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Job interview
Výmolová, Eliška ; Kocianová, Renata (advisor) ; Reichel, Jiří (referee)
The first part, theory, begins with job analysis. Then searching for applicants and selection of the employees follows. The key topic of the study is focused on the most frequent method of the employee selection - job interview. The advantages of this method are the possibility to assess the applicant's personality more thoroughly and also to check and supplement the information gained by other selection methods. On the other hand some of the disadvantages are the tendency to subjective assessment and the fact that the interview is comparatively time-consuming. In any case the job interview should be also done according to the ethic principles. There are a lot of types of the interview. Interviews differ for example by structure, by the number of applicants or by the formulation and purpose of the questions used during the interview. Each interview consists of the three following parts: preparation, course and evaluation. The practice reveals that the selection process is influenced not only by the setting of the personnel processes but also by the personal approach and expertise of the evaluators. The second part consists of the research and its interpretation. The respondents of the research are managers who are used to participate in the job interview as interviewer; however who are not HR...
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Effective recruitment selection and adaptation of sales representatives
Kahounová, Lucie ; Kocianová, Renata (advisor) ; Froněk, Jan (referee)
This bachelor thesis has been focused on sales representatives recruitment selection and their following adaptation. There are clear determined and linked activities which precede recruitment and adaptation process. Without these activities it is not possible to carry out complex recruitment process. Attention is paid to a job analysis process, which is followed by a job description forming. The chapter, which is aimed to the theory of competencies and competency model, is an important part of this thesis. If recruitment selection is well realized and the selected candidate accepts job offer and joins the position, adaptation process of a new employee will follow. Adaptation is an important period when manager of the new employee plays very significant role. Adaptation of the new employee, which is implemented in a high quality, can start his professional development and futher career growth. Special care is paid to sales representatives recruitment selection and adaptation process in Coca-Cola HBC. Sales representatives enter into very close relationship with customers and their success affects companie's performance on the market. Competencies and competency model penetrate the whole personnel policy of the company. There are the sales representative job description and the specific competency model. The...
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Ability tests as an instrument for improvement of selection of hand workers in engineering industry
Pudilová, Veronika ; Kocianová, Renata (advisor) ; Mužík, Jaroslav (referee)
This diploma thesis deals with the creation of a methodology for selection of hand workers in engineering industry, with a focus on ability tests. At the beginning, the processes that take place before assembling of a selection tool are described. It is a job analysis and creation of job descriptions and qualification profiles. Then there is a process of identification of required capabilities and creation of competency profiles. Common methods of analysis and description of tool creation and their use are mentioned for both of these processes. Further, the work deals with the description of methods, which are used during the selection process with emphasis on psychodiagnostic tests. Relevant psychometric characteristics and rules for the test usage and evaluation are mentioned there. Next section describes specifics of hand workers selection. The practical section describes creating of a specific methodology for selection for the position operator in the production. Working conditions at a given position are approximated, job is analyzed, competency profile created and a selection tool (group of tests) designed. The selection tool consists of two ability tests, which were normalized to a sample of operators prior to being put into practice. Manual dexterity test was accustomed to the conditions of the...
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Motivation programs of organizations
Rezková, Hana ; Kocianová, Renata (advisor) ; Šnýdrová, Ivana (referee)
This paper gives an overview from the field of motivation and shows the necessity of motivation theories knowledge for later planning and designing of motivation programs. In the beginning this paper introduces the most basic terminology of motivation and stimulation as well as other important terminology. It describes sources of motivation, gives an overview of the most famous theories of work motivation and their strenghts and weaknesses. In the field of work motivation, it describes how to stimulate employees effectively. Later on there is a description of satissfaction surveys, how to create them and how the satissfaction vary at the czech labor market. In the end chapters there is a description of motivation programs issue, there is a recommendation for creation of motivation programs, there is also a motivation program of existing company.
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The influence of interculturality in communication of employees in organization
Pejková, Nikola ; Kocianová, Renata (advisor) ; Eger, Ludvík (referee)
The work deals with the cultures and its impact on communication of the organization. It focuses on the influence of cultural background and personality related to the specifics of communication between workers and managers communicate with employees. Attention is focused on the differences in the behavior of workers from different cultural environment, the importance of specific knowledge of other cultures to overcome differences and optimal cooperation in intercultural environments. The issue of interculturality and its impact on communication between workers in an organization is viewed primarily in terms of personnel management and the work also deals with the different approaches to the management of the group of countries.
