This thesis contains an analysis of the personnel function in municipal government, specifically in the city government in Ostrov. It involves a mapping of the current human resources function along with a recommended new system of managing human resources. The method used is a comparison of knowledge gained from current city government officials with that obtained from academic literature. The recommendations are divided into separate analytical categories, and are given in the form of practical steps to be applied in human resources management.

The forepart of the diploma work devote to teoretical solution in human resource management. The second practical part introduce with organization and its strategy of human resource management. Attend to personal planning, recruitment, turnover and staffing levels, superannuation, compulsory retirement and employee appraisal in Czech social security administration. Education and development deal with individual personal development plans, path development plans, training programs and training staff. After that follows recapitulation and suggestion recommendation.

In Latin America, most countries have a decentralized bargainingstructure that is in the company’s main area of negotiation and different from the warranty obligations and promotion deriving from the new Latin American constitutionalism emerged after the fall of dictatorships in the last quarter of the past century. In Peru, the legislative option enforces a hyper- decentralized model that has restricted maximum coverage and effectiveness of the collective protection. Therefore, the state regulation referred to the articulated collective bargaining is not complete because it ignores issues such as the legal nature of the instruments of juncture, the framework agreements, their effectiveness, etc.The weakness of the collective protection has transcended the specific field of business and questions the social, economic and political balances that underpin the constitutional rule of law. / En América Latina la mayoría de países cuenta con una estructura negocial descentralizada que tiene en la empresa el principal ámbito de negociación y contrasta con las obligaciones de garantía y fomento que se derivan del nuevo constitucionalismo latinoamericano surgido tras la caída de las dictaduras en el último cuarto del siglo pasado. En el Perú la opción legislativa impone un modelo hiperdescentralizado que ha restringido al máximo la cobertura y eficacia de la tutela colectiva. Por su parte, la regulación estatal referida a la negociación colectiva articulada no resulta completa ya que deja de lado temas como la naturaleza jurídica de los instrumentos de articulación, los ámbitos de los acuerdos marco, su eficacia, entre otros.La debilidad de la tutela colectiva ha trascendido el ámbito específico de la empresa y pone en cuestión los equilibrios sociales, económicos y políticos que sustentan al Estado constitucional de derecho.

Cette thèse restitue la construction des qualifications professionnelles dans les équipes de production de films de cinéma en France, sur longue période. Ainsi, ces collectifs de travail sont saisis à travers la question récurrente de la qualité professionnelle de leurs membres, comme le réalisateur, le chef opérateur, le chef décorateur, etc. et leurs auxiliaires techniciens et ouvriers. Cette qualité comprend plusieurs dimensions, comme le métier, la rémunération ou les représentations qui y sont attachées. Ce faisant, l’enquête porte sur la reconnaissance et l’articulation de ces dimensions :comment la qualification est-elle définie et reconnue ? Par qui et en fonction de quels déterminants ? Comment la qualification évolue-t-elle dans le temps ? Quelle relation est établie entre la qualification et les autres institutions sectorielles ? À travers une approche sociohistorique, la thèse entend montrer que la qualification se manifeste comme enjeu revendicatif récurent, engageant l'accès à l'emploi, la définition des hiérarchies et périmètres professionnels, la mobilité dans la carrière ou dans le parcours, etc. Dans le même temps, la thèse montre comment la qualification se constitue en assise d’une revendication plus large sur l’avenir de l’industrie. / This thesis intends to show the construction of professional qualifications in movie teams in France, over a long period. These groups of workers are observed through the recurrent question of the professional quality of their members, such as the director, the cinematographer, the production manager, and their auxiliary technicians. This quality includes several dimensions, such as the skills, the remuneration or the representations attached to it. In doing so, the inquiry focuses on the recognition and articulation of these dimensions: how is qualification defined and recognized? By whom and according to which determinants? How does the qualification evolve over time? What relationship is established between the qualification and the other sectoral institutions? Through a sociohistorical approach, the thesis shows that the qualification is constituted as a recurring challenge, involving the access to employment, the definition of hierarchies and professional perimeters, mobility in the career, etc. At the same time, the thesis shows how qualification is building a broader claim to the future of the industry.

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Diploma thesis is focused on the issue of gender equality in labour relations in order to assess what role the trade unions can or could play in promoting gender equality. The theoretical part introduces the basic concepts of gender issues and outlines the historical development of unionization in the Czech lands. Attention is paid to legislative standards governing the conditions unionization and analysis of legal measures to promote equality in labour relations. The research focuses on analysis of the texts of collective agreements, and analyses semi- structured interviews performed with representatives of trade unions and the Committee on Equal Opportunities for Men and Women at Czech-Moravian Confederation of Trade Unions.

