M54 - Personnel Economics: Labor ManagementNávrat zpět

The authors of this text aimed to the possibility of determination of citizens' satisfaction with services provided by authorities at the municipal level in the Czech Republic. The analysis of current approaches used for the citizens' satisfaction determination was performed. Based on fund fact the authors proposed the application of methodology used by companies, modified for the municipality purposes. The application and the verification of methodologic proposal were performed in the town of Pardubice in the year 2014. The questionnaire research was used for data collection.

The aim of this paper is to establish a general methodology for calculating the costs incurred by employee turnover. The authors developed mathematical formulas enabling calculation of these costs that they can be used in the business sphere when identifying costs related to the employees turnover. The authors tried to identify costs resulting from the loss of an employee. Important factors in the costs of employee turnover also include the loss of knowledge and possibly also a loss of customers. Costs of lost employee and department productiveness represent an important part of the costs of employee turnover, as well. The paper deals with the identification of costs associated with advertising vacant job positions and selection of new employees. These expenses involve also costs of training and admission of a new employee. In case of employee turnover, the highest costs are associated with an initial low performance of a new employee. Overall costs associated with the employee turnover may be as much as 1.5 - fold higher than the average annual wage of the leaving employee.

Communication tools are nowadays generally in literature considered to be the key factors, which influence the intra-enterprise systems and management processes. In different way, they also play a key role in terms of improving quality of the processes. Mainly modern, e-communication tools and their use in intra-enterprise communication show many results of improving the effectiveness of intra-enterprise corporate environment. They also create the environment in which employees are actively supported to be engaged in problems related to solving different assignments. In an open economy, such as Slovakia, the importance of e-communication tools in intra-enterprise communication is rising. However, the answer to the question of how employees really pay attention to this fact we tried to give in this contribution. We provide an analysis of results from monitoring e-communication tools in small and medium sized enterprises in automotive industry in Slovakia. The aim of the article is to point out some of the chosen (ongoing) problems in use of e-communication tools in intra-enterprise communication in the selected sample of small and middle enterprises operating in Slovakia. The aim of the article isn't complex analysis of the given topic.

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.