This nonexperimental, correlational study (N = 283) examined the relation among job fit, affective commitment, psychological climate, discretionary effort, intention to turnover, and employee engagement. An internet-based self-report survey battery of six scales were administered to a heterogeneous sampling of organizations from the fields of service, technology, healthcare, retail, banking, nonprofit, and hospitality. Hypotheses were tested through correlational and hierarchical regression analytic procedures. Job fit, affective commitment, and psychological climate were all significantly related to employee engagement and employee engagement was significantly related to both discretionary effort and intention to turnover. For the discretionary effort model, the hierarchical regression analysis results suggested that the employees who reported experiencing a positive psychological climate were more likely to report higher levels of discretionary effort. As for the intention to turnover model, the hierarchical regression analysis results indicated that affective commitment and employee engagement predicted lower levels of an employee’s intention to turnover. The regression beta weights ranged from to .43 to .78, supporting the theoretical, empirical, and practical relevance of understanding the impact of employee engagement on organizational outcomes. Implications for HRD theory, research, and practice are highlighted as possible strategic leverage points for creating conditions that facilitate the development of employee engagement as a means for improving organizational performance.

To stay competitive, many employers are looking for creative and innovative employees to add value to their organization. However, current models of job performance overlook creative performance as an important criterion to measure in the workplace. The purpose of this dissertation is to conduct two separate but related studies on creative performance that aim to provide support that creative performance should be included in models of job performance, and ultimately included in performance evaluations in organizations. Study 1 is a meta-analysis on the relationship between creative performance and task performance, and the relationship between creative performance and organizational citizenship behavior (OCB). Overall, I found support for a medium to large corrected correlation for both the creative performance-task performance (ρ = .51) and creative performance-OCB (ρ = .49) relationships. Further, I also found that both rating-source and study location were significant moderators. Study 2 is a process model that includes creative performance alongside task performance and OCB as the outcome variables. I test a model in which both individual differences (specifically: conscientiousness, extraversion, proactive personality, and self-efficacy) and job characteristics (autonomy, feedback, and supervisor support) predict creative performance, task performance, and OCB through engagement as a mediator. In a sample of 299 employed individuals, I found that all the individual differences and job characteristics were positively correlated with all three performance criteria. I also looked at these relationships in a multiple regression framework and most of the individual differences and job characteristics still predicted the performance criteria. In the mediation analyses, I found support for engagement as a significant mediator of the individual differences-performance and job characteristics-performance relationships. Taken together, Study 1 and Study 2 support the notion that creative performance should be included in models of job performance. Implications for both researchers and practitioners alike are discussed.

The aim of this study is to describe recruiting strategies of German companies in the Czech labour market and to propose some improvements. First chapter is focused on a human resource management and personal marketing in- and outside of the companies. In the second chapter there are discussed the evolution of Czech-German relations after 1989, Czech labor policy and a strategic plan Europe 2020. Outcomes of a survey among German companies are discussed in the third chapter followed by a final chapter containing improvement proposals in company strategies on the basis of the survey results.

This diploma thesis is focusing on comparison of two information systems with the accent on the branch of human resources management for small and medium enterprises. This thesis has many goals: (1) to compare two human resources information systems for small and medium enterprises; (2) to find out and analyze the trends of human resources information systems; (3) to make a detailed list of functions of the human resources information system, choose the functions which are above standard, and confront them with the trends; (4) to solve the need of a new information system in a small company as a case study. The goals are accomplished by means of communication with practice (preferably with HR analytics, HR managers and information systems suppliers). The detailed function structure is used as a comparison tool, and both information systems are confronted with it. The trends were found out by using researches and interviews with the HR analytics. Application of the information system for small company is the author's job content. The small company is using the information system in spite of the fact that it is not complete. Among the added values of this thesis we can state connection of the author's primary and secondary specialization (Information systems and technologies, Human resources management), application of knowledge into business practice, and confrontation of the trends with the opinions of the HR managers.

In my graduation theses I tried to define the system of human resource management in large companies, to analyse the requirements, and to predict developing trends in this sphere of business. According to the provided information I also made a compare of two products that are used in large firms based on portal fort the employee. For my work I mostly used information from companies that develop these systems, specialists in this field and from literature or other sources of information. All the sources are listed at the end of the theses. The theses are devided into five main parts: definition of the human resource management systems, description of large companies, requeirements, procedure of choosing the system for their comparison and the final recommendations, conclusions.

This thesis deals with theme of Human Resources information systems, sub domain of information systems. Focus of theoretical part of this work is to familiarize reader with term HRIS, its history and evolution, define importance for organization and its environment. Define and critically evaluate its benefits for organization, typical users of HRIS and architecture models, find, evaluate and discus present and future trends. Practical part is focused on solving present situation in real organization that has issues with its HRIS and IT/IS support of HR processes. Main goal of thesis is critically evaluate status of firm and recommend best solution. Findings from theoretical part are applied to analyze and evaluate needs of organization. At the end, recommendation is stated.

