Lukáš Smerek

University Matej Bel, Banska Bystrica, Department of Corporate Economics and Management, Faculty Member

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I was born on April 26, 1986 in Revúca, Slovakia. I am a lecturer at the Faculty of Economics, Matej Bel University in Banská Bystrica, Slovakia. I teach subjects such as Human Resources Management and Managerial Communication both in Slovak and English language. I devote myself to the issues of human resources management, human resources development, international human resources management, corporate culture and managerial communication. He has had the experience of working as a professional lecturer providing lectures, courses and trainings to the employees mainly in field of human resource management, and soft skills (verbal communication, non-verbal communication, empathy, assertive behavior, conflict solving, negotiating, arguments, time management, stress management, presentation, self-presentation, teamwork, etc.).

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Papers by Lukáš Smerek

The implementation of personnel processes in Poland and Slovakia

Entrepreneurship and Sustainability Issues

Perception of leadership in Slovakia

Acta Oeconomica Universitatis Selye

Difference in Human Resources Development in Various Types of Companies

Polish Journal of Management Studies

Competitiveness of Slovak enterprises in Central and Eastern European region

E+M Ekonomie a Management

The position of Slovakia in the region of Central and Eastern Europe is analysed in this paper. I... more The position of Slovakia in the region of Central and Eastern Europe is analysed in this paper. In examining this, we build on the axiom of the dominant position of multinational companies, which are an important part of international business, international economy and trade. They affect global competitiveness on international markets, including the quality of life of people. The paper explains how globalization contributes to increasing Slovakia's competitiveness in CEE, how human resources management practices support successful companies located in the TOP 500 CEE ranking and what the management system prevails. We rely on the theoretical knowledge of wellknown experts in human resources management in the international environment, confronting their theoretical knowledge with our own research conducted by structured interviews with human resources managers of selected companies in Slovakia placed in the TOP 500 CEE ranking. The purpose of these efforts is to both theoretically and practically support the importance of human resources management in achieving positive business results on an international scale. By applying mathematical-statistical methods, we have found that there is a statistically signifi cant difference between enterprises in which different approaches are applied in relation to the application of convergence or divergence. We have found strong dependence, confi rming the assumption that the convergence or divergence is the result of the company's approach to HRM activities. To verify the assumption of the difference in performance of HRM processes in MNCs and local enterprises, we used additional tests. The results confi rmed the presumption that the performance of HRM processes in MNCs and local enterprises is different in more than half of the processes.

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Corporate Sustainability in the Process of Employee Recruitment through Social Networks in Conditions of Slovak Small and Medium Enterprises

Sustainability

Recruitment strategy and policy are significantly affected by both the internal conditions of the... more Recruitment strategy and policy are significantly affected by both the internal conditions of the enterprise and the external environment. It is important to anticipate and react to changes in the labor market in a timely manner, to eliminate potential threats and take advantage of opportunities to continuous staffing of current and future needs of the enterprise. The role of managers in deciding on possible techniques for recruiting employees is to respect the principles of sustainability both economically and socially. Due to the use of information technology, this trend is easier to apply in practice, as enterprises can present themselves and get information about potential job seekers. The success of the recruitment process is increasing if public awareness about the employer is positive. Designing the survey methodology was based on the axiom that traditional ways of recruiting employees are being replaced by techniques using the Internet and social networks. The aim of the paper is to present the views of domestic and foreign experts on the recruitment of employees using social networks. We compare the theoretical knowledge with the results of social networking research in SMEs in Slovakia and especially their use in the process of recruiting employees. A total of 324 enterprises with domestic and foreign capital share participated in the sociological questionnaire. The results have shown that enterprises with foreign capital share are more progressive in using the Internet to offer jobs and in gaining information on jobseekers through social networks.

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Diagnosing organizational culture in national and intercultural context

E+M Ekonomie a Management, 2016

Business Administration and Management acceptance of cultural differences in a common culture. Mu... more

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HUMAN RESOURCES DEVELOPMENT IN BANSKÁ BYSTRICA REGION / ROZVOJ ĽUDSKÝCH ZDROJOV V PODNIKOCH BANSKOBYSTRICKÉHO KRAJA

by Young Science and Lukáš Smerek

Human resources development is a prerequisite for progress of businesses. High quality human reso... more Human resources development is a prerequisite for progress of businesses. High quality human resources can bring added value to all the activities that are necessary for the daily competition in the market economy. In this paper, object of research are medium and large businesses in Banská Bystrica region and subject of research is human resources development, depending on the type of corporate culture that prevails in the surveyed enterprises. For identifying the type of corporate culture we have chosen methodology and the typology of well-known authors Cameron and Quinn. In assessing the level of human resources development, we observed the number of human resources development tools that particular businesses use.
Key words: Corporate culture, human resources development, Banská Bystrica region, clan culture, adhocratic culture, market culture, hierarchy culture

Rozvoj ľudských zdrojov je nevyhnutným predpokladom napredovania podnikov. Kvalitné ľudské zdroje dokážu priniesť pridanú hodnotu ku všetkým činnostiam, ktoré sú nevyhnutné pre každodenný konkurenčný boj v trhovej ekonomike. Objektom skúmania v tomto príspevku sú stredné a veľké podniky Banskobystrického kraja a predmetom skúmania je rozvoj ľudských zdrojov v závislosti od typu podnikovej kultúry, ktorá v skúmaných podnikoch prevláda. Pre identifikáciu typov podnikovej kultúry sme si zvolili metodológiu aj rozdelenie uznávaných autorov Camerona a Quinna. Pri posudzovaní úrovne rozvoja ľudských zdrojov sme sledovali počet nástrojov rozvoja ľudských zdrojov, ktoré jednotlivé podniky využívajú.
Kľúčové slová: Podniková kultúra, rozvoj ľudských zdrojov, Banskobystrický kraj, klanová kultúra, adhokratická kultúra, trhová kultúra, hierarchická kultúra

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The implementation of personnel processes in Poland and Slovakia

Entrepreneurship and Sustainability Issues

Perception of leadership in Slovakia

Acta Oeconomica Universitatis Selye

Difference in Human Resources Development in Various Types of Companies

Polish Journal of Management Studies

Competitiveness of Slovak enterprises in Central and Eastern European region

E+M Ekonomie a Management

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Corporate Sustainability in the Process of Employee Recruitment through Social Networks in Conditions of Slovak Small and Medium Enterprises

Sustainability