Nina Pološki Vokić

Work design for different generational cohorts : Determining common and idiosyncratic job characteristics

Purpose – The purpose of this paper is to uncover the nature of job characteristics related to different generational cohorts (Baby-boomers, Generation X and Generation Y). Significant differences between four task and four social job characteristics across generational cohorts have been revealed. Design/methodology/approach – The empirical research was conducted through a field study of employees from large-sized Croatian organizations. A cross-sectional and cross-occupational research design was applied. A total of 512 knowledge workers (139 managers and 373 professionals) participated in the research. Descriptive and inferential statistical methods were used to determine and compare work design across generations. Findings – The results indicate that job characteristics are not equally represented within different generational cohorts. While the nature of task job characteristics is mostly irrespective of generations, social job characteristics to some extent differ among generational cohorts. High tas...

The future of trade unions in Croatia – various stakeholders’ perspectives

This article explores different stakeholders’ perceptions of the future of trade unions in Croatia. Findings reveal that respondents (managers, HR experts, trade union officials, government representatives and employees) are not optimistic about the future of trade unions in Croatia, agreeing that they will face many obstacles in the near future, such as a lack of consensus between the five trade union federations, a lack of agreement among the unions within a federation, and further union disintegration. However, survey respondents believe that there are many strategies capable of revitalizing the union movement in Croatia, including networking, ‘organizing unionism’ and union modernization.

Controlling of Human Resource Management Practices in Croatian Firms

The paper deals with the controlling of human resource management (HRM) system. In the theoretical part of the paper the controlling of HR system is elaborated, through its definition, activities, process and methods used (HRM SWOT analysis, evaluation of individual HR activities, aggregate evaluation of the HR system, HR evaluation using accounting principles, HR evaluation using management techniques, and evaluation of HR department). In the empirical part of the paper the state of the art and future of evaluation of HR practices in Croatian firms with more than 500 employees is assessed, as well as the relationship between HR evaluation instruments used and overall quality of the HR system.

Changing HRM practices in Croatia: Demystifying the impact of the HRM philosophy, the global financial crisis and the EU membership

Based on the CRANET data, the paper explores what has changed in human resource management (HRM) practices of large-sized Croatian organizations in the last period, but also what was the driving force behind those changes - neoliberal HRM philosophy, global financial crisis or accession to the European Union.

Is there Something as an Ex-Yugoslavian HRM Model? – Sticking to the Socialist Heritage or Converging With Neoliberal Practices

Abstract The question of this paper is whether there is an ex-Yugoslavia HRM model drawing upon Western imported features fused with ethno open-socialistic and self-management elements? In the empirical part Cranet data for 341 companies from Croatia, Slovenia and Serbia are analysed. Main characteristics of HRM systems in ex-Yugoslavia are: the HRM strategic partner role is still neglected, the mind-set of taking care for everybody is omnipresent, the value of performance management is not fully entrusted, the full-time employment still predominates, and the trade unions retained their barging power. Although 30 indicators revealed specifics of ex-Yugoslavia HRM model, the theorized hybrid HRM system was not disclosed.