The principal objektive of this dissertation was confrontation of three firms from aspect corporate culture. The questionnaire, interviews and observational Metod were used for the research and for an understanding with culture of the chosen firms. According to the dissertation results, it could be said that corporate cultures of the firms are in another level. The corporate culture of building firm approximate to an the corporate culture in the knowledge corporation, the vertical and horizontal communication in the firm is very good level. There are tendencys of utilization and understanding of manpower as most important bussines capital in farming bussines. Is here the effort of creation powerfull and healthy corporate culture. There is marked power following distance, counterproductive optimal evolution of corporate culture. Top management master and take control of tasks and staff the only carry out tasks. For the future developement and reinforcement of corporate culture is recommended management training for the understanding of corporate culture, more effective utilization of human ressources, improvements in communication and knot how in the firms and the transparent remuneration system.

The aim of this thesis was to describe the corporate culture a chosen company due to its role in human resource management. A farm in West Bohemia was selected for the survey. This company is special for its breeding successes in the Czech Republic and also abroad. It has been working for a long time in the market so the subject of the survey was determination whether the company keeps established procedures or tends continues to develop the technology and human resources management in the given field. In conclusion there was proposed follow-up measures, which could contribute to improving corporate culture and thus the effectiveness of the company.

This thesis is focused on the analysis of training system in the fire-rescue squad České Budějovice. Its aim is to learn the system, to find its strenghts and weaknesses and to make recommendations for the system optimization. There are used firm documents for the analysis and the informations are compared. The first par provides a short overview about theories of human resource management and development and education. The practical part of this work describes particular parts of the training system in the firm. There are presented the needs identification, planning of the training, implementation, cost and benefits analysis and effectivity evaluation.

The subject of the Master’s thesis "Design development incentive program selected company" is to analyze the current state of employee motivation in insurance company Česká pojišťovna a.s. This analysis via questionnaire focuses on the satisfaction of respondents in company and motivational tools used by the company management. Based on the identification of the needs of employees proposes measures to improve the performance and efficiency of labor in company.

Depuis une dizaine d’années, le modèle de l’innovation ouverte théorisé par Henry W. Chesbrough se diffuse dans les sphères universitaires, praticiennes et politiques. Défini au début des années 2000, ce modèle décrit l’innovation comme le fruit de pratiques d’ouverture des frontières des firmes pour capter des ressources externes afin d’accélérer l’innovation interne d’une part (innovation entrante), et laisser des connaissances internes trouver un usage d’innovation externe d’autre part (innovation sortante). En France, les pouvoirs publics se sont saisis progressivement de ce modèle en promouvant des dispositifs de « clustering » à l’instar de la politique des pôles de compétitivité. Plus récemment, des nouveaux acteurs et des nouveaux espaces dédiés à l’innovation ouverte se développent comme les tiers-lieux (les espaces de « coworking », les « livinglabs », « Fablabs », les incubateurs, les accélérateurs). Le modèle de l’open innovation se diffuse et chaque acteur, du particulier au grand groupe, en passant par les laboratoires de recherche et les universités, est convié à entrer dans ces nouveaux cadres de coopération pour l’innovation.Si le modèle améliore la compréhension de la complexité du modèle de l’innovation en traduisant son caractère collectif et itératif, il est plus difficile d’en apprécier les incidences sur l’organisation interne de l’entreprise et notamment sur ses ressources humaines. Or, celles-ci sont au cœur du processus d’innovation ouverte, elles en sont même le premier levier. L’innovation ouverte est le fruit de communautés de travailleurs qui se constituent et agissent hors du cadre strict de l’entreprise.Notre thèse contribue à compléter le modèle de l’innovation ouverte en s’intéressant à ses impacts sur la gestion des ressources humaines. L’innovation ouverte confronte la gestion des ressources humaines des entreprises à un paradoxe : comment gérer des ressources humaines qui dépassent les frontières de la firme ? Grâce à une recherche-intervention menée dans le cadre d’une thèse en convention CIFRE, nous étudions les pratiques de gestion des ressources humaines mises en œuvre dans le contexte de projets innovants collaboratifs menés dans des pôles de compétitivité. Nos analyses permettent d’identifier les impacts de l’innovation ouverte sur l’organisation du travail, le management, la gestion des emplois et des compétences. Nos travaux montrent que si les impacts de l’innovation ouverte sur ces champs sont réels, les pratiques de gestion des ressources humaines des firmes peinent à s’adapter à ce nouveau contexte. Notre thèse analyse des dispositifs pouvant apporter des solutions aux situations de travail nouvelles créées par l’open innovation. / During the last decade, the open innovation model from Henry W. Chesbrough spread within academic, managerial and political spheres. Defined in the early 2000s, this model describes innovation as the result of the opening of firm’s boundaries to capture external resources and accelerate internal innovation (outside-in) on the one hand, and allow internal knowledge find an external use (inside-out) on the other hand.In France, public authorities progressively seized the « open innovation » model through « clustering » policies, like competitiveness clusters. More recently new actors and new spaces dedicated to open innovation are promoting themselves as third-places (coworking spaces, Livinglabs, Fablabs, business incubators, accelerators). Open innovation is spreading and each actor, from private individual to the largest companies, including research labs and universities, is invited to participate in these new innovation and cooperation frames. Even though the model displays a good understanding of the innovation model complexity, with its collective and iterative nature, it is hard to apprehend its impact on the firm’s internal organization, especially from a human resource perspective. Yet these impacts are at the core of the open innovation process, and even its first lever. Open innovation is the result of communities of workers who form and act out of the strict company frame.This thesis is contributing to the fulfillment of the open innovation model through a focus on its impact on the human resource management. Open innovation confronts human resource management of companies to a paradox: how to manage human resources beyond the boundaries of the firm? Thanks to intervention-research carried out within the frame of a CIFRE industrial research agreement, we study human resource management practices, implemented in the context of collaborative innovative projects in competitiveness clusters. Our analyses identify the impacts of open innovation on work organizations, people, skills and staff management. Our work shows the real impact of open innovation on these fields and also proves that firms labor to adapt those human resource management practices in this new context. Our thesis analyses possible arrangements which brings solutions to the new work situations resulting from open innovation.

This thesis focuses on the exploration and analysis of the current state of motivation and stimulation of employees in an organization. Based on the determined level of their motivation and stimulation, particular corrective measures were proposed to increase the employees´ motivation, loyalty to their employer as well as their overall satisfaction with working life. The first stage comprised a review of professional literature, both domestic and foreign, and studies dealing with motivation and stimulation. Using appropriate research methods, the current state of motivation and stimulation of employees in the given organization was analysed. Based on the information gathered from questionnaires and unstructured interviews, the corrective measures were proposed. They could help effectively increase motivation of the employees and strengthen their relationship with the organization.

This thesis focuses on problems related with new graduates at the „Department of New Employees Training“ of TŘINECKÉ ŽELEZÁRNY joint stock Company. The work evaluates to what extent the participants are satisfied with the training period, work of each mentor assigned to them and how they are involved in solving concreate tasks. Later suggestions are made on what measures should be taken to improve the program, for future participants to be satisfied.

This Master’s thesis deals with the process of employee evaluation in the company GEOtest, a.s. In the first part of the thesis are defined all the necessary theoretical findings needed to formulate proposals for the society. Practical part includes particular information about the company GEOtest, a.s. and the analysis of the current state of evaluation. Furthermore, the new concept of the system of evaluation in accordance with the corporate needs is presented, including the link up of the system and recommendation for its implementation.