scholarly journals Recent Trends in Human Resources Management in Selected Industry in Slovakia and the Czech Republic

2015 ◽  
Vol 26 ◽  
pp. 1014-1019 ◽  
Author(s):  
Mariana Dubravska ◽  
Emilia Solankova
Keyword(s):  
Czech Republic ◽  
Human Resources ◽  
Human Resources Management ◽  
The Czech Republic ◽  
Resources Management ◽  
Recent Trends

scholarly journals Organisational arrangement of human resources management in organisations operating in Slovakia and Czech Republic

2013 ◽  
Vol 61 (7) ◽  
pp. 2787-2799 ◽  
Author(s):  
Zdenko Stacho ◽  
Hana Urbancová ◽  
Katarína Stachová
Keyword(s):  
Czech Republic ◽  
Human Resources ◽  
Human Resources Management ◽  
Size Composition ◽  
Necessary Condition ◽  
The Czech Republic ◽  
Resources Management ◽  
Negative Impacts ◽  
Management Functions ◽  
The Given

A necessary condition of effective functioning of human resources management in an organisation is the creation of adequate organisational conditions including the existence of a human resources management department, its size, composition and responsibility, which are formed following particular conditions of the given organisation. Competitive environment of organisations operating in Slovakia and Czech Republic is growing with the process of world economy globalisation, and it brings the need of flexibility in management, and therefore we have to get used to changes also in the sphere of human resources management, and learn to cope with new impulses and situations. At present, that predominantly includes spreading effects of global financial and economic crisis, influencing all spheres of life in Slovakia and in Czech Republic too. Handling this situation presupposes flexibility in assessment of changes in environment where organisations operate, ability to detect all positive as well as negative impacts and situations, and formulation of measures to enhance their own position sensibly and cautiously. Due to the need of focusing of organisations on comprehensive arrangement of human resources management, in questionnaire researches, we focused on finding out whether and to what extent organisations operating in Slovakia (n = 340) and in Czech Republic (n = 109) focus on human resources management arrangement. The objective of the article is to compare results in the sphere of human resources in organisations operating in Slovak and Czech Republics. The results show that 67% organisations in Slovakia and only 43% in the Czech Republic had a human resources management department which realised followed human resources management functions and personnel strategy.

scholarly journals DIVERSITY MANAGEMENT IN THE CONTEXT OF CORPORATE SOCIAL RESPONSIBILITY

2018 ◽  
Author(s):  
Marie Bednarikova ◽  
Jana Kostalova ◽  
Jan Vavra ◽  
Denisa Halamova
Keyword(s):  
Corporate Social Responsibility ◽  
Czech Republic ◽  
Social Responsibility ◽  
Human Resources ◽  
Human Resources Management ◽  
Diversity Management ◽  
The Czech Republic ◽  
Resources Management ◽  
Corporate Social

During last years there are many new modern attitudes and trends in the field of human resources management. The article is focused to one of these trends – diversity management. The aim of the authors is to evaluate single components of diversity management namely in the context of corporate social responsibility (CSR). In addition different possibilities of application of diversity management in practice as instruments of CSR are submitted to analysis. The end of this article shows the results of research oriented to experience with diversity management put into practice in the selected companies in the Czech Republic.

scholarly journals Global Workforce Diversity Management: Challenges across the World

2021 ◽  
Vol 92 ◽  
pp. 02026
Author(s):  
Daniela Kharroubi
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Value Added ◽  
Diversity Management ◽  
Workforce Diversity ◽  
Theoretical Studies ◽  
Target Groups ◽  
The Czech Republic ◽  
Resources Management ◽  
Global Workforce

Research background: The increased integration of global workforce from different countries of the multicultural world is a phenomenon which is lately observable in the labour market, i.e. people with different beliefs and backgrounds are interacting due to the world’s rapid globalization. However, maintaining a positive workplace in companies has been one of the essentialities that they work on in order to build employer’s good brand. Many articles had been written on diversity management, but there were rare researches done on global workforce diversity management. Purpose of the article: The aim of this article is to review recent literatures, analyse publications in the field of diversity management and to provide an insight on the challenges facing human resources management on a global basis, especially in the Czech Republic. Methods: This article provides a comprehensive review of quantitative, qualitative and theoretical studies published in journals and distinguishes articles that fall within the search criteria. Findings & Value added: Human resources management in most companies put an effort on to increase diversity and to endorse inclusion. The target groups for diversity efforts differ according to the geographical region. Whilst most countries, particularly in Europe and North America have a main insistence on retaining and promoting gender equality. These findings won’t only benefit academicians but also managers and potential researchers, because they will be able to acknowledge the various aspects about global workforce diversity management.

scholarly journals Human resources management within the process management in small and medium-sized enterprises

2013 ◽  
Vol 61 (7) ◽  
pp. 2093-2098
Author(s):  
Marie Duspivová ◽  
Růžena Krninská
Keyword(s):  
Human Resources ◽  
Driving Force ◽  
Process Management ◽  
Human Resources Management ◽  
Causal Effects ◽  
Primary Data ◽  
Substantial Impact ◽  
The Czech Republic ◽  
Resources Management ◽  
Present World

