Sustainability in Business Process Management as an Important Strategic Challenge in Human Resource Management

Silvia Lorincová, Miloš Čambál, Andrej Miklošík, Žaneta Balážová, Zdenka Gyurák Babeľová and Miloš Hitka
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Miloš Čambál: Faculty of Materials Science and Technology, Slovak University of Technology, Jána Bottu 2781/25, 917 24 Trnava, Slovakia
Andrej Miklošík: Faculty of Management, Comenius University in Bratislava, Odbojárov 10 P.O.BOX 95, 820 05 Bratislava 25, Slovakia
Žaneta Balážová: Institute of Foreign Languages, Technical University in Zvolen, Ul. T. G. Masaryka 24, 960 01 Zvolen, Slovakia
Zdenka Gyurák Babeľová: Faculty of Materials Science and Technology, Slovak University of Technology, Jána Bottu 2781/25, 917 24 Trnava, Slovakia

Sustainability, 2020, vol. 12, issue 15, 1-15

Abstract: The main goal of human resource management (HRM) is to create conditions that allow enterprises to run businesses effectively by following the maximum performance and sustainability of business processes, which are key factors for an enterprise to succeed on the market. For effective management of employees as a part of HRM, systematic employee motivation is necessary because human resources are a key factor for achieving enterprise sustainability. As employees can be motivated by everything stimulating their activity, the aim is to define the importance of employee motivation through the most important motivation factors relating to mutual relationships. The emphasis is put on the identification of statistically significant differences in terms of socio-demographic features of employees. At a significance level of 5%, the statistically significant differences in terms of gender, age, and job were tested further using Tukey’s honestly significant difference test. The research results showed a large number of statistically significant differences between individual employee categories. This leads to the conclusion that employers should focus on creating individual motivation programs for employees and not approach employees uniformly because of their various needs. Creating individual motivation programs for employees should respect their needs in terms of gender, age, and job position. Enterprises are recommended to focus their motivation programs on supporting motivation factors related to finance, mutual relationships, and work conditions.

Keywords: the development of HRM; sustainable business processes; human capital; sustainable human resource management; motivation; motivation factors (search for similar items in EconPapers)
JEL-codes: O13 Q Q0 Q2 Q3 Q5 Q56 (search for similar items in EconPapers)
Date: 2020
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (1)

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