Bimonthly "Human Resource Management" (HRM)
Table of Contents - 5/2007 (english version)
From the Editor - Janusz Strużyna
ARTICLES
Adam Stabryła A Subjective and Relational
Approach to Improving Organizational Structure
This paper presents a concept combining two fundamental dimensions—the
subjective and relational—as a way for improving organizational structure. The
starting point for this idea is based on the statement that structural research
forms a framework for management and executive processes. This implies that
organizational structure may be considered a static system, but it may also be
seen in an integrated light where the static aspect is tied to and supplemented
by the dynamic one.
Janusz Marek Lichtarski
The Specifics of Task Structure Based Employee
Selection in Theory and Practice
The dynamics of an organization’s environment forces managers to introduce
modern highly–organic organizational forms such as project, task, hypertext, and
network structures. The transformation of organizational structures towards
solutions that are more organic in nature implies changes in an organization’s
human resource management. Such changes also involve employee selection. The
goal of this article is to demonstrate differences between employee selection
processes in organizations with traditional structures (leaning towards the
mechanistic) and modern ones (more organic). The overall conclusion is that in
organizations with more organic structures the process of employee selection is
shorter and utilizes more advanced tools—competency and psychological tests, and
assessment centers). Other employee selection criteria were also important in
organizations applying modern solutions. These included general knowledge,
emotional intelligence, planning skills, work organization abilities, team work,
and the ability to reach a compromise. This paper is based on literature studies
and empirical research conducted in 2005 on 131 companies.
Stefan Lachiewicz and Marek Matejun
The Impact of Outsourcing Services on Staff
This article presents the influence of service outsourcing on the structure of
employment in companies. The first part portrays both the positive and negative
aspects of outsourcing. It pays particular attention to such aspects as changes
in the area of employment, employee resistance to externalization, the behavior
of the participants towards the outsourcing partner, and some of the pathologies
connected with the application of outsourcing.
The second part presents the results of research carried out in a group of 110
small– and medium–size enterprises that use outsourcing in the field of
accountancy and tax advice. It analyzes the influence of outsourcing on the
level and the structure of employment in customer companies. The presented
results indicate positive trends. A decrease in employment has been noticed in
only few companies. In fact, collaboration with an accountancy office has more
often resulted in an employment increase in the companies.
LEADERS' FORUM
Janusz Strużyna An Editorial Discussion on the Relationship Between
Organizational Structure and Contemporary Human Resource Management
Małgorzata Milczarek, Dyrektor Personalny, Vattenfall Polska, Joanna Szybisz,
Dyrektor ds. Personalnych, Saint-Gobain Dystrybucja Budowlana, Bruno Jonczyk,
Dyrektor Zasobów Ludzkich na Polskę, FAURECIA FS Sp. z o. o. (B.J.), Jadwiga
Chabior, Dyrektor Departamentu Zarządzania Zasobami Ludzkimi, Bank DnB Nord and
prof. Janusz Strużyna taken part in discussion.
COMMUNIQUES
Magdalena Okopska The Effects of a Lack of Openness in
Communications: The Case of Company X
This paper presents a case study of a company where an absence of openness in
communications was identified as the cause of high staff turnover. The creation
of a new organizational structure based on openness was proposed in order to
overcome market difficulties as well as to fight the competition. This included
a description of requirements to be met by the human resources department in
order to maintain openness in communications.
Iwona Rafaląt The Place and Role of the Human Resource Management Department:
Empirical Findings
The following paper presents the results of an empirical study conducted on a
sample of 232 Polish organizations. The bulk of the sample consists of medium–size,
limited liability companies owned by Polish bodies other than the State Treasury.
The companies operate on international markets in the field of industry. The
research looked at the position of HRM departments and specialists in the
organizational structure of the companies—department location, number of
employees responsible for personnel administration, professional external
support in the form of collaboration with professional personnel advisers, and
the organization and management of diverse HRM tasks. This paper constitutes
only a fragment of a greater research effort that focuses on the impact of
general strategy on motivation methods. The study was awarded promoter’s grant
No. 1 H02D 057 28.
REVIEWS. DISCUSSIONS
Karl–Friedrich Ackermann and Günther Fleig (Editors), Wandel der arbeit – arbeit
im wandel. Orientierungen für das künftige Personalmanagement [Changes in work
and work in the process of change: Future directions in the development of
personnel management] – Anna Lipka
Czesława Sikorki, Drogi do sukcesu. Profesjonalizm a populistyczna kultura
organizacyjna
[The Road to Success: Professionalism and Populist Organizational Structure] –
Janusz Strużyna
FROM THE EDITOR'S SHOWCASE
Human Resource Management: A Selection of Polish and Foreign Literature –
Ewa Wyglądała
CHRONICLE. INFORMATION
Evolution or Revolution? HR in the Face of Changes on the Labor Market – 6th
Staff Congress – Monika Nowacka–Sahin
CSR in Poland: UNDP Forum – Magdalena Sikorska
Quality of Human Capital Conference – Beata Kaczyńska
Soon...
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