This thesis deals with the organisational structure of human resources. The aim is to identify the role of HR in companies, explore the transformation process, recognize the main reasons for transformation and uncover the new structure of HR. This thesis places emphasis on the HR Business Partnership model and its three main parts - HR Business Partner, Shared Services Centre and Centre of Excellence. It is based partly on secondary data and partly on structured interviews with chosen companies.

My diploma thesis is dedicated to the issue of data mining, its part of predictive analysis and then process that is used in HP for different prediction. The introductory part describes the concept of data mining, its role and benefits. To one of its tasks fall predictive analysis, where I discussed the principles of its use. Then follows framework HP, which uses one of the tasks of predictive analysis. In the practical part, I applied the use VBA to automate one part of the process of converting text to numerical data, assuming different rules. The result is a set of macros support, system sheet and the new ribbon for data transformation.

Master's Thesis is focused on personnel management in public sector. Human Resources are the basis for quality and efficient managing of public administration. Theoretical aspects of personnel management in the public sector are stated in the first part of the thesis. There are described the roles of personnel management in public administration and subsequently there are described the theoretical differences between personnel management in the public and private spheres. In the second part of the theory there are specified individual personnel activities such as job analysis, recruitment and selection of employees, employee adaptation, employment closing, employee training, employee evaluation and employee wages and benefits. Beside usual literature there are quotes from the Act No. 312/2002 Coll. of local government officials and amending certain laws. The practical part describes and analyzes the personnel activities in two districts of Prague, namely the Municipal Authority of Prague 9 and Prague 13. The aim of the thesis is to evaluate personnel management in selected urban areas, compare them to each other and suggest some improvements and recommendations for the future.

This master thesis is dealing with the topic of perception and role of HR department in a firm from the employees' perspective. The aim was to find out the satisfaction of employees with HR services. In two international companies ("A" and "B") there was conducted a survey among company team leaders (supervisors and managers), which was aiming to find out their intensity of use and satisfaction level with HR. It was discovered that respondents from company A use given HR services (recruitment, HR operations, training and development, remuneration and internal communication) more often than company B but are less satisfied. As an output of this thesis, there were given some recommendations to both companies, so that their HR team can improve its position and thus reputation of the whole personnel department in the company.

The diploma thesis deals with the concept of HR business partnerships in Czech companies. The aim of this thesis is to describe, analyze and evaluate the level of implementation of HR business partnering in selected companies. Theoretical section defines concept of product placement followed by look into its historical development. Practical section of this study presents executed research in two selected companies that have already implemented this concept. The chosen method is qualitative analysis based on interviews with company managers followed by evaluation, comparison and suggestions for improvement of the whole concept of HR business partnerships. Key words HR business

The thesis is focused on social networks and their influence on HR in organizations during the process of choosing new employees. The thesis is divided in two parts: Theoretical part contains history of the social networks and explanation of related theories, description of labour market and analysis of job boards and social networks in relation to HR. Practical part (research) is focused on analysis of interviews, answer sheets etc. The aim is to research, if the social networks could replace job boards as jobs.cz, prace.cz etc. Next aim of the thesis is to compare the form - how the companies offer new/vacant jobs on internet. Another focus is to discover how the HR specialists evaluate the use of social networks to help the recruitment of new employees and what their experience with this way of recruiting is.

This thesis is focused on analysis of competitiveness factors for small business enterprise in Czech and European environmnent. The theoretical part represents possible types of attitudes and analysis to management, marketing, human resources management and financial management. The practical part demonstrates application of theoretical knowledge at specific company, micro-enterprise, IMPORTO Drive s.r.o. dealing with buying and selling of new cars in EU. The objective of this thesis is to design appropriate steps providing the long - term developmnent of analyzed company taking it`s vision fulfillment into consideration. Inspiration for future enterpreneurs could be also one benefit.

The goal of this thesis is to create an overview of modern methods of sourcing employees, which reflect the current trends at labor market, and to elaborate a set of basic principles guaranteeing their successful use. The thesis is divided into a theoretical and a practical part. In the theoretical part a larger context of the process of sourcing employees is defined and the basic traditional ways of sourcing are described. The core part of the thesis is then dedicated to the analysis of current labor market trends and the actual modern ways of sourcing, especially career web pages, social and professional media and eventually virtual realities and online games. In the practical part, the employees'sourcing strategy at Danone, a.s. is analysed and its basic optimization initiatives are identified.

In the theoretical part of the thesis focuses on the general definition of the recruitment and selection, mainly the methods, which are used. Furthermore, it defines the area work in public administration with a focus on employment and workers. Also, try to determine the difference between the acquisition employees in the public and private sectors. The work is then engaged in recruitment agencies and HR consulting companies, their history, the legislative definition and the question whether it is advantageous to work with recruitment agencies. Afterwards, the method of work is engaged in executive search, its history, use, and especially how it is itself the recruitment method. The practical part contains specific case of HR consulting company that deals with executive search method. Here is then analyzed in the procedure of recruitment executive search method and success by getting employees the company achieved in 2011. This part of the thesis is based on long-term observations of the author, who was an employee of the staffing and consulting company so he could observe the whole process of executive search methods in practice. Using a questionnaire survey, this work investigates how executive search method is used in the private and public sectors and what are the respondents as the main advantages and disadvantages of the method. At the end of this section for recommendations on how to use executive search method in the public sector, and problems are defined here, why not in the sector executive search method does not use too much.

This thesis deals with the analysis of the recruitment process in a company, specialized in IT. The theoretical part deals in detail with each step of the recruitment process, and the practical part compares them. There are descriptions of the individual steps of the process in IT companies, and suggestions on how to increase the effectiveness of the recruitment. It also introduces an entirely new strategy for using social networks like LinkedIn. HR staff and employees throughout the company are familiar with this new strategy thanks to a manual and a company profile in this network. The HR department establishes the steps of the recruitment of new staff. The aim is to determine whether the proposed method is effective for the company and if it can continue to be applied.