Publications in the field of human capital management
Witczak Hubert, O roli systemu zarządzania zasobami ludzkimi, Edukacja Ekonomistów i Menedżerów. Problemy. Innowacje. Projekty, 2019, vol. 52, nr 2, s. 55-66.
The HRM (Human Resource Management) system is a subsystem within any operational system (OS). There is a scientific and epistemological problem concerning the role of the HRM system within the OS. The aim of this paper is to determine whether the specific nature of systemicity and the role of HRM are reflected in the design of the HRM system, particularly its structure. The relationships between the systemic nature and role of HRM and its development and structure have not been fully scientifically recognised. The author of this article argues that the HRM subsystem is the most important balanced subsystem of any operational system, and that HRM should be conducted on the principles of unique dialectical management, the management of paradoxes and chaos. The scope of this work is: 1) the category of ‘SD’ as a factual scope; 2) the category of ‘HRM system’ as an object-oriented scope; 3) the universality of time and space. A systemic-praxeological approach, a prognostic method and hypothetical-deductive reasoning were employed.
Witczak Hubert, Strategiczne zarządzanie zasobami ludzkimi. Studium systemu, 2017, Warszawa: Wydawnictwo Naukowe PWN, ISBN: 978-83-01-19720-9.
The subject of this study is: the entirety of Strategic Human Resource Management (SHRM) within any system involving people, particularly in businesses; the highest level of SHRM’s internal structure; and its role within the wider environment. This book attempts to synthesise knowledge on the development of SHRM at a level situated between political, tactical and operational management. [Publisher’s description…]
Witczak Hubert, Wstęp do problemów tożsamości załogi przedsiębiorstwa, Studia Oeconomica Posnaniensia, 2014, vol. 2, nr 9, s. 149-174.
The aim of this article is to identify, using the hypothetical-deductive method, the nature of people working within a functioning system, particularly a business. The current state of scientific knowledge on this subject, as found in the literature, is not entirely satisfactory. The claims mainly concern ‘human resource management’ (labour force, staff, employees, human capital – insert as appropriate), without exploring, classifying or explaining their nature. After reviewing the state of knowledge, I have attempted to define the nature of the operating system, viewing it as: a complex structure of aspirations (political, strategic), the core of the operating system (based on operational objectives and the processes serving them), the doctrine of activity, the operational context, or the rigid constraints on activity. I further argue that the main part of the operating system is the operating entity, a component of the core of the operating system. In single-entity operations, the entity is a human individual, a highly integrated whole. In multi-entity activities, we are dealing with various individuals and more complex human systems. I maintain that all people working for the benefit of the enterprise constitute the Team – entrepreneurs and investors, management, as well as the self-employed and employees. Each of them contributes energy (work) to the company in different ways and is, in every respect, a key factor in its success. However, the workforce is also a social entity, which raises issues regarding its identity and management. These issues can be resolved, particularly through the management of paradoxes, chaos and dialectical management.
Witczak Hubert, Wstęp do poznania systemu strategicznego zarządzania zasobami ludzkimi, Marketing i Rynek, 2014, nr 5 (CD), s. 1265-1272.
Human resource management (HRM) is a vast field of research, including strategic human resource management (SHRM). However, existing research does not provide a comprehensive systematic synthesis. The overarching problem addressed in this study is the question of the systemic nature of SHRM. The aim of this work is to identify the SHRM system (SSHRM). The scope of the study covers existing systems, with a focus on the enterprise. The subject of the work centres on the logical framework of SSHRM, its structure, role and links to success. The study employs a hypothetical-deductive method, based on the current state of knowledge. The SZZL system consists of: the core (HRM processes, HRM objects, HRM institutions and the HRM social system), the aspirational perspective (political and strategic values and objectives), the strategic HRM doctrine, and the strategic HRM circumstances (situation and rigid constraints). The system is a complex structure: open, diffuse, hybrid, variable and self-referential. It is a primus inter pares strategy amongst all corporate strategies and factors of corporate success.
Witczak Hubert, Eksploracja tożsamości zarządzania zasobami ludzkimi i strategicznego zarządzania zasobami ludzkimi [w:] Granice w zarządzaniu kapitałem ludzkim, Wachowiak P., Winch S., (red.), 2014, Warszawa: Oficyna Wydawnicza SGH, s. 123–132.
The aim of this study is to define and situate the field of human resource management within social systems, with particular emphasis on the enterprise. Existing approaches lack a sufficiently systematic perspective, resulting in a veritable ‘theoretical jungle’ where isolated contributions and passing fads prevail. The basis for defining the human resource management subsystem lies in identifying the key value, namely the workforce’s ability to carry out the enterprise’s tasks, and the fundamental processes that shape this ability. Other activities and processes, factors (objects), institutions and social systems develop around these values and processes. Together, they constitute the human resource management subsystem in both a broader (classical) and a narrower (specialised) sense. This forms the teleological and substantive foundations for the advancement of human resource science.
Witczak Hubert, Zarządzanie kadrami w systemie zarządzania przedsiębiorstwem [w:] Zarządzanie kadrami w przedsiębiorstwie. Metody i techniki, Orczyk J., (red.), 1992, Poznań: Akademos.
Witczak Hubert, Polityka kadrowa w systemie zarządzania przedsiębiorstwem [w:] Podstawy polityki kadrowej w przedsiębiorstwie, Orczyk J., (red.), 1987, Warszawa-Poznań: PWN.
