The aim of this diploma thesis is implementation of a cafeteria system in the examined company. The proposal was based on the analysis of the cafeteria system, and analysis of the possibility of implementation of a cafeteria system cost and effectiveness. The final proposal was prepared using information from own research, consisting of personal interviews and survey. The first part of this diploma thesis is devoted to the theoretical summary of employee benefits, their basic structure and description of the cafeteria system. In the second part, the examined company with its current range of benefits is introduced, as well as the results of own research and practical functionality of an on-line cafeteria system application mojeBenefity.cz. The last chapter is devoted to the final proposal of the cafeteria system in the examined company, using the results of research and other valuable information.

The aim of the diploma thesis is to evaluate the current system of remuneration and productivity of human resources in a company. Furthermore, measures are proposed to improve the current situation based on the data obtained. In the first part of the thesis, on the basis of secondary data, it defines the remuneration system, total reward and remuneration strategy. Then the thesis focuses on wage forms and employee benefits. The next section describes the factors affecting productivity, its types and measurements. In the last part it examines human resources management, defining its basic concepts, functions and strategies. Production plant called Mektec Manufacturing Corporation Europe CZ s.r.o. operating in České Budějovice has been selected for the processing of the second part. At first there is the characterisation of the company in general. Furthermore, the thesis pays attention to the applied remuneration system and internal productivity measurement. The necessary information was obtained on the website and personal consultation with the company's employees. Subsequently, an analysis of work productivity in the period from 2012 to 2017 is performed using formulas based on value added and revenues of products and services. The next part deals with the relationship of the development of personal and total costs and the comparison of labor productivity development with the growth rate of personnel costs. Finally, based on the analysis of the labor productivity and the actual remuneration model recommendations have been articulated suggesting how to develop an improved remuneration model.

The main aim of this diploma is to suggest possible changes of the system of remuneration in chosen company on the ground of analysis and evaluation of given system. The theoretical part includes information needed to understand given issue. Reader is acquainted with individual wage forms, employees' benefits, job evaluation and structure of total reward. The practical part is focused on the system of remuneration in company HOCHTIEF CZ. At first the company is briefly introduced. Part of this introduction is description of development of basic economic indexes in the last five years. Then it is made analysis of company´s human capital. Next it is analysed current system of remuneration and evaluated questionnaire survey between company employees. In the end of this diploma there are suggested possible changes based on the analysis and evaluation of the system of remuneration in HOCHTIEF CZ and questionnaire survey, which could contribute to improvement of current the system of remuneration.

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2016-10-18T17:02:51Z No. of bitstreams: 1 Wallison Martins de Paula.pdf: 2933926 bytes, checksum: 7faa996360a7c64d939f4eff0c8ab273 (MD5) / Made available in DSpace on 2016-10-18T17:02:51Z (GMT). No. of bitstreams: 1 Wallison Martins de Paula.pdf: 2933926 bytes, checksum: 7faa996360a7c64d939f4eff0c8ab273 (MD5) Previous issue date: 2016-08-25 / The objective of this work check the level of disclosure of the companies listed in BM&F BOVESPA ("New Market") regarding adoption of CPC nº 33 (R1) in the period of 2013 and 2014. CPC nº 33 was issued in 2009 and revised in 2012 (R1), with beginning of validity in 2013. In order to achieve this goal, it was created a list of questions that the companies must disclose in the notes after CPC nº 33 (R1). After analyzed the explanatory notes, it was assigned a disclosure index for each company in 2013 and 2014. Based on these indicators, it was found that IGD (Degree of Disclosure Index) indicator. The results of disclosure level showed an average rate of 38% in 2013 and 39% in 2014. Despite the beginning of validity in 2013, it was found that there was no improvement of the disclosure level from 2013 to 2014 / O objetivo deste trabalho está pautado em verificar o nível de disclosure de empresas listadas na BM&F BOVESPA (“Novo Mercado”) em relação à adoção do CPC nº 33 (R1) no período de 2013 e 2014. O CPC nº 33 foi emitido em 2009 e revisado em 2012 (R1), com início de vigência para o ano de 2013. A fim de atingir esse objetivo, foi elaborada uma lista de quesitos que as empresas devem divulgar nas notas explicativas a partir do CPC nº 33 (R1). Após analisadas as notas explicativas, foi atribuído um índice de disclosure para cada uma das empresas de 2013 e 2014. Com esses indicadores levantados, apurou-se o indicador IGD (Índice Grau de Disclosure). Os resultados do nível de disclosure apontaram para um índice de 38% para o ano de 2013 e 39% para o ano de 2014. Apesar do início de vigência em 2013, foi constatado que não houve melhora do nível de disclosure de 2013 para 2014

