The presented thesis is a case study that explores the findings of a gender (equality) and work- life balance audit of Krajský úřad Kraje Vysočina (The Regional Authority of the Vysočina Region). The thesis presents the auditor's report along with further glossary of the audit process and poses the question whether the audit truly focuses on equality or whether it is more of a human resources management tool that serves to better the organization's internal processes.

This thesis deals with the analysis of human resources management in a selected organization. The aim of this work is to analyze human resources management in the organization and evaluate its procedures with a focus on employee motivation and education. The theoretical part analyzes the approaches of human resources management, individual personnel activities and specifically the motivation and education of employees. The theoretical part is devoted to human resources management in general. This part is devoted to personnel activities such as job analysis, personnel planning, recruitment and selection of employees, evaluation of employees, placement or termination of employment, remuneration of other areas in this direction. I also deal with systematic and adult education. Here I focus on adult education, education in public administration and subsequently their education methods, which employees of public administration prefer. This part shows how the possibility of further education is utilized and consequently how public administration officials are motivated to further education and last but not least how the education of officials at the Regional Office of the Central Bohemia Region is used. The practical part is focused on the management of people in the organization of the Regional...

The Diploma thesis "Survey of the Validity of the Methods of Employee Selection" deals with analysis of methods validity that is used for the company employees'selection. On the basis of literature studied, author identifies following keywords related to the subject of the diploma thesis: Human Resources Management, Vision, Business strategy, HR strategy, Human Resources planning, Employees' selection and recruitment, Fluctuation and Evaluation of Work performance. Author further focuses on the research of validity of personal selection methods that have already been published earlier. Author performed particular research solution that took place in three phases. The first stage explored an optimal mix of selection methods for recruitment according to particular positions. Respondents were experts specializing on issues of Human Resources issues. The second phase focused on research of validity of personal selection methods. Validity of selection methods was examined by correlation coefficient between predicted work performance estimated by the given method, and the measured real work performance of the recruited employee in the evaluation system of the work performance. HR staff was questioned. The third phase examined the appropriateness of using selection methods, which were determined by...

The problem involved in this study was to ascertain the current methods and materials used by office simulation teachers in the secondary schools of the State of Oregon and to suggest a plan to implement a simulated office program in the Reynolds School District.

In 1951-58 American colleges and universities will graduate approximately two hundred thousand students, of which approximately three hundred will be graduated in Stockton, California--and will present them face to face with their prospective employers. Technically most of these students will be well qualified for their respective positions. The chemist will be qualified for further research; the doctor will be qualified to practice medicine; and the lawyer will be ready to defend his first client. But, with these technical skills mastered how will he present himself? His first interview with the employer usually tells the full story. Is his voice what it should be to take him to the top of his chosen profession? Is the pitch, the intensity, the quality, and the rhythm well integrated into the speech pattern? Does the articulation, the vocabulary, and the organization of subject matter need further work? Does he stutter? Is he hard of hearing? Does he have some personal adjustment which will hinder him in his quest for a job? For some, speech is a definite asset; but for others it becomes the sole disqualifying factor. Statement of the Problem. It was the purpose of this study (1) to find the relative extent to which certain aspects of speech influence the selection of employees; (2) to show the relation between the speech aspects studied in this work and the number of employee positions covered by the study; and (3) to present some employer attitudes with regard to speech in industry.

Immigration is a megatrend that continues to change our society. With an influx of people this means that the workforce becomes more diverse. Diversification is something that is becoming increasingly noticeable today, which has led to diversity issues gaining greater topicality, which in turn contributes to the management of diversity gaining greater importance. This is also a current issue when it comes to politics in Sweden, as one side of today’s political climate is against promoting cultural diversity in Sweden. Which is one reason why foreign-born, or immigrants are an underrepresented group in society.  Most literature in the management field regarding diversity, recruitment and diversity management has an Anglosphere perspective which is why this thesis brings in the Swedish perspective. Our purpose is to identify and describe existing phenomenon in diversity management, recruitment and how much one's ethnicity or nationality matters in the recruitment process.  In order to be able to answer the purpose, two research questions have been designed: What does a hospitality organization's diversity management look like to manage cultural diversity in the workplace? What role does the candidate’s nationality and ethnicity play in recruitment? We utilized an abductive approach which meant that we challenged existing theory with the data we collected. This research was done by a qualitative semi-structured interview with six respondents from the hospitality industry, specifically restaurants and cafes. The interview included questions about their own view on diversity, how the recruitment process is, and how they manage diversity. Through this, we were able to obtain data regarding diversity, recruitment, and diversity management, which helped us reach a conclusion. The findings indicate that one's ethnicity or nationality does not play a role in the recruitment process and that the requirements are relatively low. This was based on the manager’s or owner’s personal attitude towards diversity. The most prominent way to manage diversity is to be open to hiring people from different backgrounds. The recruitment is done with an informal or pragmatic recruitment process because of the recruiters' requirements being personality and organizational fit. Additionally, it was found that diversity management or a human resource strategy was not included in most organizations and potential conflicts and challenges were handled by communication.  Finally, this study contributes with a Swedish perspective on recruitment and shows that theories and what is done in practice differ.

