HUMAN RESOURCES IN THE PRISON SERVICE – THE CONTEXT OF MANAGEMENT EVALUATION OF INTELLECTUAL CAPITAL.

Purpose: The main aim of the study was to capture potential differences in the level of importance of human resources, especially the intellectual resources of the prison service (PS) staff, compared to other types of resources used in the Prison Service, in relation to the perspective of the management staff. Moreover, conducted research focused on the potential issue of relationships between managers' task orientation and employee orientation and inclinations to making assessment of importance of different kinds of resources. Design/methodology/approach: The study was based on a quantitative approach related to the measurement of level of assessment importance of resources among PS managers and their orientation for staff and the organizational tasks. The study was based on the assumption that organizational conditions can be a determinant of the formation of various assessments of the usefulness of resources for the functioning of the organization and the high assessment in area resources connected with intellectual abilities. Findings: The results obtained indicate that PS managers show inclinations towards higher relevance estimates of human resources with an intellectual capital character than non-HR-specific resources. In addition, the results obtained suggest that organisational resources enhancing human resources may be estimated by PS managers at a similar level as human resources of an intellectual capital nature. The results did not confirm that the manager's basic inclinations in the form of task and employee orientation play a significant role in creating the assessment of human resources related to intellectual capital. Research limitations: The results support potential effectivity of implementation of quality management (TQM), delegating authority to employees and benefits related with using learning organisation model in Prison Service. Issue of the lack of relationship between task-oriented and employee-oriented inclinations and assessment of resources implicate the need of more complex research in this area to find potential moderators. Research implications: The limitation was the small research group, the results obtained should be additionally verified on a more representative group of officers. Originality/value: The results support issue connected with idea of developing intellectual resources of lower-level staff and implementing management models aimed to protecting human resources in the intellectual level and in the area of building a positive atmosphere. [ABSTRACT FROM AUTHOR]