The thesis is entitled "The Reward System in the Selected Organization." This work is focused on managing human resources, the use and promotion of motivational methods and tools in the compensation and evaluation systems in the Czech Savings Bank Corp., U Cerne Veze 1, Ceske Budejovice. The objective of this work lies in the analysis of the reward system and incentive factors and their practical applications within the Czech Savings Bank Corporation and the development of ideas for change (modification) in individual components of the reward system. Based on the survey related to the compensation system and motivation of staff in the Czech Savings Bank, proposals were made for the change of compensation, recognition and evaluation systems, which are part of this work.

The aim of this thesis was evaluation and comparison of two motivational systems which are focused on distributors of chosen companies and recommendation for improvement of current situation in these two companies. It was necessary to study specialized literature and define basic terms related to motivation, theories of motivation, motivational strategy, motivational programmes, remuneration and direct sale to fulfil the aim of the thesis. At first in practical part there were described and analysed motivational programmes of chosen companies Oriflame Cosmetics ČR and Avon Cosmetics ČR. For analysis of motivational programmes was used anonymous questionnaire. Next step was to compare the results of questionnaire of both companies. Based on analysis and synthesis of questionnaire results were formulated general recommendation and proposals for motivation of both companies distributors.

The topic of the master thesis is the role of insolvency administrator in bankruptcy and dischargeofdebts. The thesis defines the role of an insolvency administrator in an entire process of aninsolvency proceeding, from administrator nomination to the end of the procedure. The first part of thesis describes the historical development of the legislation of insol-vency proceeding and its characteristic. The second part of the thesis is focused on the figure of the insolvency administrator and administrator and his nomination together with the conditions, how to get the authorization to exercise this function. The practical part of the thesis is focused on the comparison of the legislation ofinsol-vency proceeding before the amendment of the Act about insolvency from 1. 1. 2014 and the recent way of proceeding. In this comparison I am focusing on analysis of terri-torial action of individual insolvency administrators. All the information I have found, I use in practice thanks to the company Alva s.r.o., which provided me all the documen-tation needed to find out, if all the insolvency administrators work in the same way or not, and if they work as they should. In the conclusion of my thesis there is a summary of all the facts I have found out.

The main objective of this thesis is to explore the use of total remuneration in selected manufacturing company and recommend proposals for improving the current system of remuneration. The theoretical part of this thesis deals with remuneration of employes, their motivation, employee benefits and total remuneration model. The practical part deals with the specific manufacturing company. The first part focuses on the characteristics of company and further development of individual indicators of the company. This is the number of employees, turnover, evolution of the share of personnel costs in total costs and evolution of labour productivity of added value. The second part focuses on the development of individual groups of total remuneration model. These are cash rewards, employee benefits, education and development and work environment. The last part is focused on determining the proposal for improvement of certain bonuses and determine the costs that the company had to incur. This part is mainly focused on improving basic wages and comparison the company to a group of firms in a given area. For comparison serves payroll and personnel costs per employee.

O tema central desta dissertação refere-se à "análise de métodos de avaliação de cargos como apoio à definição de sistemas de remuneração numa empresa do setor calçadista do Vale do Rio dos Sinos". A questão está particularizada numa empresa do Setor Calçadista do Vale do Rio dos Sinos - a Czarina S.A. - onde foi efetuado um levantamento da situação atual dos sistemas de remuneração. Após o levantamento das informações pertinentes e com base na revisão da literatura, pôde-se propor as etapas para o processo de avaliação de cargos, de forma a servir de subsidio para implementar uma estrutura salarial justa e equilibrada. Uma solução especifica para uma empresa não pode ser generalizada sem adaptações, porém espera-se que este trabalho possa ser útil para outras empresas do setor. Para melhor compreensão das etapas do presente trabalho e sistematização dos resultados, estruturou-se a presente dissertação do seguinte modo: a sessão inicial contém a introdução com a problemática, além da justificativa e dos objetivos da dissertação; no primeiro capitulo tecemos considerações sobre a evolução do setor coureiro/calçadista no Rio Grande do Sul; o segundo capitulo trata das teorias administrativas e a remuneração; no terceiro capitulo esclarecemos o papel da avaliação de cargos como base para os sistemas de remuneração, enquanto que no quarto capitulo relatamos a aplicação da avaliação de cargos numa empresa do setor calçadista; o trabalho encerra-se apresentando no quinto capitulo algumas considerações sobre a questão da remuneração e o uso de avaliação de cargos. / The central theme of this dissertation is concerned with the analysis of job evaluation methods as a basis for the definition of a remuneration system for a shoe manufacturing company belonging to the Vale do Rio dos Sinos. The approach presented here is particularly focused on Czarina S.A., a shoe manufacturing company located in the Vale do Rio dos Sinos, in which a survey of its present remuneration system was conducted. After the survey of relevant data and based on a bibliographical review, the stages for the adoption of a job evaluation process were proposed, so as to serve as a basis for the implementation of a fair, balanced salary structure. A solution designed for a specific company cannot be generalized without some adaptation. Nevertheless, we hope this work may be useful for other similar companies. For a better understanding of the steps of the present work and for the systematization of results, the following structure was adopted in this study: the opening section introduces the theme and the problems related to it, as well as the justification and goals of this dissertation; the first chapter consists of considerations about the evolution of the leather shoe industry in Rio Grande do Sul; the second chapter deals with the management theories and remuneration; in the third chapter we clarify the role of job evaluation as a basis for remuneration systems, while the fourth chapter reports the application of job evaluation to a shoe manufacturing company; finally the fifth chapter consists of remarks on the remuneration issue and on the use of job evaluation.

