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Interpersonal Check List as a Tool for Assessing Managerial Potential
Hanuš, David ; Bahbouh, Radvan (referee) ; Rymeš, Milan (referee)
The aim of this paper is to verify the applicability of Interpersonal Check List for assessing managerial potential, namely leadership potential. The findings of leadership research are summarized and applicability of Interpersonal Check List is theoretically discussed. Available methods for assessing leadership potential are presented, namely personality inventories and Assessment centre methods. Three data sources including 888 respondents in total are used for the analysis. Empirical tests show that employees in leadership positions score higher in several dimensions of Interpersonal Check List, particularly in managerial - autocratic, competitive - exploitive and blunt - aggresive dimensions. The discussion of these findings leads to the conclusion that the mentioned dimensions could be considered as indicators of leadership potential. Interpersonal Check List is a valid instrument for assessing leadership potential. keywords: leadership, leadership potential, Interpersonal Check List, assessment, personality traits, personnel psychology, assessment centre
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Education Needs Of Selected Organization
Šindlerová, Leonarda ; Veteška, Jaroslav (advisor) ; Tureckiová, Michaela (referee)
The main aim of this thesis entitled "Education Needs of Selected Organization" is the analysis of the established education system of a company, with focusing on recruitment method called assessment center and employee evaluation method called development center. The first part of the thesis contains basic characteristics of the human resources management, the tools used within the education systems and the recruitment system. The next chapters include specific descriptions of the methods assessment center and development center. The selected organization is described in the thesis including its education system and the usage of the two methods mentioned before. As an empiric part survey was being realized, its respondents were employees of the selected company who in the past were participants in assessement or development center. The target was to find out whether the employees are satisfied with the usage of the methods or not. Part of the survey was interview with human resources generalist. The main purpose of this thesis was to analyze and identify the basic terms of human resources management, education of employees and assessment and development center methods. The main aim of the thesis is to analyze the current state of education system in company, evaluate the assessment and development...
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Selected Methods of Recruitment in a Firm
Švecová, Veronika ; Lochmanová, Veronika (advisor) ; Král, Pavel (referee)
The goal of this bachelor thesis is to describe the process of recruitment and selection of employees. It focuses on two commonly used and very interesting methods: an assessment centre and a selection interview. The theoretical part contains an introduction to the issue and a summary of the information about these methods. The task of the practical part is to confront the theoretical knowledge with the process of the selection procedures in selected company. The cooperation with ČSOB was begun for the needs of the bachelor thesis. The goal of the practical part is to describe and evaluate the process and the content of the selection procedures in ČSOB. There are mentioned similarities and differences between the theory and the practice. Finally, suggested recommendations are based on the obtained information and the participation in the selection procedures.
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Assessment of recruitment and selection process at logistics company
Stáňová, Hana ; Křečková Kroupová, Zuzana (advisor) ; Volfová, Jitka (referee)
This thesis aims to assess the recruitment and selection process done at logistics company in the Czech Republic and to propose suggestions that could help increase the efficiency of the process. To achieve this, firstly literature suggestions as well as current trends in the Czech Republic are identified. Then, the process done in the Czech logistics company is described and compared to the process done in the French company. Afterwards the human resources as well as candidates perception of the process is identified. In the end, the individual elements are compared which enables to define six improvement recommendations for the company. The results show that the process done during the time of low unemployment rate (3,7%) can pose difficulties for the company. To overcome this problem, the company might want to develop its employer branding, focus more on external sources, improve its advertisements and giving feedbacks and shorten the selection process.
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Recruitment, motivation and development of salesmen in the insurance company
Šašek, Roman ; Khelerová, Vladimíra (advisor) ; Vojtíšek, Zdeněk (referee)
This bachelor thesis is divided into three essential parts. In the first theoretical part, it mentions both the valid legislation concerning insurance salesmen and the theory of how to recruit and select employees. The theoretical aspect is also concerned with the motivation and development of employees. The second part introduces the selected insurance company and its business activity in 2015. In the third practical part the bachelor thesis summarizes the current recruitment process in the selected company including my own proposal of recommendations for the recruitment of salesmen and their motivation through remuneration and development.
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Assessment Centre Method Validation - Approaches and Options
Fousková, Petra ; Rymeš, Milan (advisor) ; Záškodná, Helena (referee)
The subject of this thesis is a validation of an assessment centre for employee selection, e.g. examining the validity of this method. Currently, the assessment centre represents an often used method of employee selection. At the same time, however, its implementation is demanding from the financial, time and personal perspective. If the assessment centre shall be considered an effective employee selection method, it is essential to pay attention to its psychometric aspects, especially the validity of its findings. First, the terms "assessment centre" and "validity" are defined and explained. Then, the thesis presents approaches and options of validation of the selection assessment centre based on scientific literature, articles and researches. Key Words assessment centre, employee selection, validation, validity
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Assessment centre - validity, possibility and risks in the usage the company's procedure method
Doubková, Dagmar ; Bahbouh, Radvan (referee) ; Kirovová, Iva (referee)
My rigorous thesis is focused on the issue of Assessment Centre method (AC), its validity, contribution and objectivity, ethical rules and difficulties. The selection of competences studied by this method is discussed here as well. Strong and weak sides of the method are described by the SWOT analysis and possible opportunities and threats are pointed out in the work. The structure and the implementation of the AC method as well as its opportunities and real use in practice are described in the theoretical part of the work. This part of the work is also focused on the particular methods used within the AC methods. The differences between the Assessment Centres and Development Centres are brought up here. The AC method is compared with the other procedures which are used for the selection and development of employees. Opportunities and limitations of the validity of the measurement are discussed in this part of the work. The practical part of the work is devoted to the comparison of the AC method with other methods of selection and evaluation concerning the contribution and objectivity. The data analyzed in this comparison have been collected from the interviews with 27 HR managers and specialists. Four files describing the AC method from the point of view of the weak and strong sides are based on...
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