This thesis is focused on the methods for selecting employees in the recruitment and selection process of employees and their using in the recruitment and selection process of teachers in kindergartens. The aim of the theoretical part of this thesis is to describe these methods for selecting employees, include context of the whole recruitment and selection process of employees and to describe the methods for selecting employees in the recruitment and selection process of teachers in kindergartens. The aim of the practical part of this thesis is to discover and describe the methods for selecting employees that are used in kindergartens in The Capital City of Prague and The Central Bohemian Region based on quantitive research of questionnaire surveys. The research reports the used methods for selecting employees, the number of combined methods for selecting employees and used knowledge and skill tests in recruitment and selection of teachers in examined kindergartens. A secondary data analysis was made by comparing research data using the following parameters: public or non-public kindergartens, location of the kindergarten in The Capital City of Prague or The Central Bohemian Region, the size of the workplace, the orientation of the kindergartens and the number of applicants. The results indicate...

<p>   </p> <p>M&A activity is significant in today’s economy, as well as the need for M&A deals to be successful. Human resourcing is a necessary component in executing M&A deals and without it, anticipated growth through expected synergies cannot be achieved. What was particularly sparse in the extant literature of human resources support for M&A was the research into developing a function supporting M&A activities. The purpose of this research was to gather data of previously completed M&A deals at a business to examine if a correlation exists between the available M&A deal data and the number of human resources that were hired for integration. This study used existing data from previous M&A deals to develop a model for predicting the ideal number of human resources required to complete integration activities for future M&A deals. In a case wise diagnostic of the resulting model, 28 of the 31 previous M&A deals were correctly predicted by the model for the needed number of contractors. These findings answered the research question posed by this study, and these resulted in the creation of a multiple regression model with statistically significant coefficients for future M&A deals. A process model was developed and may be useful for businesses, by providing a methodology to leverage its own historical data to predict human resource needs during M&A integrations. This study provided businesses pursuing M&A a quantitative process for intentional planning to ensure that there are dedicated human resources to support the business strategy and outcomes. </p> <p>  </p>

Due to employees’ reduced entitlements to the German statutory state pension on the one hand, and the challenge to employers of a skilled worker shortage on the other, employers’ contributions towards occupational pension schemes (OPS) might be an effective human-resources management tool. Thus, the overarching research question is: What is the relevance of OPS for the employment relationship in Germany? Five sub-research questions address the role of OPS in recruitment and retention management, organisational commitment, the potential differences between women and men and between young and old employees and the employees’ psychological contract. The empirical study is a single case study in the financial-services sector. Key findings: OPS are of more relevance for retaining employees than for recruiting them. Their role differs significantly between employees with different generations of the OPS and, therefore, different pension entitlements. Only minor differences can be found between women and men and between younger and older employees. Satisfaction with the occupational pension scheme has no significant impact on organisational commitment. The majority of employees perceived psychological contract fulfilment with respect to the OPS. The contribution to theory is the closure of five research gaps. As far as is known, this is the first study in Germany that analyses the role of OPS in a specified context and from multifaceted viewpoints (recruitment/retention, quantitative/qualitative, men/women, age groups). The contribution to practice comprises the provision of a transferable analysis blueprint of the role of OPS in the employment relationship and the provision of recommendations that relate, among others, to communication and information aspects, cost-benefit calculations and the usage of additional employer contributions as a possible selective reward element.

Final qualification work (master thesis) on 81 page (A4 format, font Times New Roman, font size 14, 1.5 line spacing), excluding attachments. Number of tables-1 (excluding applications). Number of figures – 15 (excluding applications). Number of formulas-0 (excluding applications). Final qualifying work consists of an introduction, three parts, conclusion, bibliography, and applications. This work begins with an introduction, which consists of the relevance of the master's thesis, problem statement, determining the purpose and objectives of the work, its object and subject, scientific novelty, research methods, practical significance and research methods. In the first Chapter of this work, the definitions, goals and objectives of the personnel reserve are considered and analyzed. In the same section, phased practices and methods of work with the personnel reserve will be presented. The second part of the work presents an assessment of the formation of the personnel reserve in the organization. It includes the analysis of relevant documentation, analysis of practice, the results of interviews and surveys of reservists. The third part contains recommendations for changes. Optimization of business processes will eliminate unproductive elements and include new regulatory and management documents, new participants in the HR-business process "formation of staff reserve". / Выпускная квалификационная работа (магистерская диссертация) выполнена на 81 листе (формат А4, шрифт Times New Roman, кегль 14, интерлиньяж 1.5) без учета приложений. Количество таблиц – 1 (без учета приложений). Количество рисунков – 15 (без учета приложений). Количество формул – 0 (без учета приложений). Выпускная квалификационная работа состоит из введения, трех частей, заключения, библиографического списка, приложений. Данная работа начинается с введения, которое состоит из актуальности магистерской диссертационной работы, постановки проблемы, определения цели и задач работы, её объекта и предмета, научной новизны, методов исследования, практической значимости и методов исследования. В первой главе данной работы рассмотрены и проанализированы определения, цели и задачи кадрового резерва. В этом же разделе будут представлены поэтапные практики и методы работы с кадровым резервом. Во второй части работы представлена оценка формирования кадрового резерва в организации. Она включает в себя анализ нормативной документации, анализ практики, результаты интервью и опроса резервистов. Третья часть содержит рекомендации по изменениям. Оптимизация бизнес-процессов позволит исключить непродуктивные элементы и включить новые нормативные и управляющие документы, новых участников в HR-бизнес-процесс «формирование кадрового резерва».