A Gestão de Recursos Humanos por Competências é considerada uma abordagem moderna tanto no contexto acadêmico como empresarial. A noção de competências aparece como uma prática inserida nas empresas brasileiras, no entanto o que se percebe, a partir da observação de publicações e de discussões de educadores, administradores e empresários, é que esse é um conceito complexo e em construção. Nesse sentido, esta Dissertação apresenta um estudo sobre as principais percepções de profissionais com experiência na implementação da Gestão de Recursos Humanos por Competência quanto à aplicação e contribuição da noção de competências na função de Recursos Humanos; abrangência de aplicação da noção de competências nas organizações, bem como contribuições e dificuldades na implementação dessa nova abordagem. Para tanto, este trabalho utilizou uma pesquisa qualitativa e exploratória que teve como método um estudo de casos múltiplos, realizado com oito profissionais. A coleta de dados contou com quatro procedimentos, os quais foram as pesquisas bibliográficas, a pesquisa documental e os contatos indiretos e diretos. A pesquisa bibliográfica foi realizada no conjunto de referenciais teóricos, a pesquisa documental utilizou material de fontes primárias e secundárias de dados que foram obtidos junto aos participantes. Os contatos indiretos foram feitos através da utilização de um questionário e os contatos diretos a partir de entrevistas semi-estruturadas e observação direta. As entrevistas em profundidade foram do tipo semi-estruturadas, a fim de coletar o máximo possível de dados. O estudo demonstra que a noção de competência é considerada uma nova abordagem para a Gestão de Recursos Humanos. Foi a partir dos anos 80 que ela passou a ser mais disseminada no contexto das organizações. Na atualidade aparece como um conceito integrador e dinâmico, que possibilita um olhar mais direcionado ao indivíduo e não mais ao cargo, base esse da abordagem tradicional de Recursos Humanos. Desse modo, identificou-se que em grande parte das respostas obtidas na pesquisa, a noção de competências é aplicada como um conjunto de conhecimentos, habilidades e atitudes, que afetam uma parte considerável do trabalho (responsabilidade ou papel) que se relaciona com o desempenho e pode ser medido e melhorado, através de ações de treinamento e desenvolvimento e que a inserção da noção de competências nas atividades de Recursos Humanos, de uma certa maneira faz do funcionário o ”ator principal” do processo e não mais o cargo. / The Administration of Human resources for Competences is considered a modern approach so much in the academic context as in business. The notion of competences appears as a practice inserted in Brazilian companies, however what is noticed, starting from the observation of publications and of educators' discussions, administrators and entrepreneurs, it is that that is a complex concept and in construction. In that sense, this Dissertation presents a study about the main perceptions of professionals with experience in the implementation of the Administration of Human resources for Competence as for the application and contribution of the notion of competences in the function of Human resources; range of application of the notion of competences in the organizations, as well as contributions and difficulties in the implementation of that new approach. For so much, this work used a qualitative and exploratory research that had as a method a study of multiple cases, accomplished with eight professionals. The data collection counted on four procedures, which were the bibliographical researches, the document retrieval and the indirect and direct contacts. The bibliographical research was accomplished in the set of theoretical references, the document retrieval used material of primary and secondary sources of data that were obtained along with the participants. The indirect contacts were made through the use of a questionnaire and the direct contacts starting from semi-structured interviews and direct observation. The interviews in depth were of the semi-structured type, in order to collect the maximum possible amount of data. The study demonstrates that the competence notion is considered a new approach for the Administration of Human resources. It was started from the eighties that it began to be more disseminated in the context of the organizations. At the present time it appears as an integrating and dynamic concept, that makes possible a more focused glance at the individual and not anymore at the position, base that of the traditional approach of Human resources. This way, it was identified that in a large part of the answers obtained in the research, the notion of competences is applied as a group of knowledge, abilities and attitudes, that affect a considerable part of the work (responsibility or paper) that links with performance and it can be measured and gotten better, through training and development actions and that the insertion of the notion of competences in the activities of Human resources, in a certain way renders the employee the ”main actor” of the process and no more the position.

