential for utilizing office in-house staff (internal promotion), an assessment the obligation of continuous skill and professional qualification improvement, and the legitimacy of changes in defining ways and procedures for worker assessments in the units, as well as of qualification requirements and detailed remuneration terms.

Joanna Tabor - The Impact of Economic Slowdown on Talent Management
The aim of this article is to analyze the potential positive influence of economic crisis on talent management processes in organizations. This premise is based on the assumption that faced with a crisis situation, in spite of reductions and cost savings in the HR area, organizations attempt to retain their best employees-high potentials. To this end, current literature was examined and empirical studies were performed.

Kazimierz Sedlak - Salary Surveys as a Remuneration Management Tool
Salary surveys are among the most reliable sources of information about salary rates. This article presents the characteristics of a good salary survey. Using reliable and representative data, a company can create an effective salary system. It is then that a salary survey is not just another expense, but starts to fill its role and helps optimize a company's fixed costs.

Renata Ziaja-Guzy - Studying Worker Satisfaction
The aim of this article is the presentation of one of the tools of personnel management-the staff opinion survey. The example used by the author is an opinion survey conducted on a hospital in the town of Tarnów. The assumption behind the opinion survey (also known as a satisfaction study) is the evaluation by the employed staff of actions undertaken by the company management, a diagnosis of the level of satisfaction, and an assessment of the organizational climate. It is a simple way to collect information on various aspects of business management from the company's most precious resource-its employees.

Monika Szczęsna - A Management Appraisal Performance and Development System: The TP Group
This article describes the management appraisal performance and development system in TP Group-its guidelines, the elements subject to appraisal, the process flow, and the supporting software tool. It also shows the links between this system and other HR processes. It presents benefits for employee, manager, and the organization flowing from the management appraisal performance and development system.

Aleksy Pocztowski [Editor] (2009), Procesy płynności i retencji zatrudnienia w organizacji [Employment flexibility and retention in the organization] - Zenon Wiśniewski
M.J. Morley, N. Heraty, S. Michailova, Managing Human Resources in Central and Eastern Europe [Zarządzanie zasobami ludzkimi w Europie Centralnej i Wschodniej] - Alicja Miś

Changes to Human Resource Management in Polish Companies over the Past Twenty Years - Alina Kulesza

The 70th birthday of Professor Józef Orczyk - Jan Szambelańczyk

Man at Work and Social Policy - Conference - Joanna Ratajczak-Tuchołka
The 11th Staff Congress Is Behind us - Monika Nowack-Sahin
"New Areas of Innovation Strategy for Poland" Seminar - Editorial Staff