It has been observed within the provincial department under study, that officials occupying levels 1-4 constituted approximately 70% of the population that participated in the National Public Service Strike of 2007. Higher level employees piggy-back on the efforts of low level employees, since they do not participate in industrial action, do not have any deductions made from their salaries due to the implementation of the 'no work no pay' rule, but derive benefits from the collective efforts of industrial action. This study explored the rationale for the participation of low level employees in industrial action in a Public Sector Provincial Department. The objectives of the study was to establish the psychological motivation for low level employees engaging in collective action and the types of behaviour low level employees engage in when participating in industrial action. In this study, the population constituted all level 1-4 employees that participated in the Public Service Strike of 2007. The sample included 80 subjects that were selected, using the probability simple random sampling design, from the population. The questionnaire was used as a data collection tool. Frequency distributions, percentages, chisquare distributions and graphs were used to analyse the data. Very strong response rates were received for subjects indicating that they did not participate in strike/protest action because they thought that they can have a holiday or that the supervisor will not be at work. Very strong response rates were also recorded for subjects indicating that they did not force/influence other people to participate in strike/protest action when they themselves participated in strike/protest action. Strong response rates were received for subjects indicating that they did not participate in strike/protest action because other employees of similar level as them participated in strike/protest action, they were not absent on the day of a strike/protest action because of the pressure from union officials or that they were forced by union officials not to attend work, that when they participated in strike/protest action they were notified by the union about the strike, that when they participated in strike/protest action they participated in union marches/rallies, that they participated in strike/protest action because their grievances were not attended to and that they participated in strike/protest action because they believed that they could control events by their own behaviour. Moderate response rates were recorded for subjects indicating that they participated in strike/protest because they felt that they were worse off than other employees who earn more and have greater benefits than they have, that they participated in strike/protest because they were frustrated and dissatisfied in the work place and that they participated in strike/protest action because they believed that such behaviour could impact on political processes. This study has provided greater insight into the rationale for the participation of low level employees in industrial action despite the monetary losses they suffer due to the implementation of the 'no work no pay' rule. / Thesis (M.Admin.)-University of KwaZulu-Natal, 2008.

The diploma thesis considers the question of personal activities in POLLMANN CZ s.r.o. company, which specializes in assembling processes in car industry. In the beginning, I described the company as such and then focused on the analysis of individual personal activities. In the end, I made a summary and suggested measures for improvement of the human resources situation in the company. During working on the diploma thesis, I used specialized literature, the internet, internal documents of the company and the information given by company's employees.

This study investigated the current practices of strategic human resources planning (SHRP) at large industrial and service companies in the United States and compared these practices with Walker's Four Stages of Human Resources planning model. The data for this study were collected from 130 industrial companies and 117 service companies listed in Fortune directories of the largest 500 industrial and largest 500 service companies in the United States. The study investigated also the impact of internal and external environmental factors on these companies' practices of SHRP. MANOVA, Factor Analysis, and Percentile Analysis were used as prime statistical methods in this study. Environmental factors studied were found to explain 78 per cent of the variances among large American companies. No significant difference was found between industrial and service companies in their SHRP practices. Significant improvements have taken place in large United States business corporations' practices of SHRP since the introduction of Walker's model (1974). These improvements took place in human resources information systems, forecasting human resource needs, human resource planning and development, and evaluation of SHRP projects, but the improvements were unbalanced. The improvements in corporate-centered SHRP activities were greater than the improvements in employee-centered SHRP activities. The reasons for unbalanced developments were explained and future directions were predicted. The findings of this study were compared to the findings of many recent studies in SHRP fields and future directions of the developments of SHRP were discussed. The conclusions of this study suggested that United States corporations are in need of balanced development in both employee-centered and corporate-centered SHRP. American companies are in need of advanced models to shape their practice in SHRP fields. Walker's model has been evaluated as the best available model. The study showed that mediumsized companies in the United States will benefit from SHRP and that they are able to pay the cost of SHRP projects. Several implications and recommendations for future studies and for business and educational institutions are listed.

