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

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.

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HUMAN RESOURCES MANAGEMENT FOCUSING ON THE USE OF SOCIALLY DISADVANTAGED PERSONS RELEASED FROM PRISON, AS POTENTIAL EMPLOYEES IN THE SERVICE SECTOR IN THE CZECH REPUBLIC. (CASE STUDY)

NORDSCI International Conference Proceedings Business and Economics edition ◽

10.32008/nordsci2019/b2/v2/05 ◽

2019 ◽

Author(s):

Marek Merhaut

Keyword(s):

Czech Republic ◽

Human Resources ◽

Service Sector ◽

Human Resources Management ◽

The Czech Republic ◽

Resources Management ◽

Socially Disadvantaged

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The impact of information technology in Human Resources Management. Case Study: Kosovo

10.33107/ubt-ic.2018.211 ◽

2018 ◽

Author(s):

Art Hoxha ◽

Albnora Hoti

Keyword(s):

Information Technology ◽

Human Resources ◽

Human Resources Management ◽

Resources Management ◽

Management Case Study ◽

The Impact

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The Impact Of Selective Human Resources Management Practices On The Employee’s Competences At Jordanian Private Universities:, Case Study On Applied Science, Philadelphia, And Al-Zaytoneh Universities

10.33976/1444-027-001-011 ◽

2019 ◽

pp. 20

Author(s):

Abdallah Shibli Alshibli

Keyword(s):

Human Resources ◽

Management Practices ◽

Human Resources Management ◽

Private Universities ◽

Applied Science ◽

Resources Management ◽

The Impact

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Profile Matching and Competency Based Human Resources Management Approaches for Employee Placement Decision Support System (Case Study)

Asian Journal of Applied Sciences ◽

10.3923/ajaps.2016.75.86 ◽

2016 ◽

Vol 9 (2) ◽

pp. 75-86 ◽

Cited By ~ 9

Author(s):

Risa Nasriyah ◽

Zainul Arham ◽

Qurrotul Aini

Keyword(s):

Decision Support ◽

Human Resources ◽

Support System ◽

Human Resources Management ◽

Resources Management ◽

Profile Matching ◽

Placement Decision ◽

Competency Based ◽

Management Approaches

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A REAL PERSONNEL SELECTION PROBLEM USING THE GENERALIZED CHOQUET INTEGRAL METHODOLOGY

Business And Management Studies An International Journal ◽

10.15295/bmij.v6i2.270 ◽

2018 ◽

Vol 6 (2) ◽

pp. 694-716

Author(s):

Yavuz ÖZDEMİR ◽

Kemal Gökhan NALBANT

Keyword(s):

Human Resources ◽

Personnel Selection ◽

Selection Criteria ◽

Choquet Integral ◽

Human Resources Management ◽

Selection Problem ◽

Resources Management ◽

Selection For ◽

Selection Of

The main objective in the selection of personnel is to select the most appropriate candidate for a job. Personnel selection for human resources management is a very important issue.The aim of this paper is to determine the best-performing personnel for promotion using an application of a Multi Criteria Decision Making(MCDM) method, generalized Choquet integral, to a real personnel selection problem of a case study in Turkey and 17 alternatives are ranked according to personnel selection criteria (22 subcriteria are classified under 5 main criteria). The main contribution of this paper is to determine the interdependency among main criteria and subcriteria, the nonlinear relationship among them and the environmental uncertainties while selecting personnel alternatives using the generalized Choquet integral method with the experts’ view. To the authors’ knowledge, this will be the first study which uses the generalized Choquet Integral methodology for human resources.

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Can multicultural human resources management problems be solved by an organisational culture?

Management international ◽

10.7202/044662ar ◽

2010 ◽

Vol 14 (4) ◽

pp. 99-114 ◽

Cited By ~ 2

Author(s):

Helena Karjalainen

Keyword(s):

Human Resources ◽

Human Resources Management ◽

Organisational Culture ◽

Cultural Backgrounds ◽

Global Business ◽

Resources Management ◽

International Human Resources ◽

International Human Resources Management ◽

International Hrm

During recent decades, globalisation has affected and changed functions of enterprises, firms must adapt their strategies to global business and to international human resources management. A new challenge seems to be imposed to international managers and to international HRM: how to create cooperation between employees representing different cultural backgrounds and how to find a common identity in multicultural teams? Our article, based on a case study, inter-site cases, examines five different multicultural work groups. Results reveal how cooperation can be created and managed with the HRM practices and tools: recruitment, intercultural management, mediation and organisational culture.

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