Σκοπός της παρούσας έρευνας είναι να εξετάσει την ανάπτυξη του ανθρώπινου δυναμικού στις φαρμακευτικές εταιρείες. Πιο συγκεκριμένα θα γίνει εμπειρική διερεύνηση στην φαρμακευτική εταιρεία Takeda για να διαπιστώσουμε, αν η εταιρεία χρησιμοποιήσει και εφαρμόσει κάποιο συγκεκριμένο μοντέλο εκπαίδευσης και ανάπτυξης προσωπικού, αν θα βελτιώσει την εσωτερική της οργάνωση αλλά και αν θα λειτουργήσει πιο ανταγωνιστικά στην αγορά. Η έρευνα θα γίνει με την χρήση πρωτογενών εργαλείων έρευνας. Από την στιγμή που θα γίνει έρευνα σε μεγάλο δείγμα η καλύτερη μέθοδος είναι αυτή της έρευνας με ερωτηματολόγια. Βέβαια, αυτό το είδος της έρευνας δεν είναι κάτι απλό. Το πρώτο βήμα θα είναι ο σχεδιασμός ενός ερωτηματολογίου που θα έχει σχέση με τις σχετικές θεωρίες και το προτεινόμενο μοντέλο, το οποίο θα είναι των Bolton R. Και Gold J. Έτσι ο ερευνητής σχεδίασε ένα ερωτηματολόγιο που μοιράστηκε σε 100 άτομα της εταιρείας Takeda και συμπληρώθηκε από τα 84 και το οποίο βασίστηκε πάνω σε στοιχεία που έχουν δοθεί στην θεωρητική διερεύνηση. Στην συνέχεια θα γίνει ανάλυση των δεδομένων σε SPSS και θα παρουσιαστούν τα τελικά πορίσματα όταν παραδοθεί η τελική μορφή της πτυχιακής εργασίας. Τέλος τα ερευνητικά συμπεράσματα υποδεικνύουν ότι το επάγγελμα του πωλητή βασίζεται κατά πολύ στο ηθικό και τα συναισθήματα, οπότε αν θέλει η εταιρεία να επιτύχει την ανάπτυξη των στελεχών της θα πρέπει να τους στηρίξει πρώτα ηθικά και μετά να προσπαθήσει να τους μεταδώσει γνώσεις σε σχέση με την αγορά και τους πελάτες. / The purpose of this research is to examine the development of human resources for pharmaceutical companies. More specifically it will be empirical in pharmaceutical company Takeda to see if the company use and apply a particular model of education and staff development, although it will improve its internal organization, but they will operate more competitively in the market. The research will be done using primary research tools. From the moment you become a large research sample the best method is that of research questionnaires. Of course, this kind of research is not something simple. The first step will be to design a questionnaire that will be related to the relevant theories and the proposed model, which will be of Bolton R. And Gold J. So the researchers designed a questionnaire was distributed to 100 people company Takeda and supplemented by 84, which was based on figures given in the theoretical investigation. We will then analyze the data in SPSS and presented the final results when delivered the final version of the dissertation. Finally, the research findings suggest that the profession of the seller relies heavily on the morale and feelings, so if the company wants to achieve development executives should support them morally and after the first attempt to impart their knowledge in relation to the market and customers.

Master thesis deals with education and development system in a specific company. The aim of the thesis is to analyze this system and evaluate the current situation of the education system in the organization. SWOT analysis for assessing strenghts, weaknesses, opportunities and threats of the education system in the company; and questionnaire for assessing employees' satisfaction with this system are used to fulfill the specified purpose. Master thesis is divided into two bigger parts, theoretical and analytical part. General statements connected with employees' education and development are given and explained in the theoretical part. Analytical block is focusing on analysis of the current state of the company educaton and development. The contribution of the master thesis is to propose recommendations to improve the existing education and development system in the company and make it work more effectively.

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Motivation and development of human resources The aim of this thesis was to analyze the motivation and personal development in a Velké pojišťovací společnosti, a. s. in the department Speciálních správních agend. A partial aim of this work was then, if necessary, propose changes in this system. The first part of this work is theoretical. I created from the literature a comprehensive review of literature, in which I summarized the theoretical information. The second part of this work is focuses on analysis of motivation and personal development in this company. Analysis of this system was based on the survey, which was performed in the department Speciálních správních agend in months January and February. The questionnaire contained two part. The first part analyzed the motivation and stimulation in the company and contained twenty questions. The second part analyzed training and development and contained twenty questions too. Based on the analysis were proposed possible changes that could be applied in the company to achieve its better functioning. The final recommendations: 1. Increase the occurrence of moral incentives: praise and recognition 2. Greater cooperation with employees to create time schedules of training and development with partial reimbursement from the staff.

