Employee performance and their new ideas, as well as their efforts to promote the company in positive ways help build the values of an enterprise. Properly motivated managers, white-collar, and blue-collar workers use their performance to affect the business efficiency, and therefore the success and sustainability of the enterprise. Selecting the right structure of motivation factors, especially those aimed at job category and gender, is the main role of enterprise management. The aim of this study is to analyze and define differences in the perception of the preferred level of motivation in terms of gender and job category. The questionnaires were given to randomly selected employees working in Slovak enterprises in order to ensure variability and randomness of respondent selection which is necessary for relevant data acquisition. Following the average, the order of the importance of motivation factors of 3720 respondents was defined. The Student’s t-test and Tukey’s HSD test were used. We confirmed that there are statistically significant differences in the perception of the motivation in terms of job category. Moreover, we proved the significant differences between genders in the job category of blue-collar workers. We did not observe differences between genders in the other job categories studied. The results reported should be accepted and implemented in motivational programs by the employees of human resource departments as a way to keep up with strategic human resource management.

Quality human resources are an integral part of corporate strategy. Human capital development is an essential step towards the success of the business on the market. This paper fills the hole by providing the information about the ways how to motivate employees in terms of occupational classification and the age. The aim of the research was to determine whether there are statistically significant differences in the level of importance of employee motivation in terms of occupational classification and the age of respondents and the studied areas of motivation. A total of 3720 employees in small and medium-sized enterprises were analysed all over Slovakia using the method of simple random sampling. Descriptive statistics were used to describe sampling units. The differences in the values of the importance of motivation factors of individual groups were tested using the method of Tukey’s HSD at the level of significance α = 5%. Following the results, the fact that there are significant differences in terms of occupational classification and the age in the analysed areas of motivation can be stated. Therefore, the managers have to motivate employees in different ways that result in the more complicated management of human resources associated with meeting enterprise goals. Thus, the issue of individual motivation programmes created for individual employees tailored to employees’ needs must be discussed.

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.

Creating an effective marketing strategy according to current trends is a key process needed to achieve sustainable growth that can result in attracting a great number of existing as well as potential customers. Moreover, an enterprise’s success is affected by the aforementioned process. The aim of the paper is to determine the clusters of small and medium-sized enterprises operating in the Slovak Republic and the use of marketing communication tools in the future. The research into marketing communications and customer relationship management (CRM) building in companies was carried out in Slovakia in the years 2017 and 2018. In total, 1,009 small and medium-sized enterprises from Slovakia participated in the research. Following a K-means clustering algorithm, three clusters were determined. Descriptive statistics, cluster analysis using K-means clustering, and an analysis of variance (ANOVA) were used to identify no statistically significant difference in terms of the size of enterprises.

The workforce of an enterprise consists of employees of various ages with different personality types. Members of each generation differ not only in their behaviour, but also in their attitudes and opinions. A manager should identify generational differences. Subsequently, the management style, leadership and employee motivation should be adapted forasmuch as well-motivated employees are able to affect the efficiency of enterprise processes in right way. The objective of the paper is to identify differences in perception of the preferred level of corporate culture in terms of various generations. Preferred level of corporate culture in six areas is evaluated using a questionnaire consisting of 24 questions. Sixty-four European transport enterprises are engaged in the survey. Following the outcomes, we find that all generations of respondents working in the European transport enterprises prefer clan corporate culture in the course of five years. This culture puts emphasis on employees, customers and traditions. Loyalty and teamwork are considered to be the essential tools for business success. Following the statistical verification using the ANOVA test, we can state that the hypothesis regarding the existence of generational differences in the perception of corporate culture was not confirmed.

Human resources in companies are gaining increasingly more strategic meaning by its ability to influence reaching company goals. The task of a manager is to understand the fact that every employee is different, has different needs, goals, and ambitions, is motivated by something else in every stage of career ladder. The aim of the paper is to define the influence of education in building the employee’s career. The presumption if the level of education has influence on the career motivation factors is verified on the sample of 3,720 respondents. The results of the research have confirmed that the employee’s career is influenced by the level of education significantly. Motivation factors education and personal growth, applying own skills, self-fulfillment, and autonomous decision-making are perceived differently in terms of importance and gender. Therefore, it is recommended the company managers to include into leading of employee’s career also the level of education in the context of gender that influences employee’s needs and interests.