This thesis deals with the possibilities of using SWOT analysis in human resources planning at school. In the theoretical part the approaches to the management of human resources are stated and it also includes the development of concepts from this area. Subsequently the issue of human resource management in education is discussed. Attention is also paid to personnel planning in again as the market sphere and in the field of education. Another topic that is elaborated in this work is the SWOT analysis. It outlines the development of this method and its applications in several areas, including education. In the practical part there is a quantitative questionnaire survey method, under which the objective of the research is approached. It presents the results and their evaluation. Finally, there are the recommendations for further study of this method in a school environment which this technique can greatly enrich in the future. KEYWORDS: SWOT analysis, personnel management, personnel planning

In der Klein- und Mittelserienfertigung von Maschinen, Anlagen und Großfahrzeugen spielt die kostenintensive manuelle Montage bis heute eine dominierende Rolle. Ein Grund dafür sind die speziellen Anforderungen an das technische Handling der Bauteile und Baugruppen sowie die teils komplizierte geometrische Gestalt der Teile und Einbauräume. Ein weiterer Grund besteht in der von den Herstellern zunehmend geforderten Produktvarianz. Dies bedingt immense Herausforderungen an eine effiziente Planung, Steuerung und Überwachung der Montageprozesse. Die Organisation der manuellen Montage derartiger Produkte ist jedoch schwer zu optimieren. Im Rahmen des nachfolgend vorgestellten Projektes wird ein neuer wissenschaftlich begründeter Lösungsansatz für die optimierte operative Einsatzplanung des Montagepersonals erarbeitet – ein hochkomplexes, sogenanntes Multiressourcen-Einsatzproblem. / In the production of small and mid-size series of machines, facilities and large vehicles the cost-intensive manual assembly still plays a dominating role. Both huge costs for the automated handling of the components and assemblies and the complicated geometry of the parts and the assembly space are reasons for manual assembly. In addition, the increasing product variance due to highly customized configurations creates a large variety of requirements with respect to efficient assembly process design for the manufacturers. The product variants demanded by the customers as well as the constantly increasing complexity of the products cause immense challenges to efficient planning, control, and monitoring of the assembly process. However, the management of such complex manual assembly lines is difficult to optimize. In this paper, the authors outline a simulation-based scheduling heuristic for solving this problem.

The aim of the diploma thesis is to analyse the system of recruitment and selection of employees in the Pacovské strojírny, joint-stock company, identify its strengths and weaknesses and propose measures to improve its effectiveness. Furthermore, via questionnaire survey to determine attitude and satisfaction of workers with the system of recruitment and selection of employees in this company. This thesis is divided into two parts - theoretical and practical. The theoretical part defines basic terms and solutions concerning particular problems of recruitment and selection of employees. In the introduction of the practical part there is the company characterization, including its history, the company bodies, employees and department of human resources. Subsequently it is followed by an analysis of recruitment and selection of employess, a formulation of its strengths and weaknesses and a proposition of measures which could lead to its eventual improvement. In last part the questionnaire survey is evaluated, which examines the attitude and satisfaction of the workers with the system of recruitment and selection of employees in the company.

In der Klein- und Mittelserienfertigung von Maschinen, Anlagen und Großfahrzeugen spielt die kostenintensive manuelle Montage bis heute eine dominierende Rolle. Ein Grund dafür sind die speziellen Anforderungen an das technische Handling der Bauteile und Baugruppen sowie die teils komplizierte geometrische Gestalt der Teile und Einbauräume. Ein weiterer Grund besteht in der von den Herstellern zunehmend geforderten Produktvarianz. Dies bedingt immense Herausforderungen an eine effiziente Planung, Steuerung und Überwachung der Montageprozesse. Die Organisation der manuellen Montage derartiger Produkte ist jedoch schwer zu optimieren. Im Rahmen des nachfolgend vorgestellten Projektes wird ein neuer wissenschaftlich begründeter Lösungsansatz für die optimierte operative Einsatzplanung des Montagepersonals erarbeitet – ein hochkomplexes, sogenanntes Multiressourcen-Einsatzproblem. / In the production of small and mid-size series of machines, facilities and large vehicles the cost-intensive manual assembly still plays a dominating role. Both huge costs for the automated handling of the components and assemblies and the complicated geometry of the parts and the assembly space are reasons for manual assembly. In addition, the increasing product variance due to highly customized configurations creates a large variety of requirements with respect to efficient assembly process design for the manufacturers. The product variants demanded by the customers as well as the constantly increasing complexity of the products cause immense challenges to efficient planning, control, and monitoring of the assembly process. However, the management of such complex manual assembly lines is difficult to optimize. In this paper, the authors outline a simulation-based scheduling heuristic for solving this problem.

