This current study investigated a possible extension to existing transformational leadership models used during organisational change programs. Researching the literature provided some preliminary evidence there was a need to include a potential extension to transformational leadership models. The original models of transformational leadership involved looking at the staff members from an organisational perspective, whereas the potential extension, concerns the human aspects of organisational change. The potential new extension consists of four components: communication, team building, stress and coping and inter-group conflict. This possible extension to the transformational leadership models appeared to be an exciting addition as it addresses important human resource issues experienced during organisational change. The present study sought to further investigate whether these four components indeed were warranted and whether its components actually contributed to successful organisational change. The research methodology was exploratory, qualitative and based on a grounded theory approach (Glaser & Strauss 1967). Using an embedded case study method, in-depth convergent interviews were undertaken in four hospitals undergoing considerable organisational change. Twenty-six managers, executives and staff were interviewed. It was found that the change managers themselves were enthusiastic about implementing change but were unable to offer effective support for staff. Staff and managers said that communication within the hospitals during the period of change was poor. Similarly there was a paucity of accurate information being disseminated. Managers and staff also revealed that they had experienced considerable stress during the period of change and they needed help in order to cope effectively. Varying levels of inter-group conflict were reported in all the hospitals studied and managers reported that changes were not being implemented appropriately. However, efforts at team building were non-existent in two of the hospitals studied. These findings provide strong support for managers and leaders to pay increased attention to communication, team building, dealing with conflict and managing stress during times of increased change. This study suggests that a potential extension of the four components could be added to, and thereby strengthen, the transformational leadership models of organisational change.

This thesis explores the scope for the transfer and integration of human resources management (HRM) knowledge to provide the basis for the development of more productive and efficient supply chains, in the specific case of the aftermarket distribution channels of multinational companies in the automotive industry in China. Most studies of human resources management, supply chain management, and knowledge transfer have focused on internal transfer within multinational companies and there has been more limited research on the transfer of such knowledge across organisations in the supply chain, particularly in relation to distribution channels. Thus the starting point for the research was to understand the preconditions, mechanisms and effects on the distribution supply chain of the transfer and integration of HRM knowledge. To explore these issues the thesis compares and contrasts a poorly performing supply chain (that is Company J's supply chain) with two more successful supply chains in the automotive aftersales market (that is those of Company M and Company S). The aim was to identify whether the poorly performing supply chain could learn from the other two cases through a detailed exploration of the motivators and mediators that facilitate or hinder processes of HRM transfer and integration, and the outcomes of these processes on the performance of the supply chains and the manufacturers and distributors within the supply chains. A qualitative research approach was utilised. Data was gathered through one-on-one, semi-structured interviews with senior-level management, mid-level management, and frontline staff from the manufacturers and wholesale distributors in the three automotive aftermarket distribution channels and analysed using computer-assisted coding software, NVivo. In line with the extant literature, the thesis findings support the proposition that a relational supply chain network based on trust facilitates HRM knowledge transfer and integration, and provides a basis for competitive advantage in the supply chain. At the same time the findings suggest some important extensions to current knowledge and understanding of the processes and impact of HRM knowledge transfer. Firstly the research found that consideration should be given to recategorising the classic division between tacit and explicit knowledge with respect to HRM into fundamental and differential categories, in order to more clearly differentiate the type of strategic HRM knowledge transfer that could provide the basis for competitive advantage. Likewise the study found that it is not the mechanism of transfer- whether through systems or by inter-person channels- that should be the criteria to categorise knowledge, as a blended approach involving both types of transfer mechanisms was associated with better transfer effectiveness. Third the type of HRM to be transferred needs to fit the specific needs of distributors within the supply chain; in practice the best fit for this part of the supply chain can be considered a mix of paternalistic and transaction HRM, rather than the so-called 'best' practice HRM. Finally although there was potential in principle for the underperforming supply chain to learn from the experiences and practices of the higher performing supply chains, the extent to which Company J was likely to be able to emulate the more successful chains was constrained by significant internal barriers to learning (for example the pressure for short-term gains and the time needed to build trust, the lack of internal HRM expertise and the lack of local decision-making authority). However, an even more major constraint on the learning process came from the dynamic changes in the aftermarket distribution system that had the potential even to disrupt the trust-based partnerships in the exemplar supply chains. Thus the scope for applying the lessons from past practice, which has been the major focus of the comparative investigation of the three supply chains, may be limited by both the variations in internal conditions and by the fact that the key challenges for future development may be different from those faced in the automotive aftersales market in the past.

