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Creation and implementation of a competence model in the organization
Záhorová, Markéta ; Veteška, Jaroslav (advisor) ; Vaněček, David (referee)
The diploma thesis deals with the creation of competence models and their following setting in the context of HR activities of employee evaluation and development. In the theoretical part, the basic concepts of competences, their distinction from often confused concepts (such as potential and ability) and their possible division are first described. Then, the competency model, the process of creating a competency model and its potential forms and structures are defined. Next, the principles of using the competence model in individual activities in human resource management are explained, with particular emphasis on the processes of employee evaluation and development through the competence model, which are central to this thesis. The following practical part starts with the introduction of Company XY and the respondent, who is an HR Generalist. Due to anonymity, the company and the respondent are not directly named in the thesis. The practical part continues with the research investigation, which was conducted by using the qualitative method of interviewing the mentioned respondent and also by analyzing the necessary documents of Organization XY. On the basis of the found data on the creation and implementation of competency models in Organization XY, possible changes in the content of specific...
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Leadership Concept Application in the Area of Human Resources Management
Mazánek, Lukáš ; Cagáňová, Dagmar (referee) ; Korytárová, Jana (referee) ; Novaková, Renáta (referee) ; Konečná, Zdeňka (advisor)
The dissertation focuses on specifying a broader theoretical background for the implementation of leadership concepts in human resources management and on empirical identification and description of approaches that enable HR managers to recognize and develop desirable personality characteristics of a successful leader. In the surveyed area, a preliminary research was conducted on a sample of 22 HR managers. Subsequent primary research was carried out by combining a qualitative and quantitative research approach. A qualitative survey was conducted among 75 leaders, a quantitative survey was conducted on a sample of 75 leaders and 128 followers, from medium-sized industrial enterprises on the territory of South-Moravian region, in the period 3-6/2018 via a modified GLOBE questionnaire. Qualitative data were processed by content analysis. The processing of quantitative data through factor analysis has made it possible to identify the factors whose components support the success of the leader. Through the testing of statistical hypotheses, the dependence of the perceived behaviour of the leader on the satisfaction of his followers was verified. The main scientific goal is to propose a model for the development of leaders in industrial enterprises using the methods used in the concept of HRM. In order to achieve this goal, the desired concept of leadership in industrial enterprises established in the Czech Republic was identified. Based on the analysed facts, important components of the leader's personality and desirable styles of leadership of medium-sized industrial companies were identified. Team-oriented leadership style, formal style and charismatic leadership style are most desirable. Behaviour that has confirmed a positive impact on year-on-year satisfaction of subordinates is a stimulating, team-oriented, leader is an effective negotiator, dynamic, perfectionist, enthusiast, integrating, coordinator and to some extent also bureaucratic. The followers mention that their leader should be trustworthy, fair, team-oriented, diplomatic, and cooperative. Contrary to the current situation, the followers would especially welcome if the leadership behaviour was more team oriented. The grouping of the statistically significant components of the leader's personality enabled the creation of individual competence areas, whose description defined the personality profile of the leader of a medium-sized industrial company. At the same time, human resource management methods, which can influence and develop the competences defined in this area have been identified. The contribution of the dissertation consists mainly in the identification of individual components of competencies that can be developed through human resources management tools and thus develop the personality and leadership style of the middle-sized industrial company leader. The benefits of the proposed model can also be seen in terms of its use in identifying whether the leader's personality profile is in line with the expectations of his followers and in line with the leadership style, that is identified as appropriate in a medium-sized industrial environment.
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Proposal of Competency Model of HR Managers Operating in MNC´s in the Czech Republic
Gutovská, Ivana ; Havránek, Lukáš (referee) ; Konečná, Zdeňka (advisor)
Cílem této diplomové práce je vytvoření kompetenčního modelu HR konzultanta působícího v mezinárodní personální agentuře. V první části práce se věnuji terminologické definici pojmů a popisu kompetenčních modelů, které jsou zaměřeny na HR profesionály. V praktické části práce jsem čerpala z analýzy popisu pracovního místa, rozhovoru s HR konzultantem a dotazníku. Dotazník byl distribuován mezi HR konzultanty působící ve zkoumané agentuře. Výstupem této analýzy je popis kompetencí a sestavený kompetenční model. V závěru této diplomové práce uvádím, jaké jsou praktické možnosti využití kompetenčního modelu.
