The diploma thesis focuses on initial planning of human resources at quotation phase at enviroment of APV company, for purposes of project management. It analyse initial planning of projects and compare it with actual state at the end of project. It contains suggestion, which may lead to more accurate initial planning.

The theoretical part of the thesis dealing with the theme of Age Management contains a relatively new concept concerning the field of Human Resources Management which focuses on taking the age of eymployees into account. The theoretical part is also approaches current demographic trends in the Czech Republic and points out the problems that may arise in connection with future demographic development. The practical part deals with the analysis of the external and internal environment of a company which serves as the basis for initial proposals of the application of Age Management in a particular company.

Introduction: In the current rapidly changing world of work, organisations are investing increasingly in workforce planning. Throughout times, recruiting and retaining talented employees have been one of the most complex problems facing employers. Human Resource (HR) metrics and analytics is still a relatively untouched tool used by HR managers. However, HR practitioners are engaging in an era where recruitment and talent retention processes are becoming predictive and provide several benefits to both the employer and employee. By understanding how data can be used for insightful decisions that generate business results, HR professionals need to exploit the gap. Currently, they have the opportunity to utilise their extensive data sets by providing the organisation with the relevant and strategic analytics for informed decision-making. Research purpose: The purpose of the systematic literature review was to investigate the nature and value that metrics and analytics on recruitment and talent management add to organisations. Motivation for the study: Throughout history, people were considered as the most valuable assets in which an organisation can invest. However, HR failed to take responsibility for the programmes and initiatives which they developed and implemented. By developing a means to measure HR programmes and initiatives and assess the performance and development of employees, HR professionals will be able to demonstrate its effect on the business's 'bottom line'. Consequently, top management would then be more willing to invest money and time in HR-related activities. HR metrics and analytics will allow top management to make informed decisions on HR initiatives and programmes such as recruitment and talent management. In a volatile business environment HR departments need to prove the monetary value of the HR functions to top management. For HR analytics to be effective, it is vital that the organisation applies the correct metrics that is aligned with the overall business strategy and objectives. Research design, approach and method: For the purpose of the present study, a systematic literature review was conducted to determine the nature and value-add of recruitment and talent management analytics in an organisation. Main findings: The first objective was to determine the importance of recruitment and talent retention metrics and analytics. Results show that organisations currently struggle to recruit and retain talented employees, a factor that ultimately impacts the success of the organisation. The review provided evidence of organisations that realised the importance of recruitment and talent retention analytics by also using it to inform their human capital planning. The second objective assessed the use of metrics and analytics to manage recruitment and talent. The research indicated that organisations apply various recruitment and talent retention metrics in different ways and for diverse purposes. A possible reason may be that organisations have different data sets and also use these sets differently to develop HR-related metrics suited for the specific company. The third objective was to identify standards for metrics on recruitment and talent management. The research indicates that there is no systematic approach to evaluate recruitment and talent management. This is a topic for future research. The fourth and final objective investigated the role of recruitment and talent retention analytics in management's decision-making. Here the literature indicates that organisations have invested highly in HR analytics, and even appoint an analytics team within the company with the sole purpose of evaluating the organisation's data sets. This attest to the value management attaches to HR analytics as important contribution to the business's decision-making process, and ultimately the success of the organisation as a whole. Limitations/future research: The present research had to factor in several delimitations related to the context, constructs and theoretical perspectives of the study. The researcher firstly identified that the research context was limited to the Human Resources (HR) segment of organisations and business sector. Secondly, only HR-related analytics were used for the purpose of this study. The researcher searched, analysed and made assumptions about this research topic by consulting mainly recent (over the past 10 years) and authentic resources. Lastly, the assumptions made in the study are based on data the researcher incorporated from selected literature. Conclusion: It is evident from the findings that HR professionals began understanding the impact of recruitment and talent retention analytics on validating HR contributions to the organisation. Furthermore, it is clear that, on the other hand, management does acknowledge the importance and value that recruitment and talent retention analytics add to the organisation's 'bottom line'. This allows management to make insightful decisions, and ultimately retain a competitive edge in the market. / Dissertation (MCom)--University of Pretoria, 2016. / Marketing Management / MCom / Unrestricted

The cost of losing a manager in the retail sector is 2 to 3 times their yearly salary. The purpose of this exploratory single case study was to explore strategies general managers in large retail organizations can use to improve assistant manager retention. Building upon Ramlall's adaptation of motivation theory, research was conducted to determine factors that contributed to retention of assistant managers in a general merchandise retail store operating in Virginia and North Carolina. Data were collected through semistructured interviews with 20 general managers of stores in the same organization located in Virginia and North Carolina, reflective journals, and researcher observations and were then coded by themes and analyzed using Moustaka's method of thematic analysis. Seven themes emerged from the study including needs for a supportive work environment, training and communication, pay, and appreciation and feedback. Implications for positive social change include increased wages through higher retention, which can affect the economy of the communities in which the company operates. The company operates nationally, so the potential insight on in increased wages could have a wide impact on the economy if applied to all stores. Assistant managers will also benefit from consistency and growth within the company and in turn be able to provide more stability to employees that work for them. If applied to other companies, this study could also have a positive impact on a wider scale. General managers from different companies in different areas may use the results of this study as a starting point to assess and improve assistant manager retention within their stores. This improved retention could lead to more stability in their team and better knowledge retention for the organization.