Theme of this thesis is motivation system of enterprise and its effect of efficiency of human capital. The main aim is evaluation of motivation system in specific enterprise and its effect of efficiency of human capital. Another aim is analysis of motivation factors and specific remuneration system, which is applied in this company. According to analyzed information there were suggested appropriate changes which could make more efficient motivation system. Suggested changes could motivate employees to higher efficiency. In the first part of this thesis there were elaborated information from Czech and foreign specialist literature. Bases for experimental part were gained from public available sources and internal document of company. Thanks of information was realized analysis of remuneration and motivation system which is applied in this enterprise. These documents were used to evaluation of efficiency of human capital. Satisfaction of employees with applied system was evaluated according to survey.

The main goal of this master's thesis is to evaluate the current wage-payment and employee motivational system in the chosen company, and suggest necessary steps that result in its improvement. The theoretical part is focused on the Labour Code which is the main legislation of the reward system for entrepreneurs in the Czech Republic. There are also described the reward system, forms of wage employee motivation and labour productivity in the theoretical part. The practical part deals with the chosen company. The first part is focused on characterization of the entity including its organisational structure, the second describes wage payment and the employee motivational system of the company, the third is aimed at evaluation of labour productivity, and the final section analyses results of a questionnaire survey which was the main source for the section. The questionnaire was divided into four parts. The first part was aimed at cash rewards, the second dealt with benefits, the third was focused on the workplace and the last identifies information about education and skills development. The last chapter is composed of suggestions which resulted in improvements to the current system, especially in the field of benefits and the relationship between managers and their subordinates.

Resumo: Esta tese visa ao estudo da valorização de serviços ancilares de reserva, particularmente, a reserva utilizada na regulação de freqüência e que é fornecida pelos geradores hidrelétricos. O objetivo principal do trabalho é desenvolver propostas que indiquem os custos reais desses serviços. Na valorização desses custos, busca-se motivar as empresas geradoras para que assumam a responsabilidade pela prestação de tais serviços, assim como garantir uma remuneração apropriada. Essa valorização é realizada em função da disponibilidade e do uso da reserva, sob uma operação segura e econômica do sistema. Para alcançar o objetivo proposto, inicialmente se realiza uma revisão das características técnicas e dos métodos de valorização dos serviços de reserva em diferentes sistemas. Posteriormente, ilustram-se as características do setor elétrico brasileiro, com a finalidade de contextualizar a valorização no marco de regulação , comercialização e operação correspondentes. Seguidamente, apresentam-se duas propostas de valorização. A primeira considera o ponto de vista de um agente gerador, cujo objetivo é estabelecer o valor do serviço a partir dos custos incorridos no fornecimento. Esses custos incluem, principalmente, os custos pela disponibilidade e pelo uso do serviço. Dentro desses componentes de custo, destaca-se o custo por perdas de eficiência, o qual é calculado utilizando um algoritmo de despacho ótimo de unidades. Essa abordagem é aplicada no cálculo do custo da reserva na usina hidrelétrica de Ilha Solteira. Nesse cálculo são utilizados dados da Companhia Energética de São Paulo - CESP. A segunda proposta considera o ponto de vista do operador de rede, em um ambiente de mercado, no qual os agentes participantes podem ofertar pela disponibilidade da reserva. Para a atribuição dessa reserva utiliza-se um despacho ótimo hidrelétrico, que inclui rest / Abstract: This work presents a reserve ancillary services pricing research. Particularly, the reserve that is used for frequency regulation and that is provided by hydroelectric generators. The development of pricing methodologies, that show real reserve delivery costs, is the main target of this project. Ancillary services pricing procures incentives to motivate agents to take responsibilities in the service supply and ensuring an appropriated remuneration. This pricing is based on the use and availability costs of reserve; under an economic and reliable system operation. In order to do that, firstly an overview of technical characteristics and pricing methods of the ancillary services in different systems is presented. Then, in order to fit this pricing methodology to the corresponding regulation, commercialization and operation rules, an introduction of the Brazilian electrical sector is realized. Next, two reserve ancillary services pricing methods are presented. The first one considers a hydraulic generator point of view. In this case, the aim is to set up the real value of the services by mean of a generator costs analysis. These costs include, basically, availability and use costs. Inside these cost components, efficiency costs are highlighted, and a single generator unit commitment dispatch is used to calculate them. This proposal is applied to calculate the ancillary service reserve costs in the Ilha Solteira hydroelectric generator, using data from the Companhia Energ'etica of S˜ao Paulo (CESP). The second pricing method considers the operator system point of view, under a market environment. In these circumstances, agents are free to set up a price offer for the availability of the reserve. To attribute the reserve, an optimal hydroelectric dispatch is used, considering electrical and hydraulic constraints. This methodology is tested in two systems. The first one represents a didactic three bus / Orientador: Antonio Padilha Feltrin / Coorientador: José Maria Yusta Loyo / Banca: Rubén Augusto Romero Lázaro / Banca: Carlos Roberto Minussi / Banca: Ricardo Bernardo Prada / Banca: Thales Souza / Doutor

