(in Polish) Employee experience w świecie AI 2600-ZLAIzEESAIkf
I. Introduction to Employee Experience (EX)
● Definition and origins of Employee Experience.
● The business dimension of EX.
● The three pillars of the work environment (Jacob Morgan’s model): the cultural, technological, and physical environment.
II. Employee Journey Mapping
● Identification of key turning points in the employee life cycle.
● Stages of the employee journey and their optimization: Candidate Experience, onboarding, professional development, employee relations, and leaving the organization.
III. Human-Centered Design and Design Thinking Methodology in EX
● Identifying employee needs.
● Journey mapping.
● Prototyping and testing solutions.
IV. Well-being, Mental Health, and Organizational Culture
● Designing physical, mental, financial, and social well-being (Well-being by Design).
● Psychological safety.
● Work-Life Integration and prevention of occupational burnout.
V. Modern Technologies and Digital Employee Experience (Digital EX / DEX)
● Digital Employee Experience.
● The use of AI and automation.
VI. EX Analytics and Measurement
● Employee Listening Strategy: continuous and pulse surveys, in-depth interviews, focus groups, and voice analytics.
● Metrics and KPIs in the area of EX.
VII. Implementation, Leadership, and Change Management in EX
● The role of leaders and managers in shaping EX.
● Interdisciplinary collaboration.
● Change management.
Course coordinators
Type of course
Learning outcomes
After finishing the course, the student:
In terms of knowledge:
K_W02, K_W03, K_W05
- at an advanced level, complex processes and phenomena occurring in different types of organizations and in their surrounding environment, and applies management theory, in particular theories related to people management, drawing on complementary disciplines such as economics and finance, legal sciences and social sciences, to identify, diagnose and solve problems related to people management in organizations, using an appropriate selection of sources, adapting existing methods or developing new ones, and integrating them within the organization’s strategy;
- at an advanced level, legal regulations concerning the functioning of organizations, in particular those relating to people management in organizations.
-complex technological, social, political, legal, economic, ethical and environmental processes and phenomena, including the use of artificial intelligence (AI), and their impact on the functioning of organizations and the economy as a whole.
In terms of skills:
K_U01, , K_U08
- a apply theories from the discipline of management and quality sciences, in particular in the field of AI-supported people management, as well as from complementary disciplines, including legal sciences, to identify, diagnose and solve complex and non-standard problems related to people management in the internal and external environment of an organization;
- lead teams, take a leading role in team activities, and cooperate effectively within a team.
In terms of social competencies:
K_K01, K_K02, K_K05
- assess and adopt a critical approach to complex situations and phenomena related to the functioning of organizations, in particular the labour market and people management processes involving the use of AI;
- initiate activities that benefit the community, society or the environment, as well as activities aimed at promoting the common good.
-comply with, enforce and contribute to the development of professional ethical standards in business relations, and uphold the professional ethos.
Assessment criteria
Assessment methods:
1. A final written test assessing knowledge of the material covered in lectures and the required literature.
2. Graded written assignments involving the analysis and resolution of case studies.
Assessment criteria:
● The final grade is a weighted sum of the points obtained from the final test (40%) and the written assignments/case study analyses (60%).
● A minimum of 51% of the maximum available points is required to pass the course.
Bibliography
Lipka A. (2024) Employee experience management jako perspektywa rozwoju zarządzania zasobami ludzkimi w czasach ekonomii doświadczeń. PWE: Warszawa
Armstrong M., Taylor S., Zarządzanie zasobami ludzkimi, Wydawnictwo Wolters Kluwer, Warszawa (najnowsze wydanie) [lub wyd. ang.: Armstrong M., Taylor S., Human Resource Management Practice, Kogan Page]
Juchnowicz M. (2014) Zarządzanie kapitałem ludzkim. Procesy – narzędzia – aplikacje. PWE: Warszawa
Chłodnicki M. (2018) Service design po polsku. Jak przyciągnąć, zadowolić i zatrzymać klientów. PWN: Warszawa