APPROPRIATENESS OF USING THE THEORY OF PERSONNEL MANAGEMENT IN EMPLOYMENT LAW

The Author considers that it is reasonable to use the theory of personel management to interpret the provisions of employment law. This primarly concerns the issue of forms of employment. This should be applied both with regard to flexicurity and in line with the concept of a flexible company. In accordance with HRM theory, the process of job evaluation should be used when defining the principles of remuneration. At the same time, if the remuneration were to be of a market nature (and thus implement three basic features: attract, motivate and retain), then the evaluation must be carried out in accordance with one of the universal methods. This gives the basis for comparison between different organizations. As far as employment restructuring is concerned, its efficiency, according to the Author, comes from the substantive knowledge of employees` representatives about management processed. So such a partner should be trade unions with expert resources or, in the absence of such organisation, a work council.

INDUSTRY 4.0 AS THE CHALLENGE FOR EMPLOYMENT CHANGE AND FOR RESTRUCTURING PROCESS

Industry 4.0 is next big technological change. Technological changes always result in employment changes. Industry 4.0 is based on full automation of production and using industrial robots in the production. The publication is the beginning of the discussion on employment restructuring in the Industry 4.0 ( I 4.0). The work was based on a study of literature, including industrial reports. The completed literature study was the basis for scientific dissertation about the place of employment restructuring in the Industry 4.0. The aim of this study is presentation of changes in employment and in the restructuring process in the Industry 4.0.

Changes in HR in the Polish Steel Industry Over the Last Thirty Years

The publication presents changes that took place in human resource structures and human resource management in the Polish steel industry over the last thirty years. Changes in the structure and management of human resources in Poland are part of the global process of economic development that has been taking place worldwide over the past few decades (especially in Central and Eastern Europe). The Polish steel industry underwent repair restructuring during the transformation of the Polish economy (1990s). A restructuring process was implemented extensively. It encompassed ownership and property, products and technology, and employment and management. Upon the conclusion of recovery restructuring, steel companies began to build a competitive advantage on the market. Human resources are one aspect of competitiveness. Since the beginning of the transition in the Polish economy, efforts to rationalize employment as well as changes in human resource structures and management demonstrate the increasing adaptability of Polish companies with respect to world market competition requirements. The publication characterizes changes in structures and human resource management in the Polish steel industry. The choice of scope of analysis was dictated by the large scale of changes implemented as well as knowledge concerning employment restructuring in the Polish steel industry as held by the author of the publication.

After the social crisis: the transformation of employment relations at France Télécom

This article contributes to debates on the conditions for strengthening collective worker voice in financialized organizations. It examines change in employment relations at France Télécom/Orange (FT) following a social crisis associated with employee suicides in 2007–2009. FT’s labor unions developed creative approaches to study and publicize the negative effects of employment restructuring on workers’ psychosocial health. The common framing they developed became a source of ‘communicative power’, used to influence how the suicides were interpreted both within the firm and in the media. This power was deployed to encourage substantive social dialogue that institutionalized worker participation in management decision-making. Findings demonstrate the potentially transformative role of discursive strategies that assert the legitimacy of worker well-being as both a measure of and input to organizational performance.

The impact of loans from international financial institutions on the economy of Serbia

The rapid foreign credit growth has been one of the main drivers of growth in Serbia in recent years. As growth has accelerated, the Serbian economy has become burdened with considerable external imbalances and current account deficits. As a result of the growing debt financing of the external deficit, the foreign debt rose to 22.7 billion EUR in late December 2009. Since the gains from privatization in the 2008-2010 period are not means of servicing the loans that could be counted on in the long run, the issue of sustaining the existing dynamics of paying off the foreign loan has been brought into question. International financial organizations have an important role in Serbia?s economic development and convergence with the European Union. Its resources have been mainly focused on spurring economic growth and promoting the policies that stimulate foreign direct investment and create employment, restructuring and ownership change in the enterprise sector.