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Abstract Not Provided. / Thesis / Candidate in Philosophy

Thesis deals with the problematics of instruments and methods used in the selection procedure and the subsequent comparison of theory with practice in ČSOB. Emphasis is placed on the determination of the advantages and disadvantages of individual instruments and methods. A part of thesis is questionnaire survey on the satisfaction of employees with the overall process of selection procedure. Thesis consists of 7 chapters.

Recruitment and selection of employees is one of the most important activities in the personal department of company. The aim of my thesis is to analyze the process of recruitment and selection of employees, firstly from the theoretical point of view and further from the practical experience in the company ČSOB, a.s. I have summarized theoretical findings and recommendations regarding the process of recruitment and selection of employees according to the available literature in the practical part of my thesis. The practical part continue with the analysis of this process in the company ČSOB, a.s. This analysis has been realized on the basis of internal documentation, interviews with employees of the personal department and my own findings acquired by participation in selection procedure and assessment centre. As a last source of information for evaluation of this process I have used results of questionnaire examination that was realized in cooperation with the bank in April 2010. To finish my thesis I have summarized possible recommendations for improvement of the process of acquirement and selection of employees in ČSOB, a.s.

The thesis deals with the analysis of the component parts of the selection procedure for the middle and lower levels of management, such as psychodiagnostic methods and assessment centre. It describes and analyses their implementation in one branch of the multinational company in the Czech Republic. The company specialises in the wholesale trade of goods, being it food or non-food products. The first part of the thesis is aimed at theoretical notions and principles of the selection procedure. The main stress is put on the importance of individual forms of the selection procedure and the choice of selection methods. The practical part is concentrated on the introduction of the company, further on practical steps of the selection procedure in the company with enumerating concrete data, comparative graphs and outputs from the selection procedure. The evaluation test methods for lower and middle levels of management are elaborated in great detail there.

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 goal of my thesis is an analysis of selection and recruitment procedure for the institutions of the European Union. It will be achieved by description of basic rules and methods that are used during this process. The main part of my thesis represents a questionnaire survey that was conducted among the group of current employees of the European Union institutions. The survey aimed at confirming the two working hypothesis that have been set. In case of finding any weak points of the procedure, I will suggest appropriate measures for improvement.

The thesis is focused on the selection of employees and the adaptation process in the selected company. The theoretical part explains the activities related to the selection and adaptation of employees. Through the analysis of the current situation and the research conducted, suggestions for improvement are recommended in order to improve the functioning of the company.

The main subject of this thesis is the choice and the adaptation of employees in the chosen company. It is found out how it is possible to reach improvement in selection process and adaptation of employees, based on the analysis and the questionnaire survey. The result of the thesis is the recommendation changes to these processes leading to the better functioning of the company.

