The theme of this work is the strategic management of human resources at Faurecia Components s.r.o. The theoretical part focuses on areas that include strategic human resource management and the individual personnel actions. The practical part deals with the company's strategy for human resources and suggestions on improving personal activities. It also includes an assessment of the current situation in society.

The thesis deals with burnout syndrome as a phenomenon of our time which threatens individuals and organizations. In the theoretical part burnout is defined and its possible causes with individual and external factors are mentioned. Further the process of burnout is described and the psychosocial and physical symptoms, which indicate the syndrome, are given. Also potential consequences of burnout are discussed. Next chapter deals with factors that may act in the prevention of burnout in working life. There are both internal factors as resistance, motivation and self-management and external factors of occuupational environment mentioned. Last theoretical chapter puts knowledge of burnout in the context of leadership and human resources management. It points to the possibilities of prevention of burnout in organization, attention is paid to knowledge management, talent management and diversity management. Further the personnel activities and their impact on prevention of burnout are referred. In the end importance of personal development, education, work-life balance and spirituality in prevention of burnout are mentioned. The empirical part consists of a questionnaire survey comparing risk of burnout among three age categories and an interview with a psychologist, who deals with the prevention of burnout....

The diploma thesis examines human resource management in Nemocnice Jindrichuv Hradec Hospital, Inc. In the beginning, I described how the hospital management and hospital owner. In the next section, I analyze personnel activities. At the end, I present the final evaluation, which includes the evaluation of the hospital management, individual personnel activities, and propose measures that will improve hospital management and leadership of human resources.

The aim of the work is to map processes in personal activities of Schneider Electric, a. s., and to map processes in relation to the objectives of HR strategy. To describe the human resources strategy and sub-activities leading to its fulfillment. With further analysis to determine the strategic external and internal factors, which affect the implementation of the strategy, and which affect strengths and weaknesses of human resources strategy. Following the outcomes of the analysis to suggest new approaches and solutions that would help to better reaching both personal objectives and goals of the company.

The need to steer economic development has always been great and as management model has the balanced scorecard has been popular since the mid- 1990s, mainly in the private sector but also in the municipal sector. The introduction of the balanced scorecard has been primarily to organizations to see more than economic dimensions. The Balanced Scorecard was originally a measurement system, and today it works more as a strategic instrument. In our study is a case study to evaluate a municipality and how they make use of the balanced scorecard as a tool for strategic and value-adding work in municipal activities. In the local business is it important that the organization adapts the balanced scorecard, so it fits on the basis that it is a politically driven organization, with mandates, committees and administrations. In our study, we used a qualitative method with a deductive approach. In the study, we have gathered information through a case study where we interviewed 7 people in leading positions. In our analysis and results section, we came to the conclusion that the municipality does not use the balanced scorecard correctly. We also found that the balanced scorecard as a tool for value creation and strategic planning does not work in a favorable way. In our study, we see difficulties with the implementation of the balanced scorecard. If the municipality has invested in implementing the balanced scorecard at all levels of the business so the municipality would be able to use it on one of the activities more adequately. When the municipality is a politically driven organization, it is important that vision alive and changing based on the conditions that reflect the outside world and the municipality in general. Looking at a vivid vision, goals and business ideas, it's balanced scorecard in line with how a balanced scorecard should look like. The municipality has a strategic plan in terms of staff and employees at large. In the study, we have seen that the strategic plan is not followed up in a good way and for the business favorably, the municipality chooses the easy way out for evaluation. Employee participation to changes and ongoing human resources management feels nonexistent. However, as has been the vision of creating empowered and motivated employees. In our conclusion, we describe how we in our study look at the use of the balanced scorecard in municipal operations. We can also discern that a balanced scorecard as a tool for value creation and strategic work is good if it is used properly. In the study, we have concluded that the municipality we have chosen to study should not use the balanced scorecard when you have not created the tools and platforms required for employees, civil servants and politicians to evaluate, monitor and create a living scorecard change over time. The study reveals major shortcomings in the implementation, evaluation and follow-up possibilities, and the consequence of this is that the balanced scorecard is not - 4 - preferable in municipal operations as a strategic instrument for value creation and long-term planning. / Behovet att styra den ekonomiska utvecklingen har alltid varit stort och som styrmodell har det balanserade styrkortet varit populärt sedan mitten av 1990- talet. Främst inom den privata sektorn men även inom den kommunala sektorn. Införandet av det balanserade styrkortet har främst varit för att organisationerna skall kunna se mer än de ekonomiska måtten. Det balanserade styrkortet var från början ett mätsystem och idag fungerar det mer som ett strategiskt instrument. I vår fallstudie utvärderar vi en kommun och hur de använder sig av det balanserade styrkortet som ett instrument för det strategiska och värdeskapande arbetet inom den kommunala verksamheten. Inom den kommunala verksamheten är det av vikt att organisationen anpassar det balanserade styrkortet så det passar in utifrån att den är en politiskt styrd organisation, med mandatperioder, nämnder och förvaltningar. I vår studie har vi använt oss av en kvalitativ metod med en deduktiv ansats. I studien har vi samlat in information genom en fallstudie där vi intervjuat 7 personer i ledande position. I vår analys och resultatdel kom vi fram till att kommunen inte använder sig av det balanserade styrkortet på rätt sätt. Vi kommer även fram till att det balanserade styrkortet som instrument för värdeskapande och strategiskplanering inte fungerar på ett gynnsamt sätt. I vår studie ser vi svårigheter med implementeringen av det balanserade styrkortet. Vi ser vidare att om kommunen satsat på att implementera det balanserade styrkortet på alla nivåer i verksamheten skulle kommunen kunna använda det på ett för verksamheten mer adekvat sätt. Då kommunen är en politiskt styrd organisation är det av vikt att visionen lever och förändras utifrån de förutsättningar som speglar omvärlden och kommunen i stort. Ser vi till en levande vision, mål och verksamhetsidéer är det balanserade styrkortet väl i linje med hur ett balanserat styrkort bör se ut. Kommunen har en strategiskplan när det gäller personal och medarbetare i stort. I studien har vi sett att den strategiska planen inte följs upp på ett bra och för verksamheten gynnsamt sätt, kommunen väljer den enkla vägen för utvärdering. Delaktigheten bland medarbetarna för förändringar och löpande personalpolitiska frågor känns obefintlig. Dock så har man visionen om att skapa delaktiga och motiverade medarbetare. - 5 - I vår slutsats beskriver vi hur vi i vår studie ser på användningen av det balanserade styrkortet inom kommunal verksamhet. Vi kan även skönja att ett balanserat styrkort som instrument för värdeskapande och strategiskt arbete är bra om det används på rätt sätt. I studien har vi kommit fram till att kommunen vi har valt att studera inte bör använda sig av balanserat styrkort då kommunen inte skapat verktygen och de plattformar som behövs för medarbetare, tjänstemän samt politiker för att utvärdera, följa upp och skapa ett levande styrkort som förändras över tid. Studien visar på stora brister i implementeringen, utvärdering och uppföljningsmöjligheter och följden av detta är att det balanserade styrkortet inte är att föredra inom kommunal verksamhet som ett strategiskt instrument för värdeskapande och långsiktigplanering.

