Od redakcji 6/2016
Zarządzanie różnorodnością w kontekście międzynarodowego zarządzania zasobami ludzkimi
Głównym nurtem rozważań autorów artykułów zamieszczonych w tym numerze dwumiesięcznika „Zarządzanie Zasobami Ludzkimi“ są kwestie zatrudnienia i pracy osób młodych. Zagadnienia te znajdują się w centrum zainteresowania badaczy, polityków i menedżerów w wielu krajach europejskich i wpisują się w zakres szeroko rozumianej różnorodności społeczno-kulturowej. Zestaw artykułów i innych opracowań zawartych w tym numerze odnosi się do różnych aspektów tej problematyki.
W pierwszym artykule autorstwa Marii del Carmen González Menéndez i innych zaprezentowano system edukacji i rozwoju zawodowego (VET) w Hiszpanii w kontekście wyzwań związanych ze zwalczaniem bezrobocia wśród młodych ludzi. Bazujący na dwóch filarach VET, z których pierwszy obejmuje ścieżkę rozwoju zawodowego w ramach systemu edukacji (PT), a drugi – ścieżkę rozwoju zawodowego w ramach aktywnej polityki rynku pracy (PTE), ukierunkowany jest na zwiększenie zatrudnialności młodych ludzi. Opisany w artykule VET, w którym widoczne są elementy niemieckich i brytyjskich rozwiązań, może zainteresować osoby zajmujące się podobną problematyką.
From the Editors
Managing Diversity in the Context of International Human Resource Management
The main theme of the articles published in this edition of Zarządzanie Zasobami Ludzkimi [Human Resource Management] bimonthly is work and employment among young people. Currently, researchers, politicians as well as managers in many European countries focus on these issues considering them one of the various broadly defined social–cultural aspects. The selection of articles and other studies included in this issue looks at the different facets of these matters.
The first article, by Marii del Carmen Gonzalez Menendez, presents the educational system and professional development (VET) in Spain in the context of challenges connected with preventing unemployment among young people. The VET system is based on two pillars. The first involves the path of professional development within the educational system (PT) The second forms the path for professional development as a part of the active policy of the labor market (PTE) and focuses on increasing the employability of young workers. VET, as described in this article, includes elements of German and British solutions. This system may prove interesting for people investigating similar issues. Miroslav Beblavy and Brian Fabo also touch upon the problem of high unemployment among young people in European countries. They present results of what is known as the crowding out effect among working students. The phenomenon of crowding out involves the accepting of low–skilled jobs by highly–qualified individuals. This results in the pushing of unskilled workers out of the labor market. Analyses and results included in this article constitute an interesting opinion in the discussion about student professional employment. The job preferences of young Poles are the subject of another article written by Dominika Ochnik and Renata Rosmus. The authors’ aim was to determine the job preferences of young people in their labor market entering phase as well as in the phase of increased activity on the market from the perspective of gender differences. Research results show that women tend to seek jobs outside of gender stereotypes. At the same time, age has turned out to be a significant variable determining women’s job preferences. The results presented in the article show an important aspect of the debate on the social roles of men and women and their professional career choices. In the next article, Piotr Bohdziewicz discusses the issue of the young generation’s professional career preferences. The author conducted research into full–time graduate students (second cycle studies). The outcomes suggest that there are two basic career anchors in the Z Generation. They are lifestyle as well as security and stability. The significance of these two values was much higher for this sample group than in the case of other career anchors such as professionalism, autonomy, and management. The author also emphasizes the importance of providing appropriate conditions and work–life balance in contemporary organizations—highly valued by young workers. The last article, by Sylwia Przytuła, is devoted to self–initiated expatriation, which is a topic appearing in literature on international human resource management more and more often. The article tends towards the conceptual and the author tries to order concepts connected with this category, indicating differences between traditional forms of expatriation and self–initiated expatriation. She also characterizes various forms of the latter kind of the phenomenon. Although the study does not directly concern young people, it relates to the research subject as self–initiated expatriation extends greatly among young people who decide to fulfill their professional career on foreign labor markets. There are two studies in the research communiqué section. The first one, by Urban Pauli, focuses on an analysis of the working and living conditions of self–employed individuals. Referring to the outcomes of research conducted among young self–employed people working in creative sectors from six European countries, the author describes motives behind choosing self–employment, working time, work conditions, social security, incomes as well as the potential for creating new work stations. The study looks at the advantages and drawbacks of self–employment and its development perspectives in the context of challenges on the contemporary labor markets and the preferences of young people. The second research communiqué presents the methodological aspects of research using social network sites as a tool in e–recruitment. Jacek Woźniak presents pilot studies conducted in three groups of respondents representing generations X, Y, and Z. The outcomes indicate that social network sites play a significant role in recruitment procedures in the youngest group, called Generation Z, while in the other two generations (Y and X), their role is much lower. The articles as well as research communiqués are completed by reviews of interesting books, information on conferences, and a glossary on HRM concepts. The authors of the particular studies included in this edition of the journal refer to current issues that are the subject of interest for many researchers and practitioners. Hopefully, they will also prove to be interesting reading as well as inspiration for further studies.
Prof. Aleksy Pocztowski, Ph.D., Habil. Urban Pauli, Ph.D. Issue Scientific Editors