Abstract
Organizational performance is considered as the essence of an industrial enterprises’ existence. However, in terms of performance, it is important not only to achieve results, but also maintain and develop the potential of an enterprise. When assessing performance, industrial management often omits the organizational success in managing human resources and developing human resources potential. The main aim of this paper is to present the research results focused on perceived organizational performance in recruiting and retaining employees with respect to different generations of employees in industrial enterprises. For the purposes of the analysis, the authors of the paper have designed a valid and reliable collection tool (research questionnaire). The research sample consisted of N = 1471 respondents, employees of industrial enterprises in the Slovak Republic. The research result shows that different generations of employees perceive differently selected issues of organizational performance. Testing the first research hypothesis has proved that there is a significant difference between employees from different generational groups in the perception of relationships among employees. The testing of the second research hypothesis confirmed that there is a statistically significant relationship between selected issues of perceived organizational performance.
Highlights
A meaningful utilization of the enterprises’ human resources is a precondition for taking advantage of the human resources potential
The authors of the paper have focused on the field of organizational performance which is closely related to organizational culture and interpersonal relationships
We focused on the perception of relationships among employees and on how the perception of these relationships varies with different generations of employees, in the presented paper
Summary
A meaningful utilization of the enterprises’ human resources is a precondition for taking advantage of the human resources potential. It is important that they are sufficiently motivated [7,8] or engaged [9] to perform. These factors affecting work performance can be influenced by targeted activities and practices of human resource management. The basic precondition is that the organization dispose the human resources with necessary potential [10]. In this respect, the recruiting and retaining the staff plays an important role in ensuring the conditions for employees’ performance
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