A Gestão de Recursos Humanos por Competências é considerada uma abordagem moderna tanto no contexto acadêmico como empresarial. A noção de competências aparece como uma prática inserida nas empresas brasileiras, no entanto o que se percebe, a partir da observação de publicações e de discussões de educadores, administradores e empresários, é que esse é um conceito complexo e em construção. Nesse sentido, esta Dissertação apresenta um estudo sobre as principais percepções de profissionais com experiência na implementação da Gestão de Recursos Humanos por Competência quanto à aplicação e contribuição da noção de competências na função de Recursos Humanos; abrangência de aplicação da noção de competências nas organizações, bem como contribuições e dificuldades na implementação dessa nova abordagem. Para tanto, este trabalho utilizou uma pesquisa qualitativa e exploratória que teve como método um estudo de casos múltiplos, realizado com oito profissionais. A coleta de dados contou com quatro procedimentos, os quais foram as pesquisas bibliográficas, a pesquisa documental e os contatos indiretos e diretos. A pesquisa bibliográfica foi realizada no conjunto de referenciais teóricos, a pesquisa documental utilizou material de fontes primárias e secundárias de dados que foram obtidos junto aos participantes. Os contatos indiretos foram feitos através da utilização de um questionário e os contatos diretos a partir de entrevistas semi-estruturadas e observação direta. As entrevistas em profundidade foram do tipo semi-estruturadas, a fim de coletar o máximo possível de dados. O estudo demonstra que a noção de competência é considerada uma nova abordagem para a Gestão de Recursos Humanos. Foi a partir dos anos 80 que ela passou a ser mais disseminada no contexto das organizações. Na atualidade aparece como um conceito integrador e dinâmico, que possibilita um olhar mais direcionado ao indivíduo e não mais ao cargo, base esse da abordagem tradicional de Recursos Humanos. Desse modo, identificou-se que em grande parte das respostas obtidas na pesquisa, a noção de competências é aplicada como um conjunto de conhecimentos, habilidades e atitudes, que afetam uma parte considerável do trabalho (responsabilidade ou papel) que se relaciona com o desempenho e pode ser medido e melhorado, através de ações de treinamento e desenvolvimento e que a inserção da noção de competências nas atividades de Recursos Humanos, de uma certa maneira faz do funcionário o ”ator principal” do processo e não mais o cargo. / The Administration of Human resources for Competences is considered a modern approach so much in the academic context as in business. The notion of competences appears as a practice inserted in Brazilian companies, however what is noticed, starting from the observation of publications and of educators' discussions, administrators and entrepreneurs, it is that that is a complex concept and in construction. In that sense, this Dissertation presents a study about the main perceptions of professionals with experience in the implementation of the Administration of Human resources for Competence as for the application and contribution of the notion of competences in the function of Human resources; range of application of the notion of competences in the organizations, as well as contributions and difficulties in the implementation of that new approach. For so much, this work used a qualitative and exploratory research that had as a method a study of multiple cases, accomplished with eight professionals. The data collection counted on four procedures, which were the bibliographical researches, the document retrieval and the indirect and direct contacts. The bibliographical research was accomplished in the set of theoretical references, the document retrieval used material of primary and secondary sources of data that were obtained along with the participants. The indirect contacts were made through the use of a questionnaire and the direct contacts starting from semi-structured interviews and direct observation. The interviews in depth were of the semi-structured type, in order to collect the maximum possible amount of data. The study demonstrates that the competence notion is considered a new approach for the Administration of Human resources. It was started from the eighties that it began to be more disseminated in the context of the organizations. At the present time it appears as an integrating and dynamic concept, that makes possible a more focused glance at the individual and not anymore at the position, base that of the traditional approach of Human resources. This way, it was identified that in a large part of the answers obtained in the research, the notion of competences is applied as a group of knowledge, abilities and attitudes, that affect a considerable part of the work (responsibility or paper) that links with performance and it can be measured and gotten better, through training and development actions and that the insertion of the notion of competences in the activities of Human resources, in a certain way renders the employee the ”main actor” of the process and no more the position.