Regional Entrepreneurship Culture and the Business Lifecycle: Patterns from the Moravian-Silesian Region

The main goal of the paper is to focus on relationship between business cycle under regional entrepreneurial culture. Many of the trends found were less than positive, although there were some new positive trends that could be identified as a source of sustainability in the area of the connection between the sector of small and medium sized enterprises and the local entrepreneurship environment as well as a source of entrepreneurial culture. Moreover, the frequency of co-operational activities with local government was investigated. Questionnaire-based research was undertaken within 194 organizations of various legal forms operating in the area of the Moravian-Silesian Region. The main factors, which had an influence on their current business stage (49.5% in the growth stage, 9.8% in stagnation, 31.96% in decline and the other 0.52% in crisis), were the locality in the region, the quality of the labour force, cooperation with local public bodies and the business relationships between suppliers. Finally, we have defined the current stage of the entrepreneurial culture as the “Sandbox”

Fuzzy lineární programování a jeho aplikace v operativním rozhodování při řízení výroby hutního podniku

Import 20/04/2006Prezenční výpůjčkaVŠB - Technická univerzita Ostrava. Ekonomická fakult

Zaposlitve s skrajšanim delovnim časom: priložnost ali ovira?

Background and Purpose: Part-time employment could be seen as a modern form of employment or a type of innovative organizational change. The average share of part-time jobs in the Czech Republic in the observed period of 2004-2016 was 3.9 % according to the OECD, in comparison to the average OECD value of 16.6%. The main question to arise was, are there any regional differences? The presented conclusions are based on a regional study in the Moravian-Silesian Region (MSR) in the Czech Republic where the median value of part- time jobs is 10%. The main goal is to evaluate the regional level of part-time job offers and identify the main opportunities and obstacles which cause the low number of these job positions. Design/Methodology/Approach: The paper is based on a quantitative study using a questionnaire-based survey, comprising 215 respondents – owners of small and medium-sized enterprises (SMEs) in the Moravian-Silesian Re- gion in the Czech Republic. The survey consists of 16 questions in three main areas: (i) Entrepreneurial motivation (1 item), (ii) External factors – Labour market problems (4 items), and (iii) Internal factors. Secondary information such as the results of earlier studies and regional government websites were used for data results comparison. All variables are compared in the context of the branch of business, number of employees, turnover, and age. Finally, a factor analysis was used to find the main way how to improve part-time job offers. Results: The variety of businesses and different regional locations opens up space for discussion regarding part- time job support. A factor analysis found five significant issues, which could affect local labour market and company behaviour. Conclusion: The added value of the paper can be seen in the factor identification, where internal willingness to sup- port part-time employment and qualification growth as organizational change must be in first place.Ozadje in namen: Zaposlitev s krajšim delovnim časom lahko obravnavamo kot sodobno obliko zaposlitve in kot vrsto inovativnih organizacijskih sprememb. Povprečni delež delovnih mest s krajšim delovnim časom na Češkem v opazovanem obdobju 2004-2016 je po OECD znašal 3,9%, v primerjavi s povprečno vrednostjo OECD 16,6%. Glav­no vprašanje, ki se je pojavilo, je, ali obstajajo regionalne razlike? Predstavljeni zaključki temeljijo na regionalni študiji v Moravsko-Šlezijski regiji (MSR) na Češkem, kjer je srednja vrednost zaposlitev za krajši delovni čas 10%. Glavni cilj študije je oceniti regionalno raven ponudb za zaposlitev s krajšim delovnim časom in prepoznati glavne priložnosti in ovire za majhno število teh delovnih mest. Zasnova / metodologija / pristop: Prispevek temelji na kvantitativni študiji, za katero smo podatke zbrali z anketo, na katero je odgovorilo 215 anketirancev - lastnikov malih in srednje velikih podjetij (MSP) v Moravsko-Šlezijski regiji. Vprašalnik je bil sestavljen iz 16 vprašanj s treh glavnih področij: (i) podjetniška motivacija, (ii) zunanji dejavniki - te­žave s trgom dela in (iii) interni dejavniki. Za primerjavo rezultatov so bili uporabljeni sekundarni podatki, kot so rezul­tati prejšnjih študij in podatki z regionalnih vladnih spletnih strani. Vse spremenljivke primerjamo v okviru poslovne panoge, števila zaposlenih, prometa in starosti. Na koncu je bila uporabljena faktorska analiza, da bi našli pot, kako izboljšati ponudbo zaposlitev za krajši delovni čas. Rezultati: Raznolikost podjetij in različnih regionalnih lokacij odpira prostor za razpravo o podpori za krajši delovni čas. Faktorska analiza je identificirala pet pomembnih dejavnikov, ki bi lahko vplivali na lokalni trg dela in ravnanje podjetij. Zaključek: Dodana vrednost članka se kaže v identifikaciji dejavnikov, ki vplivajo na zaposlovanje s skrajšanim de­lovnim časom, kjer izstopa notranja pripravljenost za podporo zaposlitvi s krajšim delovnim časom in rast kvalifikacij kot tudi organizacijske spremembe