This dissertation consists of three empirical research studies that broadly pertain to the economics of collective bargaining, or the process by which employees act through labor unions to negotiate with employers over compensation, benefits, and other terms and conditions of employment; and of labor market power, which refers to the ability of economic actors to set wages and employment at levels different from those that would obtain under a theoretical ideal of perfect competition, wherein both workers and firms are atomized agents with no unilateral ability to influence a market equilibrium. The first chapter, entitled "The Effects of Union Membership on Inequality and Well-Being in Retirement," uses data from the Health and Retirement Study (HRS) and an empirical design based on comparisons of older workers who switch into or out of union employment in the years before retirement with otherwise similar peers to study the effect of union membership on various outcomes in old age, including pension income and income from other sources, wealth, consumption, time use, mortality, morbidity, and inequality. Our notable findings include a pension income premium for workers who retire as union members of approximately 10-20%, similar to estimates of the union wage premium; evidence of larger premia for retirees at lower quantiles of the pension income distribution, which mirrors existing research on how unions exert a compressive effect on the distribution of wages for current workers; and a reduction in the annual mortality rate for union retirees of around 1.25%, comparable to estimates of the mortality differential between the lowest- and highest-income individuals in the same age category. We further attempt to distill the multidimensional effects of union membership in retirement into a single measure of impact on well-being using the concept of "consumption-equivalent welfare," and estimate that the subsequent lifetime welfare of those who retire from nonunion jobs is on the order of 50-60% that of those who retire from union jobs, depending on the precise assumptions and methodology employed. The second chapter, coauthored with Leonard Goff, is entitled "Monopsony in Minnesota: Rent-Sharing and Labor Supply Consequences of a Nursing Home Reimbursement Reform." Models of static labor market monopsony predict that rent-sharing, or pass-through from firm productivity or marginal revenue shocks into workers' wages, is one consequence of labor markets being less than perfectly competitive. In this study we consider a 2016 reform to the state of Minnesota's Medicaid reimbursement scheme for residents of nursing homes that introduced so-called value-based reimbursement, and make use of data on facilities' wages, employee separations, and revenue from various sources to simultaneously estimate both rent-sharing and firm-level labor supply elasticities. In our most-preferred two-stage least squares specifications we find rent-sharing elasticities on the order of 0.10-0.25, suggesting that pass-through is substantially greater than indicated by naive OLS estimates of the same, and we confirm these results through an alternative methodology based on "seemingly unrelated regressions." With the same approach we also obtain an estimate of the average labor supply elasticity facing nursing homes of around 5, corresponding to an optimal wage markdown below marginal revenue product of roughly 15%. Furthermore, subgroup analyses by occupation, union status, and local labor market concentration show little evidence of an effect of collective bargaining on rent-sharing but more convincing indications that rent-sharing is greater in occupations or commuting zones that are characterized by lower labor supply elasticity - a fact that we show can be rationalized with a model of monopsony in which firms have isoelastic production functions. The third and final chapter, coauthored with Brendan Moore and Suresh Naidu, is entitled "Right-to-Work and Union Decline in the United States: Evidence from a Novel Dataset on County-Level Union Membership." Labor union membership and union density in the United States have fallen substantially in recent decades, in particular in the private sector. The causal contribution of state-level "right-to-work" (RTW) laws, which prohibit collective bargaining agreements from requiring union membership as a condition of employment, has been heavily debated. However, research on the role of RTW in accounting for these trends has been stymied by a paucity of data on union membership at a fine geographic level. Using a LASSO selection model and data from several different administrative and survey-based sources, we construct a novel dataset on county-level membership and density and use it to reexamine the consequences of RTW. We show that RTW has a highly significant negative effect in this regard, and we establish that the impact of these laws is felt most strongly in those counties that are the most highly-unionized at the start of our sample period. On average we find that density is reduced by about an additional 0.4 percentage points for every one percentage point increase in its initial value in 1991. However, counties at or below the median initial density see little to no change, while density declines by about 7 percentage points following the passage of RTW for those in the uppermost decile. We also present evidence from an event-study analysis which shows that the effect of RTW grows over time, with the full impact only being felt about a decade after enactment. Taken both individually and collectively, these three essays serve to advance an understanding of the determinants and consequences of union membership and monopsony power. In addition to making original contributions to the fields of applied labor economics and labor studies, it is our hope that they also offer frameworks upon which future research in these areas can build.

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No description available.

The Education for All Handicapped Children Act of 1975, P.L. 94, 142, resulted in many benefits accruing to learners with handicaps and their families. However, there were disputes between and among people from various sectors of the educational community regarding the implementation of the Act. In the past the local teacher union bargaining process has been used as a means through which some disputes may be rectified. Authors have suggested that disputes regarding the delivery of services to learners with handicaps might be resolved through teacher unions’ collective bargaining. The primary purpose of this study was to identify existing special education related language in “Pre” and "Post" P.L. 94-142 teacher union contracts. The secondary purpose was to examine the perceived needs of educational professionals for the development of formal school board policies and procedures on selected special education service delivery issues. Three data collection procedures were developed. Data were analyzed, in part, by descriptive statistics. Analyses of quantitative and qualitative data obtained from three sources revealed the following three major findings: The majority of "Pre" and "Post" P.L. 94-142 teacher union contracts contained virtually no specific special education related language. Second, all teachers’ perceptions surveyed indicated that the majority of educators perceived the need for selected special education policies as either “highly valuable" or “essential” regardless of teaching assignment (special or regular education) or employment site (urban or rural). Third, teachers consistently perceived a greater degree of need for local school boards to develop selected formal special education and service delivery policies and procedures then did special education program administrators. Recommendations for further research included a series of national surveys of unionized educational professionals to determine if these individuals can provide 1) an explanation for the inconsistency identified here between practitioners perceived need for selected special education policies and procedures and the virtual absence of any special education related contractual language in the contracts analyzed in this study; 2) what specific effect, if any, the implementation of the Regular Education Initiative (REI) has had in unionized school districts; and 3) if there is any linkage between membership on the pre-bargaining and bargaining committees and the final content of the negotiated teacher union contract. / Ed. D.