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Conflicts at work and ways how to solve them
Brychnáčová, Tereza ; Kocianová, Renata (advisor) ; Šnýdrová, Ivana (referee)
Dissertation Conflicts at work and ways how to solve tlum deals with the theme of conflicts at workplace and various options how to solve them. Starting with explanation the term 'conflicť and listing its types carries on to the gist of the work relationships and workplace conflicts. The dissertation deals with reasons for conflicts at workplace and describes its types, their process and consequences on human health, analyses the implications of conflicts for the indi vidual as well as for the firm and also speaks about the most common ways of solving problems through negotiation, mediation and facilitation. AIso, the dissertation brings up the conflict management as an important managerial skill and describes the role of manager lil problem sol ving and conflict management, especially as a mediator, and tries to appeal on line managers not to underestimate conflicts and pay attention to them properly in order to be able to sol ve them effectively and in time.
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Workers commitment and its influence over job performance
Váradi, Petr ; Kocianová, Renata (advisor) ; Mužík, Jaroslav (referee)
Na základě prostudování odborné literatury i na základě informací vyhledaných na internetu se domnívám, že pracovní oddanost prochází změnou, která bohužel stojí poněkud mimo střed zájmu teoretiků organizace. Jedná se nicméně o změnu poměrně zásadní. Ti autoři, kteří se touto problematikou zabývají, se v podstatě shodují v tom, že v praxi zřejmě v souvislosti s krizí pracovních vztahů nastává i změna v přístupu k oddanosti. Jedná se přitom o změnu přístupu obou zúčastněných stran, tj. přístup mění organizace i samotní pracovníci. V současné době není již pravděpodobně nejdůležitější zkoumání, která strana tuto změnu vyvolala. V souvislosti s opouštěním modelu celoživotní kariéry v rámci jednoho podniku se rozvolňují dříve pevné vazby mezi jedincem a podnikem. Organizace již v současné době obvykle neusilují o oddanost svých pracovníků plošně, nýbrž výrazně selektivně. V popředí zájmu jsou především core-workers, pracovníci tvořící jádro organizace. Tito pracovníci pak zároveň většinou disponují i znalostním kapitálem. Pracovníci, jež nelze zahrnout do této kategorie, mají pozici značně složitější, neboť jsou snáze nahraditelní. Jsou tedy poté i postradatelnější a organizace se podle toho často chovají.
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Sevices of personnel agencies
Suchyňová, Marika ; Kocianová, Renata (advisor) ; Kopecký, Martin (referee)
Personnel agencies have a specific position in the Czech labor market and most of the job seekers and companies already experienced the cooperation with them. The experience of the job applicants is rather negative. However, usually the cause is not just bad work of the agency. The issue is that the job seekers often do not comprehend the commercial principle of the agency's work and are not aware of the service portfolio of personnel agencies. On the other hand, personnel consultants often face the problem of insufficient specification of the client's requirements what results into the time loss on both sides. From the client's point of view the price for the service is the biggest problem. To hire another personnel employee to take over the job of the external consultant would be much cheaper solution. However, generally it is impossible because of fixed headcount of the permanent staff. In spite of the financial aspect agencies definitely have their unique position. They are here to supply the personnel work that client is not able to do because of time reasons or missing experience. Consequently they save the client's time and provide professional advisory and support. Very important is the choice of the personnel agency as the prices are more or less comparable but the service quality and consultant's...
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Human resources shared services centres
Lukášková, Kamila ; Kocianová, Renata (advisor) ; Sycha, Martin (referee)
Human Resources management belongs to one of the most important parts of management in general. It's mainly because of immediate connection with the company's most valuable assets, which are the employees. Human Resources management, as well as roles and competencies of human resources professionals, has been significantly developing during last years. Those are not responsible only for administration anymore, but should be able to execute also other roles in order to add real value to the business. For this thesis Ulrich's Roles model was used to give an explanation about four of the most important roles of Human Resources. It's common, that the theory is different from reality. In practice, we could find a lot of Human Resources professionals, who are totally overloaded by administration with no time for strategic tasks. Here the shared services concept could be seen as a fitting tool. This reason would be probably not sufficient without other economic impact on the company as cost saving or efficiency increasing. Those two reasons are usually the most required one and in case implementation is done successfully, companies could save up to 50 % of total costs. Some companies have also made dramatic improvements in efficiency and effectiveness of HR through the introduction of shared services. The company...
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Motivation programmes of organizations
Pízová, Tereza ; Kocianová, Renata (advisor) ; Šerák, Michal (referee)
The Bachelor Thesis "'Motivation Programmes of Organizations" focuses on an extremely important area within personnel management. Employee motivation is crucial to the effective operation of businesses. Motivation programmes assist in increasing and maintaining employee motivation and demonstrate an organization's interest in its employees. This piece is on one hand concerned with theoretical foundations of motivation, describing theories and concepts important to the area of human behaviour and work motivation, while at the same time targeting the applied aspects of motivation programme creation within organizations. In the final chapter, a motivation programme of a selected company is presented and subsequently evaluated.
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