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The Concept of a Development Center as an Effective Tool of Human Resource Managment
Mucalová, Marcela ; Novák, Tomáš (referee) ; Konečná, Zdeňka (advisor)
This Master’s thesis is concentrating on the creation of a Development Center for the well-established firm TRANSPED-SOC, Ltd., which has branches in different places of the Czech Republic with a view on dispose agent. In this work we can find a written education system in the firm TRANSPED-SOC, Ltd., which is meant to help with the examination of the education of the employees. The main point is the creation of a competent model for a group of dispose agents, individual and group model-situations derived from the model, design and description other methods, a timing schedule for the Development Center and data sheets. The created Development Center is evaluated and written contributions are the results for the firm TRANSPED-SOC, Ltd.
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Proposal of development of system of evaluation and remuneration of employees in selected company
Vávra, Radovan ; Fojtů, Kateřina (referee) ; Kruntorádová, Markéta (advisor)
The diploma thesis deals with the proposal for change to the system of evaluation and remuneration of employee in the selected company. The thesis is devided into four parts.The first part describes the basic concepts of the theoretical systems of the evaluation and remuneration of employee. The next part is analysis the current situation of the company, which includes an analysis of the system of evaluation and renumeration of employees. The third part is devoted to employee research and a guided interview with the head of the production segment. In the last part of this work are proposals for further development of the system of evaluation and remuneration of employees.
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Proposal for Personal Development Plan for Manager Operating in a Small Company
Šabacká, Zuzana ; Mandel, Miroslav (referee) ; Konečná, Zdeňka (advisor)
Cílem této práce je vytvoření návrhu na rozvoj manažera v soukromém podniku. Prostředkem k tomuto cíli bude vytvoření funkčního kompetenčního modelu, jehož pomocí budu měřit komepence manažera. Teoretická část se zaměřuje na definici manažmentu a funkce manažera, dále definici komepencí a jejích členění. Následně popisuje jednotlivé fáze pro tvorbu kompetenčního modelu a druhy rozvoje vzdělání. Praktická část je zaměřená na popis daného podniku. Poté následuje vytvoření funkčního kompetenčního modelu a jeho praktického ověření. Dalším krokem je měření aktuálních kompetencí manažera, na jehož základě je vytvořen návrh na další jeho vzdělávání.
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Competences of kindergarten pedagogical leaders
Šarochová, Helena ; Urbanová, Eva (advisor) ; Dvořáková, Danuše (referee)
The bachelor's thesis focuses on the position of the head pedagogical worker in a preschool. The theoretical part defines the head pedagogical workers in preschools, especially the school director, their legislative framework, and their job responsibilities. Furthermore, the theoretical part defines the concept of competence and examines the competencies of preschool directors and their competency models, which are based on their job responsibilities. The empirical part investigates, through quantitative research, whether the head pedagogical workers possess the necessary competencies required for managing preschools. The research was conducted through a questionnaire survey, which was sent to preschool directors located in the Central Bohemian Region. The aim of the bachelor's thesis was to determine which areas of the individual competencies the preschool directors consider most important for performing their role. In the empirical part of the study, it was found that among managerial competencies, the mastery of managerial skills was considered most important by the directors for performing their role. In terms of leadership competencies, the ability to formulate and fulfill a vision was identified as the most crucial area for preschool directors. In the field of professional competencies,...
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Acquisition and development of professional competencies of attorneys
Maginec, Jan ; Veteška, Jaroslav (advisor) ; Kříž, Jaroslav (referee)
Due to the nature of their work, attorneys, as professional legal representatives of natural and legal persons, must possess a variety of professional, digital and soft skills. The aim of the thesis is to analyse and identify the professional competences possessed by attorneys, and to determine how professional competences can be acquired and developed. The theoretical part, based on a literature review, introduced the lawyer as a profession providing legal services. Furthermore, the general concept of competences and competency models were presented. The research methodology used is qualitative. The research (empirical) part is based on the technique of semi-structured in-depth interviews with attorneys, which allowed a more detailed evaluation of the relationship of attorneys to individual professional competences, including the way they are acquired and developed in their working life. Based on the qualitative analysis of the research findings, which was conducted using an inductive method, it was found that attorneys generalise professional competences into 4 groups. Attorneys identified professional practice as the primary way to acquire and develop professional competences. Based on the further elaboration of these data, a competency model of a lawyer was created. These conclusions, including...
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Rozvoj kompetencí k podnikavosti a řízení MSP
SLABOVÁ, Michaela
The aim is to select and identify key competencies that help develop students' entrepreneurship and to evaluate the importance of the selected competencies for entrepreneurship from the perspective of SME entrepreneurs and students of economics. Furthermore, the goal is to evaluate the appropriateness of the selected teaching methods from the students' point of view and to determine the contribution of the selected management simulator Gretail International to the development of key competencies for business.
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