This thesis is focusing on work process and process of social adaptation of new employees. The theoretical part explains the related concepts. I’m describing human resources strategy, processes and also corporate culture which is very important not only for the adaptation of employees. In the practical part will be assessed the proces of adaptation in the company. Focusing to both work, social environment and also to integration on corporate culture. Then will be on the base on the results of the analyzes as well as my experiences will be voiced suggestions to improve the proces of adaptation in company.

The main aim of the thesis is to create a complete overview of particular activities of the human resources politics from the perspective of a modern corporate management. On the basis of theoretical principles developed by the HR management to assess the individual activities in the example of selected company and propose improvements in areas, in which seems deficiencies. The thesis is divided into four chapters. The first part of the thesis summarizes the theoretical principles of HR management, which constitute the basis for the evaluation of the HR management in the selected company, referred in the practical part. The second chapter is devoted to the characteristics of the company, which is next featured under the fictitious name of Chemická, a.s.. The third part of the thesis presents a comprehensive view of HR management practice in the watched company. The structure of this part of the most deliberately corresponds theoretical part. Fourth part of the thesis evaluate on the basis of theoretical knowledge the real HR management in the selected company. The HR management is showing no sign of any serious failure. The activities are carried out professionally and secured by sophisticated company directives. The HR management seeks to meet both, corporate and the personal needs and goals. Chemická, a.s. respects in managing their human resources the modern approaches and strengthens so the strongest of the four pillars of business, the human resources.

This thesis deals with theme of Human Resources information systems, sub domain of information systems. Focus of theoretical part of this work is to familiarize reader with term HRIS, its history and evolution, define importance for organization and its environment. Define and critically evaluate its benefits for organization, typical users of HRIS and architecture models, find, evaluate and discus present and future trends. Practical part is focused on solving present situation in real organization that has issues with its HRIS and IT/IS support of HR processes. Main goal of thesis is critically evaluate status of firm and recommend best solution. Findings from theoretical part are applied to analyze and evaluate needs of organization. At the end, recommendation is stated.

The diploma thesis focuses on analyzing current information system of small company and proposal of modifications. Improvements of current batch control sheet system are designed as extensions of already implemented functionality and integration of attendance sheet which is related to it. Within the frame of modifications thesis proposes extensions of database model with emphasis to simplicity and complexity of target solution.

Abstract The master’s thesis is concerned on personality of manager and his method of leadership. Describes theoretical knowledge of qualities and skills of manager and evaluates actual situation. On the end, contains project of trainings and next courses that contribute the development of manager’s professionalism and effectiveness.

The master´s thesis is focused on the definition of the role of HR and line manager at LAC, Ltd. The thesis consists of two parts - theoretical and practical. The theoretical part is based on findings of the literature which is aimed at human resources management, role of HR manager and role of line managers in the company. The practical part deals with description of the company and its human resources management and an analysis of the role of line and HR managers in the company using interview method.

The work is focused on human resource management of non-profit organizations. The aim is to describe the similarities and differences of HR management in various types of non-profit entities. In connection with this is the theory of the non-profit sector and human resource management in general discussed here. HR processes are discussed in detail. The empirical part deals with the comparison of different types of NGOs. At first, there are tested several hypotheses based on the differences between the organizations, small and medium-sized. However, primarily, they are divided according to their functions to the service, advocacy and community. The empirical part consists not only of quantitative questionnaire, but additionally also of interviews with a representative of each researched category. As the result there is a summary of differences between every single type of organizations and description of three specific cases of human resources management in NGOs.

Human factor creates the greatest risk when working with people. Above all, to give a good example for future generations, it is necessary to select preschool teachers carefully. However, the role teachers play is not only to present a good example for children but to be also a colleague and team worker. Pre-school teachers are required to possess professional and personality competences. Therefore the process of recruitment and selection of teaching staff (followed by their adaptation in preschools) is one of the most important and difficult things in personnel management. Key staff, mangers and personnel officers are in charge of this process. It is highly important to be able to identify, evaluate and eliminate possible risks in the course of all recruitment process. To eliminate such risks is fundamental not only for key staff in education system. The aim of the paper is to define particular measures of prevention arising form identification and evaluation of possible risks during recruitment and selection of teaching staff school education, taking into account their future incorporation into the process of education. This papers reviews ways, procedures and experience of key staff in pre-schools creating background for successful recruitment and selection of useful team members. KEY WORDS:...

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