(in Polish) Proaktywność na rynku pracy w czasach AI 2600-ZLAIzPRPAIkf
The course is devoted to a multidimensional analysis of the dynamics of the modern labour market undergoing deep transformation, particularly technological, driven by artificial intelligence and robotics. The main starting point is a critical assessment of the role of technology in employment relations—with a particular focus on the question of whether artificial intelligence constitutes a rival or an ally to the modern worker. The course analyzes the evolution of employee–employer relations and the shaping of professional proactivity according to transactional rules within the context of the growth of the gig economy, platform work, start-up sectors, and atypical forms of employment. Lifelong employment with a single employer—as was characteristic of the relational employment model—is fading away.
The theoretical and applied foundation of the course is the concept of the individual as a workpreneur, who intentionally manages their own career capital. The course content is based on the operationalization of the Employability Market Orientation (EMO) model, supported by the practical application of AI tools. The course demonstrates how to foster the posture of an antifragile labour market actor, capable of transforming uncertainty, the instability of short-term contracts, and the risk of precaritization into a sustained market advantage through the continuous building of employability and marketability.
In terms of competencies, the course addresses the issues of knowledge obsolescence, forecasting demand for future skills, and designing individual upskilling and reskilling processes. A key element is building a personal branding and a portfolio of soft skills as a unique professional advantage and an "antidote" to the algorithmization of HR processes (ATS selection systems, AI matching). The final section includes a module dedicated to managing personal resources, addressing well-being challenges in remote work settings, fostering work-life balance, and mitigating technostress.
Course coordinators
Type of course
Learning outcomes
K_W02 – Knows and understands in depth complex processes and phenomena occurring in various types of organizations and their surrounding environment; uses management theory, particularly concerning human resource management based on complementary disciplines (e.g., economics and finance, legal sciences, and social sciences), to identify, diagnose, and solve problems related to human resource management in an organization using an appropriate selection of sources, adapting existing or developing new methods, and integrating them within the organization's strategy.
K_W03 – Knows and understands in depth economic theories and models, as well as legal regulations relating to human resource management and organizational functioning.
K_W05 – Knows and understands complex technological, social, political, legal, economic, ethical, and ecological processes and phenomena, including the use of artificial intelligence (AI), and their impact on the functioning of organizations and the economy as a whole.
K_U01 – Is able to apply the theory of the management and quality sciences discipline, particularly in human resource management using AI and complementary disciplines (legal sciences), to identify, diagnose, and solve complex and non-routine problems related to human resource management in the internal and external environment of the organization.
K_U03 – Is able to adapt existing methods and tools or propose new ones based on them, using advanced information and communication technologies (ICT) and an appropriate selection of sources to identify, diagnose, and solve problems related to the use of artificial intelligence (AI) in the internal and external environment of the organization.
K_U04 – Is able to formulate and test hypotheses related to simple research problems.
K_U08 – Is able to lead and take a dominant role in team activities, as well as collaborate within a team.
K_U09 – Is able to enhance acquired qualifications and support others in this regard and possesses the capacity for self-education.
K_K03 – Is ready to initiate activities beneficial to the community, society, or the environment, as well as initiate actions for the common good.
K_K04 – Is ready to think and act entrepreneurially on a national and global scale.
Assessment criteria
Final qualifying test; a score of 60% is required to pass
Practical placement
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Bibliography
Primary literature:
1. Pawłowska A. (2023) Flexible Human Resources Management and Vocational Behavior. The Employability Market Orientation Model. Routledge Studies in Management, Organizations and Society. New York and London, https://www.amazon.com/Flexible-Resource-Management-Vocational-Behaviour/dp/1032360291 otwarty dostęp
2. Taleb, N. N. (2013). Antykruchość. O rzeczach, którym służą wstrząsy. Wydawnictwo Kurhaus (rozdziały dotyczące kariery i rynku pracy).
3. Tegmark, M. (2019). Życie 3.0. Człowiek w erze sztucznej inteligencji. Prószyński i S-ka.
4. World Economic Forum (2023/2025). The Future of Jobs Report (wybrane fragmenty dotyczące automatyzacji i skilling pathways).
Complementary literature:
5. Bańka, A. (2015). Intencjonalne konstruowanie przyszłości i wyprzedzające realizowanie celów: Walidacja Skali Proaktywności Ogólnej. Czasopismo Psychologiczne, 21(1), 97–115.
6. Schwab, K. (2018). Czwarta rewolucja przemysłowa. Wydawnictwo Studio EMKA.
7. Standing, G. ( 2015). Karta prekariatu. Warszawa: PWN
8. Najnowsze artykuły z czasopism Journal of Vocational Behavior, Human Resource Management, Zarządzanie Zasobami Ludzkimi.