M12 - Personnel Management; Executives; Executive CompensationNávrat zpět

In recent years, increased attention has been paid to the importance of social and emotional competencies or knowledge, skills and attitudes that must be personally and socially competent. The aim of the paper is to present the results of the research project, which is focused on the analysis of the use of key competencies of employees of health care facilities. In total, 987 questionnaires were evaluated. The research was realized in the months of February 2017 to March 2018. The author deals with the key competences that are part of the pillar of social maturity and they are empathy, will features, responsibility, emotional maturity, health and fitness and decency. There are two research hypotheses that are part of quantitative research. They are verified using the Pearson's Chi-square test method. One research question has been identified as part of qualitative research. The results indicate that there is a statistical dependence between the perception of individual characteristics and gender and the length of the employment relationship. Qualitative research has shown the importance of these features also from the point of view of employers.

Modern way of strategic management, which puts emphasis also on financial and non-financial indicators to measure business performance is the Balanced Scorecard. The instability of the economic environment requires the implementation of the strategy where the critical factors do affect business performance. The aim of this paper is to present the possibilities of application this modern method in the condition of the spa company in the northeast of the Slovakia.

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.

Human behaviour is strongly influenced by the culture they live in. Therefore, if safety is a priority in a company's culture and this norm is internalized by every member of this organization, elimination of all types of unsafe behaviour would be possible. This aspect of organizational culture is called safety culture. In order to evaluate the safety culture in an organization, one of the useful tools is application of a safety culture survey. Application of a safety culture survey among a company's workers and managers would supply the management with valuable data concerning the safety culture perception of the organization members. Thus, the results from analyses of this data including the demographical features of the organization members would help the managers and OHS professionals design more effective activities to prevent workplace accidents. This paper aims at explaining the importance of safety culture and its contribution to OHS efforts. An empirical study applied at a large state owned coal mine institution located in Kütahya province in Turkey using a safety culture survey tool will be presented as an example of how a safety culture survey is implemented and evaluated for a company with high level of risks. Results of the analyses revealed that the participants' safety culture levels have statistically significant difference for age, education level, work experience, duty at work groups, and the state of having been exposed to any near-miss accidents. However, no statistically significant difference was determined for their marital status, position at work, the state of having been exposed to any occupational accidents in any workplace and the state of having been exposed to any occupational accident in their current workplace.

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.

Nowadays, there is an increasing number of projects that are created and managed in public organizations. For this reason there is a need to develop managerial competencies (knowledge, skills, and attitudes) for project managers. This issue has been paid little attention so far, especially in terms of competencies necessary for team leadership and management of stakeholders. Competency models are created based on selected competencies and also depending on which aspect of the model is determined. The paper provides a theoretical perspective on the issue of managerial competencies. The article provides a theoretical perspective on the issue of managerial competencies and presents the results obtained from the survey, which was conducted in public organizations in the Moravian-Silesian Region. The aim of the research was to reveal the current profile of project managers in the area managerial competencies. The managerial competence was created by three elements Competence, Commitment and Contribution.

The aim of the authors is to analyze the stages of the development of human resource management in Central and Eastern Europe since the change of the economic system and the beginning of transition to market economy as well as the consequences and the impact of the crisis on the human resource management function based on the survey conducted in 7 countries of Central and Eastern European region on the sample of 150 FDI-invested companies from manufacturing and service sector that were chosen randomly. 67 companies agreed to participate on the survey and complete the questionnaires. They were completed by the directors, heads or managers responsible for human resources. Human resource management has moved from simple administrative role to the position of strategic partner, however this new function is perceived, implemented and executed differently in the companies in the region. This position as well as HR priorities and activities have been severely touched by the economic and financial crisis in the region: the study shows the major trends in this area.

The main purpose of the article is based on the theoretical background to specify key elements of the career planning process with regard to time development and modern trends of personal concepts. Consequently were conducted themes - career, career planning, and methods of career planning. It was used compilation and comparison of the authors to identify a gap and opposition in their opinion. Several methods of planning are described, together with their advantages and limits. Each of them is applicable to a specific type of organizational structure, type of company, career system and corporate culture. The concept of succession is suitable for a linear organizational structure. The development plan is suitable for a career in the "width". A good complement to these two methods is career paths that simply demonstrate the ways in career progress according to both methods described above.

