Diploma thesis is focused on the analysis of personnel management in the selected company. The aim of the thesis is to analyze the personnel management with focus on a recruitment of employees in the company BRISK Tábor a.s. situated in Tábor. Then the advantages of particular recruitment options are compared.

Thesis (Ph. D.)--University of Missouri-Columbia, 2000. / Typescript. Vita. Includes bibliographical references (leaves 121-126). Also available on the Internet.

Thesis (Ph. D.)--Cornell University, 2006. / Vita. Includes bibliographical references (leaves 163-168).

Thesis (Ph. D.)--University of Missouri-Columbia, 2000. / Typescript. Vita. Includes bibliographical references (leaves 121-126). Also available on the Internet.

Evaluating the use of human resource information systems (HRIS) by employees working in the human resource management (HRM) departments of the public universities in Saudi Arabia is one of the main aims of this project. Other researchers in this field have proposed several success models for HRIS use, and they are suitable for organisations working in the conditions and circumstances surrounding a particular region; however, they cannot be applied directly to Saudi organisations. Thus, it is very important to construct an HRIS use model for higher education institutions. In view of the weaknesses of other HRIS success models for the particular environment in Saudi Arabia, this study has integrated some incumbent factors into the DeLone and McLean HRIS success model to develop a new model that provides comprehensive insight into the most important factors affecting the issue of HRIS within the HR Departments of Saudi universities. This results in the development of a theoretical framework as a model to carry out the investigation into the impacts of various dimensions of the proposed model on the use of HRIS by employees. A mixed-method research design involving interviews and questionnaires was used to collect qualitative and qualitative data; analytical techniques along with SPSS20 were employed to analyse the data. The results obtained from the qualitative phase showed that there were six factors that affected the use of HRIS in the HR Departments of public universities: usefulness, a speedier decision-making process, system quality, ease of use, subjective norms (social and peer pressures), and the unification of systems. The impact of these dimensions on the use of HRIS was measured in the qualitative phase, showing the positive impact of system quality, service quality, and ease of use on the use of a system. Furthermore, the impact of HRIS on human resources (HR), based on performance and productivity, was investigated through interviews and surveys with the sample population. In general, it was found that HRIS have a significant and positive impact on the performance and productivity of the HR Departments of public universities in Saudi Arabia. This study’s main contribution is the successful development of an adoption model for the measurement of HRIS use in Saudi public universities, by taking into account the social elements that play an important role in the use of HRIS in Saudi Arabia. This is the first study of its kind that has been performed to measure the factors and map the strength of their relationship with the use of HRIS, user satisfaction and HRIS adoption.

The thesis deals with methods of using social networking sites in personnel management. The social networking sites (Facebook, LinkedIn and Twitter) and their usable instruments are presented. The attention is focused on the factors that influence their use, such as the labour market situation or the specifics of Generation Y. The possibilities of using social networking sites including benefits and limits of this use are presented in the field of personnel planning, recruitment, selection and development of employees, based on the study of foreign scientific literature. A part of the thesis is a qualitative survey of the use of online social networking sites in personnel management. Methods of using online social networks in the personnel departments of large organizations based in Prague were investigated by using interviews. The common and different features of the use of online social networks in the Czech Republic and abroad arise from the comparison of the results of investigation and findings mentioned in foreign articles.

The work is focused on human resource management of non-profit organizations. The aim is to describe the similarities and differences of HR management in various types of non-profit entities. In connection with this is the theory of the non-profit sector and human resource management in general discussed here. HR processes are discussed in detail. The empirical part deals with the comparison of different types of NGOs. At first, there are tested several hypotheses based on the differences between the organizations, small and medium-sized. However, primarily, they are divided according to their functions to the service, advocacy and community. The empirical part consists not only of quantitative questionnaire, but additionally also of interviews with a representative of each researched category. As the result there is a summary of differences between every single type of organizations and description of three specific cases of human resources management in NGOs.