Does a successful future entrepreneur in the globalized world need to know logistics?

Starting a business entails huge demands on the future entrepreneur. Only a great idea and a desire to do business are not a guarantee of success. This future entrepreneur must be equipped with a wide range of knowledge, skills and personal qualities. These together form a set of business competencies. One area that clearly affects business success is logistics. Especially in today’s globalized world, without logistics, realized on top professional level, it is not possible to succeed in a tough competitive environment. Large volumes of various materials (raw materials, materials, semi-finished products, products, goods, but also people) are moved practically all over the world. Poorly controlled material flow has a direct impact on the quality of provided customer service and thus on customer satisfaction. A dissatisfied customer equals no customer. The aim of the article is to provide the attitude of successful entrepreneurs in the Czech Republic to the issue of business competencies, specifically in the field of logistics. To what extent does the future successful entrepreneur need to know about logistics, resp. about their different forms? In the text, partial results of the primary research carried out in the winter of 2018-2019 in the Czech Republic will be presented. Questions about the competence in the field of logistics have been asked by entrepreneurs, whose business has existed for at least three years. The main conclusions will be given to the need for knowledge of distribution logistics for the future successful entrepreneur

Part-time Jobs: Opportunity or Obstacle? Case of the Moravian-Silesian Region

cBackground and Purpose: Part-time employment could be seen as a modern form of employment or a type of innovative organizational change. The average share of part-time jobs in the Czech Republic in the observed period of 2004-2016 was 3.9 % according to the OECD, in comparison to the average OECD value of 16.6%. The main question to arise was, are there any regional differences? The presented conclusions are based on a regional study in the Moravian-Silesian Region (MSR) in the Czech Republic where the median value of part- time jobs is 10%. The main goal is to evaluate the regional level of part-time job offers and identify the main opportunities and obstacles which cause the low number of these job positions. Design/Methodology/Approach: The paper is based on a quantitative study using a questionnaire-based survey, comprising 215 respondents - owners of small and medium-sized enterprises (SMEs) in the Moravian-Silesian Region in the Czech Republic. The survey consists of 16 questions in three main areas: (i) Entrepreneurial motivation (1 item), (ii) External factors - Labour market problems (4 items), and (iii) Internal factors. Secondary information such as the results of earlier studies and regional government websites were used for data results comparison. All variables are compared in the context of the branch of business, number of employees, turnover, and age. Finally, a factor analysis was used to find the main way how to improve part-time job offers. Results: The variety of businesses and different regional locations opens up space for discussion regarding parttime job support. A factor analysis found five significant issues, which could affect local labour market and company behaviour. Conclusion: The added value of the paper can be seen in the factor identification, where internal willingness to support part-time employment and qualification growth as organizational change must be in first place

