The aim of the thesis is to analyze the system of management education in Trial bank, to evaluate this system and recommend the firm some changes in the educational system, which would lead to reduction of pitfalls in this area, eventually, would help to achieve better results from the educational process. First chapter contains general characteristic of managerial work and competencies and the best practice used for creating a competency model. The second part is dedicated to the theoretical knowledge of the educational methods that are commonly used for training of managerial skills. The third part is an overview and evaluation of educational and development activities and its efficiency. The fourth chapter consists of analysis of an educational system of managers in Trial bank, describes company internal policy and offer of the educational programs for its employees. In the last chapter are stated conclusions and recommendations I came to, which could the company apply in order to improve contemporary educational and development system for its employees.

The subject of this thesis called the analysis of the evalution system of emplyees in the company TRW Autoelektronika s.r.o. Benešov. The goal of this theses is na adjudication of the present evalution system of employees and the proposition of the procedure by the formation of the competency model.

This thesis focuses on the topic "Competency model in the company HARTMANN-RICO a.s." The aim of this study is to evaluate the new competency model of the company HARTMANN-RICO a.s. that is used for the annual employee evaluation, to determine its strengths and weaknesses and to suggest possible measures how to improve the process. The work is divided into two parts, theoretical and analytical. The theoretical part includes familiarization with this issue. First, basic concepts such as competence, competence structure, life cycle of competencies are defined. Further, the work is focused on the independent competency model, and its individual steps in the preparation and implementation in the organization. The theoretical part is followed by the analytical part, which analyzes the new competency model of the company HARTMANN-RICO a.s.

Thesis deals with the topic of managerial competence in small and medium-sized companies. The theoretical part describes typology of companies, divides them according to their size, structure and explains in more detail the concept of the manager and his personal characteristics. After that I focus mostly on the previously mentioned competencies, types of competencies, their development, use in past and also characteristics. The end of the theoretical part is dedicated to the competency model. Practical part of the thesis is based on interwievs, by which I am trying to ascertain the views of small and medium-sized companies on issues of competence and their need and importance for managers.

El presente trabajo de suficiencia profesional, se realizó en base a la información obtenida de la empresa Josfel Iluminación SAC, la cual no contaba con un modelo de gestión por competencias aplicado dentro de la organización. El objetivo general fue generar una propuesta de implantación de un modelo de competencias de liderazgo para los mandos medios y superiores. Se utilizó el método descriptivo con una población de 33 colaboradores, las herramientas técnicas utilizadas fueron entrevistas a profundidad y evaluación 360°, esta evaluación fue elaborada en base a la metodología de Martha Alles, especialista en investigar y desarrollar temas sobre recursos humanos, comportamiento organizacional y gestión por competencias dentro de las organizaciones. A través de las evaluaciones 360°, obtuvimos que existen competencias como visión estratégica y sistémica, y empowerment, que no están tan desarrolladas, mientras que otras como dirección de equipos y entrenador, fueron bien valoradas y se encuentran en buen nivel de desarrollo. En base a la metodología aplicada, se recomendó que a partir de las brechas encontradas luego del análisis, se trabaje e implemente en el área de Recursos Humanos la gestión por competencias enfocadas en el liderazgo. Esto se concluyó debido a que el liderazgo es una competencia clave que tiene que tener cada puesto de trabajo dentro de Josfel Iluminación SAC por lo que se recomendó modificaciones en sus procesos de reclutamiento, selección, desarrollo y evaluación. / The present work of professional sufficiency was made based on the information obtained from Josfel Iluminación SAC Company, which did not have a competency management model applied at the organization. The main objective was to generate an implementation proposal for leadership competences model for middle and senior position. We used a descriptive method taking 33 collaborators; in-depth interviews and a 360° evaluation were performed as the technical tools based on the methodology of Martha Alles, a specialist in researching and developing subjects on human resources, organizational behavior and competency management into organizations. By the evaluations results we obtained that such competencies as systematic and strategic vision and empowerment are not fully developed while competences as team management and trainer were well rated and developed. Based on methodology applied it was recommended once the gaps were founds by the analysis, human resource department should work and implement a competency management based on leadership. We conclude leadership is a key competence should have each worker into Josfel Iluminacion SAC Company so we proposed to make some modifications in their recruitment, selection, development and evaluation processes. / Trabajo de Suficiencia Profesional

The thesis deals with the definition of the term competence and competency model of a senior academic at a university. The term "competence" can be understood as a set of knowledge, skills, abilities, habits, attitudes and values of a given individual that enable him/her to perform "with competence" in some area of his/her activity. It is also possible to describe in this way the ability of a person to act correctly in a certain situation based on the use of their own resources (abilities, skills, knowledge, etc.). The definitions of competencies of staff working in educational institutions are important not only in the curriculum, where the individual in the educational field affects the personal development of individuals or groups, but also in terms of staff hierarchy, including the definition of responsibilities and competences. The thesis defines such terms as executive and university; this type of schools can be further divided into public, state and private universities. The diploma thesis analyzes the competences of senior academics at the university, deans of faculties and heads of departments/institutes, examined on a sample of public universities based in Prague. These competences are then compared with each other, it is a comparison of the competencies of the deans of the faculties and...

Title: Competency profile of a beach soccer coach Objectives: The main goal of the thesis is construction of two competency profiles. First one is constructed from the perspective of players and second one from the perspective of representatives of beach soccer clubs. Subsequently, these competency profiles are compared and linked to the results and brief recommendations, which aim is to help in the future selection of coaches. Methods: The thesis uses two main methods, which are electronic questioning and semi-structured interview. As part of the electronic survey, a questionnaire was created and distributed to respondents via e-mail or social networks. Results: The results revealed that there are certain similarities between the competencies that players and club management consider important, which can be used to better selection, evaluation, rewarding and developing coaches. Competence profiles and a special scheme have been created, which are the main output of the thesis and thus represent the greatest benefit. Keywords: personality predispositions, abilities, skills, competency model, coach

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The aim of this diploma thesis "Use of the Assessment Center method for the evaluation and personal? development of workers in education" is to bring insight into the issue of working with human resources in contemporary companies and furthermore to research opportunities of using these experiences in the field of education. Assessment centre is known as the specific and effective method of evaluation of employees, when more workers are being evaluated, while more evaluators are present at the same time. Contribution of this work can be seen in presentation and reflection of the method as a tool of selection, evaluation and staff development in the field of education. In the theoretical part the application of method is characterized in the context of needs and conditions of the educational field. The empirical part consists of examination in utilization of the method on specific model of developing Assessment centre under the specific conditions of particular school. Qualitative research describes elaboration, realization, and evaluation of a potential of the adapted model. It provides a foundation for the subsequent verification of the effectiveness of the method.

This final thesis deals with the topic of Managerial competence of managers of kindergartens in the Czech Republic. It is based on the current needs of kindergartens to describe the issue of managerial competencies for each management position in this type of school, especially with accordance to their further education and evaluation. Aim of this diploma work is to analyze and identify the key managerial competencies that are substantial and significant for individual performance management functions in kindergartens. Its first part is focused on the explanation of the theoretical approaches. The research part presents some of the findings on the issue of competence, offers a competency model for managerial positions in the nursery schools, and helps to explain the current educational needs of their managers. Final part of this work suggests recommendations to the founders, directors and other executive workers of nursery schools or educational centers for lifelong learning.