Master thesis contains theoretical terms and thoughts including, but not limited to, motivation ad human resources management. It analyses the contemporary state od motivational programme in the company HANYA corporation s.r.o. and includes proposal, which would improve satisfaction of staff, increase in the efficiency of work and reduction of employee fluctuation.

This thesis is about human resources management and corporate culture in the restaurant {\clq}qZlatý jelen`` in Horažďovice. The main aim of this thesis was to deal with some aspects of human resources management and corporate culture that influence the quality of the offered services in specific conditions of a small firm. For closer investigation of these issues I used two structured questionnaires and the test of colourfully semantic differential (TBSD). I suggested some provisions for the future in the closing part of this thesis. I hope my suggestions will help increase the quality of the services, the standard of human resources management and corporate culture in this restaurant.

Process of adaptation is an important period of a life cycle of an employee in every organization. This period, during which the employee is getting to know the organization, its culture, role, colleagues, and their own workload, often determines whether the employee stays with the organization or not. It is a difficult period, the employee is acquiring new skills and know-hows and adjusting to a new colleagues and environment. The difficulty of this period can be lowered with a well set and professionally managed systematic onboarding process. Onboarding process is what this thesis focuses on, it engages with general aspects as well as with evaluation of the onboarding process in a home organization of the author of this thesis. Said organization sees an onboarding manual as an important part of the adaptation process. A draft of such manual is a part of this thesis. Theoretical part of the thesis introduces fundamental fields necessary for complex understanding of the issues of training of new employees in organizations. The themes of adaptation and onboarding process are also introduced as well as education of new employees and mentoring as one of the education methods. Other themes described are the change management as well as the employees' onboarding manual. The concept of the theoretical...

The general aim of this study was to gain insight into the perceptions and experiences of line managers regarding the impact of an employee wellness programme (EWP) on employee wellness and performance at a selected municipality in KwaZulu-Natal. As a purposive sample, ten line managers were selected to participate in the study by means of semi-structured interviews. The literature review aimed to conceptualise wellness, employee wellness and employee performance, as well as to explore the impact of EWPs on employee wellness and performance. The specific empirical study aims were to determine line managers’ level of awareness and knowledge of the municipality EWP and its purpose, to explore the challenges faced by line managers within the EWP, to explore if the line managers perceived and experienced the municipality EWP as being beneficial to employee wellness and whether participating in the EWP improved employee performance. Lastly, the aim was to make recommendations for improvement that can assist the municipality in enhancing the impact of the EWP on employee wellness and performance within the industrial psychology discipline, and in particular when it comes to employee wellness. The research findings reveal that line managers were aware of and had knowledge about the existence of the EWP through marketing campaigns, inductions and activities. They also confirmed they had personal engagement experience through participation in the programme. They perceived the main purpose of the EWP as being to support employees in achieving a work-life balance and providing counselling and advisory services. Participants noted certain challenges with regard to participating in the programme, such as fear of being judged, victimised and stigmatised, and a lack of confidentiality and trust, which affects employees’ privacy and security. Also, they doubted wellness officer competence, which included the necessary skills and training for dealing with complex cases. Lastly, gender and cultural beliefs also posed challenges. Line managers found it beneficial to participate in the EWP. It improved employee wellness and performance. Employees developed mechanisms to cope with work, personal and emotional problems. Wellness officer availability, competence and skills were recommended by participants as ways of enhancing the EWP. Involvement of other stakeholders was another recommendation for improvement. This involvement would include wellness champions, organised labour and line managers. Programme managers should consider increasing EWP awareness by improving marketing, while emphasising programme benefits and confidentiality. / Industrial and Organisational Psychology / M. Com (Industrial and Organizational Psychology)