Key Indicators of the Production Process in Global Environment

Research background: Globalization brings rapidly changing global environment and highly competitive environment which manufacturing companies force to fight not only for their place in the market, but also to use various management methods and, above all, measure and manage their business performance. In production companies, the basis for performance measurement and management is to monitor data from production process, which should help to obtain an up-to-date production overview and serves a basis for planning processes, and remuneration of employees or for evaluating the efficiency of resources and equipment. Purpose of the article: Many approaches and indicators companies use for this evaluation, including key performance indicators. The aim of the article is to design key indicators for the evaluation of production process and to create a model for reporting the results from the production process. Methods: The design of the production process evaluation has been creating on the analysis and evaluation of the primary survey and according to the methodologies of production process steps for the determination of key indicators from available secondary sources. The contribution brings the primary data collection of a recent survey conducted in manufacturing companies in the Czech Republic. Findings & Value added: The paper sets up internal evaluation indicators for businesses using the elementary principle based on evaluation of the Overall Equipment Effectiveness

Zaposlitve s skrajšanim delovnim časom: priložnost ali ovira? Primer Moravsko-Šlezijske regije

Background and Purpose: Part-time employment could be seen as a modern form of employment or a type of innovative organizational change. The average share of part-time jobs in the Czech Republic in the observed period of 2004-2016 was 3.9 % according to the OECD, in comparison to the average OECD value of 16.6%. The main question to arise was, are there any regional differences? The presented conclusions are based on a regional study in the Moravian-Silesian Region (MSR) in the Czech Republic where the median value of part- time jobs is 10%. The main goal is to evaluate the regional level of part-time job offers and identify the main opportunities and obstacles which cause the low number of these job positions. Design/Methodology/Approach: The paper is based on a quantitative study using a questionnaire-based survey, comprising 215 respondents – owners of small and medium-sized enterprises (SMEs) in the Moravian-Silesian Re­gion in the Czech Republic. The survey consists of 16 questions in three main areas: (i) Entrepreneurial motivation (1 item), (ii) External factors – Labour market problems (4 items), and (iii) Internal factors. Secondary information such as the results of earlier studies and regional government websites were used for data results comparison. All variables are compared in the context of the branch of business, number of employees, turnover, and age. Finally, a factor analysis was used to find the main way how to improve part-time job offers. Results: The variety of businesses and different regional locations opens up space for discussion regarding part-time job support. A factor analysis found five significant issues, which could affect local labour market and company behaviour. Conclusion: The added value of the paper can be seen in the factor identification, where internal willingness to sup­port part-time employment and qualification growth as organizational change must be in first place. Keywords: flexibility; Moravian Silesian Region; part-time employment; SMEOzadje in namen: Zaposlitev s krajšim delovnim časom lahko obravnavamo kot sodobno obliko zaposlitve in kot vrsto inovativnih organizacijskih sprememb. Povprečni delež delovnih mest s krajšim delovnim časom na Češkem v opazovanem obdobju 2004-2016 je po OECD znašal 3,9%, v primerjavi s povprečno vrednostjo OECD 16,6%. Glav­no vprašanje, ki se je pojavilo, je, ali obstajajo regionalne razlike? Predstavljeni zaključki temeljijo na regionalni študiji v Moravsko-Šlezijski regiji (MSR) na Češkem, kjer je srednja vrednost zaposlitev za krajši delovni čas 10%. Glavni cilj študije je oceniti regionalno raven ponudb za zaposlitev s krajšim delovnim časom in prepoznati glavne priložnosti in ovire za majhno število teh delovnih mest. Zasnova / metodologija / pristop: Prispevek temelji na kvantitativni študiji, za katero smo podatke zbrali z anketo, na katero je odgovorilo 215 anketirancev - lastnikov malih in srednje velikih podjetij (MSP) v Moravsko-Šlezijski regiji. Vprašalnik je bil sestavljen iz 16 vprašanj s treh glavnih področij: (i) podjetniška motivacija, (ii) zunanji dejavniki - te­žave s trgom dela in (iii) interni dejavniki. Za primerjavo rezultatov so bili uporabljeni sekundarni podatki, kot so rezul­tati prejšnjih študij in podatki z regionalnih vladnih spletnih strani. Vse spremenljivke primerjamo v okviru poslovne panoge, števila zaposlenih, prometa in starosti. Na koncu je bila uporabljena faktorska analiza, da bi našli pot, kako izboljšati ponudbo zaposlitev za krajši delovni čas. Rezultati: Raznolikost podjetij in različnih regionalnih lokacij odpira prostor za razpravo o podpori za krajši delovni čas. Faktorska analiza je identificirala pet pomembnih dejavnikov, ki bi lahko vplivali na lokalni trg dela in ravnanje podjetij. Zaključek: Dodana vrednost članka se kaže v identifikaciji dejavnikov, ki vplivajo na zaposlovanje s skrajšanim de­lovnim časom, kjer izstopa notranja pripravljenost za podporo zaposlitvi s krajšim delovnim časom in rast kvalifikacij kot tudi organizacijske spremembe. Ključne besede: fleksibilnost; Moravska Šlezijska regija; zaposlitev s krajšim delovnim časom; mala in srednje velika podjetj