The paper deals with expatriates in the Moravian-Silesian region in the Czech Republic, with the issue of qualified expatriates as a tool for increasing the potential competitiveness of the enterprise. It is closely linked to the issue of the diversity management as an inherent part of the human resource management strategy. The success of the company is no longer characterized by the homogeneity of its personnel, but on the contrary it is very important to define the expatriates issue, their importance, mission and activities as well. The authors try to map corporate social conditions and to support theoretical approaches by the pilot empirical research. Moreover they investigate the degree of the adaptation to expatriates' "new" home. The main aim of the paper is to partially map the issue of Asian origin expatriates in the Moravian-Silesian region and to specify and complete the current theoretical background and diversity management relations.

The article is concerned with the evaluating corporate education. By means of the evaluation attend to interconnect education goals with corporate goals. Many enterprises do not occupy with evaluating corporate education on account of lack time or financial, material and human resources. Managers or senior executives who make decisions about corporate education and investments to corporate education do not have a realistic idea about it, how to evaluate the corporate education. In the article it will define the terms of the corporate education, evaluating education and with its connect advantages and disadvantages. In conclusion, the article will be elucidated Kirkpatrick model, whose levels are used by lecturers and specialists for education and development in enterprises across the world.

This paper is focused on creation of personnel strategy and its implementation in organization XYZ. The personnel strategy must have a clear continuity on the startegy of the company. By this personnel strategy is further defined all the activities of the organization, which are connected with the human resources management. The first part is focused on demarcation of the basic concepts and approaches to define the personnel strategy, the second part describes the priorities of the organization XYZ management, starting points of the personnel strategy, its implementation and control mechanisms. In the conclusion, there are introduced some outputs of the XYZ's personnel strategy. The aim of this paper is to describe the creation of the personnel strategy and further to capture the experiences from its implementation in XYZ and therefore to help other organizations recently or possibly interested in this field.

Príspevok je koncipovaný ako teoreticko - praktická štúdia pracovnej motivácie vo všeobecnosti a s konkrétnou aplikáciou na podmienky skúmaného podniku. Príspevok je doplnený o výsledky z prieskumu motivačnej štruktúry a motivačných preferencií zamestnancov skúmaného podniku, ktorý autorka realizovala. Základným cieľom výskumu bolo zistiť a stanoviť faktory pracovnej motivácie, ich hierarchickú štruktúru determinovanú objektívnymi spoločensko-ekonomickými príčinami a určiť motivačné preferencie zamestnancov vybraného podniku. Pre tieto účely bola použitá dotazníková metóda. Z výsledkov výskumu vyplýva nasledovné poradie motivačných preferencií: faktory mzda, príležitosť k pracovnému postupu a náklonnosť nadriadeného sa umiestňujú na popredných miestach v motivačnej preferencii zamestnancov. Všetky ostatné motivačné faktory, ako stabilita zamestnania a dĺžka pracovnej doby, sú oproti nim menej významné.

Článek se svým obsahem zaměřuje na problematiku odměňování pracovníků v podnicích s důrazem na sociální politiku a benefitní odměňování. Poukazuje na důležitost propojení procesů hodnocení a odměňování v podnicích a to nejen ve vztahu k benefitnímu odměňování a účinné, racionální sociální politice, jež jsou předpokladem pro vytváření příznivého pracovního prostředí, vyšší angažovanost a loajalitu pracovníků. V článku, který vychází z tezí disertační práce doktoranda a realizovaného pilotního průzkumu (metoda dotazování, technika dotazníku), je poukazováno na potřebu nerutinního poskytování zaměstnaneckých benefitů a vhodnost podmínit čerpání některých z nich splněním stanovených kritérií zohledňujících pracovníkův postoj k práci, přičemž pozitivní stanovisko k modifikovanému přístupu k zaměstnaneckým výhodám vzešlo také z výsledků realizovaného předvýzkumu.

