J24 - Human Capital; Skills; Occupational Choice; Labor ProductivityReturn

In today's world, work-related stress is becoming increasingly common across various professions and significantly affects an individual's productivity and job performance. The aim of this empirical literature review was to analyze studies that examine stress and its effects on work performance and employee turnover. The selected studies focused on employees from various fields such as banking, commerce, healthcare, gastronomy, and others. Based on the analysis, lower levels of stress can positively impact work performance by motivating and enhancing it. However, higher levels of stress lead to decreased job performance and work dissatisfaction, which can ultimately result in the decision to leave the job in the long run.

The paper deals with the human capital management in today's modern information, communication and digital society. The aim of the article was to find out the current level of using of traditional recruitment methods and tools (offline recruitment) in a comparison with E-recruitment (online recruitment). This level of using was investigated and evaluated by employees of the Baby Boomers generation, Generation X, Generation Y, and Generation Z in selected healthcare service providers in the Czech Republic. A questionnaire survey was conducted in the first quarter of 2018 via an anonymous structured questionnaire. One research hypothesis and one research question was formulated. The results of the research revealed that there is a statistically significant dependence between employees of a certain age generation in selected healthcare service providers in the Czech Republic and the active using of traditional recruitment methods and tools in human resource management area.

This paper focuses on human resource management in selected health service providers in the Czech Republic in the context of the current modern HR (human resource) trends. The main goal of this contribution was to characterize and, subsequently, confront the current modern HR trends in the research area of human resource management of a health care services provider's HR managers in the Czech Republic. The article presents some of the outcomes of primary quantitative and qualitative research. This research was carried out in 2016 and in 2017 from the sample of 47 respondents. One research hypothesis and one research question have been defined. The verification or rejection of null research hypothesis was done through the statistical method of the Pearson's Chi-square test. The results of the research came along with the finding that there is no statistically significant dependence between current implementation of the modern HR trends in selected health service providers in the Czech Republic and the number of employees in selected health service providers in the Czech Republic.

An intention is to identify the impact and effects of distribution of personal career anchors of university students during clarifying of career expectations and formation of professional self-conception. The aim is to compare the distribution of personal career anchors according to the type of study program and the form of university study. The first chapter describes the types of personal career anchors in interpretation of Schein's concept. The second chapter presents the methodology of questionnaire survey concerning the personal career anchors. The third chapter interprets and discusses the results of the cluster analysis of the questionnaire survey concerning the distribution of personal career anchors of four subsets of students of SU OPF in the academic year 2014/2015. The conclusion confirms the usefulness of the cognition of Schein's concept of personal career anchors for clarification of career expectations and formation of professional self-conception of the university students of SU OPF Karviná.

The presented paper deals with the questionnaire survey conducted by means of the Semantic Differential method in the groups of students studying at School of Business Administration in Karviná, Silesian University in Opava. The research focuses on students' attitudes towards some controversial aspects of the globalized society characterized by migration and plurality trends. The evaluation of the respondents' opinions is especially related to the areas of religion and culture diversity as well as the education system and its ability to adequately react to the current changes.

Inclusive growth, which is stressed as a priority for strategy Europe 2020, could be achieved by application of flexicurity approach in employment policy. One of the four flexicurity components is lifelong learning, which is an important part of employee's education in the company. In this context, the aim of the article is to define the role of company in eliminating labor market rigidity, which is essential for social inclusion on the basis of the analysis of the EU strategies in this area. Because the decision on the extent and quality of employee's education in the company is fully in the competence of company, we also emphasize the necessity of the perception of corporate social responsibility as a characteristic that enhances business social function and from the long perspective shape a qualitatively new ground of company's existence.

Mobbing, terror and psycho terror are a kind of behavior which can be observed in labor law-related relations and which stress the ethics of organizations. The aim of the work is to discover a current situation and employees' awareness of mobbing. Social and economic incidences are investigated by analysis of literature, internet resources, fora and laws. In the Czech Republic, the direct or indirect experience of people with mobbing was mapped by the help of a questionnaire survey. The research confirmed that 33 % of respondents are directly involved in mobbing, 63 % know somebody in this situation. In the profit business, the mobbing is so often like in the non-profit sector. 32 % of the victims leave work because of mobbing and in this way, the fluctuation of employees is rising up, affecting the economy of company or the organization in a negative way.

This article deals with primary research methodology and partial results of cross-border cooperation project, which takes place at Silesian University in Opava, School of Business Administration in Karviná. In the first chapter there are a brief project settings, goals and timeframe description. The second chapter describes secondary and primary research methodology, key project research indicators and their links to next project phases. In the third chapter there are listed factors with positive or negative impact on data collection process. A brief description of their solutions and final impact is listed too.

This article deals with employee motivation and development from the social-psychological viewpoints. Primarily emphasized is the importance of these viewpoints in the scope of employee motivation and development, i.e. in personell activities which are, if they are appropriately handled by the enterprise management, one of the most important tools in the hard competition of these enterprises. Only properly motivated employees with required level of knowledge, learning, abilities and skills are the most precious performance resource which the enterprise has.

This paper discusses the issues of HRM in relation to the economic crisis. The aim of the paper to highlight the key role of personnel management in post-crisis period with an emphasis on emerging new trends in HR and perspectives of their development. For the purposes of this paper and in connection with events in European countries and the expected arrival of another crisis, the authors define the post-crisis period in the Czech Republic from early 2010 to the end of the 3rd quarter of 2011. These trends of HRM outlined in this paper, which in many cases have been put into practice, will probably be slowed or inhibited by the next crisis. Nevertheless, many companies will continue in these trends after the retreat of the crisis.
The use of modern approaches in corporate HRM can become a strong competitive advantage of companies. These approaches may help to reduce fluctuations of the key and talented employees. These include the methods of recruiting; ongoing succession planning; high potential of internal employees; conscious, effective, yet cost-manageable care for workers and their education; as well as rational focus on remuneration. This paper is devoted to such trends in the area of HRM.