The thesis titled Employee education system in selected organization is analyzing the system of education in the Czech Krumau Hospital. The work is an analysis of the education of doctors and nurses, including accurate calculations. In conclusion are done proposals of measure of problems that have been identified by the analysis.

Submitted by ALINE PAIVA GARCIA null (aline.p.garcia@hotmail.com) on 2017-08-10T22:39:34Z No. of bitstreams: 1 dissertação aline.pdf: 2024875 bytes, checksum: 9f219ee78c81740ddef398c2622fc739 (MD5) / Approved for entry into archive by LUIZA DE MENEZES ROMANETTO (luizamenezes@reitoria.unesp.br) on 2017-08-17T19:29:29Z (GMT) No. of bitstreams: 1 belfort_apg_me_guara.pdf: 2024875 bytes, checksum: 9f219ee78c81740ddef398c2622fc739 (MD5) / Made available in DSpace on 2017-08-17T19:29:29Z (GMT). No. of bitstreams: 1 belfort_apg_me_guara.pdf: 2024875 bytes, checksum: 9f219ee78c81740ddef398c2622fc739 (MD5) Previous issue date: 2017-07-03 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES) / Na atualidade, as empresas têm percebido que a sustentabilidade pode trazer benefícios para organização em longo prazo e assim aumentar seu valor no mercado. Por isso, muitas organizações têm buscado implantar a sustentabilidade. O desenvolvimento de recursos humanos pode promover ações que estimulem o comprometimento com os resultados e facilitem a introdução de mudanças organizacionais. Assim, o DRH pode contribuir com a implantação da sustentabilidade. Por este motivo, esta dissertação tem como objetivo propor diretrizes para ações do desenvolvimento de recursos humanos com vista a promover a sustentabilidade em organizações empresariais. Em se tratando de métodos de pesquisa, os procedimentos utilizados basearam-se em uma análise qualitativa. Foi realizada uma pesquisa teórica sobre sustentabilidade e desenvolvimento de recursos humanos e foram analisados os relatórios de sustentabilidade no padrão GRI G4, publicados por empresas constantes na carteira do Índice de Sustentabilidade Empresarial 2016 da BM&F Bovespa. A pesquisa realizada e as análises desenvolvidas permitiram caracterizar as iniciativas que as empresas adotam para a sustentabilidade e para o desenvolvimento de recursos humanos, além de permitirem fundamentar a elaboração das diretrizes para o DRH com vista a promover a sustentabilidade empresarial. As diretrizes foram propostas em 3 níveis que devem ser desenvolvidos de forma gradativa. Assim, a dissertação contribui cientificamente por detalhar a relação do desenvolvimento de recursos humanos com a sustentabilidade empresarial. Já a contribuição aplicada é a formulação de diretrizes que auxiliarão as empresas a implantarem a sustentabilidade. / At the present time as companies with the perception that sustainability can bring benefits to the organization in the long term and thus increase its value in the market. For this reason, many organizations have sought to implement sustainability. Human Resource Development can promote actions that encourage commitment to results and facilitate the introduction of organizational change. Thus, HRD can contribute to the implementation of sustainability. For this reason, this dissertation aims to propose guidelines for human resource development actions to promote sustainability in business organizations. In the case of research methods, the procedures used were based on a qualitative analysis. Thus, a theoretical research was carried out on sustainability and human resources development, and the sustainability reports in the GRI G4 standard were analyzed, published by companies included in the BM&F Bovespa Corporate Sustainability Index 2016. The research carried out and the analyzes carried out allowed to characterize the initiatives that the companies adopt for the sustainability and for the development of human resources and they were based the elaboration of the directives for the HRD with a view to promote the corporate sustainability. The guidelines were proposed in 3 levels that should be developed in a gradual way. Thus, the dissertation contributes scientifically to detail the relation of the development of human resources with the corporate sustainability. The contribution applied is the formulation of guidelines that will help companies to implement sustainability.

