This diploma thesis deals with age management and its influence on business activity in multinational corporations. Within the literature review is clarified current demographic situation in the Czech Republic and Europe, it defines the terms of age management and specifics of multinational corporations, including human resources management. There is qualitative and quantitative research. Qualitative research is conducted with interviews with managers and HR of multinational corporations, and quantitative research is conducted through a questionnaire survey conducted among employees of these companies. The conclusion formulates suggestions and recommendations for the introduction of age management in multinational corporations and the costs of implementing these proposals are quantified and evaluated.

The diploma thesis deals with specifics of working conditions and working environment for employees over 50 years. The aim is to propose recommendations on improving working conditions and the working environment for employees over 50 years and to analyse job satisfaction and the labour market stay of these employees. In the first part of the diploma thesis there is a literary research on this subject. In the second part there is own research, which consists of quantitative and qualitative research. Data from the Share database is processed in quantitative research. Quantitative analysis will be complemented by a qualitative survey in the form of semistructured interviews with employees.

Filipová, L. Age management in the engineering sector. Diploma thesis. Brno: Mendel University, 2018. The diploma thesis deals with the topic of age management and the possibilities of its introduction in selected companies of the engineering industry. The aim of the thesis is to map the current state of use of age management and to propose re-commendations for its application in companies operating in the engineering sector. In the section of quantitative questionnaire research there are applied exact methods of statistical analysis. Qualitative research was carried out through interviews with top executives and then was carried out a qualitative analysis of these interviews. Based on the results of qualitative and quantitative research, recommendations have been formulated leading to the effective introduction of age management in the industrial sector.

This diploma thesis deals with the issues of age management and its introduction at elementary and secondary schools in the Czech Republic. The aim of the thesis is to propose measures to support the employability of persons in the 56+ age group in education. The thesis is based on the secondary data obtained from the docu-ment Gender Issues in Education, published on the Web of the Ministry of Educa-tion, Youth and Physical Education. These measures were proposed to promote the work ability and maintain the employability of teachers aged over 56 years based on an analysis of the age composition of primary and secondary school teachers, the specifics of the teaching profession and the interviews with the heads of schools.

This diploma thesis deals with the use of the concept of age management in the corporate sphere. Due to the wide range of the entire corporate sphere, work has been narrowed down to service companies. The aim of the work was to find out factors influencing the efficiency of employees of individual age categories, to find information about the current state of use of age management and to formulate recommendations for the age management application for the management of companies operating in the field of services. The combination of qualitative and quantitative research was used to fulfill the aim of the thesis. Within the framework of qualitative research, 10 interviews with managers and personnel of selected companies were carried out and a questionnaire survey took place as part of quantitative research. The data from both forms of research was elaborated and results achieved the fulfillment of the main goal of the work, which was formulating suggestions and recommendations serving the management of companies operating in the field of services for successful application of age management.

The diploma thesis emphasises on age management based on graduates in multi-national companies. Output of the thesis is recommendations intended for human resources department and management of multinational companies, which will help to keep satisfied their young employees. To fulfil this target a quantitative research has been done via questionnaires. Also a qualitative research has been done via semi structured dialogues with employees of multinational corporates.

The thesis deals with the issue of Age Management and the application forms of organizations in the Czech working environment. This thesis was initially dedicated to defining the concept of Age Management and also to present its historical development. It also includes its consistency with the demographic situation. Wider attention is paid to the application of Age Management in practice and the use of specific tools and measures that are used by organizations. This paper also highlights the main benefits and importance of Age Management. There are few selected researches concerning this subject, carried out in various organizations in the European Union and in the Czech Republic. The important part of the thesis is the empirical survey, whose main target is to determine whether the selected organizations, based in Prague and operating in the private sector, have some awareness about Age Management, as well as comparing its application into practice and corporate strategy. Key words: Age Management, Age Diversity, Population Ageing, Intergenerational Cooperation, Age Discrimination.

Vi lever längre, är friskare och både kan och vill jobba längre. Företagen och organisationer står inför ett ökande kompetensbehov. Vi inledde denna studie med tro och övertygelse om att en del av företagen skulle kunna utnyttja äldre medarbetare för att täcka en del av sina kompetens- och resursbehov. Vi önskade identifiera en del av de möjligheter och problem företag eller organisationer har och visa på goda exempel som fler företag eller organisationer skulle kunna ha glädje av. Vi har i studien tagit del av statistik, teori och praktiska exempel från olika företag som beskrivits på olika sätt i rapporter och artiklar. Vi har genom att intervjua tio (10) olika företag och organisationer funnit att det faktiskt förekommer ett mer utbrett Age Management arbete än vad vi hade föreställt oss, arbetsgivare ser allt mer till kompetens hos en person och allt mindre till ålder. Vi har funnit att ålder förstärks genom attityder, att "bli gammal" upptäcks inte automatiskt av en enskild person, ofta är det omgivning, arbetskamrater eller erbjudanden om seniorboenden vid 55 år som gör en person uppmärksam på att denne nu betraktas som "äldre". Vi ser att samhället faktiskt agerar på ett sådant sätt som gör att en person börjar identifiera sig själv som äldre. Vi har funnit att det finns flera sätt att använda den kompetens som äldre innehar och att den kompetensen behöver tas tillvara, vi har också sett goda exempel på hur olika företag och organisationer medvetet har tagit tillvara kompetens. Vår slutsats är att organisationer har identifierat de demografiska utmaningarna och att man börjat jobba med de samma. Det finns flera möjligheter till nyttjande av kompetens i alla åldrar och att det är en stor skillnad på funktionell ålder och kronologisk ålder. Vi rekommenderar företag och organisationer att utifrån sina förutsättningar och behov att utveckla Age Management strategier och att visa på flexibla arbetssätt som skulle kunna attrahera arbetskraft i alla åldrar liksom inrättandet av "Alumni" där kompetent f.d. personal kan finnas tillgänglig som extra resurs vid olika slags behov / We live longer lives, we are healthier, and we can and want to work longer. Corporations and organizations are facing an increasing need of skills and knowledge. We started this study, believing that many corporations would be able to cover their need of competencies with older workers. We wanted to identify some of the possibilities as well as problems organizations have in this regard. We also wanted to find and show good examples of organizations that have been successful in achieving this goal. We have studied statistics, theory and practical examples. By performing empirical studies on ten companies in Sweden, we have found that Age Management strategies are more widely spread than we initially suspected. Employers are rather looking for skills than age. We found that the concept of age is enhanced through attitudes from the surrounding environment. An individual, earlier not regarding her- or himself as "older" might just start doing so due to the attitudes of others. We have found several ways of preserving and pass along knowledge of older workers and also that this needs to be done. Our conclusion is that organizations have identified the demographic challenges and that they have initiated processes to meet them. There are several ways of using competencies in all ages and there is a big difference between functional age and chronological age.We recommend that organizations develop Age Management strategies and flexible ways of organize their workforce. E.g. the introduction of an "Alumni", where previous competent staff can register to function as an extra resource

The goal of the thesis is to analyse the possibilities to apply the concept of age management within human-rights focused non-profit organizations in the context of risk factors of the age groups youth, middle age, old age, especially connected to their actual situation on the labour market. Author analyses the possibilities to react on such risks with age management on public, organizational and individual level and explains the connection with key problematics, such as active ageing. Own qualitative research is focusing on how managers of selected organizations approach the areas, which are key in terms of the possibilities to adapt the principles of age management. Key words: age management, ageing of society, ageism, personal management, personal activities, non-profit sector, protection of human rights

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