Článek se zabývá aktuálním tématem řízení pracovního výkonu, jež je bezesporu možné teoreticky definovat za nejdůležitější absolutní podmínkou úspěšného podniku. V současných neustále se měnících podmínkách podnikatelského prostředí jsou manažeři velmi často považováni za rozhodující činitele v prostředí řízení podniků. V článku je vyzdvižena role manažerů v oblasti řízení efektivnosti a výkonu podniků prostřednictvím řízení pracovního výkonu týmů a jednotlivců a zároveň nejdůležitější požadavky na úspěšné manažery v současném rychle se měnícím turbulentním podnikatelském prostředí. Celkově je pak vyzdvižena důležitost měkkých faktorů řízení pracovního výkonu jakožto jedna z nejdůležitějších podmínek jeho úspěšné implementace. Cílem tohoto článku je popsat teoretické východiska performance managementu a na základě metody dlouhodobého pozorování definovat vlastní závěry v oblasti bariér jeho zavádění a soubor opatření pro úspěšnou implementaci. V článku jsou využity praktické zkušenosti z oblasti podnikového řízení zaměřeného na pracovní výkon.

Autorka se zaměřuje na pojetí sociálního pilíře společenské odpovědnosti firem. Hlavním cílem příspěvku je analyzovat přístup podnikatelských subjektů k aktivitám souvisejícím s uplatňováním sociálního pilíře společenské odpovědnosti organizací. Sociální pilíř společenské odpovědnosti organizací může působit jak na vnitřní prostředí organizace, tak i na vnější prostředí organizace. Součástí analýzy je také vnímání důležitosti jednotlivých aktivit ze strany zaměstnanců.

Významnou oblastí, která prošla poměrně zásadním vývojem na trhu práce, je metodika získávání a výběru pracovníků. Výběr vhodných pracovníků má strategický význam pro dlouhodobou úspěšnost a konkurenceschopnost organizace. Článek se v první části zabývá teoretickými východisky získávání a výběru pracovníků. Těžištěm práce je zpracovaný výzkum v oblasti získávání pracovníků a analýza změn, které se v této oblasti realizovaly.

Článek svým obsahem analyzuje a poukazuje na důležitost sestavení transparentního a přehledného systému benefitního odměňování pracovníků uplatnitelného v praxi. Ve své podstatě se zabývá návrhem koncepce systému benefitního odměňování zaměstnanců založeném na principech cafeteria systemu. Koncepce byla vytvořena na základě výzkumu realizovaného v konkrétním výrobním podniku a je postavena na jednotlivých specifických benefitních blocích. Každý z nich pak v určité míře zohledňuje postoj zaměstnance k pracovnímu procesu a jeho přístup k dalším definovaným parametrům. Koncepce také poukazuje na postoj zaměstnavatele k danému zaměstnanci, vyjádřený výší celkové hodnoty benefitů pro každého z nich za určité období. Tento benefitní system je významným nástrojem pro dosažení vyšší efektivity v podniku.

Príspevok sa zaoberá vybranými problémami implementácie modelu riadenia strategickej a operatívnej výkonnosti podnikových procesov. Autorka na základe navrhnutého modelu riadenia strategickej a operatívnej výkonnosti podnikových procesov a na základe jeho verifikácie vo vybranom podniku navrhuje kľúčové predpoklady implementácie modelu riadenia výkonnosti pre potreby podnikovej praxe a identifikuje niekoľko problémov, ktoré počas zavádzania modelu nastali a ktoré môžu i v budúcnosti predstavovať potenciálne bariéry implementácie modelu riadenia výkonnosti v ďalších podnikoch.

The article is aimed not only, on the basis of available theoretical information, at describing the nature, significance, benefits and particular processes of talents management (their acquisition, development and retention) but also at bringing information on the scope and the level of use of talent management by organizations in one of the Czech Republic regions, in the Moravian-Silesian Region. On the basis of data acquired by a questionnaire survey it has been found out that organizations in the above-mentioned region are implementing the system of talent management on a small scale: this approach is used by 3.8 % of organizations only that is 9 from 237 (100 %) of the approached respondents. The main reasons why this approach is not used is either that organizations have no knowledge of it or there is lack of financial and personnel resources. Another aim of the article is to bring recommendations suggested by the authors for a wider application of talent management in the Czech practice.