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This diploma thesis describes and analyses the proces of motivation and remuneration of employees in selected company. The theoretical part is dedicated to explanation of basic terms of this topic.In the practical part i tis focused on the concrete company mentioned above. It is analysed its methods of motivation and remuneration of employees. The aim of this diploma thesis is to detect actual motivational instruments of this company and examine its quality and utilization. The final part presents some suggestions in order to improve the actual processes that would lead to higher satisfatcion of the employees.

This diploma thesis describes problematic of increasing of personal management in Ateko a.s. company. The work consists of three main parts. The part of company culture, the part of education, development and sustenance of workers and the part of motivation. This work is getting on from assigned suppositons of problems that pertinent to personal management. Essay includes methods of recognition actual quality of human resources management. Results of questionary research will make a headstone for suggestion of file of disposals, that will lead to raising efficiency of personal work in the company.

This thesis deals with proposal of measures that may lead to risk mitigation associated with employees´aging under the terms of the Age Management application in the chosen company. The theoretical part explains the concepts of human resources management and current demographic trends are not omited either. The analytical part presents the analysis of external and internal business environment. The quantitative and qualitative research was conducted as well. Based on the obtained data initial proposals are made for the introduction of age management in the chosen company.

The aim of this master thesis is to describe and analyze motivation and remuneration process in the spin-off enterprise of Siemens, based in Mohelnice. The theoretical part includes the definitions of basic terms in this field. The practical part deals with the company mentioned above and the analysis of its motivation and remuneration process. The output of this thesis lies in the findings of examination how the current motivational tools of the company work and how much the employees are satisfied with it. I provide the list of suggestions for improvement of the process with aim to increase the employees’ satisfaction in the conclusion.

In contemporary organizations, managing workers’ attention is more critical to success than managing workers’ temporal location. Mindfulness, which represents an essential dimension of attention, has been associated with many important individual and work outcomes. However, we know relatively little about how mindfulness is cultivated at the individual level, and the little we know places the individual in full control of cultivating mindfulness; implicitly conceptualizing managers as relatively passive characters in the cultivation of worker mindfulness. Integrating the mindfulness literature with work design, I propose an attention-based model of work design, through which key work characteristics are linked to worker mindfulness through the mediating effects of psychological demands and job-based psychological ownership. I test portions of this model with two samples. In sample 1, I use survey data from 555 employees from a regional healthcare system to examine the relationships between key work characteristics and job-based psychological ownership. In sample 2, I use survey data from 211 individuals to test both the proposed job-based psychological ownership path to mindfulness, as well as the proposed psychological demands path to mindfulness. I end with a discussion of the findings, limitations, and opportunities for future research.

Drug and alcohol addiction is a nationwide epidemic with an increasing number of Americans being affected. Individuals who seek treatment for their addiction often face barriers, such as costs, waiting time, and available support, and those who are able to receive treatment are likely to experience or anticipate stigma from others. Existing literature has found that many employers have negative perceptions of individuals in addiction recovery. However, there is limited research that has analyzed whether these negative perceptions affect hiring decisions. We predicted that employers would have negative perceptions of those in recovery, would be less likely to hire individuals in recovery, and that those with previous substance misuse would perceive stigma from employers. A survey was completed by 53 employers using the REDCap web platform. There were 23 respondents who had a history of substance misuse. The survey contained items from the Addiction Attitudes and Beliefs Scale (AABS) and the Tobacco, Alcohol, Prescription medication, and other Substance use Tool (TAPS). The AABS contained modified items from the Substance Use Stigma Mechanisms Scale (SU-SMS) and the Perceived Stigma Addiction Scale (PSAS). Results indicated that the majority of employers had negative perceptions of people in addiction recovery, but employers were willing to hire those individuals. Results suggested that those with a history of addiction perceived stigma from their employers. Limitations of this study include lack of generalizability due to the small sample size and limited geographic area. Participants may have reported in a way that would make them appear socially desirable.

