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Adaptation program for new employees
Jáklová, Eva ; Kocianová, Renata (advisor) ; Mužík, Jaroslav (referee)
The bachelor thesis is devoted to the adaptation and to the adaptation program of new employees. It deals with activities of personal departments, leading to the successful adaptation of newcomers and processes which influence adaptation. There should be clear determined and linked activities which precede adaptation process. Without these activities it is not possible to carry out complex adaptation program. 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. The practical part of this bachelor thesis describes the adaptation program of newcomers in the Coca-Cola HBC Czech Republic, s.r.o. Employees are divided according jobs to 3 parts, which are in this company and each part has own adaptation program. Period of adaptation has clear parts and steps and is divided by positions. Special care is paid to adaptation process in Coca-Cola HBC. The greatest emphasis is placed on the first working day, which is called the Orientation and Induction day. On this day, the top management meet with all newcomers, therefore program is driven and has clear rules, one of them is that this day must pass through each new employee, regardless of...
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Employees development
Kilijánová, Radka ; Kocianová, Renata (advisor) ; Krištofová, Zuzana (referee)
Employees development is one of the main activities of human resources management. It is connected with other activites, such as training of employees, career development and performance management. In the recent days there is an increased importance put on employees development, although the current economic crisis still has some consequences, such as reduced development budget of many organizations. The thesis mentiones employees development in the first place in the context of management of human resources within the organization. Secondly, the thesis focuses on the related subjects to this topic, as the training of employees, career development and performance management. In the third place, it stresses the importance of four specific methods of employees development, which are coaching, mentoring, job rotation and internships. The thesis describes their history, importance, exceptionality and contribution to the development of employees. It also mentions its usage in the practice of today's organizations. The topic of coaching and mentoring is often described in the academic literature and discussed among the professionals. Concerning job rotation and employee internships, the discussion is still insufficient, although these methods of employees development are frequently considered as valuable by many...
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The impact of the economic recession on the field of human resources management in organizations
Nakládalová, Petra ; Kocianová, Renata (advisor) ; Pivoňková, Lucie (referee)
This diploma summarizes to readers the essential causes of orgin of economic recession in these days (2007 - 2009), its form and run in the Czech Republic and its impacts in business area. The main part of my thesis deals with the impact of the economic recession (crisis) on human resources management and development of human capital. I pursue mainly the topic of change of personnel activities in companies, change of the role of human resources managers, associates and leading managers, which are the substantial part of HR management and development of the people. This work describes the topic of economic recession from the unique view of HR department or leading managers. Economic issues of the company present problems even for all activities within human resources management. The shortage of money restrains dramatically all possibilities of the firm in this area. In times of economic crisis the companies make decisions about layoffs, cutting of many personnel activities regarding employee's care and services, cutting of the benefits and about the change of rewarding system ect.. This situation is usually followed by strong emotions, stress, frustration and no-confidence. Many employers could have tried to experience their new role in position of a crisis manager,an initiator and a manager of changes. 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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Intercultural competencies and their development
Popelková, Lucie ; Kocianová, Renata (advisor) ; Kopecký, Martin (referee)
In my diploma thesis I deal with intercultural competencies, which are a relatively new phenomenon. It started to evolve on the grounds of the influence of globalization and internacionalization. I have made an overview of the changing life of organizations, especially in the area of Human Resource Management, which grows into international extent. I have considered the reasons leading to the growth of the (significant) needs of interculturally educated employees. Recent development of social, political and economical reality indicate the fact, that this need will be more and more urgent in the future. Because of the reducing importance of borders between nations and among economics the contact among members of different cultures in personal and work life is still more frequent and intensive. In the order to be efficient in cooperation with individuals from different cultural environment it is necessary to understand each other, capture the way of partner's thinking and behavior, forbearance and knowledge of cultural specifics. Training focused on development of intercultural competencies is thus an inevitable requirement of employee's preparation to long-term residence abroad and its completion is the precondition of smooth course of adaptation in a foreign country. Therefore, I pay attention to the...
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Corporate social responsibility as a variable determining employer's attractiveness
Šumová, Veronika ; Kocianová, Renata (advisor) ; Kopecký, Martin (referee)
This Master Thesis copes with current phenomenon - Corporate social responsibility and as a base it uses the Stakeholder theory. The Thesis continues with defining the concept of Corporate social responsibility in general and then devotes small part to present activities under Corporate social responsibility which aims mainly at external stakeholders of an organization. Nevertheless the core of this Thesis is an interconnection between Corporate social responsibility and human resources management which is later on examined from several different points of view and an overview of tools that work with this interconnection is given. It also describes employees from the stakeholder perspective, follows with investigating corporate social responsibility aspects within individual personnel activities in an organization and confronts them with real attitudes of Czech university students.
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Change management and human resources within an organization
Paulíková, Aneta ; Kocianová, Renata (advisor) ; Mužík, Jaroslav (referee)
The main purpose of this diploma thesis is the interconnection of three subjects. Change management, people management during changes and economic crisis, which has affected worldwide economics during the years of 2008 to 2010. The methods and tools of change management could be applied to any change concerning an organization. Starting with partial changes, changes in particular processes or departments, concluding with overall, strategic changes, such as company restructuring, reengineering, fusion etc. One type of the changes presents the external changes, such as the economic recession. However, this external change causes many internal changes, where the companies decrease the costs, restructure particular department and change the strategy. In connection with that, the work focuses on the area of people management from the point of the human resources managers as well as executive management. The process of managing changes resulting from the crisis is followed by many changes in the personnel management sector. In this paper are compared three independent researches concerning the reaction of companies to the unfavorable economical situation. All three researches are dated of 2009 and presents the findings of particular reactions of companies in the area of human resources (redundancies, wage...
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Internal coaching
Chloubová, Šimona ; Kocianová, Renata (advisor) ; Šerák, Michal (referee)
This thesis is dealing with internal coaching programmes in organizations. It bases on the theory of coaching method, coaching models and its forms and it describes the process of coaching dialogues. It also confronts coaching with psychotherapy and talks about the role of a coach and requirements for his expertise in the methodology. The thesis is describing internal coaching programmes in general and include specific examples from practice. They talk about reasons and advantages of internal coaching compared to the external. A part of this is a model of internal coaching programme for the environment of a law firm. The model is showing the possible connection of internal coaching with the existing in-company processes and the concept of key competencies of an organization. The thesis is not only following the existing internal coaching models, it is also evaluating them and outlining possible potential of internal coaching programmes in companies.
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