Kufová, Z., Factors of Labour Turnover of Generation Y. Diploma thesis. Brno: Mendel University, 2018. The diploma thesis is focused on labour turnover‘s factors of generation Y especially of students and graduates of universities with economic field of study. The theoretical part is devoted to the theoretical knowledge about a labour turnover and dividing the society into generations. The attitude of generation Y to labour turnover and factors causing voluntary quitting jobs are explored in the practical part of the thesis. Electronic questionnaire survey is used for the research. The recommendations for building the loyalty of employees belonging to the surveyed group are suggested based on the results of the research.

The aim of the thesis is to propose changes to improve and streamline human resources management in the area of employee turnover in selected organization in connection with the analysis, evaluation and management of this area. The thesis is divided into two parts, theoretical and practical. In the theoretical part, the literature search is based on the study of literature, professional articles and internet resources that focus on the issue. Specifically, it is the fluctuation of employees with a focus on its theoretical definition and context, including the relationship with job satisfaction. The following practical part deals with the analysis of employee turnover in the selected organization. First, an organization is introduced and then two analyzes are performed. The first one is the analysis of employee turnover according to selected indicators and the second one is the analysis of job satisfaction in relation to employee turnover. Based on these analyzes, suggestions for improving the area are proposed.

This master thesis deals with employee fluctuation in the selected manufacturing company. In its first part, it explains theoretical concepts associated with employee fluctuation, the ways to measure it, the most common reasons causing employees to leave, and associated costs to the company. The theoretical findings are used in the next part of the thesis to analyse and examine a particular situation in the selected company. The final part contains suggestions for improving identified problems to reduce fluctuation.

The fundamental theme of this Master's Degree Thesis is Media Staff Fluctuation in the Czech Republic. The qualitative research, specifically that of individual semi-structured interviews with the journalists, was dominantly used for the processing. The interviews were aimed at the identification of the phenomena which have been complicating their professional performance and making it unpleasant. The respondents were asked directly as well as indirectly about the motivations which had led them to changing their occupation or have had such potential. Organization elements of media institutions are also taken into account, mainly the career code and the way of shift planning. The thesis deals with side-effects of media work such as excessive timeload, stress, haste, competition manifestations, the pressure from the side of advertisers etc. It pays attention to the impacts on freedom of expression and the veracity of published communiqués which may be caused by the unsuitably created conditions. It also includes a look at purely personal level, among others at family and partnership life, or as the case may be, at a possibility of satisfactorily spent leisure time. The recognized causes of employee turnover were classified, described, further categorized on the basis of an analysis of the interviews...

Final thesis concentrates on the issues of recruitment and selection of employees with emphasis on the method Assessment Centre. It consists of a description of this process in ČSOB and moreover it examines the differences between internal and external form of AC. A fluctuation of employees who are chosen by this way is used as an evaluation criterion of propriety of a selection method.

The theses is focused on analysis of satisfaction and stabilization of employees in Lázně Poděbrady, a.s. Through a survey is examined which factors most influence the job satisfaction of employees, further there is examined the level of satisfaction in 16 different areas. The paper presents findings on employees' satisfaction with their supervisors as the most important factor in satisfaction. There is also described the current state of stabilization of employees in this organization. The aim of this paper is to elaborate a theoretical approach of the issue of job satisfaction, employee turnover, and stabilization and subsequent analysis of the current situation in Lázně Poděbrady, a.s., an evaluation of these results and developing recommendations to management for further action. The paper is divided into theoretical and empirical part, in the conclusions are given suggestions for management.

Methods for detecting patterns of angler selective fishing behaviour in the long term recreational fishery statistics are presented in this Ph.D. Thesis. The motivating idea is that mainly different anglers' fishing preferences or attitudes towards particular fish species obstruct applying anglers' catches data for ongoing use in ichthyology research. Better recognising angler selectivity is therefore judged to be the key point from the viewpoint of fish and fishery sciences. Methods affecting angler behaviour can be directly applied by other specialists, e.g. social scientists. The thesis consists of five papers two of which are published (paper 1, 2), other two of which are accepted for publishing (paper 3, 4) and the last of which (paper 5) is in the status of manuscript before submitting. In the first two papers the role of common carp catches is focused. By using multivariate techniques it is studied if the increased exploitation of carp increases also the exploitation of other fish species. Time series of carp catches serve as an explanatory variable, other species catches through the same time are processed as independent variables. According to expectations the positive effect of carp catches on those of the other species was approved at the river section with the highest expected density...

This thesis deals with the job satisfaction in one factory of a textile company which is struggling with high employee turnover. In the theoretical part, the attention is paid to staff turnover and employee satisfaction. In the empirical part, building on the theoretical part, an analysis of employee satisfaction is performed based on a survey in the factory. In the final part, proposals and possible actions are discussed which may lead to an improvement of the situation in the company.

This thesis deals with the possibilities of the use of psychological assessment tools in selecting of employees. The theoretical part discusses the theoretical background of selection of employees, turnover and psychological assessment. Attention is paid to the efficient selection procedure with emphasis on the use of psychological assess-ment tools (questionnaires and tests) as a mean to reduce staff turnover, and thus to more effective management of human resources. The practical part deals with the analysis, examination and comparison of selected psychological instruments avail-able by company Motiv P s.r.o., cut-e czech s.r.o., Assessment Systems s.r.o. and TCC Online s.r.o., on the basis of pre-defined crucial criteria and characteristics for the implementation of these instruments in a particular company in the selection of call center operators. The result of this thesis is recommendation of specific psychological assessment instruments that according to aims, purpose and needs of particular company would help to reduce turnover of employees.

The aim of the thesis is to propose applicable recommendations of the remuneration system, which will lead to higher customer satisfaction and employee engagement contact centres in order to reduce their turnover rate, which currently stands at 23 %. The methods used to achieved the objective analysis of the current remuneration system, guided interview with the head of contact centre survey. Based on the data obtained and the results were evaluated concrete proposals formulated so that it can be applied in practice. Recommendations relating to the adaptation of financial evaluation of call centre staff, changes in employee benefits, adjustments to the evaluation system, as well as changes in management personnel in managerial positions and proposals for the introduction of the cafeteria system in the company. In the context of applicability into account individual recommendations and cost perspective.