The aim of the diploma thesis called "Education and human resources development in selected companies" is to highlight the prevalent forms of education in selected companies, to analyze them with regard to human resources development and to propose changes leading to improve the future knowledge economy. Two companies have been selected for research: Schwan Cosmetics CR, Ltd., based in Český Krumlov, which produces wooden cosmetic pencils, and Leifheit, Ltd., based in Blatná, producing domestic utensils and fabrics. The thesis is divided into a theoretical and an experimental part. The theoretical part required a number of relevant scholarly treatises to be studied. In this part, the basic terminology pertaining to human resource management, education of employees and knowledge economy is explained. The following part first describes the selected companies and then it focuses on the analysis of education of employees and the human resources development in these companies, by means of questionnaires and unguided interviews with heads of personnel departments. In the closing part, a summary of acquired data, together with recommendations and suggestions for possible improvements are included.

The theoretical part concerns with the issues of managing human resources, the methods of selection of the new employees, as well as trends in human resources management and also by modern recruitment, the social networks. The application part consists of several sections. At the beginning of this part the chosen company is described, then an internal system of selection and recruitment with a questionnaire survey in Dura Automotive, which were attended by technical and economic employees from various departments. Furthermore, a statistical analysis of the data was carried out when it was investigated whether there is a verifiable relation between two attributes from the questionnaire survey. Based on the results of the questionnaire survey were made several suggestions, which could improve an efficiency of the analyzed processes.

Nas últimas décadas, o envelhecimento da população brasileira tem demandado atenção, principalmente, no que tange ao cuidado para com o público idoso. Apesar de a legislação brasileira estabelecer que o principal responsável pelo cuidado ao idoso é a família, a dinamicidade do contexto social e a atual fluidez dos relacionamentos familiares tem reconfigurado essa prerrogativa. Neste contexto, com a finalidade de suprir essa demanda oferecendo ao público longevo serviços de assistência social e à saúde, principalmente, em casos em que o idoso não possui família ou esta não apresenta condições para assumir a responsabilidade pelo seu cuidado, surgem as denominadas Instituições de Longa Permanência para Idosos – ILPIs, objeto deste estudo. Partindo-se do entendimento de que a forma como os funcionários de uma ILPI são geridos e a prestação de serviços conduzida está diretamente relacionada às representações sociais de gestores, funcionários e dos próprios idosos sobre a velhice, este estudo objetivou identificar e analisar como as representações sociais sobre a velhice na ótica dos usuários e daqueles que trabalham em uma instituição de longa permanência para idosos se refletem nos processos de movimentação e desenvolvimento de pessoas dessa instituição. Para isso, esta pesquisa, de abordagem qualitativa e natureza exploratório-descritiva, adotou como estratégia o estudo de caso e como técnicas de coleta de dados: observação simples e participante, realizadas de setembro de 2011 a fevereiro de 2012; entrevistas semiestruturadas com 18 indivíduos, sendo quatro gerentes, nove funcionários e cinco idosos; classificação de fotos; pesquisa documental. Os resultados deste estudo apontaram para a heterogeneidade das representações sociais de gestores, funcionários e usuários da instituição pesquisada a respeito da velhice, que perpassaram não apenas o contexto de institucionalização, mas também os dois modelos predominantes de velhice, um com foco nas perdas e outro com foco nos ganhos. A análise dessas representações sociais permitiu ainda o desvelamento de questões pertinentes à dinâmica organizacional como as relacionadas a gênero, relações de poder, mecanismos de controle da velhice e mecanismos de resistência. Quanto aos processos de movimentação e desenvolvimento de pessoas, identificouse que as representações sociais a respeito da velhice influenciam na condução das ações relacionadas aos processos de captação, internalização e desenvolvimento de pessoas, se desdobrando na filosofia de atendimento da ILPI pesquisada e no comportamento de seus gestores e funcionários. / In recent decades, the aging of the Brazilian population has been attracting more and more attention, mainly in what regards elderly care. Despite Brazilian legislation provisioning that it its mainly the family's role to take care of their elderly, the dynamics of the social context and the present fluidity of family relations has reshaped this claim. Therefore, the Long Term Care Institutions for Elders – LCIF, the focus of this study, appear in order to meet this demand, by offering social welfare and health services to this long-living public – mainly when the elder has no family or they do not offer the conditions to take on the responsibility for such care. Assuming that the way LCIF employees are managed and the services they provide are directly connected with the social representation perceived by managers, employees and the very elders in regards to old age, this study aimed at identifying and analyzing how such social representations, as perceived by the users of and those who work at these institutions, impact on their movement and development processes. In order to accomplish that, this qualitative and exploratory-descriptive research employed the strategy of case study; for acquiring data, it employed the following procedures: simple and engaged observations, taken place over the period of September, 2011, through February, 2012; semi-structured interviews with 18 individuals (four managers, nine employees, and five elders); classification of photographs; and document research. Results revealed a heterogeneity in the social representations perceived by managers, employees and users of the institution studied in regards to old age. These perceptions involved not only the institutionalization context, but ranged between two predominant models, one focusing on loss, and the other on gain. The analysis of these social representations also allowed for the unveiling of issues regarding the organizational dynamics, such as those related to gender, power relations, mechanisms of old age control, and resistance mechanisms. Concerning the processes of movement and development of people, there could be identified that the social representations on old age influence the decisions related to the processes of reception, internalization and development of people, unfolding into the philosophy of service at the LCIF studied here, as well as in its managers' and employees' behavior.

