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Use of ITIL in the organization
Jungwirth, Lubomír ; Měsíček, Libor (advisor) ; Slaba, Rudolf (referee)
The aim of this paper is to introduce the possibility of using the ITIL framework in the organization and the management of services, or IT Service Management. The work is divided into two parts. The theoretical part focuses on the general presentation of the ITIL framework. In this part the reader will be familiar with the history and origin of the ITIL framework itself, its general operating principles, characteristics, and ultimately there will also be presented comparing the various versions of the ITIL framework, including linkage to other frameworks and standards. The second part aims to present the practical possibility of using ITIL within the organization, but they are not directly mentioned, in order to avoid possible damage resulting from the company's presentation of some internal processes and principles. For the purpose of this study, however, will be fully adequate to characterize the company only of a few aspects that make possible to demonstrate the possibilities of using the ITIL framework. Since the ITIL framework is very comprehensive and extensive, it would be in the range of this work in practice to introduce the possibility of using the ITIL framework, and therefore work will focus on one of the key processes, which is the process of Change Management (Change Management). The content of the practical work is mainly an analysis of the current state of implementation of the change management process, its evaluation and formulation of recommendations for streamlining.
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Management of Change Projects
Kubíček, Milan ; Chocholatý, Drahomír (advisor) ; Hřebíček, Vladimír (referee)
The thesis is dedicated to management of projects that focus transitional and transformational changes in organizations. The theoretical part of the thesis covers terminology and definition of change management. Project and change management dependencies are defined. Consequently, Prosci change management methodology, Kotter's 8 Steps for Leading Change and GE Change acceleration process are analyzed. Finally, a methodology for practical part of the thesis is selected. Practical part includes description and usage of most frequent CAP tools as well as a case study. A real change project is described and evaluated from CAP methodology perspective.
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Change management in selected company
LEHEROVÁ, Věra
The subject of thesis "Change management in selected company`` is analyse of internal and external environment on the basis of SWOT and STEP analysis. Furthermore, analyse of business processes in a particular company. The theoretical part is aimed at defining the basic concepts and methods descriptions of change management. In the practical part I am mapping the processes in the company and suggesting their reengineering. Based on the analysis I am suggesting the possibilities of further changes in the company.
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Requirements for changes in nursing care on the part of top management
PŘIBYLOVÁ, Kateřina
Requirements for changes in nursing care on the part of top management Abstract At present, nursing care has been experiencing a great progress. Implementation of the nursing process as a working method has been striven for. The educational system for non-medical workers has been changing. Nurses holding top managerial posts should have competence to lead and manage people effectively in the ever changing nursing environment. To acquire information necessary for achievement of the set goals, a quantitative research was employed. Within the framework of the quantitative research, the questioning method using a questionnaire was selected. The questionnaires concerned were sent to top managers among nurses and doctors working in medical centres all over the Czech Republic. The thesis had three objectives defined. First, to discover what prerequisites top managers miss to be able to implement the changes concerned in the area of nursing care. Second, to discover top managers´ opinions on the system of nursing care provision. Third, to identify differences between requirements for the nursing process method on the part of top managers {--} nurses and top managers {--} doctors. Based on these objectives, four hypotheses were formulated. The hypothesis no. I: The current situation does not allow top managers operating in health service to implement changes in nursing care in practice. This hypothesis has been confirmed. The hypothesis no. 2: Top managers do not require group nursing care as a prerequisite for the implementation of nursing care changes. This hypothesis has not been confirmed. The hypothesis no. III: Representatives of nurses in managerial posts promote the nursing process application as a prerequisite for changes concerning nursing care. This hypothesis has been confirmed. The hypothesis no. IV: Representatives of medicine doctors in managerial posts do not promote the nursing process application as a method of nurses´ work. This hypothesis has not been confirmed. As far as the results of this diploma thesis are concerned, we were trying to outline possible solutions of the issues concerning changes in nursing care. Top managers are recommended to stimulate critical thinking in their employees in the course of work in the nursing process. It is beneficial to improve communication on the managerial level in hospitals, and in addition, to obtain feedback from subordinates with respect to continuing education, to identify effectiveness and needs relating to education on the part of employees and to enable them to participate in the process of the respective changes implementation. To train function nurses in such changes management. To implement a programme aiming at continual quality improvement.