Sector of small and medium-sized enterprises is regarded as the backbone of the economy and a driving force of innovation, employment and social integration. Development of the sector of small and medium-sized enterprises in the Czech Republic has a substantial impact on economic and social development of the country and its various regions. This article deals with the human resources management in small and medium-sized enterprises, because it is more than obvious recently that the prosperity of the organization is depended on human resources and management of them can determine not only whether the organizations succeed, but whether it will be able to survive in turbulent conditions in the present world. The main aim of this paper is to analytical describe the monitoring the process of human resources management in selected categories of enterprises by business activity and number of employees including statistical analysis of causal effects. Further to analytical describe the evaluation the process of human resources management and indicators of this process, which are monitored by small and medium-sized enterprises. To achieve this aim were used selected primary data collected in the project GAJU 068/2010/S titled “Process management and its possible implementation in small and medium-sized enterprises”.

scholarly journals Comparison of Human Resources Management in Non-Family and Family Businesses: Case Study of the Czech Republic

2020 ◽  
Vol 12 (14) ◽  
pp. 5493
Author(s):  
Petra Horváthová ◽  
Marie Mikušová ◽  
Kateřina Kashi
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Business Environment ◽  
Family Businesses ◽  
The Czech Republic ◽  
Resources Management ◽  
Starting Point ◽  
Wide Range ◽  
Research Questions

Human resources management, which includes a wide range of activities, may vary between businesses. One of the reasons for these differences may be the fact that they are non-family or family businesses. The purpose of this study is to identify differences in the area of human resources management between non-family and family businesses operating in the Czech business environment. The authors formulated three research questions and two hypotheses. The article’s main findings are: non-family and family businesses do not substantially differ in human resources management. The article is formulating more general conclusions in the researched area, which can serve as a starting point for further directions of possible research on this issue.

scholarly journals Human Resource Management in SMEs in the Czech Republic – Specifics and Key Requirements

2020 ◽  
Vol 73 ◽  
pp. 02001
Author(s):  
Zdeněk Caha ◽  
Jan Urban
Keyword(s):  
Human Resources ◽  
Best Practice ◽  
Human Resources Management ◽  
Successful Implementation ◽  
Small Companies ◽  
Line Managers ◽  
The Czech Republic ◽  
Resources Management ◽  
Hr Managers ◽  
User Friendly

A frequent problem regarding human resources management in SMEs is that established rules are not followed. This is because managers either do not fully understand the rules or the importance thereof, or because of a lack of professional support or rigorous control by a human resources department. Another reason is that not all SMEs have personnel specialists or HR managers at their disposal, as a consequence of which the control and advisory role falls under the responsibility of line management. The solution to this conundrum may be the adoption of a personnel manual, a document that summarises best practice regarding human resources management based on the experience of professionally managed and financially prosperous small companies. This can be understood to represent a user-friendly methodological guide for the successful implementation of personnel management activities in SMEs by line managers, a guide which includes clearly defined methodological, control and advisory tasks and functions.

scholarly journals The difficulty of an official performing in public administration with a focus on the Czech Republic

2019 ◽  
Author(s):  
Lucie Kamrádová ◽  
Marie Sciskalová
Keyword(s):  
Czech Republic ◽  
Public Administration ◽  
Human Resources Management ◽  
Public And Private ◽  
The Czech Republic ◽  
Resources Management ◽  
The Public ◽  
Public Servant ◽  
New Perspective ◽  
Practical Implications

Purpose – the paper aims to present public administration as a managerial organisation which puts many requirements on its employees, respectively on officials in public administration. In today’s globalised society, the boundaries between the public and private sectors are mutually intertwined. The difficulty of official’s profession, both in terms of knowledge and psychology, is often wrongly criticised by civil society. The paper intends to point out the particular requirements and specify the risks carried by this profession. Research methodology – the basic methods used are from the area of qualitative research. These are methods of analysis, induction and deduction. The method of description is used in the whole paper. Findings – the result of the article is the identification of the principal risks and threats in the exercise of official activity. Research limitations – the authors of the article see a certain limit that it is impossible to assess the demandingness of the official’s performance in terms of the quantitative, as the structure of executive positions within the Czech Republic is problematic. Practical implications – the identified risks can be beneficial for human resources management in public administration, to avoid frequent burnout in this profession. Originality/Value – the paper presents the new perspective of a public servant

scholarly journals Human Resource Management: A report on recent trends and practices

2021 ◽  
Author(s):  
Anna Gordon
Keyword(s):  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practice ◽  
Human Resources Management ◽  
Theory And Practice ◽  
Resources Management ◽  
Management Function ◽  
New Ideas ◽  
Recent Trends

The management of human resources is an integral part of the management function and is essential tothe success of most organizations. We highlights recent trends in theory and practice, addressing majorconcerns related to human resources management and highlighting how new HRM concepts andapproaches surpassed previous personnel procedures. Our analysis of the sector from the position of anon-specialist provides a vital evaluation of the human resources function and connects HRM andmanagement practice and strategy. The management of human resources has become an integral partof the managing function of most companies and is essential for their success. In highlighting recentadvances in theory and practice, we address the fundamental problems in the management of humanresources and points out how new ideas and approaches have overcome past staff practices in HRM.Our analysis of the sector from the position of a non-specialist provides a vital evaluation of the humanresources function and connects HRM and management practice and strategy

Sign in / Sign up

Export Citation Format

Share Document