The main aim of my work is based on learned theoretical knowledge, gained personal experience and collaboration with recruitment agencies to analyze the situation of human resources in the Czech Republic and especially introduce professional selection procedure and obtain the most suitable candidate since recruitment agencies are professionals in their field. The biggest contribution of this thesis is in a comprehensive summary of theoretical and practical knowledge of such an important area as the selection of resources or those employees who are able to develop and form flourishing company. Firms do stand on people, what should be more important than correct selection of its employees. The work will also outline proposals and recommendations to improve services of recruitment agencies.

<p>Abstract</p><p>Coming to new job is not that easy, sometimes the feeling of insecurity appears. Working for recruitment agencies includes constant changes of colleagues and places of work and at the same time one has two different managers. Who does the individual turn to when problems occur and who do the employed see as his/her manager? Why do people search for work in recruitment agencies? How does it feel not having a fixed place of work or colleagues and how do the aspects of this affect the employed psychosocial work environment? This is a few questions asked when we tried to find answers on the employed feelings about his/hers psychosocial work environment in a recruitment agency. The purpose of this study was to find a deeper understanding on employees working in a recruitment agency experiences their psychosocial work environment on the basis of social support, demands and control. To find answers on our questions we made a deep qualitative interview with eight employees from a recruitment agency. We had help from the recruitment agency with the selection of respondents from our criteria’s. They had to be from different ages, genders and come from different ethnical backgrounds and the time of employment had to vary between them all. </p><p>As earlier researches we discovered some deficiencies within the recruitment agency and particularly about the social relations. Coming to demands our respondents has not expressed any despair. On the other hand there are suggestions that the demands are higher from the customer and the stationary employees, than from the recruitment agencies managers. The employed recons they have control over their working situation, based on their right of saying no to assignments that does not appeal them. Earlier research shows that employees within a recruitment agency are employed for an average of two years and that personal turnover is high in this business. Our respondents has worked in this trade of industry for two weeks up to four years and a number of them has been offered stationary employment at customers. All of them have turned them down with the justification about them being comfortable in the recruitment agency business and that the customer has not been appealing. </p><p>Our conclusion is that the experience of the psychosocial work environment can be seen as good. The positive experiences outweigh the negative experiences. </p><p>Keywords: Psychosocial work environment, social support, demand, control, consultants and recruitment agency.</p>

Abstract Coming to new job is not that easy, sometimes the feeling of insecurity appears. Working for recruitment agencies includes constant changes of colleagues and places of work and at the same time one has two different managers. Who does the individual turn to when problems occur and who do the employed see as his/her manager? Why do people search for work in recruitment agencies? How does it feel not having a fixed place of work or colleagues and how do the aspects of this affect the employed psychosocial work environment? This is a few questions asked when we tried to find answers on the employed feelings about his/hers psychosocial work environment in a recruitment agency. The purpose of this study was to find a deeper understanding on employees working in a recruitment agency experiences their psychosocial work environment on the basis of social support, demands and control. To find answers on our questions we made a deep qualitative interview with eight employees from a recruitment agency. We had help from the recruitment agency with the selection of respondents from our criteria’s. They had to be from different ages, genders and come from different ethnical backgrounds and the time of employment had to vary between them all. As earlier researches we discovered some deficiencies within the recruitment agency and particularly about the social relations. Coming to demands our respondents has not expressed any despair. On the other hand there are suggestions that the demands are higher from the customer and the stationary employees, than from the recruitment agencies managers. The employed recons they have control over their working situation, based on their right of saying no to assignments that does not appeal them. Earlier research shows that employees within a recruitment agency are employed for an average of two years and that personal turnover is high in this business. Our respondents has worked in this trade of industry for two weeks up to four years and a number of them has been offered stationary employment at customers. All of them have turned them down with the justification about them being comfortable in the recruitment agency business and that the customer has not been appealing. Our conclusion is that the experience of the psychosocial work environment can be seen as good. The positive experiences outweigh the negative experiences. Keywords: Psychosocial work environment, social support, demand, control, consultants and recruitment agency.

This diploma thesis is concerned with definition of the term recruitment agency and with the description of its activities and services, which are offered to its clients and candidates. First chapter of this thesis depicts conditions of origin of recruitment agencies in Czech Republic and their functioning. There is a close analysis of job market, job applicants and clients of recruitment agencies. The second chapter is the core of this thesis. It contains description of cooperation between specific recruitment agency and its client and candidate. The work of the consultant in this recruitment agency is a central theme of this chapter. Final chapter sums up benefits and risks for all concerned parties, namely client - recruitment agency - candidate.

The master´s thesis deals with the creation of the business plan for a recruitment agency establishment. In the first part there is a theoretical basis for the following two parts. The second part of thesis mainly analyses the macroenvironment and microenvironment. Third, the proposal part, contains the business plan with all of its components. The main task of this thesis is to assess whether to implement the plan or not.

Cílem této diplomové práce je vytvoření kompetenčního modelu HR konzultanta působícího v mezinárodní personální agentuře. V první části práce se věnuji terminologické definici pojmů a popisu kompetenčních modelů, které jsou zaměřeny na HR profesionály. V praktické části práce jsem čerpala z analýzy popisu pracovního místa, rozhovoru s HR konzultantem a dotazníku. Dotazník byl distribuován mezi HR konzultanty působící ve zkoumané agentuře. Výstupem této analýzy je popis kompetencí a sestavený kompetenční model. V závěru této diplomové práce uvádím, jaké jsou praktické možnosti využití kompetenčního modelu.

The thesis is focused on the analysis of different recruitment and selection methods of new employees; the thesis evaluates modern methods of recruitment and selection of candidates used in recruitment agency CPL Jobs and provides suggestions for improving of the process within the agency. The aim of this thesis is to examine the process of recruitment and selection of new employees as a key component of modern approaches of personnel management, to describe the tools for achieving efficient process and submit their own proposals for improving its effectiveness. The thesis is divided into two parts. The theoretical part defines the process of recruitment and selection of qualified manpower, describes different methods of recruitment and selection of employees in recruitment agency. The practical part is based on personal experience and contains the analysis of current situation of using different sources and methods of recruitment and selection of new candidates in recruitment agency CPL Jobs and submits its improvement and further enhancement of the effectiveness.