The impact of global change - the COVID-19 pandemic on the evaluation of employee performance in companies in the Czech Republic

Research background: Human resource management is a process that includes several consecutive phases. Employee performance evaluation is one of them. It is a starting point for rewarding employees as well as for several other personnel activities, such as personnel planning, job analysis, employee deployment, and more. The company may approach the evaluation of employee performance itself in different ways. Employee performance can be evaluated in different ways and with different frequencies. The setting up of the employee performance evaluation system is based on global and local conditions, corporate culture, and the needs of the company's management. Purpose of the article: The article aims discuss the approach of the companies in the Czech Republic to the evaluation of employee performance and to evaluate whether or not there have been any changes in this system due to the global pandemic COVID-19. Methods: The starting point of our research is quantitative data on companies in the Czech Republic, obtained by a questionnaire survey immediately before the COVID-19 pandemic and after its first year. Using the chi-square test the attitudes of these companies to the evaluation of employee performance and their changes as a result of COVID-19 are evaluated. Findings & Value added: Conclusions are drawn regarding changes in the system of employee performance evaluation, the method of implementation and frequency of evaluation, and its use in personnel work in the first year of the COVID-19 pandemic

Comparison of the Level of Personnel Work in the Czech Republic and Slovakia

After 1989, the countries of Eastern and Central Europe began to undergo significant social and economic changes associated with the process of transformation of the economy into a market economy. Transformation is not only associated with the creation of a business environment, with the formation of new legal and institutional mechanisms, but also with a change in the thinking and behavior of people including employees, managers and owners. The paper aims to identify important processes and trends in developing human resource management in companies in the Czech Republic and the Slovak Republic. We conducted the questionnaire survey in 2018 and 2019 in various areas of business. We obtained the opinions of respondents from 1542 companies. In the research, we assume that in the conditions of a market economy compared to a centrally managed economy, employees are the most important source of development and performance of companies. Descriptive statistics were used to characterize the sampling unit. The other methods used to evaluate data in the paper were the Mann-Whitney test and Spearman Correlation coefficient. The research revealed that despite a long common history, differences in the field of personnel work have arisen in the last 20 years of the independent existence of the Czech Republic and the Slovak Republic. The only exception is employee care. It was also found that in the Czech Republic the strategic orientation predominates, on the contrary, companies in the Slovak Republic focused on operational processes. Differences were also found in the way of adaptation and further training of employees. The results of the findings can be used to design processes with the highest positive impact on business performance