Job Crafting in individualisation fields of company human resources
The subject of the research is individualization fields of HR policy, including Job Crafting, in the opinion of working and nonworking students. The aim of the article is to identify individualization fields of staff management and the attitude of survey respondents towards Job Crafting. To this end, the author has conducted a discussion and a diagnostic survey, critically analysing literature. The starting point is to define individualization fields: a form and period of employment, working hours, workplace, job responsibilities, work process, professional development, forms of remuneration and social benefits. In each of the above fields the possibility of Job Crafting use is discussed. The research shows that the present and future employees want to engage in the design of their work using Job Crafting. They declare such willingness in many individualisation fields. It has been found that Job Crafting used during the induction of new recruits brings more benefits because at this stage they shape their opinions about work, employers, employees, management, and relationship in the company; at this stage the recruits often come up with innovative solutions. Redesigning even a small element in an individualization field creates an important and positive impact on their approach to work.
human resources, Job Crafting, adaptation, competences, individualization
J24 , J28 , M54
FundingThe research was carried out under the research theme No. 499/18/S financed from by a science grant provided by the Ministry of Science and Higher Education of Poland.
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