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DEMAND FOR EMPLOYEES’ DIGITAL SKILLS IN THE CONTEXT OF BANKING 4.0

Anastasiia Mazurchenko, Martin Zelenka, Kateřina Maršíková

The high pace of strategic and organisational changes in the current financial services sector is not only caused by the fundamental transformation in the institutional and competitive environment but also by the rapid expansion of technological innovations (Menshikova et al., 2017). The restructuring of the modern labour market and traditional human resources qualification requirements is to a large extent impacted by Industry 4.0 (Smirnova et al., 2019) that is directly connected with a transformation of knowledge sharing processes, data processing and integration and value orientation, which the companies consider essential for their success (Blštáková et al., 2020). Customer centricity, personalisation, mobility and agile corporate culture are becoming key factors to ensure an innovative pace of development in the digital environment (Ajupov et al., 2019). In this regard, the demand for highly educated specialists directly involved in customer service in banking and insurance institutions has been increasing especially as a lack of a qualified workforce is among the most important drivers for Industry 4.0 (Stentoft & Rajkumar, 2020).
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PREDICTING JOB SATISFACTION AND WORK ENGAGEMENT BEHAVIOR IN THE COVID-19 PANDEMIC: A CONSERVATION OF RESOURCES THEORY APPROACH

Marcela-Sefora Nemțeanu, Vasile Dinu, Rebeka-Anna Pop, Dan-Cristian Dabija

Since December 2019, the SARS-CoV-2 virus has spread rapidly on a global scale (WHO, 2021), strongly affecting organizations from all sectors of activity. Employees, in particular (ILO, 2020), have been forced to quickly alter their work behaviors and manner of working, being obliged to abandon commuting to the workplace and resort to large-scale remote working (Nemțeanu et al., 2021a). The pandemic has made its strongest imprint on the sector of services (Fernandes, 2020), for whom teleworking has become ‘the new normal’ (Belzunegui-Eraso & Erro-Garcés, 2020; Nemțeanu & Dabija, 2021). This new context has dramatically altered task performance – employee productivity having been strongly affected due to the time needed to adapt to the new reality and working conditions (Belzunegui-Eraso & Erro-Garcés, 2020).
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COMPARATIVE ASSESSMENT OF EXTERNAL COSTS AND POLLUTION TAXES IN BALTIC STATES, CZECH REPUBLIC AND SLOVAKIA

Dalia Štreimikienė, Ilona Ališauskaitė-Šeškienė

External costs are the main market failure. Pollution taxes are applied to internalise external costs of atmospheric emissions. Also subsidies to renewables in the form of Feed-in prices are also applied to internalize positive external benefits associated with use of renewable energy sources which are carbon free and has lower life-cycle emissions of classical pollutants in comparison with fossil fuel based energy generation technologies.
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GREEN GROWTH AND USE OF EU STRUCTURAL FUNDS IN BALTIC STATES, CZECH REPUBLIC AND SLOVAKIA

Dalia Štreimikienė, Asta Mikalauskienė

Green growth is resource-efficient, cleaner economic growth and more resilient without slowing it. Green growth policies pursue a variety of goals, they are best served by a combination of instruments. There are many questionable assumptions in the discussion of economic growth. One of them is the idea that governments are able to achieve sustained high growth. Another one is the believe that the solution to pressing financial and social problems centers on higher growth.
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INFLUENCE OF EMPLOYEES EVALUATION ON ORGANISATIONAL LEARNING AT LEISURE & SPORTS CLUBS

Edmundas Jasinskas, Dalia Štreimikienė, Biruta Švagždienė, Artūras Simanavičius

Solid opinion is noticed, that evaluation of individual and organisational learning is in particular complicated process. Aksu & Özdemir, Jaseviciute – Ufartiene, Mejeryte – Narkeviciene & Widelska, Örtenblad, Phillips, Stewart, accentuate the essence of learning organisation and claim that implementation of the model of learning organisation in practice is very difficult. Works of mentioned scientists are mostly focused on transformation of traditional organisation into learning organisation.
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DIVERSITY MANAGEMENT – PERCEPTIONS AND ATTITUDES BY CZECH MANAGERS

Ludvík Eger, Zuzana Indruchová

The purpose of research survey is gaining basic information about the way managers in the Czech Republic perceive the significance of diversity management (DM). The survey is focused on a group of relevant respondents and the way they approach the implementation of diversity management in the field of the development of human resources in organizations in the Czech Republic.
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Improvement of Employees´ Corporate Training in the Company Topvar

Helena Šimková, Miriam Šebová, Renáta Horňáková

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