Shaping the career of a talented employee in achieving competitive advantage by modern companies

Motivation: In a knowledge-based economy, the competitiveness of companies is increasingly determined by an ability to use their resources to respond to changes. A particular role is attributed to intangible assets which become basic, while other factors are beginning to take on a complementary role. In today’s business the talent — a talented employee s strategically important.However, resources are not valuable in themselves, but they are important in terms of activities aimed at achieving a competitive advantage. Recruiting and retaining talented employees is one of the biggest challenges in many businesses because of their outstandingness. Taking into account their specific characteristics, needs and expectations, an ability to pursue a career becomes the key issue.Aim: The purpose of this article is to show the importance of career talents for the competitive advantage of a modern company. Its realization will be made by presenting the talent as a source of competitive advantage. The importance of contemporary career models for talented individuals as well as the company perspective will be shown.Results: Traditional organizational careers are not a thing of the past — careers continue to be a means to accomplish strategic goals of the organization, especially during the ongoing talent war. Temporarily employment relationships and the high mobility of talented individuals mean that for this group of employees organizations should strive to build long-term relationships as a result of managing their careers within the organization. Such career development will contribute to the company’s strategic intentions

TALENT MANAGEMENT AS A NEW PARADIGM IN MANAGEMENT SCIENCE

The environment of contemporary organisations is defined as turbulent, due to novelty, speed and unpredictability of performed changes as well as an increase of its complexity level. It is accompanied with uncertainty of conducting an activity. New determinants require fast adjustment which requires the changes in assumed priorities and as a consequence – new paradigms. One of the paradigms is talent management. The aim of this study is to present talent management as a new paradigm in a contemporary organisation. To fulfil this aim, the traits of the new paradigm were presented, the meaning of talent management for strategic success of an organisation interpreted in the context of satisfying the needs of particular groups of stakeholders was emphasised, and actions which must be undertaken so as talent management contributes to this success were mentioned. The consequence of the new paradigm – talent management, is emphasising the identification of key resources of talent i.e. these for which the difference in quality and availability of talent significantly influences the processes or resources in the greatest level influencing a strategic success – sustainability, which concerns a wider aspect than a financial result only

EMPLOYEE TALENT IN DEVELOPMENT OF ORGANIZATION

The changes in the environment of the organization, particularly globalization, and changes in the demographics, as well as changes in the expectations and requirements of employees or customers, cause that current solutions are inadequate to the new conditions of operation, resulting in the inefficiency and ineffectiveness. Organizations must therefore constantly improve their operations. This requires a new approach, including one in human resource management, which is particularly a challenge to the best performing employees with great potential or talented employees. The ability to attract and retain talent in the organization is important for the ongoing operation and development of the organization. The purpose of this study is to show the importance of talent in the development of the organization. This objective required the identification of the conditions of interest and talent in the organization to a multi-faceted understanding of the concept of talent (with particular emphasis on the organizational aspect). It also drew attention to the issue of the development of talent. Contemplations have been carried out in the context of the organization

Women, men and creativity in business sector – comparative studies of leading EU and ECE countries

The main focus of the paper is innovativeness and creativity in gender perspective. The question asked is about the relation between gender, research and innovation. The paper is based on the data from European Patent Office (EPO) for years 1999-2013 concerning creative activities by women and men in business sector. For the purpose of the analysis, leading countries have been selected in terms of patent activities, which were then divided into two groups – 10 leading countries from the EU, and three leading countries from the transition economies. The main objective of the paper is to compare the dynamics of three variables: R&D expenditures, number of women and men employed as R&D personnel or researchers in business enterprise sector, number of women and men recognized in EPO database as inventors of patents that are employed in business sector

Gender wage gap : occupation and industries analysis for Poland

Remuneration is a measure of the purchasing power of the population that shows how wealthy the given society is. Analysis of remuneration received by different groups provides information about inequalities between and within the analyzed groups. One of the groups whose pay is lower than the average are women. In this article the attempt to indicate reasons for such inequality is undertaken. In the research presented in the article the main objective is to verify the significance of occupations and industries in shaping the gender wage gap in contemporary Poland. The research was based on data from the Polish Earning Survey, which was conducted by Sedlak & Sedlak for a single year, 2018. The results obtained show that the gender wage gap in Poland is explained in 36% by occupations and 15% by industry in which women are employed, which proves the significance of location factors in shaping gender wage gap

Innovation, innovativeness and gender : approaching innovative gender

This paper deals with the attempt to search for the sources of creativity in the broad sense in solving problems. These creative solutions become innovations. The ability to develop innovation depends on the multi-dimensional predispositions to solve problems – those found in people, inspired by the market, organised or spontaneous, as well as facilitated or hampered by the state. Yet, the aforementioned factors should be supplemented with one more – gender. In the chapter attention is paid to the multi-dimensional differences stemming from gender, which should be perceived as a positive element, because they are the source of synergy resulting from collaboration among research or business teams in the process of innovation. The chapter introduces the concept of 'innovative gender' and its institutional framework. The methodological inspiration is the model known in the literature as the Innovation Genome, the conceptualization of which constitutes a major part of the study

Mathematical modelling as an element of planning rail transport strategies

Effective planning and optimization of rail transport operations depends on effective and reliable forecasting of demand. The results of transport performance forecasts usually differ from measured values because the mathematical models used are inadequate. In response to this applicative need, we report the results of a study whose goal was to develop, on the basis of historical data, an effective mathematical model of rail passenger transport performance that would allow to make reliable forecasts of future demand for this service. Several models dedicated to this type of empirical data were proposed and selection criteria were established. The models used in the study are: the seasonal naive model, the Exponential Smoothing (ETS) model, the exponential smoothing state space model with Box–Cox transformation, ARMA errors, trigonometric trend and seasonal components (TBATS) model, and the AutoRegressive Integrated Moving Average (ARIMA) model. The proposed time series identification and forecasting methods are dedicated to the processing of time series data with trend and seasonality. Then, the best model was identified and its accuracy and effectiveness were assessed. It was noticed that investigated time series is characterized by strong seasonality and an upward trend. This information is important for planning a development strategy for rail passenger transport, because it shows that additional investments and engagement in the development of both transport infrastructure and superstructure are required to meet the existing demand. Finally, a forecast of transport performance in sequential periods of time was presented. Such forecast may significantly improve the system of scheduling train journeys and determining the level of demand for rolling stock depending on the season and the annual rise in passenger numbers, increasing the effectiveness of management of rail transport