Resumé Human resources management in a small enterprise In my work I deal with the topic of human resources management in a small enterprise. In the first chapter I deal with the definition of the concept and historical development of this area. The second chapter is devoted to circumstances regarding the origin and termination of the employment. Human resources management in this stage begins with planning. Planning means determining the needs of the organization, especially in planning the required number of suitable, adequately trained and properly motivated employees at the right time. The planning is continued by recruitment. This phase ensures that the vacancies will attract sufficient number of suitable candidates. To identify which of the candidates is best suited to fill the job, you need to invite suitable candidates to the selection interview. The aim of the selection process is to find a suitable candidate with whom the contract will be concluded. An important area is the protection of personal data. The end of this chapter deals with the circumstances of termination of employment as defined in § 48-73 LC. The last chapter covers the main areas of human resources management in a small business. In the subsection "Performance management and evaluation" is devoted to the importance of implementing...

The goal of this diploma thesis entitled "Rewarding system of employees in a specific organization" was to analyze the rewarding system and to that related motivation and assessment of employees. Another goal of this thesis was to suggest changes and measures that would contribute to improving and streamlining the procedures in this area. Creating a literature review was preceded by gathering and studying enough information from the Czech and foreign sources concerning rewarding, assessment and motivation of employees. Throughout developing this thesis there was used both qualitative and quantitative method of analysis in the surveyed organisation. Due to the deficiencies identified in the areas of rewarding, assessment and motivation resulting from the analysis of the business environment and the survey there were made proposals for changes that could contribute to the improvement of management in these areas. Namely, the proposal to make an internal payroll system, which would be beneficial for both the company management and common workers. Another suggestion was to establish an assessment system of employees based on the created evaluation form and to link the system to the rewarding system. The thesis also provides suggestions for further rewards leading to increased motivation and willingness to cooperate. Analysis of the rewarding system was performed within the company Vltavotýnský nábytek, s.r.o., which with a total of 30 employees ranks among the smaller businesses, but the willingness and interest in improving company's business management processes are in place here. Because the management of the firm enabled to develop a thesis on this subject in their environment, there is very realistic presumption that the results of the work and the proposed measures will be considered and possibly implemented into their business processes.

The main aim of this work was to define the basic approaches of motivation and stimulation of employees in the specific organization with a focus on rewarding system. Further assess its efficiency and effectiveness and to propose recommendations and changes that would lead to the improvement of that system. To obtain the necessary information the questionary research in the company was used and completed by interviews with employees. The research revealed dissatisfaction of employees with the amount of their wages. This dissatisfaction could be caused by a lack of wage formation information. From the research results, there is suggested that the company's management should familiarize the staff in detail with the system of remuneration not only immediately after establishing a working relationship but also during the time it lasts. The employees are satisfied with financial and nonfinancial benefits and they made them feel motivated for better job performance. The incentive system should operate primarily on communication between the superiors and the subordinates. Employees usually get the feedback from their superiors, but mostly in the form of criticism. The executives were informed of this fact and they should realize the importance of giving also the positive feedback and start to use it. On this topic there are many courses and training, in which the company should not be afraid to invest. The company should keep the motivation system updated so that employees could feel it and were constantly motivated. That is why the anonymous questionary was created, to find out on what level of satisfaction are the employees and what could be done for it.

An objective of this thesis is an analysis of current staff rewarding and motivating system. Based on this analysis there is a new proposal how improve current motivation system.

