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Psychological testing in personnel psychology: competency-based selection of hospitality leaders
Šafr, Martin ; Wagnerová, Irena (advisor) ; Štikar, Jiří (referee)
This thesis deals with one of the most debated topics of the Personnel Psychology - the personnel selection. The aim of the thesis is to provide an exhaustive overview of the designing process of the selection procedures with special attention being paid to the various methods of selecting employees. Attention was primarily paid to the effort that the knowledge of the otherwise common methods of selecting employees be put in the new framework and the latest ways of their application. Particular emphasis has been put upon the new approaches to the method of interview, cognitive abilities testing, detection of individual personality at work and new methods in designing assessment centers. An interesting chapter is the use of emotional factors as selection criteria and the application of the attachment theory to work. Considerable extent of the thesis is also devoted to the methods of job analysis and competency modeling, their comparison and applications. Based on the previous theoretical treatise the empirical part attempts at creating a competency model for senior executives in the hotel industry and proposes possible ways of its practical use.
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Turnover of call centre employees
Smolová, Iva ; Wagnerová, Irena (advisor) ; Štikar, Jiří (referee)
Submitted thesis focuses on call center staff turnover. After short reference to work psychology and organization the theoretic part deals mainly with the characterization of this phenomenon. It aims to specify the main factors and it refers to possible stabilization measures. The second theme of the thesis is call centre and work of operators. Possible difficulties and risks of this job are described, the profesiogram of an employee of the particular selling point has been compiled. The last chapter deals with recruitment procedure. It specifies the single phases of the selection procedure, beginning with the preparation and compilation of necessary documents and ending with adaptation phase of a new employee at the end of the whole procedure. The empirical part of the thesis focuses on the turnover in company "A". The analysis of the personnel data from 2009 to October 2010 was the first step. Subsequently we tried to answer the question, if it is possible to use Time Crirtical Desecion Making Test (used in current selective procedure), sociability, ability to assert oneself a comunicability as predictors of continuance in company. As a diagnostic method the Bochum Personality Questionnaire was used.
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Efficient competency model
Hoffmannová, Anna ; Riegel, Karel (advisor) ; Štikar, Jiří (referee)
Methodology of competencies developed from researches focused on determining the properties and characteristics which are involved in the distinction between average and superior performance. A contribution of competency model is that it helps employees to identify the success criteria required to be successful in their current or future job. Determination of requirements for certain positions allows subsequently to compare a current level of skills of employees with the required ones. An effective competency model supports and contributes to the objectives strategy goals of the organization. The theoretical part of the work summarizes the current approaches and findings on this issue. In the practical part, we test and verify competency model. Using a revision of one competency model and creating a new model subsequently we check whether the model used in the company reflects really the strategic needs and whether is linked to others HR processes. For this purpose, the model is subjected to complete analysis that determines gaps and opportunities for improvement. Results are implemented in the solution of the new situation. The work emphasizes the idea that competency model is not universal and the effectiveness of their applications lies in their abilities to be identified, defined, understood and...
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Unemployment
Růžková, Jitka Eva ; Štikar, Jiří (referee) ; Slaměník, Ivan (referee)
This thesis deals with the issue of unemployment and its possible prevention by developing key competencies such as knowledge, skills, attitudes and personal characteristics. These are not only universally applicable when looking for a job, but are generally useful considering present demands. In the general part this thesis brings closer some theoretical solutions explaining the relationship between humans and work and it sheds light on the present understanding of unemployment as a social problem that has considerable impact on certain, perhaps socially challenged or vulnerable, groups of people. At this point are presented facts about the impact of unemployment on human beings and their interaction with demographic and personal characteristics. Furthermore the reader becomes acquainted with thus far used approaches to conceptualizations of competencies, their effect on successful merging into the work life and possibilities of measurement. The conclusion of this section attends to the possibilities of preventing unemployment in terms of focus, forms and methods. More space is devoted to consulting as the most effective method and to contemporary interdisciplinary approach to issues of unemployment in the context of employment policy. The practical section briefly presents creation of one of the...
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