This master thesis analyzes the way of human resources management in a public service, specifically at the Police of the Czech republic. Specifies area of the human resource management with a focus on selected parts and compares the theoretical knowledge with reality. It contains design measures that will lead to the improvement of the human resources management and thus the successful development of the organization.

Dabartiniu laikotarpiu žmogiškųjų išteklių efektyvus vystymas įgyja vis didesnę svarbą. Tai siejasi su tuo, kad viešojo sektoriaus efektyvios veiklos užtikrinimui daugeliu atvejų reikalinga daugialypė specialistų kompetencija, kuriai pasiekti būtinos įvairios mokymo ir tobulinimo formos. Esminiais prioritetais tobulinant darbuotojų gebėjimus ir kompetenciją tampa darbuotojų mokymo problemų sprendimas, mokymo poreikių nustatymas bei sistemingo mokymo ir kvalifikacijos tobulinimo proceso sukūrimas, kas sąlygoja šio darbo aktualumą. Tačiau praktinis šių aspektų taikymas organizacijose stokoja mokslinio tyrinėjimo, todėl nuoseklaus darbuotojų mokymo(si) ir kvalifikacijos tobulinimo proceso ir jo ypatumų analizė Lietuvos mokslų akademijos Vrublevskių bibliotekoje sąlygoja šio darbo naujumą. Tyrimo tikslas – ištirti ir išanalizuoti darbuotojų mokymo(si) ir kvalifikacijos tobulinimo procesą Lietuvos mokslų akademijos Vrublevskių bibliotekoje. Minėtas procesas apibrėžia tiriamąjį objektą. Darbe analizuojama problema – ar organizacijoje darbuotojų mokymo(si) ir kvalifikacijos tobulinimo procesas vyksta nuosekliai, skatinant organizacijos bei darbuotojų vystymą, ir kokie dominuojantys šio proceso ypatumai. Tikslui pasiekti numatyti šie uždaviniai: 1) apžvelgti vyraujančias žmogiškųjų išteklių vystymo sampratas ir ypatumus, apibrėžti darbuotojų mokymo ir kvalifikacijos tobulinimo procesą, jo elementus ir funkcijas; 2) išnagrinėti esminius suaugusiųjų švietimą ir bibliotekininkų... [toliau žr. visą tekstą] / Nowadays efficient development of human resources becomes increasingly important. This is related to the fact that in many cases multiple competences of specialists, which require various training and improvement forms, are necessary in order to ensure effective activities of the public sector. Solutions of employees’ training related issues, determination of training needs and formation of a systematic training and qualification improvement process become the fundamental principles in improving skills and competences of the employees and this fact determines the relevance of this thesis. However, the practical application of these aspects within organizations requires scientific research, thus, the analysis of the consistent employee’s training and qualification improvement process as well as its peculiarities determines the novelty of this thesis. The goal of the research is to investigate and analyze the employees’ training and qualification improvement process in the Wroblewski Library of the Lithuanian Academy of Sciences. The abovementioned process defines the analyzed object. The problem analyzed in the thesis – whether the employees’ training and qualification improvement process is conducted in a consistent manner by promoting the development of the organization and its employees and what are the dominant peculiarities of this process. In order to achieve this goal the following tasks have been set: 1) to review the prevailing concepts and peculiarities of the... [to full text]

I tried to give account of corporate culture of bigger company in South Bohemia in this diploma paper. I´m analyzing (through the use of questionnaires and "TBSD test") collective team and work environment of this company.I can suggest some new relevant disposals on the basis of discovered facts. These information could abet to improvement of corporate culture and thereby can also abet to increase productivity of labour. Due to these measures could increase efficiency of this company and improve its status on the market.

This thesis explains the reasons of the establishment and development of the European Union's policy for economic and social cohesion, the topics it tries to solve, and instruments through which it provides the member states the financial help. Because, as it can be seen from the caption of this thesis, I describe two operational programmes -- Operational Programme Development of Human Resources and Operational Programme Education for Competitiveness, I concentrate on the European Social Fund, as it is the source of the financial help in the Czech Republic for these two operational programmes. That is why this thesis also pays attention to the application of the structural policy in the Czech Republic with the emphasis on the area of education. It introduces the crucial documents needed to be approved as long as we want to receive money from the EU and it deals with the two operational programmes and its coherence. In the last part of this thesis the weaknesses and strenghts of the implementation of those operational programmes are highlighted.