Made available in DSpace on 2016-08-02T21:43:02Z (GMT). No. of bitstreams: 1 ELCIO HENRIQUE DOS SANTOS.pdf: 733019 bytes, checksum: b434c0b9c6b1e7cce4c1e7db69cfeb69 (MD5) Previous issue date: 2010-09-21 / As Instituições de Ensino Superior (IES), a exemplo das grandes organizações, têm enfrentado os desafios da globalização: as mudanças do ambiente, as acirradas competições, a busca por maior qualidade, a escassez de recursos, as novas tecnologias educacionais e a necessidade de prestar contas de avaliações acadêmicas e institucionais. Mourão, Kilemnik e Fernandes (2005) afirmam que diante destas grandes mudanças as organizações precisam contar com profissionais competentes e criativos, a fim de que eles sejam capazes de superar, junto com a organização as dificuldades do ambiente e tirar proveito das oportunidades do momento. Para que a evolução das organizações aconteça, a área de Gestão de Recursos Humanos torna-se hoje vital no contexto organizacional, cada vez mais competitivo e globalizado, uma vez que ela pode contribuir de forma decisiva para o sucesso das organizações. Dentro deste contexto estão as IES confessionais sem fins lucrativos, que também como as demais buscam novos modelos de gestão. O Objetivo deste trabalho é analisar como uma Instituição de Ensino Superior (IES) Comunitárias Confessionais, sem Fins Lucrativos, está trabalhando com a Gestão de Pessoas sobre os docentes, frente ao mercado competitivo. Para atender à proposta deste trabalho, será desenvolvida uma abordagem qualitativa exploratória e descritiva, através do desenvolvimento do estudo de caso de uma IES confessional sem fins lucrativo, situada na região do Vale do Paraíba, estado de São Paulo. Trata-se, portanto de uma experiência que pode trazer contribuições, tanto para a IES estudada, como para as demais instituições confessionais que estão buscando modelos de gestão para Recursos Humanos. Como resultado da pesquisa foi observado que a IES estudada ainda não apresenta estratégia definidas para gerir seu corpo docente, mas se utiliza de práticas de incentivos e reconhecimento, buscando alcançar o comprometimento do seu corpo docente. Destaca-se que a IES está passando por um momento de transição, pois esta elaborando suas novas políticas de gestão de Pessoas.

