Abstract: The aim of the paper is to identify some of the specific characteristics of employee development, as observed in the practice of small enterprises in Poland. Results suggest that a sizeable percentage of employers are not interested in improving the development of their employee base. This aspect is often perceived as insignificant. In addition, many employers have no theoretical or practical knowledge of employee development methods. Lack of sufficient financial support is reported as third on the list of the most important barriers to employee development. Employees, on the other hand, typically offload the responsibility of initiating this type of activities onto the employer. Employee development plans are typically flexible and accommodating. The original value offered by this research comes in the form of a detailed characteristics of employee development in small enterprises, accompanied by identification of specificity of human resource development in Polish companies.
Abstract: Understanding factors that influence employee
performance is very important. By finding the significant factors,
organization could intervene to improve the employee performance
that simultaneously will affect organization itself. In this research,
four aspects consist of PCCD training, education level, corrective
action, and work location were tested to identify their influence on
employee performance. By using correlation analysis and T-Test, it
was found that employee performance significantly influenced by
PCCD training, work location, and corrective action. Meanwhile the
education level did not influence employee performance.
Abstract: Caused by shorter product life cycles and higher
product variety the importance of production ramp ups is increasing.
Even though companies are aware of that fact, up to 40% of the ramp
up projects still miss technical and economical requirements. The
success of a ramp up depends on the planning of human factors,
organizational aspects and technological solutions. Since only partly
considered in scientific literature, this paper lays its focus on the
human factor during production ramp up. There are only incoherent
methods which address the problems in this area. A systematic and
holistic method to improve the capabilities of the employees during
ramp up is missing. The Harada Method is a relatively young
approach for developing highly-skilled workers. It consists of
different worksheets which help employees to set guidelines and
reach overall objectives. This approach is going to be transferred into
a tool for ramp up management.