This thesis deals with the analysis of human resource management in the company, evaluation of personnel activities and proposing changes to improve personal work.

The main aim of this work is to analyze Human Resources Management in a concrete company and to suggest steps, based on this analysis, to improve the situation. Topic of this work was chosen because Human Resources Management is very actual and developing subject. This work is based on study of professional literature and analysis of Human Resource Management in company A. This information is supplemented by Value Survey Module Questionnaire 94 by Geert Hofstede. Based on this part of work there were suggested some steps to improve the situation concerning Internet advertising, evaluation interviews, changing of company culture, vision and mission, coaching, creating of new job, visiting "Jobday" in České Budějovice and improvement of communication. Some of these suggestions are closely connected to each other.

The theoretical part results from the relevant technical literature and focuses on specific ways of labour recruitement and employee appraisal. The practical part analyses the process of the labour recruitement in the Budějovický měšťanský brewery and the present ways of employee appraisal. It also suggests the oportunities to improve the present state.

The diploma thesis deals with corporate culture in international firm. Development of human resources is oriented on working person. The trend of cognitive ekonomy is now actual. Internation firm must react to various and dynamic competition. There are three parts. The employees and the satisfaction with corporate culture. The influence of American parent company to Czech subsidiary firm. The efficiency of virtual team. The exporation was made in Czech subsidiary firm that deal with information technology. There were not detect some important problems. Nevertheless, finally there were a proposal of some parts, which threaten with potential troubels.

The main aim of this thesis pointed out to motivation and stimulation of working process in a small and big company. Two companies were chosen for this survey. First company is producer of polyester fibres and compounds and the second company is producer of goods made from polyester fibres. So both companies deals with simillar products. Main diference is in sizes of the companies. The first one is a big company and the second one is a small company. The first part of this thesis consists of theoretical information concerning motivation and stimulation. Information were drawn from specialized literature and then summarized. Further topics deal with introduction and description of both surveyed companies. As a survey method was chosen questionaire which was given to employees from both companies. Answers were inscribed into charts and graphs. A discussion and summary was made. This comparison should demonstrate different ways, how are employees in each company motivated and stimulated. Human resources is the most powerfull source recently. And its influence will be more and more followed. So only the improving of this source could lead the company to success and to gain competitive advantage. We can´t affect natural resources or prices of raw materials. But we can affect willingness to work and work attitude of employees and it increase labour productivity. This is the main reason why is human resources management the most important department in each prosperous organization