The positive impact of performance measurement and management (in connection with rewards) on motivation of workforce have been questioned in recent years and decades. The conceptual part of the thesis strives to identify whether the above mentioned criticisms of discussed systems is based on their inherent properties (characteristics) or on properties (characteristics) of their specific implementations. Extensive multidisciplinary literature review (especially from the fields of accounting, performance measurement, financial management, microeconomics, labor economics, behavioral economics and psychology) showed that the performance measurement and management systems (including linkages to remuneration) have the potential to positively impact motivation, work effort and performance of workforce. Refusing this potential, which often occurs especially in relation to remuneration, is based on specific applications, and it must be dismissed as simplistic. The literature review also helped identify the factors and characteristics of the discussed systems, which are crucial for their positive motivational effect, as well as properties that are usually undesirable in terms of motivation. Another significant outcome of the conceptually oriented part of the thesis is a model framework enabling detailed analysis of rewarding for performance. The thesis also describes and discusses the results of two empirical surveys, the first of which was focused on the analysis of performance measurement and management system and remuneration system, and the second survey was primarily focused on detailed analysis of the system of remuneration and motivation of workforce. Regarding performance measurement, as positive can be perceived the fact that strategic performance measurement systems of the balanced scorecard type are intensively used, including the search for causal links between measures and efforts to link these systems to the remuneration of workforce. It should be noted however, that the issue of interconnection of balanced scorecard systems with remuneration of workforce is by respondents considered to be one of the biggest problems of balanced scorecard implementation. Therefore is identified an area where further research is needed, particularly in the form of case-study based research. All respondents indicated the use of budgets to fulfill many functions (e.g. tool for financial management in terms of coordination and verification of planned business objectives and early risk detection, tool for setting of targets of the business as a whole, and tool for internal motivation and management) and it is possible to conclude that there is no abandonment of budgets (as sometimes implied by "beyond budgeting"). A surprising finding was little use of new performance measures, especially economic value added (as top financial measures were usually referred EBITDA and EBIT). The results of both surveys showed that respondents seek to implement quality systems of remuneration, but revealed were also some problematic features of these systems. Particularly important is the fact that rewards for long-term performance are relatively little used, which can lead to short-term oriented decision making of managers. This problem is exacerbated by the fact that rewards are usually awarded in the form of money; the use of equity-based rewards (e.g. shares) is very low. Furthermore, insufficient is also utilization of rewards in the form of work-life balance programs and utilization of rewards in the form of appreciation.

The system of evaluating and rewarding employees is a part of human resources management in developing companies. To analyze the current system of evaluating and rewarding the employees of the company KELLER, is the aim of this thesis - special creation of Ltd and creation of better motivation plan to increase their working efficiency. In the theoretical part of the thesis there are processed literary sources and information on the topic of evaluating and rewarding employees. The practical part concurs theoretical knowledge of employees evaluation and reward and makes suggestions and recommendations to create a new system according to company needs with an effort to improve the way of employees evaluation and reward.

The aim of the thesis is a theoretical definition of the concept of pay system, payroll system structure and employee benefits. Than, it's analysis and evaluation of the functionality of this system in selected company, which is Hochtief, which deals with the construction. This system is described and compared with the market. The analytical part deals with three mainpoints, namely the wage system of organization and benefit system. The second point is questioning in the company concerning remuneration and the third point is the comparison of the market in terms of wage relations, unemployment and building production. The company has an average wage level, and has a well-structured and composed wage, provides a wide variety of benefits, in the eyes of employees is taken as valued employer and in comparison with the competition is above the average

This diploma thesis deals with the problematic areas of rewarding of employees. However, it is not possible to explore this area only from accounting viewpoint. It is necessary to take into account the context and the currenet law in force at 1. 1. 2012. The aim of this thesis is to find the optimal reward system both in terms of employees, and from the perspective of the employer. The employer is trying to reduce labor costs and also to motivate and retain quality and loyality of employees. Today, in addition to wages employee also expects other monetary or non-monetary benefits that have an impact on his professional and personal development. Therefore it is necessary to find a compromise between employee's demands and objectives of employers. The partical part summarizes the findings from previous theoretical work parts into a complex example, where creative approaches are demonstrated which in real life are used in rewarding of employees.

Due to the mature of networks and communication technologies, electronic commerce is growing up rapidly and many advanced applications in electronic commerce are developed recently, such as on-line shopping, on-line bidding, and on-line gambling. There are numerous types of gambling like typical lottery, sport lottery, and poker gambling where our research will focus on the lottery games. Because of some special characteristics of the lottery games such as fairness and anonymity, it is hard to design a perfect electronic lottery protocol. The transaction mechanism in an electronic lottery protocol is an important issue since it will affect the benefits of customers if it is not fair or secure. The generating of random winning numbers in a lottery game has been discussed in many papers, but the fairness and anonymity for purchasing tickets and claiming the prizes are only discussed in few papers where these previous results cannot completely cope with the problems of fairness and anonymity. In the thesis, we will propose two electronic lottery protocols that can achieve the fairness and perfect anonymity simultaneously.

This diploma thesis deals with issues concerning motivation and evaluation of the employees. The theoretical part describes suggestions from specialised literature in the field of motivation and evaluation of the employees. The practical part deals with the revealed study results which will be then apllied to the company. The aim of this diploma thesis is to offer possible suggestions based on the information discovered. These suggestions will be used to eliminate revealed imperfections and subsequently help to improve motivation of the employees.