Employee abuse and discrimination appear rampant in many workplaces, as indicated by the annual Equal Employment Opportunity Commission (EEOC) reports from 2014 and 2015. This study was designed to explore employment discrimination practices specifically within the hospitality industry. The researcher used conversational dialogue to capture the experiences of human resources (HR) professionals who may have observed employee discrimination in the hospitality industry. Using semi-structured interviews with the participants in the study, the researcher obtained rich descriptions of their lived world with respect to employee discrimination. The findings of the study, which indicate that there has been no discrimination in the Dade, Broward, and Palm Beach regions of Florida, are both perplexing and intriguing, as they provide an opportunity for critical examination of the conditional, and protectionist reasons why HR professionals defended the industry as non-discriminatory against employees who registered discrimination complaints. Since a wealth of literature evidences discrimination in the industry, the findings of this study prompted a discussion of the participants’ non-discrimination responses, which helped the researcher formulate a critical analysis leading to the construction of a theory of deniability as a conditioned mechanism of industry protectionism. This theory may appropriately contextualize the conflict among employees, HR professionals, and the hospitality industry at large, which appears to be nuanced by the Marxist template that the wealthy always view the working masses with fear. The results of this study demonstrate that seeking information about discriminatory practices from HR professionals in this industry may yield protectionism rather than recognition of the suffering experienced by discriminated employees.

It is clear that at this stage fear has affected the crisis of the citizens of the European Union, with the result that the Schengen Agreement is not characterized as positively as it used to be, citizens feel threatened at all levels, whether it is work or economic and especially in terms of security. In particular, the recent terrorist acts have an even greater impact on the opinion of European citizens as to whether or not the Treaty should be continued. In particular, while the inhabitants of the countries of the E.U. accept the dynamics of the Schengen agreement in terms of economy, on the contrary they express their phobias about immigration and terrorism, considering the treaty as the basis for the development of the two phenomena. What is certain is that in the future, if the phenomenon of migration is not addressed through measures to welcome migrants, which will help them to acclimatize to the new environment, in such a way that the citizens of the countries of entry are not afraid of their future, the reactions will intensify. Security measures also need to be stepped up to reduce fears of terrorism, and at this time in the big capitals, people are fearful, believing that the treaty has opened the borders, allowing fanatics from mainly the Middle East and Africa. enter the Member States to take actions that endanger European citizens. Management is the basis for the successful, established, economic and geographic expansion of each business. Entrepreneurial competition is growing, and the development of the scientific management sector as far as principles, ideas, models and theoretical analysis are concerned. The ultimate aim of this study is, therefore, to study, on a theoretical level, the issue of human resource management and its contribution to improving the quality of services.

Sedan lanseringen av ChatGPT i november 2022 har användandet av tjänsten ökat explosionsartat. Den artificiellt intelligenta chattboten har klivit in på arbetsplatser runtom i världen och sålunda börjat förändra arbetspraktiken för många yrkesgrupper. HR är en yrkesgrupp som har varit präglad av de senaste 60 årens teknologiska utveckling. Denna studie undersöker hur HR-arbetare använder ChatGPT i arbetet och hur de i relation till chattboten upplever sin professionella identitet. Genom en kvalitativ undersökning med 14 semistrukturerade intervjuer finner vi att HR-arbetare använder ChatGPT som en medarbetare i olika bemärkelser. Användandet av ChatGPT avlastar administrativ arbetsbörda och möjliggör mer interaktivt och strategiskt arbete, vilket bekräftar och förstärker den mellanmänskliga, kreativa och innovativa upplevelsen av den HR-relaterade professionella identiteten. / Since the launch of ChatGPT in November 2022, the usage of the service has skyrocketed. This artificially intelligent chatbot has made its way into workplaces around the world, thus beginning to transform the work practices of many professional groups. HR is a professional group that has been shaped by the technological advancements of the past 60 years. This study examines how HR professionals utilize ChatGPT in their work and how they perceive their professional identity in relation to the chatbot. Through a qualitative investigation involving 14 semi-structured interviews, we find that HR professionals use ChatGPT as a co-worker in various ways. The use of ChatGPT unburden administrative workload and enables more interactive and strategic work, confirming and enhancing the interpersonal, creative and innovative perception of the HR-related professional identity.

Kan ny utbildade studie - och yrkesvägledares kompetens vara intressant inom den privata sektorn och inte endast vara en tillgång inom den offentliga verksamheten eller inom skolväsendet. / Can newly graduated Student and Guidance counsellors' competence be of interest in the private sector and not only be an asset in public sectors or the educational sectors?

Dagens samhälle är i en hastig utveckling och kompetenskrav på både företag och anställda utvecklas konstant. Det har därmed blivit ett problem för organisationer att säkerställa att de besitter rätt kompetens för att klara de krav som ställs på dem. Det blir därmed viktigt att identifiera alternativa lösningar till formella utbildningar för att skapa rätt kompetens. Ett sätt är genom det informella lärandet och vilken roll att ha roligt på jobbet har när det kommer till det informella lärandet. Syftet med uppsatsen är att analysera uppfattningarna hos erfarna HR-personer gällande fenomenet att ha roligt på jobbet och genom det få en djupare förståelse i relationen mellan att ha roligt på jobbet och det informella lärandet. Studien utfördes genom semi-strukturerade intervjuer av fem HR-personer med lång erfarenhet i branschen. De teorier som analysen utgår ifrån är Billetts teori om affordans och det individuella engagemanget samt Moreland och Levines teori om gruppsocialisering. Resultatet visade att fenomenet att ha roligt på jobbet har en stor betydelse på arbetet och det informella lärandet som existerar i arbetet.

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