The target of my thesis was to show that personal management is one of the very important activities of every successful company, including also performance management. The necessary part of this performance management is objective, fair and efficient appraising of performance and finding the ways how to ease off functionless parts of operation and how to reach improvement. Also assessment in concrete company declared that performance must be directed, pursued and appraised. Otherwise there is very small probability that human resources will be used at the most efficient way. In my thesis I described theoretical concept and modern trends in the area of performance management and on the base of them I put mind to the concrete company and its organization.

This thesis deals with impact of the chosen factors on the performance of employees. It describes performance itself, productivity and difference between them. It examines factors which can have impact on the performance. There are analyzed different ways of evaluation of working performance and productivity and examined possible ways of performance management. There is analyzed which factors have impact on performance in chosen organization where research was made, using logistic regression. There are presented results of research and analyzed impact in practice. Finally it suggests possible solution and recommendation for management of the organization.

This thesis is concerned with the set up of an evaluation employee system which is based on the matrix of ability. The theoretical part describes the motivational system, appraisal system and competency model. In addition, this part of the thesis explains the difference between the importance of qualifications and education, and subsequently the ways of deepening and increasing of qualifications is described. The matrix of qualification is going to be defined, which is based on my findings and experiences with it, and the final part of my thesis deals with additional employee rewards. The practical part is focused on the fulfillment of set targets. In this part, the matrix of qualification of a company from town Vimperk is explained, in particular its utilization, and in addition its possible strengths and weaknesses are pointed out. Furthermore, the practical part is concerned with the inclusion of the matrix of qualification in the reward system and in the system of personal appraisal.

The thesis investigates the rewarding system of professional ice-hockey players in the National Hockey League. The opening part describes theoretical foundation of collective bargaining and human resources management activities -- reward management and performance appraisal, while it also reviews related bases of sports economics. The empirical chapters describe the framework of reward practices as a result of collective bargaining between representatives of the National Hockey League club owners and the National Hockey League Players'Association and investigate effects of the Salary Cap and related instruments of cooperation between the clubs on the player labour market and certain activities of human resources management of the clubs. The thesis discovers a large impact of collective bargaining on economic system of the NHL, low flexibility of rewarding system as a result of Salary Cap related restrictions, a significant impact of these restrictions on the mobility of players within the market and an increase in importance of the club rewarding system rationalization. The thesis also aims for alternative application of the findings on HRM in organizations of more traditional sectors of economy.

This thesis is focused on describing chosen methods used in liabilities valuation of Life Insurance Company. This is the basis for a valuation of whole Insurance Company. Next goal is real valuation of liabilities and the whole company. The value of liabilities is computed with the Market Consistent Embedded Value methodology and valuation of the company is expresed with Appraisal Value, which is currently one of the most widely used methods for valuation of a life Insurance Company. The valuation is based on values of a fictious company, but the used insurance portfolio corresponds with real life data. The valuation is computed in pessimistic, middle and optimistic variant of company development. Closing this thesis is a sensitivity analysis of assumptions, influencing value of MCEV, where a change of the costs and commisions proved to be of most significance.

This Master's thesis aims to perform a post-project appraisal of investment project under which it characterizes the quality of preparation, project evaluation and risk analysis in the form of feasibility study and specifies the objectives and content of post-project appraisal of investment project as a tool for learning from past mistakes and successes of investment projects. Within the achievement of the basic objective the thesis deals with the finding causes of variance between planned and actual project results through the usage of knowledge gained from the post-project appraisal and verification of benefits of its implementation. The thesis also processes through the gained knowledge of the post-project appraisal recommendations for improving the quality of the preparation, evaluation and risk analysis of similar projects in the future.

The Master's Thesis deals with an examination of the career management within an organization, especially in the managerial structure, and the related themes, such as performance and potential appraisal, and talent management. The aim of the work is to determine the current trends in this field of human resources management based on a survey of Czech and foreign literature and to analyze the performance of these activities at Unicorn Systems company. The theoretical part describes the basic assumptions and theoretical approaches necessary for understanding the relevant themes. In the practical part, the practice at Unicorn Systems together with an analysis of Czech and foreign literature on best practices in this area are analyzed. The outcomes of the work should help the company to take such measures which would contribute to improving the business operation.