In today’s fast paced, ever-changing world, one cannot help hearing the terms Big Data and analytics. The Internet holds vast amounts of data and this data, for example in retail, is being used to predict shopping habits, current needs, trends, and more. Why should this be limited to the retail side of an organization? Today, there is a more significant push for Human Resource (HR) professionals to be strategic business partners, and, therefore, HR professionals need to work on leading, not lagging, in the area of measurements and analytics. Some organizations that have adopted the use of analytics in their HR departments have been extremely successful. If this is the case, why are not more HR professionals adopting the use of human resource analytics (HRA)? The purpose of this study is to gain insight as to the reasons why more HR professionals are not using HRA to improve organizational performance and to gain and maintain a competitive advantage. An exploration of prior research was performed and resulted in the development of a model representing factors that impact the adoption of HRA. The model was then tested for content validity and reliability using Partial Least Squares of Path Modeling. Results of the study of 302 HR professionals, currently working in the field of HR, suggest the hypotheses testing social influence, tool availability, effort expectancy, performance expectancy, and quantitative self-efficacy as factors impacting the adoption of HRA were all significant. Conversely, the factors data availability, fear appeals, and general self-efficacy were not significant. Findings indicate that the factors impacting the adoption of HRA are not only in the hands of the HR professional but, to some extent, the organization as well. If organizations truly want to adopt HRA, they must make available to the HR professionals the tools, data, resources, and support necessary. This study contributes to the literature on individual-level adoption, specifically of HRA. Implications for theory and practice are discussed, as well as further research.

Este estudo se propôs a analisar a relação entre grupos de eventos de aprendizagem e desenvolvimento de competência. Buscou-se compreender quais deles eram considerados mais relevantes para o desenvolvimento de diferentes competências do indivíduo no trabalho. Na revisão bibliográfica, quatro grupos de eventos de aprendizagem emergiram: Aprendizagem Conceitual, Aprendizagem Provocada, Aprendizagem Experiencial e Aprendizagem Experiencial Induzida. Estes grupos foram confrontados com quatro tipos de competências que foram selecionados a partir da análise de 28 tipologias: Social, Funcional, Cognitiva e Metacompetência. A pesquisa quantitativa contou com a análise de 223 respondentes válidos. A amostra foi composta por ex-alunos da FEA-USP dos cursos de administração, economia e contabilidade. Foram aplicados testes de análise de variância para avaliar as hipóteses e testes de análise de correspondência para o aprofundamento da análise. Os resultados evidenciaram a importância dos grupos de eventos de aprendizagem informal, sobretudo o de Aprendizagem Experiencial para o desenvolvimento das quatro competências avaliadas. Os grupos de eventos de aprendizagem formal desenvolvem menos todas as competências e são ainda menos relevantes para o desenvolvimento da Competência Social e da Competência Funcional, em especial para a primeira citada. Além disso, no aprofundamento da análise, 24 eventos tiveram a frequência analisada e foram confrontados com 11 variáveis de perfis. Dos 264 testes Qui-quadrado realizados, 35 deles apresentaram significância estatística, dos quais foi possível analisar a relação entre as categorias em 34 mapas perceptuais gerados pela análise de correspondência. / This study aims to analyze the relationship between groups of learning events and competence development. It tries to understand which of them were considered the most relevant for the development of different individual competences in the professional field. In the bibliography review, four groups of learning events were found: Conceptual Learning, Experiential Learning, Caused Learning and Experiential Induced Learning. These groups were confronted with four types of competence that were selected after an analysis of 28 typologies: Social, Functional, Cognitive and Metacompetence. The quantitative study had the participation of 223 valid respondents. The sample was composed by FEA-USPs alumni of the following areas - Management, Economics and Accountancy. After, One-way ANOVA tests were done to verify the hypothesis, as well ANACOR tests were run to make a profound study. The results emphasize the importance of the groups of informal learning events, mainly on the Experiential Learning. The groups of formal learning events have a lower development of all competences and they are still less relevant to the development of the Social Competence and the Functional Competence, especially for the first one quoted. Furthermore, in a deeper study, 24 learning events had their frequencies analyzed and they were compared with 11 profile variables. 264 Chi-square tests were done and 35 of them presented statistical significance. On the end, it was possible to analyze the relationship among categories on 34 perceptual maps produced by ANACOR tests.

This diploma thesis is proposing and evaluating a strategy of human resource management in the field of productivity of intellectual workers and students while using insights from scientific research on procrastination and productivity. The suggested strategy implements especially two methods that were found effective for lowering the rate of procrastination in latest scientific studies – the method of awareness and mindfulness and the method of journaling. This diploma thesis includes design and creation of an educational program consisting of video lessons in the field of time-management, techniques of mindfulness and awareness and the method of journaling. Furthermore, it includes running research with a group of students during an exam period, while all participants record information on using the above mentioned methods for the period of 15 days, while the logged information has combined nature between objective information on performance (data on usage of personal computer, data on the amount of work done and time spent on it) and self-evaluation information (subjective evaluation of daily performance and subjective evaluation of perceived daily happiness). This thesis evaluates the suggested strategy on the research sample of 15 university students and is using the methods of input and output questionnaire, same as analysis of the continuous data logged while journaling from the research participants, to evaluate the effectiveness of the proposed strategy. The goal is to be able to apply this strategy in the business practice in human resource management. Another possible application is also improvement of study productivity of students using self-management techniques.

This thesis deals with suggestions of appropriate changes in a concept of incentive system in the particular company. Changes will be suggested based on the theoretical background and the current state in the company. The proposed solutions will be used as a concept for increasing the satisfaction and loyalty of workers, to reduce the sickness and fluctuation and on the basis of these sub-goals to improve performance throughout the organization.