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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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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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The system of human resource management in international company ADP Employer Services Česká republika, a.s.
Dobrovolskaya, Yana ; Nový, Ivan (advisor) ; Králová, Tereza (referee)
This thesis deals with the system of human resource management in international companies. The theoretical part is focused on the concept of international human resource management basic methods and trends and techniques of human resource management in international corporations. The practical part is devoted to analyze the current state of human resources management in ADP Employer Services Ceska republika a.s. the daughter company of international organization ADP Inc. Based on my practical research: employees survey and personal interview with the local HR Business Partner Lead I will evaluate the current state of human resource management system in the company and make series of recommendations that will help to improve the system of human resources for ADPs branch in Czech Republic which is the main contribution of this thesis.
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Working opportunities and working conditions in call centre
Stakhariuk, Liudmyla ; Šikýř, Martin (advisor) ; Němec, Otakar (referee)
This thesis deals with the issue of job and working conditions in British call centers located in the third world countries (understood in developing countries and countries of the former Soviet Union). The aim of this thesis is to analyze the existing job opportunities and working conditions and the applied principles and practices of human resource management and marketing in the call center of the British International company Cupid plc in Ukrainian city Dnepropetrovsk, identify the problems and suggest solutions. The thesis is divided into eight chapters: organizing (explains the essence of organizing and classifies the types of organizational structures), call center (describes the traditional call center model, modern trends and problems in call centers), international company (explains the philosophy and strategy of companies at the international market); the third world countries (defines and characterizes the problems of the third world countries), human resource management of the international company (defines and explains the strategy, policies and practices of human resources management of the international company); marketing of the international company (defines and explains the strategy, policies and procedures of customer relationship management of the international firms); call centers of the international companies in the third world countries (gives examples of the activities and problems of British call centers in India, Pakistan and the Philippines); British call center in Ukraine (analyzes specific British call center of the international company in Ukrainian city Dnepropetrovsk). This thesis is processed using literature, case studies, internal documents and personal experience of the author.
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Global mobility of employees
Jáchymová, Michaela ; Dvořáková, Zuzana (advisor) ; Cejthamr, Václav (referee)
The thesis deals with the phenomenon of employees' global mobility in large multinational companies. Primarily, it focuses on the expatriation process from the perspective of the necessary support of expatriates by HR department. In the practical part, there are compared the current practices of four multinational organizations. The goal of the work is to choose the best practice, which the most eliminates the international assignment failure. The thesis further formulates the recommendations designed for companies implementing new policies in the area of employee global mobility. Work is processed by an analysis of secondary sources - literature, textbooks, professional journals, international studies and articles or websites of analyzed companies.
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