Thesis "Procedural and financial aspects of human resources management in public administration, evaluation for selected cities", it focuses on personnel management activities in public administration. The thesis based on general procedures which are generally aplied to the private sector, it builds on the personnel management practices that are specially adapted to legislation for public administration and describes their practical application in the city of Nymburk and in the city of discrict Prague 7. Finally the present thesis assessts the above mentioned human resources management practices in public administration and formulates proposals for improvement.

The thesis is based on describing bussiness proces in a real small enterprise - Helena Škodáková, a seller of home textile - and bringing in suggestions how to improve its efficiency. The prosperity factor analysis consists of management, marketing, financial management and human resources management.

La recherche vise à mettre en perspective les problématiques de gestion de la diversité auxquelles sont confrontées les entreprises d’aujourd’hui, avec leur situation spécifique dans les zones où elles sont implantées : dans quelle mesure les entreprises implantées dans les territoires en difficultés mettent-elles en place des pratiques de GRH spécifiques ? Elle consiste donc à (re)penser les relations entre les entreprises et les territoires qui les accueillent. Elle s’appuie sur le cas emblématique des quartiers nord d’Aulnay-sous-Bois et de trois entreprises implantées à proximité.Il s’agit dans un premier temps de présenter le contexte de la recherche (chapitre 1). La présentation de l’environnement macro-économique et social de la question de recherche introduira un travail de définition du territoire puis des territoires en difficultés, qui aboutira à la présentation du territoire comme nouvel enjeu de GRH.L’émergence puis la montée en puissance de préoccupations telles que la RSE, ont favorisé la lutte contre les discriminations et les actions en faveur de la diversité (chapitre 2). En réponse aux questions posées par la diversité, les entreprises ont mis en place des politiques de gestion de la diversité, notamment, au travers de leur GRH (chapitre 3).La méthodologie qualitative mise en oeuvre (entretiens semi-directifs avec analyse de contenu) s’appuie sur l’étude des territoires en difficultés d’Aulnay-sous-Bois et de trois entreprises implantées à proximité (chapitre 4). Elle permet d’analyser le contexte économique et social de ces territoires et de mettre ainsi au jour l’existence d’un processus dynamique de ségrégation multiple(chapitre 5). Une analyse de la question de la diversité dans les entreprises locales est également conduite (chapitre 6).Les résultats de la recherche permettent, de caractériser précisément les enjeux et les questions de diversité dans le cas des quartiers nord d’Aulnay-sous-Bois, puis de montrer les avancées et les limites des politiques et des pratiques de gestion de cette diversité dans les entreprises étudiées.La thèse se termine par une réflexion théorique qui vise à montrer les interactions constantes entre environnement spécifique et pratiques des entreprises. / The research aims to put into perspective management diversity challenges faced by firms nowadays, including the specificity of areas in which they operate: to what extent companies operating on territories in difficulty put in place specific Human Resource Management practices?Therefore, it consists to (re)think the relationship between firms and territories that host them. It is based on the emblematic case of the northern districts of Aulnay-sous-Bois and three companies located nearby.The preliminary objective is to present the context of the research (Chapter 1). The presentation of the macro-economic and social environment of the research will introduce a definition of the territory and the territories in difficulty, culminating in the presentation of the territory as a new challenge for Human Resource Management.The emergence and rise of concerns such as corporate social responsibility (CSR), promoted the fight against discrimination and actions in favor of diversity (Chapter 2). In response to questions raised by diversity, firms have implemented diversity management policies through their HRM (Chapter 3).The qualitative methodology used (semi-structured interviews with content analysis) is based on the study of territories in difficulty of Aulnay -sous -Bois and three firms located nearby ( Chapter 4). It analyzes the economic and social context of these territories and thus to reveal the existence of a dynamic process of multiple segregation (Chapter 5). Moreover, an analysis of the diversity issue in local companies is also driven (Chapter 6).The results of the research are used to characterize precisely the challenges and issues of diversity in the case of the northern districts of Aulnay -sous -Bois, then show the progress and limitations of policies and practices to manage this diversity in the firms studied. The thesis concludes with a theoretical reflection that aims to show the constant interaction between specific environment and business practices.

The Master's Thesis engages the processes of education, hiring, choice and adaptation of new employees in a middle size company. Human resources activities, which are necessary for the practical part, are introduced in theoretical part of the thesis. Organisation, where has research been made is introduced in the practical part. Research has been made by a questionnaires, individual interview and mystery shopping. The methods of the mystery shopping and questionnaires were used twice in the thesis, once for research before the education project from EU funds and for second time after it. Main task to reach the goal of the thesis is the comparison of results from both researches. There is a recommendation for improvements of the education processes in the company. This recommendation should be a basement for set-up a new education system in the company.

The aim of the diploma thesis is the analysis of enhancing the competitiveness of small-sized enterprise applied to a particular company. The theoretical part specifies the basic characteristics of "small and medium-sized enterprises" and the factors of competitiveness, which are divided into four basic areas of business management -- management, marketing, human resource management and financial management. The practical part is related to theoretical piece of knowledge applied to the company "FCC Industrial Systems Ltd.". The result of the company analysis is suggesting of recommendations aimed for enhancing the competetiveness.

