The diploma thesis focuses on motivation system in a selected company. The thesis is divided into three parts. The first part focuses on theoretical knowledge that helps to understand the topic. There is description of the motivation, employee evaluation, recognition and rewarding employees, employee benefits and work atmosphere. The second part is a brief description of the selected company and the characteristics of the current motivational system in the company. In the main part there are the results of the analysis based on a questionnaire survey and the results of hypothesis testing. The last part contains suggestions for improving the motivation system which were determined on the basis of analysis and hypotheses.

This diploma thesis focuses on the motivation system of a selected factory. The theoretical part deals with the basic theoretical background connected with motivation and employee reward system. The aim of the practical part is the analysis of the current motivation system; a questionnaire survey is included. The final part is devoted to the evaluation of the current motivation system and the assessment of the questionnaire survey which serves as a basis for suggestions for improvement.

Diploma thesis deals with motivation and evaluation of employees in VIA ALTA, Public Limited Company. The first part analyzes concepts and theoretical knowledge of the issue which are important to next step. The analytic part focuses on the company, describes functioning system of motivation, remuneration and evaluation of employees. Also, the results of survey are interpreted and assessed in the second part of the thesis. In the third part, there are presented possible proposals and thoughts to improve level of motivation and evaluation of employees in the company.

The main aim of this thesis was to analyze the present status of human ressource management (HRM) in the selected company and to provide suggestions for its impro-vement. For the practical part was chosen Porsche České Budějovice company which ranks to the most important dealers in the automotive industry in South Bohemia thanks to the professional attitude of its staff and excellent facilities. The practical part is based on a managed interview with the top manager of the selected company to desribe the human resource management from his own perspective. Further an analysis of the work organization in a selected department will be realized to be able to make a suggestion for its efficiency improvement. At last a survey between the employees will be carried out to analyze staff satisfaction with the motivational program. The aim is to find out the relevant motivational factors in compliance with the staff preferences. The top management considers HRM positively especially in case of education. In some aspects the management admits also weaknesses. Firstly, employee evaluation must be mentioned because it is realized only at the level of the middle management. An objective evaluation of all employees could be used to reward and motivate them to higher performance. The job evaluation is closely linked with exploration of work per-formance. The analysis of work organization revealed that its staff spends a significant part of the work time with paper work. Therefore I suggest to recruit a new employee who would make them possible to concentrate on customer care. A pay for the success-ful "mystery shopping" could motivate the sales staff as well as complete a fair reward system. Secondly a further weakness, an inflexible internal communication can be eli-minated through an effective use of available communication tools. Based on data from the survey the staff expressed their interest in new elements of the motivational pro-gram: a further week of vacation, contributions to pension insurance, new leisure activi-ties like squash. From my point of view, the motivational program is varied and stable offering a guarantee to the staff as well as potential for staff satisfaction improvement.

This thesis deals with the remuneration system in the sphere of leisure. The theoretical part deals with the motivation of employees, description of motivational theories and their authors. It also describes both of systems remuneration, financial and non-financial form. An important part is employee benefits and various classification, implementation and realization. Consequently are some possibilities of evaluation of employees and their work. The final chapter of the theoretical part focus on remuneration system applied in leisure organizations, which also includes compensation for volunteers. The practical part contains the description and comparison of two organizations. First is the civic association M-tes and second is Silesian Youth Center ? home of children and youth. Empirical research is focused on motivational strategies, remuneration systems, evaluation and implementation of employee benefits. Consequently are offered changes and recommendations.

This thesis deals with the reward system in educational institutions. The theoretical part is focused on the reward system of employees. Then it describes how to perform a successful employee evaluation and how to avoid mistakes that can come during the evaluation. Other part mentions forms of remuneration, motivation, and what is the role of wage in employees motivation. The theoretical part is completed with topic of educational institutions. The practical part is based on qualitative research, which is done in private elementary art school in Čecké Budějovice (První soukromá základní umělecká škola s.r.o. v Českých Budějovicích) and in the centre of ecological and global education Cassiopeia. For my research I used the analysis of provided manuals for staff remuneration and semi-structured interview. I surveyed the informations about evaluation of employees, if they are the basis for the subsequent remuneration in specific organizations.I created improvement proposal of evaluation, remuneration and motivation based on comparison of the discovered informations.

This diploma thesis is focused on human resources (HR), defines specific areas of personnel management and HR activities. The first part is devoted to the theoretical background in human resources, to define more precisely personnel activities including sub – areas. The second part of the thesis analyses the current state of personnel management in the specific company. In the final part are defined specific recommendations for personnel management in the company. These recommendations are formulated in accordance with the company’s current situation.

My thesis will serve as a monitoring tool for the management of an educational division in company BooK s.r.o.. This monitoring will consist in setting up a new form of monitoring feedback mechanism with help of a made-to-measure web application created by me. The feedback check will reflect the customer’s satisfaction with services provided by this company as well as the evaluation of employees concerned. Creation of this new form of feedback was requested directly by the company management of BooK s.r.o. and the implementation and using itself will bring benefits the company primarily in automatization of the monitoring process and time factor. At the same time this application will serve as a tool for evaluation of satisfaction of the customers whose opinions are crucial for the company’s success and improvement of the standard of the provided services which will result in increasing the company’s competitiveness.

The diploma thesis "The organization of work in health care. Case study of implementing employee manual on standard hospital wards Pelhřimov "manual describes the creation of employment for nurses working in inpatient department standard and the introduction of this manual into practice. The work is divided into theoretical part, which consists of five chapters and practical. The theoretical part of the information, human resources management, teamwork, employee evaluation, problem solving and team work quality in healthcare facilities. The practical part describes the process of creating the manual setting of the main goals and sub-goals and progress of cooperation author of the thesis members of the team formed for the creation of the manual. We'll also find an evaluation questionnaire, finding an employee satisfaction nurses manual and usability of information for practice. The result of the research is to determine employee satisfaction to employee maual. Powered by TCPDF (www.tcpdf.org)

The Performance Management System (PMS) has been introduced in the South African public service with the intentions of monitoring, reviewing, assessing performance, developing underperformers, and recognising and rewarding good performance. This study was undertaken as an attempt to investigate whether the PMS of the Department of Local Government and Housing (DLGH) in the Limpopo Province contributes to the improvement in departmental productivity. The literature review undertaken in this study shows that there is a general poor understanding of PMS in the public service and in the DLGH in particular. It (the literature review) further establishes that there are several challenges that hinder the effective implementation of a PMS in the public service. Other findings of the study include that there is a challenge of biased ratings (subjective assessment), and a setting of unrealistic performance targets which are unrealisable by employees. The foregoing justifies the reasons why productivity levels are not always realised and targets not achieved by the DLGH. The main finding of the study is that, although it plays a significant role in the improvement of productivity, the PMS has not contributed to the improvement of productivity of the DLGH in the Limpopo Province. The main recommendation on the basis of this finding is that there should be a regular and thorough training of officials within the DLGH about the PMS and how it influences productivity. Other additional recommendations include, inter alia, that the Departmental Moderating Committee should demand verifiable evidence to justify a higher rating during quarterly assessments, and that punitive/disciplinary measures be taken against those who do not comply with the provision of the PMS policy, particularly failure to submit performance instruments. / Public Administration / M Admin. (Public Administration)