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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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Recruitment and selection of employees-players in team of NHL
Routa, Marek ; Legnerová, Kateřina (advisor) ; Šmíd, David (referee)
This Bachelor's Thesis is focused on recruitment and selection of employees in very specific environment, which is NHL and its rules and regulations on recruiting and selection of players into the teams. The Thesis is divided into two parts - theoretical and practical. Theoretical part is about basic principles and knowledge of these HR activities (recruitment and selection) based on academic literature. The practical part is focused on recruitment and selection of employees-players to NHL teams. This part contains information about processes of headhunting of new employees-players and their selection. The goal of this Thesis is to describe those processes in this specific environment and evaluate them. At the end are added recommendations of possible improvements.
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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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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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Assessment Center-Group tasks
Beer, Pavel ; Rymeš, Milan (advisor) ; Bahbouh, Radvan (referee)
The thesis deals with the problem of group tasks in assessment centers. The theoretical part provides an overview to the basic characteristics of the method of assessment center, describes the process of designing and realization, and discusses in detail the issue of simulation exercises and group tasks. The empirical part focuses on relations among activity of participants during group tasks, their personal characteristics and experience with the method of assessment center. Key words: assessment center group tasks simulation excercise
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Assessment Center - Group Exercises
Mikesková, Martina ; Wagnerová, Irena (advisor) ; Michalík, David (referee)
The subject of my final thesis is the assessment centre as a method being used in practice of personnel psychology. The theoretical part is aimed at basic methods of assessment centre, it contains the definitions and instructions which limit and edit the assessment centre as regards its content and implementation aspects. It describes the processes of assessment centre creation and choice of its partial methods (dialogue, test methods, model situation etc). In more detail it deals with character of assessment centre partial methods and possibilities of their diagnostic outputs application. In particular chapter special attention is given to model situations and group exercises questions. At the same time it describes the assessment centre social-psychological aspects and its cultural and intercultural extent. The empirical part contains the description and analysis of particular existing assessment centre, from which a suggestion for its optimalization arises. Key words assessment center group exercises simulations
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Assesment centre as a tool for selection of employees in bank sector
Hlavicová, Kateřina ; Wagnerová, Irena (advisor) ; Rymeš, Milan (referee)
Assessment centre is very useful and popular method for selection of employees on various positions. It has been used for already several decades all over the world. There are many tasks and tests, which can be used, but selection of criteria and training of assessors are important too. When Assessment centre is over and candidates have gone, meeting of assessors begins. At the meeting the assessors identify, which candidate is acceptable for a given position and which is not. At this meeting outputs and feed backs are worked out and this outputs are passed along to contracting autority and to candidates. One example of real Assessment centre is mentioned in second part of this graduation theses. It also contains a research, which aims to figure out what the validity of this particular Assessment centre is.
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Recruitment and Selection Process
Fatrdlová, Anita ; Margarisová, Klára (advisor) ; Alice, Alice (referee)
This master thesis focuses on the recruitment of employees provided by recruitment
agency PŘEDVÝBĚR.CZ. The work is composed of two main sections, the theoretical
part and the survey. The theoretical part defines the terminology used in the thesis and
describes the processes of recruitment. The part consists of information gathered from the
professional literature. The recruitment agency is described in the survey first. Then comes
the data analysis. The data were gathered during interviews with both the top management
of the agency and the recruitment consultants. The conclusions of the thesis are based on
the gathered data.
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The selection process and recruitment in chosen company
BŮBALOVÁ, Martina
The theoretical part concerns with the issues of managing human resources, the methods of selection of the new employees, as well as trends in human resources management and also by modern recruitment, the social networks. The application part consists of several sections. At the beginning of this part the chosen company is described, then an internal system of selection and recruitment with a questionnaire survey in Dura Automotive, which were attended by technical and economic employees from various departments. Furthermore, a statistical analysis of the data was carried out when it was investigated whether there is a verifiable relation between two attributes from the questionnaire survey. Based on the results of the questionnaire survey were made several suggestions, which could improve an efficiency of the analyzed processes.
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