Institutions of Public Services are just like any other Organizations. Their job is to provide quality services for public. Just like any other service providers they depend on human resources. Work force has to be organized and properly managed. The goal of my Mater's Thesis is to proof that regular tools for human resources management being used by privately owned companies are easily and without problems usable in case of public administration. Regional Authorities of Liberec County are currently working on a project, providing contribution to completion of national strategy called "Smart Administration". My Thesis analyzes individual project activities and then evaluates values of accomplished targets for Human Resources Department. The project outputs analyses were among others based on opinions of an involved targeted group and results were collected by written questionnaires.

This thesis analyzes the factors determining the prosperity of medium-sized company. In the theoretical part, these factors are divided into four basic areas of corporate governance, those are management, marketing, human resource management and financial management. The thesis then describes methods and approaches used to analyze these areas. In the practical part these method and procedures are applied to specific medium-sized company opetating on the market of gardening and park implementations and maintenance of greenery. The aim of this thesis is to analyze the current state of the company in the areas of management, marketing, financial and personnel management and assess current situation, and based on these analyzes to create a set of specific short-term and long-term measures and recommendations leading to more efficient company.

This dissertation thesis is focused on employee job performance motivation and development. The theoretical part of this thesis was analysed current scientific knowledge in the field of human resources management, performance management and motivation which was further verified practically by a questionnaire survey in a particular company, which is a local branch of an international organization. The questionnaire survey was designed to allow comparison with the market. Based on these findings have been identified weaknesses that were found in practice while applying the concept of performance management. Analysis of survey and available resources were the basis for the creation of a new model of motivating approach to staff development within the application of the concept of performance management. This model has been applied in practice, particularly in the company, which carried out a questionnaire survey. By mentioned above, the objective of the dissertation thesis was filled.

As organizações estão inseridas num contexto de grande competitividade, no qual mudam as bases de suas vantagens competitivas. Essas mudanças contextuais causam impactos nos processos de gestão e nas relações entre pessoas e organizações. De um lado, as organizações procuram diferenciar o desempenho das pessoas, de acordo com suas competências ou impactos nos objetivos estratégicos do negócio. De outro, as pessoas ganham autonomia e espírito crítico, ou seja, questionam os critérios adotados para diferenciar, reconhecer e recompensar seu desempenho no trabalho. Por estes motivos considera-se necessário estudar a questão da percepção dos funcionários sobre Justiça Distributiva, a qual se torna um dos principais fatores intervenientes na qualidade do ambiente organizacional das empresas contemporâneas quando estas orientam suas decisões sobre pessoas pela meritocracia. Considerando esses aspectos, o objetivo geral desta dissertação foi investigar se há ou não diferenças significativas entre os resultados das variáveis que indicam a percepção de Justiça Distributiva e os demais fatores componentes do clima organizacional de um conjunto diferenciado de organizações brasileiras. A pesquisa foi realizada com 139.230 funcionários de um grupo de 481 empresas que pretendem se destacar pela qualidade do seu ambiente de trabalho. Do ponto de vista metodológico, esta pesquisa se caracteriza como quantitativa, descritiva, com perspectiva temporal transversal e utiliza o método survey. Os principais resultados deste estudo são: a Justiça Distributiva se confirma como um componente essencial para avaliação do Clima Organizacional e se configura como um fator crítico entre os demais analisados, pois apresenta o menor resultado quando se trata da percepção dos funcionários. A correlação e a diferença significativa entre as dimensões estudadas comprovam que o fator Justiça é o que menos contribui para um resultado favorável de clima organizacional e que o índice desse fator está associado aos dos demais fatores. Em relação ao perfil dos funcionários constatou-se que sexo não influencia a percepção a respeito de Justiça Distributiva. Contudo, é possível que idade e tempo de casa afetem positivamente o escore desse fator, mas certamente o aumento da escolaridade afeta negativamente os índices de percepção positiva de Justiça Distributiva. / Organizations are embedded in a highly competitive context, which changes their competitive advantages bases. These contextual changes impacts on management processes and relationships among people and organizations. Organizations seek to differentiate peoples\' performance according to their skills or impact on strategic business objectives. On the other side, people gain autonomy and critical spirit, so they question criteria adopted to differentiate, recognize and reward their performance at work. For these reasons it is considered necessary to study the issue of employees\' perception about Distributive Justice which becomes one of the main factors involved in the quality of contemporary enterprises organizational environment that take decisions based on meritocracy. Considering these aspects, the objective of this thesis was to investigate significant differences among variables results that indicate Distributive Justice perception and other factors involved in organizational environment of a Brazilian organizations differentiated set. The research involved 139.230 employees of 481 companies that intend to highlight the quality of their work environment. From the methodological point of view, this research is characterized as quantitative, descriptive, cross-temporal perspective and uses the survey method. The main results of this study are: because Distributive Justice shows the lowest result by the employees perception, it is confirmed as an essential component to evaluate organizational environment and configures as a critical factor among the other factors tested. Correlation and significant difference among studied dimensions prove that the Justice factor is the one that less contributes to the favorable organizational environment and the index of this factor is associated with the other factors. Concerning employees\' profile, it was discovered that sex do not influence Distributive Justice perception. However it is possible that age and time of permanence in the company positively affect this factor score, increased level of schooling probably affects the rates of Distributive Justice positive perception in a negative way.

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