從比較法觀點，有關釋憲法官的選任制度正如釋憲制度般，陸離璀璨、五彩繽紛各有不同。有關釋憲制度之研究，國內文獻汗牛充棟著述甚夥，惟對於釋憲法官選任制度之檢討，卻鮮見學者著墨。其實，有關釋憲法官選任方式之研究亦甚重要，因為司法違憲審查制度能否發揮其應有功能，以及釋憲法院能否公正、中立且有力地扮演司法權應有之角色，端視職司釋憲的法官素質之良寙。抑且，有關憲法案件爭議不同於一般法律案件，因頗富政治性，條文又極為概括抽像，故亟需有智慧且具膽識的人擔崗其事。是故，如何設計一個合理的釋憲法官選任制度，便牽涉綦廣，非三言兩語所可究竟！以研究美國式的釋憲法官選任制度，也就是由總統行使提名權再經由國會同意之人事任命制度，作為全篇論文之主軸。之所以如此，其原因有二：第一，美國制度是世界上相類制度中歷史最悠久者，卻鮮少其它法律先進國家效顰，因此有必要探究其原因為何。第二，我國制度大體上源自美國制度，因此發生或存在美制之問題，均極有可能於我國出現翻版。特別是國民大會於民國八十三年夏天對第六屆大法官行使同意權時，若干問題也隱然出現。因此，如能徹底認識美式釋憲法官任命度，相信定有助於未來可能發生問題之解決。 問題之源起─司法違憲審查制度之「反多數決困難」與「正當性」 （一）司法違憲審查制度之「正當性」與「反多數決困難」提出 二次大戰後世界憲政之推展，如從司法違憲審查制度發展之角度加以觀察，可發現一有趣且弔詭之現象，此即當世界各國普遍「進口」美國「土產」之司法違憲審查制度之際，司法違憲審查制度之「正當性」(Legitimacy)，卻在其發源地祖國受到廣泛而熱列之討論。此種獨樹一幟之景象，可謂係自一九五三年著名的Brown v. Board of Education乙案肇其端，而於一九六一年偉大之已故耶魯大學法學教授Alexander Bickel提出有名之司法違憲審查「反多數決困難」(Counter-Majoritarian Difficulty)達其高峰之，此司法違憲審查之「反多數決困難」，道出了司法違憲審查制度必須檢討之癥結。所謂「反多數決困難」，簡單講，係指民主政治以「多數決」為運作原則，而由於經由全體人民直接參與表決之實際上困難，故此原則每每係藉由人民所選出之議員所組成之議會落實。然司法違憲審查制度卻係以未經選舉出身之少數法官宣告代表多數人民議員所制定法律無效，如此不但阻礙了多數議員所代表人民意志之實現，更使得民主政治之「多數決」原則受到斲傷。職是之故，遂有學者對司法違憲審查制度能否與民主理論相容產生質疑，而有關司法違憲審查制度「正當性」之討論，也就是有關司法違憲審查制度本身有無正當性，以及如何增加其正當性之討論，自是應運而生。 （二）司法違憲審查制度「正當性」與釋憲法官之選任 由於部分學者─特別是政治學者對司法違憲審查制度正當性之質疑，因此，許多 學者─特別是法學教授─乃亟思理論上或制度設計上或實務運作層面上提高司法違憲審查制度之正當性。其表現於理論上者，迄今有關釋憲理論及最之爭辯，即為其中之翹楚。此外，有些學者更進而嚐試另闢蹊徑，從制度之設計上加以強化正當性。比如說，當今美國憲法重鎮之一的西北大學法學院Michael Perry教授，即於其一九九四年大作The Constitution in the Courts乙書中，分別參考德國及加拿大制度，對美國現行制度提出二項修正建議，一是對法官任期之限制，即改終身職為一定之任期，如我國之大法官般；其次，則是賦予議會以加重多數對法院判決進行複決之議會監督制度A就實務之運作層面言，對有關聯邦最高法院法官之「提名權」(Nomination)及「同意權」(Confirmation)運作程序之討論，則為常年討論之重點，並可用「於今為烈」四字形容 ，特別是自一九八七年最高法院提名人選Bork法官激烈之聽證案發生後。 美國學界之部份學者將討論重點轉移至有關法官選任程序之苦心孤詣，是可以理解的。一方面由於政府部門長期分裂─行政、立法部門分屬不同黨派，最高法院扮演「仲裁者」角色日益吃重；另一方面，共和黨總統利用連續十三次任命最高法院法官機會，企圖斧底抽薪地將最高法院從自由轉向保守。因之，任命程序如何再求公正與週延，自是部份學者關心之對象。也由於此一原因，要求參院發揮憲法所賦予權力，把守關卡之聲鵲起。但是，問題果真如此簡單？我們不禁想問，一個兩百年前設計的制度，真的仍能適應今天之需求嗎？倘若找們嚐試從法制史，司法違憲審查之本質與功能，以及從比較法等觀點分析，問題可能遠比我們想像的複雜！這也正是本文嚐試對美式釋憲法官選任制度作一澈底剖析之緣故！