This is a doctoral dissertation presented to the FacultyBoard of the Royal Institute of Technology. The dissertationconsists of three self-contained essays on real option pricing.Essay I, written in Swedish, was presented at seminar andaccepted as fulfilling the requirement for a Licentiate Degreein Engineering thesis in 1995. Essay I: This essay studies the option to develop vacantland when the landowner simultaneously determines the optimaldensity and timing of a development. Williams (1991) andCapozza and Li (1994) have recently studied the landdevelopment decision from a realoptions perspective. Bothpapers assume that the production technology is of the commonlyused Cobb-Douglas type, but they use different assumptionsabout uncertainty over future rents and construction costs. Ananalysis of these models and their limitations is carried outand as a result valuation models based on other productiontechnologies than the Cobb-Douglas technology are derived. Essay II: McDonald and Siegel (1996) show that when thebenefit from an investment and the investment cost are assumedto follow correlated geometric Brownian motions, the optimalinvestment policy is given by a simple rule: Invest the firsttime the benefit-cost ratio reaches a certain level. In thisessay, which models the decision to change the use ofaproperty, the investment rule is found to be more complicated.Optimal redevelopment will take place for differentbenefit-cost ratios depending on the relative sizes of thevalue of the property in the different uses and the cost ofchanging the use. Also, for a given current benefit-cost ratiothe value of the option to change use will vary significantlydepending on the relative sizes of the state variables. Essay III: The relationship between the option to choose thecapacity of a real estate development and deliberateoverbuilding is studied in a simple model of investment underuncertainty. The model provides an intuitive measure ofdeliberate overbuilding: the difference between the number ofrental units the owner of an undeveloped site optimally choosesto produce and the number of units expected to be leased at thetime of the building's completion. Numerical simulations withreasonable parameter values show that in some economicenvironments, the optimal production strategy can be to producemore units than are expected to be leased at completion of thedevelopment. / <p>QC 20100611</p>

The purpose of this study was to determine the effectiveness of the implementation of an internally created performance appraisal system as well as the subjects' overall satisfaction with the implementation. The system was implemented at a major technology consulting firm in the US. The subjects of this study were three levels of employees of the firm. An employee survey conducted annually at the firm included questions relating to the implementation of the performance appraisal system. Eight years of employees' responses to three key questions were analyzed. Employees' perceptions of the appraisal feedback aiding increased performance, their belief about the implementation assisting with their career management, satisfaction with the initiative, and their understanding of the requirements for promotion were captured by this survey. Trend analysis indicates that employees at the firm perceived their career path knowledge unimproved, their understanding of promotion criteria unimproved as a result of the implementation. Employees did not indicate overall satisfaction with the implementation and the employee's belief about their skills and abilities utilization did not improve post implementation.

Many school districts and alternative certification programs use standardized interviews such as the TeacherInsight developed by the Gallup Organization. The TeacherInsight is a Web-based interview consisting of multiple choice and Likert-style items that produces a score between 0 and 100. The Gallup Organization claims that it helps hire the best teachers. The study analyzed the relationships between the TeacherInsight scores and the eight Professional Development Appraisal System (PDAS) domain scores for 527 teachers. The TeacherInsight scores produced a statistically significant correlation with only one of the eight PDAS domain scores. However, even that correlation (r = 0.14) was weak. All eight PDAS domain scores were only able to account for an additional 1.9% of the variance of TeacherInsight scores, above and beyond what was explained by the teachers' age, gender, years of experience, and highest degree earned. Another finding was that 47.4% of the teachers hired had TeacherInsight scores below the district recommended cutoff score of 67. The findings do not support the ability of the TeacherInsight to identify more effective teachers, based on Professional Development Appraisal System scores. The findings also cast doubt on the extent of consideration that principals in this district give the TeacherInsight scores during the selection process. Recommendations for future studies are provided.