The aim of this master´s thesis is to analyze the process of recruitment and selection of employees in the chosen company to identify its strengths and weaknesses and propose measures to increase the effectiveness of this process. The master´s thesis consists of theoretical and practical part. The theoretical part defines the essential terms and provides basic solutions for the issue of recruitment and selection of employees. The practical part presents the selected company, evaluates the process of recruitment and selection of employees and presents suggestions to improve the functioning of the whole process. The practical part also includes a survey, which examines employee satisfaction with recruiting and selecting new personnel.

The subject of this thesis is internet labour market in the Czech Republic. The aim of this thesis is to analyse and evaluate the online job market and the tools used by university degree applicants in search for jobs and tools used in online recruitment and selection of employees including future trends outlines. The theoretical part explains the terms such as labour market, online technology and social networks phenomenon and their expected future trends with the help of professional literature. The practical part is based on qualitative research analysing behaviour of the sample of the respondents on the job market and a recruiter work processes in a large media company. The information obtained from the respondents should serve as a recommendation for employers recruiting and selecting employees. The conclusion summarizes the main points resulting from the analysis including the possible online job market trends.

The goal of the thesis Recruitment process in an international company is to describe selection and recruitment of employees in EY company, analyze data connected with these personnel activities and make suggestions of possible improvements of these processes based on the survey conducted by the author. The theoretical part deals with personnel management, its evolution and functions. Furthermore, this part also explains some terms connected with recruitment and describes classical as well as modern methods of the personnel functions. In addition, the theoretical part describes issues of personnel marketing and Generation Y with respect to recruitment processes. In the practical part, the company EY is introduced, and this part focuses on the recruitment process of Generation Y and personnel marketing of the company itself. Moreover, the survey with topic Satisfaction with recruitment process was conducted among members of Generation Y who started working at EY during year 2015. On the ground of this survey, three main suggestions of how to improve these processes were made.

This thesis is focused on the theme of Personnel Management, which currently, due to a growing economy, is becoming increasingly important. The aim of this thesis is to analyze and assess the differences between the private-sector approach to personnel management and the public sector approach, especially in the areas of recruitment, remuneration, and evaluation of employees. If there are differences between the sectors, the aim is to find out what differences are, and suggest solutions. The thesis is divided into two parts, theoretical and practical. In the first part, theoretical, the process of recruitment and selection of employees is described in detail, in terms of their remuneration and evaluation. The second part, practical, includes and analysis of staffing activities in organizations that willingly provide information for the preparation of this thesis. It also evaluates the differences between private companies and public organizations.

The aim of the Diploma Thesis is to analyze the recruitment and selection process of employees in the company KOVOSVIT MAS, a.s., identify its strengths and weaknesses and propose measures to improve its effectiveness. With the questionnaire survey there is also examined satisfaction of employees with the company's process of recruitment and selection of staff. This thesis is divided into two parts - theoretical and practical. The theoretical part is based on the theoretical background. The findings of this part are also applied in the practical part. In the practical part, there is introduced company KOVOSVIT MAS, a.s., the structure of its employees and the system of recruitment and selection of employees, which is established in the company. Then 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 the last part there is a formulation of its strenghts and weaknesses and proposition of measures which could lead to its improvement.

The aim of the thesis is based on the comparison and evaluation of the selection process and recruitment in three selected companies find the optimum process. The paper compares these HR processes with IT developer JetBrains s.r.o., a pharmaceutical company Shire Czech s.r.o. and company providing services in the field of facility management. The thesis is divided into four chapters. The first chapter is devoted to basic theoretical knowledge concerning the chosen topic. In the second chapter describes the process of recruitment and selection of employees in individual companies. The third chapter contains a comparison of selected companies, their processes and are given recommendations for individual companies, which will help improve these processes. The fourth chapter is devoted to a number of possibilities to improve individual aforementioned processes to be more efficient and lead to optimal process of recruitment and selection of employees.

The aim of the thesis is to analyze personnel activities of employee recruitment and selection in Mafra, a.s. company and propose recommendations to enhance effectiveness of these activities. The theoretical part defines the theoretical basis of personal work, personal activities of recruitment and selection of employees and the profile of the modern recruiter. The practical part contains analysis of the activities of recruitment and selection of employees, own research conducted in the form of a questionnaire and an interview with company recruiter. In the last section recommendations to increase the effectiveness of personnel activities are designed based on the analysis and research.

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.

The aim of this thesis is to first evaluate the current possibilities of students and graduates of economic fields of study in the labor market and in one particular company - Československá obchodní banka, a. s., and the second to characterize the recruitment process in CSOB. It contains also several proposals to make the process more effective. The work is divided into theoretical and practical part. The theoretical part first examines the main trends in students and graduates business education and speaks about the issue of coming of graduates into the labor market. The following chapter deals with the personal work, specifically recruiting and selecting of company's staff. Practical part evaluates the options of cooperation for students and graduates with the Bank and presents a complete recruitment process of workers in the company. The part of this work is a survey of preferences of students and graduates in choosing first job. Based on survey results, compared with the actual activities of CSOB are formulated some recommendations.

The target of this thesis was to define the concept of employer branding and its relation to campus management, the activities companies do in order to attract students and promote themselves as quality employers. The theoretical research captures the marketing essence of branding and further develops it into the employer branding framework. Further research focussed on possible campus management activities. In the practical part the popularity and effectiveness of the activities were tested through several student surveys, expert interviews and own experience of the author. The result forms a basis for a recommendation of campus management strategy adjustment.