The COVID-19 pandemic has become a key event that has changed our lives. Businesses had to change their daily operations, and working from home has become the norm. Almost everyone who is working from home must use some type of digital technology. It is possible to say that business activities and business models have undergone some form of digital transformation due to the COVID-19 pandemic. Therefore, we chose a company that was affected by these changes, and the main goal of our research was the identification of how the digital transformation that was caused by the pandemic changed the business models of the selected company. Because the analyzed company is operating in the financial sector, this article is a case study. The basic activities and elements of the business models of the selected company, before and during the pandemic, were identified using the Business Model Canvas. We propose a set of key performance indicators (KPIs), based on the Balanced Scorecard, for measuring the newly identified activities and elements of the business models that arose in the company as a result of the COVID-19 pandemic. The knowledge gained in this article shows how the digital transformation changed the functioning of the selected company. The conclusions of this article are mainly for the companies that are considering their own digitalization, which contributes to the long-term sustainability of banking.

Society, companies and institutions are involved in a digital transformation that can be pervaded in various industries or sectors, and this also applies to communication, sales and distribution channels. The possibilities of e-commerce have also increased and world trade has been further developed. In 2020, more than two billion people bought goods or services over the Internet. Customer satisfaction depends on the solution of the last mile process, the method of picking up shipments as well as the time and place of picking up the shipment. The most common forms of off-premises delivery are automated parcel locker or machine (APM) and pick-up and drop-off delivery (PUDO). The aim of the paper is to analyse the level of the PUDO and APM network in European countries and in the V4 countries with regard to the size of the country and the population. For this purpose, it was necessary to focus on determining the population per 1 PUDO and the number of inhabitants per 1 APM in individual European countries and subsequently in the V4 countries. The obtained data were processed and recalculated in Excel. The results showed that within European countries the best values were achieved by Finland with 526 inhabitants per 1 PUDO and Spain with 188 inhabitants per 1 APM. Regarding the V4 countries, the Czech Republic achieved the best value in the case of inhabitants on PUDO with 729 inhabitants per 1 PUDO and in the case of APM Poland with 3,184 inhabitants per 1 APM.

Research background: The globalization affects the labour requirements. Therefore, it is important to distinguish, for example, the composition of the workforce in terms of age. The ageing population is a global problem and labour shortages in the labour market force employers to address the diversity of the age structure of their current as well as potential employees.Purpose of the article: The goal of the article is to compare the importance of motivational factors of different age groups of employees. The conclusion of the article also compares the significance of factors in terms of the age structure of employees.Methods: In the article, the method of analysis of available resources was used. Then the method of synthesis was used in finding out the connection between the resources. The sample of employees is divided into groups according to age categories. By using factor analysis, the factors affecting them are identified for each age group of employees. Primary research, as a basis for factor analysis, was carried out using a questionnaire.Findings & Value added: Motivation is one of the key elements of human resource management. It can contribute to increasing employee performance and satisfaction. It is essential to the effective functioning of each organization and achievement of strategic goals. By knowing the preferences and values of employees, the article can bring recommendations for improving the current motivation systems in organizations. This can contribute to the efficient use of employers´ money they spend on employee benefits.