This thesis deals with very important and essential activities of enterprises. It deals with the process of acquisition, selection and subsequent adaptation of the employees of Zentiva. Examines and analyzes the methods and practices specified in society and confronts them with the theoretical recommendations. The work is divided into three parts. The first represents the theoretical part, which gives the basis for the application and the last part deals with the questionnaire, which was designed so that the thesis has brought to the opinion of staff researched the issue. The aim of the whole work is to evaluate this process in society and to propose recommendations for streamlining the issues examined.

Användandet av AI har tagit fart och har revolutionerat många företag. AI har också en stor roll att spela i Industri 4.0. Företag anpassar sig till en mer digital och autonom värld. Industrier satsar stora summor på detta för att inte hamna efter. AI har gått från en Idé till verklighet. Den här uppsatsen fokuserar på att undersöka hur tillverkande företag med hjälp av AI kan planera personal behovet och hur detta sedan leder till att öka resurseffektiviteten. Implementeringen av AI inom personalplanering är fortfarande på gräsrotsnivå. Det finns en inre resistans hos industriella företag att implementera detta kombinerat med att AI fortsätter att utvecklas och förbättras i en rask takt. Mer standardisering och bättre verktyg för att utvärdera träffsäkerhet och nytta. En annan bransch som har kommit längre i den här frågan är retail. Den branschen har redan börjat med att använda sig av AI för att planera personalbehoven och snart kanske flera branscher följer deras fotspår. Den tekniska utveckligen går snabbt fram och det är viktigt att hänga med i utveckligen. Även om AI inom personalplanering är i sin startfas så kan det snabbt ske förändringar när man ser nyttan av att införa ett sådant verktyg. / AI is gaining a lot of momentum and starting to revolutionize many businesses. It also has a huge role in Industry 4.0. Companies are starting to adapt to a more digital and autonomous world. Industries are investing heavily in this to not fall behind. AI has gone from something that was out of reach to something more widely used. This thesis is focused on how the industry can use AI to streamline the personnel planning and how this will save resources. The implementation of AI in personnel planning is still at a grass root level. There existan inner resistance at industrial companies to implement this. The other reason is that AI is still evolving and getting better day by day. More standardisation is needed and better tools to evaluate accuracy and benefits. Another sector which has already begun to use these types of tools is retail. They have just started using the technology and maybe soon other sectors will follow in there footsteps. Even though the use of AI in personnel planning is at its starting phase. The tides can turn very quick when the benefits of using such a technology are proven.

The main task of the master thesis is the applicaton of the SWOT analysis in personnel planning for Children and Youth Centre and Leisure Centre in Pardubice region. Theoretical part is focused on definiton of HR planning notion including development phases. In the work, more details of HR planning in the market environment and in schools and educational organizations are discussed. Thoretical part of the work is also focused on SWOT analysis, development of the method, realization, utilization of the method, advantages and disadvantages of the method and the use of the method in the school environment. In the practical part of the thesis quantitative and qualitative research method is applied to achieve the goals of the research. Results of both methods are presented including their evaluation. The conclusion is outlined recommendations for further exploration of the potential of this method in a school environment. Powered by TCPDF (www.tcpdf.org)