The purpose of this diploma thesis is a proposal strategy of company development for a business company XY s.r.o. Analysis conducted was aimed at research of internal company resources and external environment. The results of the analysis show market position and identifies source of competitive advantage. Strategy implementation should support improvement of market position.

The focus of this research is to understand the relevance of the Human Resource Development Strategy for the functioning of South African Public Service and its implications for the Emerging Management Development Programme (EMDP). One of the main challenges of the Human Resource Development Strategy (HRDS) is its translation into well designed training programmes that are aligned with the goals and objectives of the strategy. The Emerging Management Development Programme (EMDP) is meant to be the translation and interpretation of the HRDS for public sector training and development on emerging management level. The intention of this study is to evaluate, analyse and understand the alignment of the EMDP with the Human Resource Development Strategy for the South African pubic service and subsequently suggest proposals for the possible improvement of emerging middle management development. The objectives of the research will be stated in the form of two critical questions:  What are the main directives in the Human Resource Development Strategy for the Public Service regarding management development in general, and the gaps in the design and development of the Emerging Management Development Programme (EMDP) in particular?  How does the design and development of the current EMDP meet the strategic vision for management development as envisioned in the Human Resource Development Strategy for the Public Service? The research methodology applied in this study, is a qualitative research approach. This approach focuses on phenomena that occur in natural settings, i.e. in the real world and involve studying those phenomena in all of their complexity which is used to gather data. This data is preserved in descriptive narratives. A qualitative research approach also uses mainly the constructivist-interpretive perspective. The key finding is that as much as the EMDP is comprehensive, it is however not yet aligned with the Human Resource Development Strategy of the South African Public Service. The recommendation is that the conversion of the objectives of HRDS-SA into the learning outcomes of the EMDP in order to provide a framework for a comprehensive base of competencies that inform the curriculation of the EMDP is important. This will ensure that the learners are able to benefit from a multitude of skills development activities in the programme and, in so doing, render them more purposeful to improve their impact on the skills challenges of the country. / Public Administration and Management / M. Tech. (Public management)

The present diploma thesis is focused on description and comparison of strategic management of human resources in kindergarten and kindergarten with remoted institutions in Carlsbad Region. The theoretical part introduce the fundamental terms connected with the strategic management of human resources from different perspectives, and the methods of strategic management of human resources in school institution. The empirical research reveals and compares the strategic management of human resources in kindergarten and kindergarten with remoted institutions. Further, the empirical research of strategic management is focused on the size of kindergarten in terms of number of classes. Two research methods were chosen: questionnaire and semi-structured interviews. The semi-structured interviews were added due to obtaining of more specified and detailed information concerning given topic. Based on the results, it may be stated that the management of kindergarten and kindergarten with remoted institutions is strategic as regards human resources. However, the management differs one from another. The most important condition, affecting the strategic management of human resources, is the number of classes in the kindergartens.

The focus of this research is to understand the relevance of the Human Resource Development Strategy for the functioning of South African Public Service and its implications for the Emerging Management Development Programme (EMDP). One of the main challenges of the Human Resource Development Strategy (HRDS) is its translation into well designed training programmes that are aligned with the goals and objectives of the strategy. The Emerging Management Development Programme (EMDP) is meant to be the translation and interpretation of the HRDS for public sector training and development on emerging management level. The intention of this study is to evaluate, analyse and understand the alignment of the EMDP with the Human Resource Development Strategy for the South African pubic service and subsequently suggest proposals for the possible improvement of emerging middle management development. The objectives of the research will be stated in the form of two critical questions:  What are the main directives in the Human Resource Development Strategy for the Public Service regarding management development in general, and the gaps in the design and development of the Emerging Management Development Programme (EMDP) in particular?  How does the design and development of the current EMDP meet the strategic vision for management development as envisioned in the Human Resource Development Strategy for the Public Service? The research methodology applied in this study, is a qualitative research approach. This approach focuses on phenomena that occur in natural settings, i.e. in the real world and involve studying those phenomena in all of their complexity which is used to gather data. This data is preserved in descriptive narratives. A qualitative research approach also uses mainly the constructivist-interpretive perspective. The key finding is that as much as the EMDP is comprehensive, it is however not yet aligned with the Human Resource Development Strategy of the South African Public Service. The recommendation is that the conversion of the objectives of HRDS-SA into the learning outcomes of the EMDP in order to provide a framework for a comprehensive base of competencies that inform the curriculation of the EMDP is important. This will ensure that the learners are able to benefit from a multitude of skills development activities in the programme and, in so doing, render them more purposeful to improve their impact on the skills challenges of the country. / Public Administration and Management / M. Tech. (Public management)