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Author
Piasecki Przemysław (Uniwersytet Ekonomiczny w Poznaniu)
Title
Segmentacja zasobów ludzkich i pandemia COVID-19 - analiza zmian w perspektywie wymiarów segmentacji
Human Resource Segmentation and the COVID-19 Pandemic : Analysis of Changes from the Perspective of Segmentation Dimensions
Source
Zarządzanie Zasobami Ludzkimi, 2021, nr 6 (143), s. 27-40, tab., bibliogr. 24 poz.
Human Resource Management
Keyword
Segmentacja, Zasoby ludzkie, Segmentacja rynku pracy, Postawy pracowników, Zarządzanie zasobami ludzkimi, Pandemia, COVID-19
Segmentation, Human resources, Labour market segmentation, Employee conducts, Human Resources Management (HRM), Pandemic, COVID-19
Note
JEL Classification: J24, M12, M54
streszcz., summ.
Abstract
Pandemia COVID-19 stworzyła wiele nowych wyzwań dla organizacji, skutkujących znaczącymi zmianami w warunkach pracy, oferowanych pracownikom. W artykule podjęto kwestię wpływu pandemii na segmentację zasobów ludzkich (HR differentiation), rozumianą jako nietożsame warunki pracy grup pracowników w organizacji, wynikające ze zróżnicowanej pomiędzy nich alokacji zasobów. Wykorzystując koncepcję wymiarów segmentacji zasobów ludzkich i wielopoziomowy model planowanej, faktycznej i odczuwanej segmentacji, dokonano analizy, jak pojawiające się trendy wpłyną na zróżnicowanie warunków pracy wewnątrz organizacji. Rezultaty wskazały, że w trakcie i po zakończeniu pandemii można oczekiwać zwiększenia różnic między segmentami (większa siła segmentacji) i częstych zmian w praktykach zarządzania zasobami ludzkimi (mniejsza stabilność absolutna segmentacji). Na podstawie uzyskanych wyników zaproponowano nowe kierunki badań segmentacji zasobów ludzkich oraz sugestie dla menedżerów. (abstrakt oryginalny)

The COVID-19 pandemic posed many new challenges to organizations. These resulted in signi ficant changes to the working conditions offered employees. The article addresses the impact of the pandemic on HR differentiation understood as unequal working conditions among groups of employees in an organization that are a result of differentiated allocation of resources across employees. Using the concept of HR differentiation dimensions and the multilevel model of intended, actual, and perceived HR differentiation, an analysis was performed on how emerging trends will affect the differentiation of working conditions within organizations. The results indicate that during and after the pandemic, one may expect seeing increased differences among segments (i.e. greater strength of HR differentiation) and frequent changes in HR practices (i.e. lower absolute stability of HR differentiation). Based on these findings, new avenues of HR differentiation research and suggestions for managers have been proposed. (original abstract)
Accessibility
The Main Library of the Cracow University of Economics
The Library of Warsaw School of Economics
Bibliography
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Cited by
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ISSN
1641-0874
2543-4411
Language
pol
URI / DOI
http://dx.doi.org/10.5604/01.3001.0015.6315
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