El presente estudio se ha desarrollado tomando como base investigaciones realizadas respecto a las medidas de satisfacción laboral que se aplican en empresas de diversos sectores, para retener al talento Millennial. Además, para entender cómo evolucionó esta problemática en el tiempo, se han analizado teorías acerca de la gestión de recursos humanos e inclusive se comparó cuán relevante es cada uno de estos factores para los Millennials y para las personas de otras generaciones. Luego, se aplicó un estudio mixto cualitativo y cuantitativo cuyos resultados indican que algunas medidas aplicadas por empresas de otros sectores, no tienen el mismo impacto en los Millennials que trabajan en Empresas Mayoristas Privadas del Sector Hidrocarburos Downstream – Combustibles Líquidos en Lima Metropolitana. En este sentido, se evidenció un problema recurrente para el departamento de RRHH, que es la alta rotación de Millennials; por ello se ha realizado una descripción de generaciones y su perspectiva laboral, para crear un modelo de factores que ellos valoran y que son influyentes en su permanencia en sus actuales centros laborales y se presentó información acerca de la importancia que ha adquirido la línea de negocios Downstream respecto a las demás. Con este fundamento, se indicó la relevancia y justificación del tema elegido, se plantearon hipótesis y objetivos que fueron validados mediante un estudio cuantitativo y cualitativo. El presente estudio demuestra que los factores de satisfacción laboral sí influyen en la permanencia de los Millennials del sector analizado pero cada uno en diferente medida. / This study was developed based on the investigation of job satisfaction measures applied by many companies from different sectors, for the retention of Millenials talents.For understand the evolution of this problem over time, many theories about Human Resources management were analyzed and the relevance of each satisfaction factor for Millenials and people of others generations was compared, then a qualitative and quantitative mixed study was applied, the result was that some factors that apply to companies in others sectors, don’t have the same impact on Millenials working in companies of Private Wholesale Companies of the Downstream Hydrocarbons Sector-Liquid Fuels in Metropolitan Lima. Due to this, we can show a recurring problem in the Human Resources area, which is the high rotation of Millenials, for this reason we made the description of the generations, to create a model of factors that they value and are influential in its permanence in the companies. Information was presented on the importance that the Downstream business line has acquired with respect to the others. On this basis, the relevance and justification of the chosen theme was specified, hypotheses and objectives were raised that were validated through a quantitative and qualitative study. This study shows that job satisfaction factors do influence the permanence of Millennials in the sector analyzed but each one to a different extent. / Tesis

(AJ): The topic of this diploma thesis is the strategic management of human resources in a selected company. The theoretical part is focusing on areas including strategic human resource management and individual HR activities. The practical part introduces the company, its human resource management strategy, evaluation of the current situation and suggestions for improving HR activities.

This dissertation research investigates whether merit-based principles and practices are embedded into the HRM systems of 19 Title 5-exempt federal organizations. Title 5-exempt organizations, such as government corporations, serve as a vehicle for exploring the question of what constitutes merit in more loosely regulated public environments. This research fills a void in the discussion about how we can sustain a merit foundation in deregulated and decentralized federal human resources systems. It also captures previously uncollected information about HRM in some organizations that operate fully or partially outside the general government management laws. While the research focus is specific to certain organizations, the context is the broader issue of merit in modern government. A recognition that alternative merit-based HRM systems exist under the federal umbrella without the constraints of Title 5 is important to the overall question of what constitutes merit in federal HRM and whether merit practices must be centrally determined and controlled. The larger goal is that of offering an alternative perspective for embedding the democratic values that merit represents in a more flexible, responsive, and business-like government. The dissertation is divided into three sections that include building a generic model of merit-based HRM to identify the intrinsic components of such public HRM systems, collecting HRM data from 19 organizations through multiple case methodology, and analyzing and comparing the findings to the merit model. The discussion covers six themes emerging from the research, including the institutionalization and legalization of HRM, the impact of collective bargaining on merit, and the limited formal oversight and accountability of HRM in the studied organizations. The findings suggest that even in less regulated political environments, merit-based systems do survive and serve the changing needs of the organization. The key recommendation proposes offering the traditional federal agencies the option to develop and defend their own merit-based HRM systems under a broad public policy and accountability framework. The growth of standard HRM policies and practices in all large organizations and the increased protections in the HRM systems stemming from civil rights and employment law as well as collective bargaining offer protections similar to those merit was originally intended to provide. / Ph. D.