This thesis engages in the analysis of personnel work at Prague City Apartments, Ltd. Its aim is to examine the personnel activities that are performed in the organization and suggest recommendations to increase their effectiveness. The intention is to identify the main weaknesses of the system and propose possible solutions. The thesis is divided into two parts. The theoretical part includes the definition and explanation of the key human resources activities that currently take place in the enterprise; the practical part examines these activities and interprets them. To meet the objectives of the work various methods were used, including examining internal company documents, observation, conducting interviews, questionnaires and a summarizing SWOT analysis. The study indicates that human resources activities exist in the company and have a lot of positive aspects; however, there are several deficiencies that need to be corrected and improvements to be made in order to increase the effectiveness of the personnel work and therefore overall performance of Prague City Apartments, Ltd.

The aim of this thesis is to analyze personnel work and find the pros and cons in the company - Trask solutions a.s., Czech consulting and technology company that helps clients use information technology in an effective way. The thesis is divided into two parts. The theoretical part describes selected personnel actions like employee selection, hiring, adaptation, evaluation, compensation, and employee training. The practical part analyzes human resource activities and compares theoretical knowledge with practice of IT and on the basis of acquired findings, proposes alternative solutions.

Thesis (M.A. (Industrial Sociology))--North-West University, Vaal Triangle Campus, 2007.

Workplace change is caused by the utilization of new technology, changing legislation, globalization and competitive markets. Employees are exposed to new management techniques as well as altered Human Resource policies and activities which consequently lead to an altered employment relationship. The psychological contract plays a major role in the relationship between an employee and employing organisation. The aim of this study was to determine employees' work outcomes associated with the psychological contract within private training institutions. The research method included a comprehensive literature review and an empirical study. The measuring instrument the Psychological Contract of Employment Survey (PSYCONES) "Questionnaire on the perceptions of work was used to attain the research objectives. Through target sampling 218 employees participated in the study. The SSPS programme was utilized for statistical analysis and it was found that no significant relationship between job satisfaction, health, well-being and organisational commitment existed. There was a correlation found between job satisfaction and health and well-being. Regression analysis indicated that variance in job satisfaction and organisational commitment is practically significant but not statistically significant. The same type of analysis indicated that health and well-being did not have a significant amount of predictive value with regard to organisational commitment. Relatively high levels of job satisfaction, health, well-being and organizational commitment were confirmed for workers in private training institutions. / Thesis (M.A. (Industrial Sociology))--North-West University, Vaal Triangle Campus, 2007.

Workplace change is caused by the utilization of new technology, changing legislation, globalization and competitive markets. Employees are exposed to new management techniques as well as altered Human Resource policies and activities which consequently lead to an altered employment relationship. The psychological contract plays a major role in the relationship between an employee and employing organisation. The aim of this study was to determine employees' work outcomes associated with the psychological contract within private training institutions. The research method included a comprehensive literature review and an empirical study. The measuring instrument the Psychological Contract of Employment Survey (PSYCONES) "Questionnaire on the perceptions of work was used to attain the research objectives. Through target sampling 218 employees participated in the study. The SSPS programme was utilized for statistical analysis and it was found that no significant relationship between job satisfaction, health, well-being and organisational commitment existed. There was a correlation found between job satisfaction and health and well-being. Regression analysis indicated that variance in job satisfaction and organisational commitment is practically significant but not statistically significant. The same type of analysis indicated that health and well-being did not have a significant amount of predictive value with regard to organisational commitment. Relatively high levels of job satisfaction, health, well-being and organizational commitment were confirmed for workers in private training institutions. / Thesis (M.A. (Industrial Sociology))--North-West University, Vaal Triangle Campus, 2007.

The thesis deals with the education and development of employees in the company providing logistics services. The company wished to remain anonymous, and therefore for the purposes of the thesis entitled NOVACS. The work is divided into theoretical and practical part. The theoretical section contains basic definitions of concepts, relationships and connections related to the issue of education and staff development. The methodology used in the theoretical part includes an analysis of available literature and supplementary documents. Practical content is an analysis of staff education and development in the department of informational technologies of the company NOVACS. The practical facts are compared with findings in the theoretical part. The system of education and staff development at NOVACS is examined and assessed from the perspective of senior manager of IT department, whose job performance in the field of education and staff training and development is analyzed too. The result of the thesis are identified strengths and weaknesses of the education and development of employees in NOVACS, and the related advices and recommendations to improve the system by the author of the thesis.

The diploma thesis „Human Resources Activities in Company“ focuses on specification of personnel work in the Jiří Bláha company. Specifies individual human resources activities from a theoretical knowledge and compare it with reality, obtained in the analysis and questionnaire survey. It contains suggestion of trainings and changes that should help to increase the satisfaction of workers and improve the human resources activities.

The thesis deals with non-financial remuneration of teachers in pre-primary education . The introductory part is devoted to a general definition of basic concepts, the theory of human resources and remuneration. The next section is characterized by financial and non-financial forms of remuneration . There are specified the different types of rewards . The final section analyzes the choice of the most efficient and preferred forms of non-financial reward teaching staff of pre-primary education . It compares the views and preferences of headmasters and teachers.

The thesis deals with non-financial remuneration of teachers in pre-primary education . The introductory part is devoted to a general definition of basic concepts, the theory of human resources and remuneration. The next section is characterized by financial and non-financial forms of remuneration . There are specified the different types of rewards . The final section analyzes the choice of the most efficient and preferred forms of non-financial reward teaching staff of pre-primary education . It compares the views and preferences of headmasters and teachers. KEYWORDS Human resources, human resources work, human resources management, human resources activities, remuneration, direkt financial and nonfinancial compensation, preprimary education

The aim of my thesis is the remuneration of teaching staff in pre-primary education. Remuneration is a part of personnel activities in the organization, so in the introduction of the theoretical part I deal with the general definition of basic terms relating to human resources and personnel work in organizations and here I outline the development and changes in human resources. In the next part of the theory I devote myself mainly to the most important personnel activity, which is remuneration. In addition to describing the basic concepts, the individual forms of remuneration are characterized in detail, both financial and non-financial. In my diploma thesis I deal with them more specifically at the level of pre-primary education and I also describe here the personal activities of the headmistress in kindergarten. The final part deals with the research, whose aim was to map the situation in the area of remuneration and subsequent satisfaction with remuneration, financial and non-financial. The survey was conducted in the form of questionnaires for teaching staff and interviews with two headmistress of kindergartens. Based on the results of selected questionnaire questions, I suggested recommendations for remuneration practice in pre-primary education. The importance of the thesis is to extend...