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Organizational Behaviour and Corporate Culture
MALÁ, Radka
The objective of the diploma paper "Organizational Behaviour and Corporate Culture" is to evaluate the current level of the organizational behaviour and the corporate culture in the allowance organization Centrum služeb pro silniční dopravu, that is managed by the Traffic Department of the Czech Republic. The partial aims are finding imperfections by means of questionnaires and the draft of measures, which would improve the present condition. The theoretical part refers to the account of conceptions of the organizational behaviour and the corporate culture. In the practical part the organization Centrum služeb pro silniční dopravu is described. This part is focused on activities, that have in light of organizational behaviour and corporate culture connection with the aims of this diploma paper. Furthermore in this part there are charactered results from the questionnaire research.
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Change management of the SW projects in the small and medium business
Targa, Jan ; Pour, Jan (advisor) ; Zajíc, Ján (referee)
The bachelor thesis focuses on SW projects, ways of their management and mainly change management in the small and medium business. This thesis is devided into two parts. Author deals with SW projects and most common mistakes during their development in the theory part. The main aim of this part is to refer to these mistakes the reader, who is interested in SW projects. Next, there is a comparision of the two famous methodics, which are well-known in the SW development. These are ITIL and RUP. Author will choose the one, which will be more acceptable for the Cleverdecision. At this time, Cleverdecision has no change management and every change during the SW development is managed by contracting condition. That is why author formulates the ways of change management in the practical part. This will be based on the chosen methodics from the theory part. This formulation is the main aim of this thesis. The contribution of the thesis is in the definition of the change management workflow and in the proposition of the templates for setting the change requests. These templates are sufficient for unification concepts and easier specification of the change requests. Insertion of the change management into the contract is part of the thesis as well.
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Software requirements engineering and implementation of IS/ICT project requirements
Kinská, Marcela ; Stanovská, Iva (advisor) ; Selčan, Vladimír (referee)
This diploma thesis defines the issue of software requirements engineering and the implementation of software requirement into IS/ICT projects. One of the aims is to highlight the importance of systematic requirements management to successful IS/ICT projects. The theoretical part of thesis includes requirements definition, requirements typology and qualitative parameters of good requirement and actors, that are involved into the process of requirements management. The practical part of this thesis defines the process of requirements management general accepted methodologies of as it is specified in the internationally recognizable methodologies. Author's own contribution is the definition of a methodological process for managing requirements specifications, based on rigorous methodologies and extended to reflect author's practical experience. Methodological approach is tailored to the needs of smaller software companies and small to medium scale IS / ICT projects, and, if necessary, is further extendable. Another practical benefit of this thesis is the recommended methodology for change management requirements. Proposal process is based on the ITIL set of best practices; sub-threads are adapted to be able to meet the change management requirements and the broader business environment infrastructure. This methodology emphasizes an individual approach to the requirement. There is a recommendation of appropriate software tools for development and management requirements support divided into partial ITIL processes.
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Transition of small company into middle-sized company - change management in the management of work output
Červinková, Hana ; Beroušek, Petr (advisor) ; Jančaříková, Eva (referee)
This master thesis deals with problems of changes in the management of human resources connected to an expansion of a company. It focuses on small and middle-sized companies. The first part describes theoretical principles of company growth, change management and specifics of small and middle-sized companies, including differences in human resources management. The second part describes some practical examples in the field of company growth and related changes. Different attitudes and ways applied to implement changes while solving growth problems are shown on the sample of two selected companies Each of the two companies finally developed in an opposite way, depending on how they had implemented changes. The first company continues its development as a middle-sized company and the latter bankrupted. Analysis of reasons of the success or failure while managing the growth is a part of this master thesis.
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