The remuneration system and motivation of employees are very important part of every company. It is very resisting in how the system is adjusted and if it works not only for company, but for employees as well. The remuneration system together with motivation of employees are better matching with all the processes in company, which are in progress in the company, the final result can be taken for the employees as bigger motivation for the work and they will be worked more effectively, which is the main goal of the remuneration system and motivation.

The purpose of this graduation theses with the title {\clqq}Analysis of motivation and remuneration system of employees`` was to make the analysis of remuneration system and motivaton factors in the company Tagrea, a.s. It was studied professional letters with questions of motivation and remuneration systém of employees.Next it was made analysis of remuneration system in the company Tagrea, a.s. and provision of benefits. Next it was carried out the indexation of wage imcrease in the company and in the region in the same date. Next informations for analysis of motivation factors were prosper from questionnaire.From the analysis was made out, that in the company Tagrea, a.s. is remuneration system elaborated and the care of employees too.

Description and analysis of system performance management in a chosen company (Kasalova pila, s.r.o.), forcefully on job evaluation, development and training, motivation system and remuneration system.

The thesis consists of a case study and focuses on the processes of assessment, training and remuneration of employees in the organizational component of a budgetary organization. The introductory part focuses on the opinion of experts on human resources management with emphasis on the areas studied. Special emphasis is placed on the evaluation process, its methods, evaluation criteria, classification, evaluator's personality and the course of evaluator's meeting with the person who is being assessed. We also focused on training and remuneration - processes following the evaluation. Concerning educational issues, we were interested in the opinions of professionals focusing on identifying the needs of training, its planning and results evaluation. Remuneration was viewed as one of the most effective tools to motivate employees in connection with the transfer of assessment to the remuneration. The application part of the thesis introduces in-depth analysis of the current levels of the evaluation process and the processes connected with it - training and remuneration of employees in the selected organization. Two methods were used to obtain relevant data: the analysis of documents and interviews. The data obtained from written documents and interviews were compared with the findings obtained from the...

This thesis deals with the remuneration system in the sphere of leisure. The theoretical part deals with the motivation of employees, description of motivational theories and their authors. It also describes both of systems remuneration, financial and non-financial form. An important part is employee benefits and various classification, implementation and realization. Consequently are some possibilities of evaluation of employees and their work. The final chapter of the theoretical part focus on remuneration system applied in leisure organizations, which also includes compensation for volunteers. The practical part contains the description and comparison of two organizations. First is the civic association M-tes and second is Silesian Youth Center ? home of children and youth. Empirical research is focused on motivational strategies, remuneration systems, evaluation and implementation of employee benefits. Consequently are offered changes and recommendations.

This diploma thesis focuses on Managerial Accounting and its tools and techniques. The main part of it would serve to review whether theoretical principles of Managerial Accounting are efficiently implemented and whether Key Performance Indicators are properly set to fulfil their essential functions to measure, motivate and manage achievement of performance goals. It further investigates Responsibility Accounting, Performance Management and how they influence and impact the reward system and the motivation of employees. This thesis would provide a general overview related to modern techniques such as Management Control Systems, which are nowadays popularly used to coordinate development of human resources, their motivation, assessment and other factors influencing performance. The practical part of this thesis includes analysis of the remuneration system in concrete company, namely Philip Morris ČR a.s. The last chapter also summarizes strengths and weaknesses of the current system and suggests improvements to influence performance and employees motivation more positively and how to prosper from the application of Managerial Accounting tools.

La «petite corruption» est un élément important de la relation entre personnels de santé et patients dans les contextes propices aux actes de corruption. Ce phénomène bien étudié en Europe centrale et orientale sous le nom de «paiements informels» (PIs), est peu documenté en Afrique. Pour contribuer à combler cette lacune, cette thèse propose une série d'analyses sur certains aspects clés de ce problème dans le contexte africain. Dans le chapitre 1, nous montrons que les PIs sont concentrés sur les plus pauvres. Ils sont plus susceptibles d’avoir fait face à l'absence de médicaments, à l'absentéisme des médecins et à des longs temps d'attente dans leur hôpital public local, ce qui accroît la probabilité d'encourir des frais non officiels. Une analyse plus approfondie de l'influence des facteurs d'offre dans le chapitre 2 confirme que les longs temps d'attente, la gestion du personnel de santé (par exemple, le recours à la délégation de tâches) et la perception des personnels vis-à-vis de leur revenu jouent un rôle crucial. Le chapitre 3 met en évidence l’existence d’effets de pairs dans la survenue des PIs lors de la consultation, l’effet étant plus important chez les plus pauvres. Enfin, avec un modèle théorique dans le chapitre 4, nous montrons qu’à l'équilibre, les PIs sont plus élevés en salariat pur qu’avec une rémunération basée sur la production. Aussi, une augmentation du paiement unitaire dans ce dernier système fait baisser les PIs, alors qu'une augmentation du salaire a un effet contraire. Un système mixte (salaire + rémunération à la production) semble être approprié pour assurer la participation des médecins et les inciter à réduire la recherche de rente. / « Petty corruption » is an important feature of the relationship between health workers and patients in settings that allow corrupt acts to happen. It has been well studied in Central and Eastern Europe under the term « informal payments » (IPs), but little has been done in Africa. To contribute in filling this gap in the literature, this thesis proposes a series of analyses to better understand some key aspects of this issue in the African context. In chapter 1, we show that the occurrence of IPs is concentrated on the poorest individuals. They are more likely to report having faced the lack of medicines, absenteeism of doctors and long waiting times in their local hospital, and these factors significantly increase the probability of incurring unofficial fees. In chapter 2, a deeper analysis of the influence of supply factors confirms that long waiting times, the management of the health workforce (e.g. using task shifting) and health workers’ perception vis-à-vis their earnings play a crucial role. In chapter 3, we highlight the existence of peer effects in the occurrence of IPs during consultation for HIV care, with a higher effect for the poorest patients. Finally, with a theoretical model in chapter 4, we show that at the equilibrium, the level of IPs is higher when the physician is paid by salary compared to output-based remuneration. Also, an increase of the unit payment in the later system leads to a reduction of IPs, while an increase of salary has the contrary effect. A blended remuneration (mix of salary and output-based remuneration) appears to be appropriate to both ensure the participation of physicians and introduce incentives to reduce rent-seeking.

This thesis deals with problems of working motivation and satisfaction of employees in the company Jihomoravská armaturka spol. s.r.o. The theoretical part deals with the theory of working motivation and job satisfaction factors of employees. The practical part contains an analysis of the current status of the organization and a research, in which are collected answers to specific research questions. Based on the analysis and interpretation of the responses will be proposed my own recommendations for management about improving the motivation and the employees´ satisfaction.

Dissertation thesis deals with issue stimulation remuneration system for employees of workers profession. Empiric research is focused on situation in the field of remuneration for employees in custom engineering companies acting in the Czech Republic. The final facts from both research are the starting point for creating predictive model. The model offers two main possibilities how to reward workers. It allows settings for each specific company and shows the impact of both chosen system and its settings on financial economy of company.

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