This Master's thesis is focused on care of employees in the company Rocktech, Ltd. The aim of my study was to find out whether the care of emplyees in this company is sufficient or not. For the identified deficiencies there have been proposed optimal solution. The level of care of employees in this company was assessed by survey, concretely by questionnaire and interviews with employees. At the end of the study the evaluation of the results was done as well as the proposal of recommandations to improve the actual situation.

This thesis is concerned with motivation and satisfaction of employees of one company in Prague. The theory is mainly focused on the explanation of motivation and stimulation, labour motivation and employee benefits. The point of the practical part is an analysis of the motivation system and employee satisfaction in the company. The resulting information is explicated. For the parts with the worst findings, some recommendations for improving the present motivation system are suggested.

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 thesis deals with the issue of employee benefits and their role in motivating workers. The aim is to assess which factors encourage people to achieve better outcomes in their job and whether benefits belong to them. The first part of the thesis is dedicated to theoretical knowledge of motivation. The basic principles of motivational theories are explained there more in detail. The second chapter deals with employee benefits, their types and significance for the company and employees. The practical part includes an analysis of employee benefits in the company GlaxoSmithKline. The conclusion of the thesis is based on results of a questionnaire survey regarding motivation and of interviews, in which some possible links between the benefits and motivation were examined.

This dissertation consists of three essays in applied econometrics that analyze the strategic interactions between individuals and institutions. The first chapter examines the relationship between employee benefits and the performance of startups. Using national longitudinal data on startups, I find that an increase in the share of employee benefits in total compensation packages leads to increased productivity of startups. Results indicate that a 10 percent increase in the share of employee benefits leads to an increase ranging from 1.5 to 3.9 percent in productivity even if the returns to the employee benefits are heterogeneous across startups. I also find that an increase in the share of employee benefits increases the chance of survival of startups. The second chapter investigates the dynamics of employee screening and transitions from temporary to permanent employment. I analyze unique German data that contains specific information about the dynamics of the transition from temporary to permanent employment, I find that employers screen the abilities of employees only before they hire them. I find no evidence that employers screen the cognitive ability of employees during temporary employment. The third chapter examines the relationship between housing prices and the availability of curbside parking. Using a policy change in Istanbul as a quasi-experiment, this chapter explores the effect of Istanbul’s switch from informal and free curbside parking to formal and paid curbside parking on housing prices. In a differences-in-differences model coupled with a propensity score matching, we find that an exogenous change in the availability of parking leads to a statistically significant decrease in house prices. We estimate that house prices per square meter decrease by 13 percent in the neighborhoods where the city starts charging curbside parking spaces. However, rents stay the same compared to the other neighborhoods. / text

Bristen på kvalificerad arbetskraft är idag utbredd över många branscher. IT-sektorn är en av de branscher som är hårdast drabbad och de närmaste åren förväntas bristen öka. Denna studie syftar till att hjälpa företag inom IT-branschen att se vad som får potentiella medarbetare att söka sig till en specifik arbetsgivare. Denna kunskap ska sedan kunna användas som ett verktyg för att utveckla sitt arbete med employer branding och genom det kunna attrahera, rekrytera och behålla kvalificerade medarbetare. Studien genomfördes på ett företag från Umeå som valt att vara anonyma, hädanefter kallat företag X. Datainsamlingen grundade sig i en värdefaktorsmodell och två olika metoder användes för att samla in datan. För det första genom en enkät som besvarades av 35 potentiella medarbetare, alltså personer som sökt arbete hos företag X. För det andra genom fem semistrukturerade intervjuer som genomfördes med medarbetare på företag X. Resultatet visade att det finns en diskrepans mellan vad potentiella medarbetare söker och vad företag X i nuläget erbjuder. Det potentiella medarbetare värderar högst hos en arbetsgivare är att kunna lita på sina chefer och ledare samt att få möjlighet att utveckla sina kompetenser, vilka av medarbetarna på företag X upplevs som utvecklingsområden hos företaget. Denna diskrepans utmynnade i ett förslag i hur företag X kan utveckla sitt arbete med employer branding och genom detta möta de förväntningar potentiella medarbetare har.