The thesis deals with expatriation of Czech employees to ex-USSR countries. Potential HR policies and the use of various HR tools are discussed. Based on the above a comprehensive set of learnings, instructions and recommendations for potential expatriates in ex-Soviet countries has been created. The conclusions be also used by HR specialists who arrange such expatriations. The thesis concentrates on two groups of workers: on managers and on professional athletes. The thesis also analyzes the sectors where Czech corporations in the region invest in the most - finance, engineering, investment units. Most differences that should be accounted for by a Czech expatriates are worse living standards, different habits at workplace, different culture and environment, different costs of living and net salary. The thesis is based on a systematic analysis of a large set of secondary data, mainly from serious newspapers and professional magazines.

Purpose: The purpose of this research is to identify and describe the impact of the support system on the career development of first generation college graduates. Research Questions: --What comprises the first generation college graduates' support system for each generation (i.e. social network, friends, family and colleagues and mentors)? --What is the relative importance/influence of each support system component in career development for each generation? Design/Methodology/Approach: There were a total of 21 in-depth interviews with equal number of participants for all three generations (Baby Boomers, X and Y). The interviews were recorded, transcribed and then coded. Further, there are cross case and within case analyses. Research Limitations: No participants were born outside of the range of 1946 to 1990. While women were equally represented during the purposeful sample selection, the research did not delve into gender differences study.

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Nurse retention is of great concern to healthcare organizations including hospitals. With so many countries reporting a shortage in nursing personnel, healthcare organizations are now seeking ways to reduce this shortage. It is known that job satisfaction and turnover intention impact nurses' continued employment. However, the role of human resources (HR) impact on nurses' job satisfaction and turnover intention is unknown. The theoretical basis of this study came from the work of Bowen and Ostroff who argued the strength of HRM system regulates employee perceptions and outcomes within an organization. Therefore, the purpose of this study was to evaluate the impact HR service quality had on registered nurses' turnover intentions mediated by job satisfaction and moderated by gender, in a hospital setting within the state of Maryland. Data was collected from 83 registered nurses licensed in Maryland. A multiple regression analysis of data collected from HR service quality measures of responsiveness, reliability, and empathy in addition to gender, job satisfaction, and turnover intention revealed statistically nonsignificant results involving nurses' perceptions of HR service quality predicting turnover intention. Job satisfaction failed to mediate the relationship between HR service quality indicators and turnover intention, and gender failed to moderate the relationship between HR service quality indicators and turnover intention. Although the research revealed statistically nonsignificant findings, it adds to the body of literature regarding the topic of HR service quality. This study has social change implications by informing healthcare organizations about the significant role of HR service quality indicators and its impact on nursing job satisfaction and turnover intention.

De nombreuses études et écrits ont été réalisés sur le thème du plafonnement de carrière au cours de ces trente dernières années. Cependant, peu se sont penchés sur le degré de volonté qu’une personne peut avoir dans la construction d’un plafonnement de carrière, dès lors que celui-ci apparaît, non pas comme la conséquence de caractéristiques personnelles ou structurelles, mais comme un moyen d’atteindre un objectif précis. Existe-t-il des personnes qui peuvent accepter une situation de plafonnement de carrière ? Y a-t-il des raisons qui les amènent à rechercher une telle situation ? C’est au travers de l’analyse de personnes en situation de plafonnement au sein d’une banque française, que ces questions seront abordées. Les résultats de notre recherche font ressortir une idée maîtresse : l’impact de la présence d’une ou plusieurs ancres de Schein sur les attentes vis-à-vis de la carrière et la volonté d’être en situation de plafonnement. Ces résultats permettent ainsi de proposer un modèle du plafonnement volontaire. / Many studies and writings have been made on the them of plateauing career over the last thirty years. However, few have examined the degree of commitment a person can have in builgind a plateauing career, since it appears, not as the result of personal characteristics or structural, but as means achieve a specific objective. Are there peopel who can accept a situation of plateauing career ? Are there reasons that lead them to seek such a situation ? Is it through the analysis of people suffering in plateauing career in a French Bank, that these question will be addressed. The results or our research reveal a key insight : the impact of the presence of one or more Schein anchor’s expectations to the career and will be a plateauing. These results thus suggest a model of voluntary plateau.

This Master’s thesis deals with the determination of present conditions of motivation and stimulation environment in company Reda a. s. The theoretical part describes the motivation and stimulation bases from the general and practical point of view. The analytical part is focused on research and presents current conditions in chosen company. The survey was used as the information source. The findings from that survey and suggestions for present conditions improvement are summed up in the conclusion.

The purpose of the master thesis is a proposal of an effective personnel marketing system in a company operating in a field of information technology resulting in meeting needs of potential and current employees. The thesis includes an analysis of external and internal personnel marketing supported by quantitative research among information technology programme students of Brno universities and current employees. As emerged from the analysis, shortcomings can be found in a company promotion via social media and web page as well as in a professional development of employees. Based on the acquired results and theoretical overview particular proposals of effective personnel marketing have been made.

The thesis is focused on human resources management and particular activities of the human resources process. The first part of the thesis deals with theoretical starting points, by defining basic concepts and specific HR activities. In the empirical part of the thesis, quantitative research was conducted across the international companies in the B2B market and simultaneously they have the performance of their activities in the territory of the Czech Republic. Then a case study of the selected company was conducted and proposals for improvement in the sub-areas of human resources activities were formulated based on identified problem areas. Furthermore, recommendations for improvement in the field of individual human resources activities are suggested.