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Strategic Instrument for Sustainability of Human Resource Management in Small and Medium-Sized Enterprises Using Management Data

Silvia Lorincová (), Miloš Hitka (), Peter Štarchoň () and Katarína Stachová ()
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Silvia Lorincová: Faculty of Wood Sciences and Technology, Technical University in Zvolen, T. G. Masaryka 24, 96053 Zvolen, Slovakia
Miloš Hitka: Faculty of Wood Sciences and Technology, Technical University in Zvolen, T. G. Masaryka 24, 96053 Zvolen, Slovakia
Peter Štarchoň: Faculty of Management, Comenius University in Bratislava, Odbojárov 10, P.O. BOX 95, 82005 Bratislava, Slovakia
Katarína Stachová: School of Economics and Management in Public Administration in Bratislava, Furdekova 16, 851 04 Bratislava 5, Slovakia

Sustainability, 2018, vol. 10, issue 10, 1-25

Abstract: Quality human resources are an integral part of corporate strategy. Human capital development is an essential step towards the success of the business on the market. This paper fills the hole by providing the information about the ways how to motivate employees in terms of occupational classification and the age. The aim of the research was to determine whether there are statistically significant differences in the level of importance of employee motivation in terms of occupational classification and the age of respondents and the studied areas of motivation. A total of 3720 employees in small and medium-sized enterprises were analysed all over Slovakia using the method of simple random sampling. Descriptive statistics were used to describe sampling units. The differences in the values of the importance of motivation factors of individual groups were tested using the method of Tukey’s HSD at the level of significance α = 5%. Following the results, the fact that there are significant differences in terms of occupational classification and the age in the analysed areas of motivation can be stated. Therefore, the managers have to motivate employees in different ways that result in the more complicated management of human resources associated with meeting enterprise goals. Thus, the issue of individual motivation programmes created for individual employees tailored to employees’ needs must be discussed.

Keywords: human resource management; motivation; strategy; corporate sustainability; SMEs (search for similar items in EconPapers)
JEL-codes: Q Q0 Q2 Q3 Q5 Q56 O13 (search for similar items in EconPapers)
Date: 2018
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Persistent link: https://EconPapers.repec.org/RePEc:gam:jsusta:v:10:y:2018:i:10:p:3687-:d:175634

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