Monitoring of Labour Mobility as a Way to Competitiveness

The current economic situation is forcing organisations to keep their best, talented employees, because employees are a critical and the most valuable asset. The paper reveals, based on the primary research, unsuitable practices of organisations in human resources and personnel relations and suggests improvements and recommendations how to keep knowledgeable employees. An induction method revealed main factors causing employee turnover (remuneration, futurecertainty, relationships, recognition, communication, corporate culture and expectations). Attributes of identified factors which influence organisational disaffection and fluctuation were searched and interpreted based on a quantitative survey. The paper describes inadequate behaviour inside organisations together with highlighting of the determinants which are the most common reason for a decision to leave. The aim is to point-out critical variables in order to lowerdisaffection and layoffs in organisations. It is essential for a modern knowledge-based organisation to be aware of the main causes and consequences of employee fluctuation to maintain competitiveness

EMPLOYEE LEARNING AND DEVELOPMENT IN ORGANISATIONS

The primary goal of all organisations is efficiency of human resources. Therefore activities as HR controlling, performance management but also cutting costs are the main theme. Current organisations need to monitor human resources to keep their competitiveness. Thus paper describes the key factor of organisational efficiency - employee education, talent management and the necessity to retain skilled employees. The aim of the paper is to reveal the current approach in organisations to education and learning based on primary survey of employees. The data were collected using quantitative primary survey in Czech organisations across sectors. The questionnaire was compiled based on the theoretical background. The paper has been processed based on the analysis of secondary sources, outcome synthesis and the evaluation of results of a questionnaire survey. The data were analysed using descriptive statistic, correlation analysis and factor analysis. The SPSS programme was used for the analyses. The outcomes were categorized and the analyses revealed the main factors affecting organisational approach to employee learning and development. The results identify three possible approaches in organisations to employee learning and development. The first type of organisations educates employees by their own rules, second type does not support education of employees in any way, it is only an interest of employees themselves and thirdly knowledgeable employees were identified as those employees do as much as possible to learn and grow and they choose job position in order to develop constantly. The results can be taken into account in further analysis and in organisation of adult education

Indices Converting Resignation and Drop-Offs of Business Students to Retention

Each new generation brings a challenge to employers, university management and teachers with new attitudes affecting their continuous matriculation and degree completion. This article discusses how to retain both business and institutional career-oriented students using real-time communication based on their attitudes, emotions resulting from logically generated synonyms by automatic data evaluation by the information system. The objective of this article is to identify these students early in their academic studies and to assess their likelihood for continuous matriculation and ultimately increase retention rates. Using data from entry questionnaire during application at university, based on their attitudinal expectation, students were categorised into groups that affected their continuous matriculation. Data used in this study were gathered by compulsory entry questionnaire of 535 students in the academic year 2017-2018. Using statistical and dimensional analysis, four groups were identified among university applicants: Proactive, Reactive, Lazy and Institutional. Responses were tested according to Complementary Distribution Function (CDF) and normal distribution as Probabilistic Distribution Function (PDF). Antagonist attitudes were found for answers corresponding to PDF and CDF. Results indicate that business and institutionally oriented students should be separated and treated individually to increase retention

Staff turnover costs in the Czech Republic

The aim of the paper is to calculate the costs of staff turnover in the Czech Republic and to quantify the loss of production and costs of public budgets and organizations due to employee turnover. The outputs show that the analysed costs of staff turnover in the Czech Republic form a relatively large part of the costs of organizations and public budgets. The costs of employee turnover exert a significant impact on the economy of organizations and the state from the socio-economic point of view. The resulting amount is comparable to the average of European states and the USA. The average total employee turnover cost in the mentioned states is CZK 194,555 per employee. The paper also contains a recommendation to support the retention of critical key workers and ensure their continuity, leading to an increase in production and support of the knowledge-based economy as well as to a reduction of the negative effects of employee turnover

FACTORS DESCRIBING STUDENTS´ PERCEPTION ON EDUCATION QUALITY STANDARDS

Education quality assurance is the necessity for today’s competitive environment in university education. Quality assurance standards and strategies are being used in most of universities and higher education institutions. But the perception of quality standards is being usually seen from the perspective of a university management. This study aims to analyze and present perceptions of students towards a measurement of education quality standards and to identify significant groups of students according to their preferences in education quality. Students’ questionnaires and focus groups collected the data. Two dimensional and multi-dimensional statistical methods were used to evaluate the results. The outputs show five groups of students based on their perception of the education quality. Examination of students’ interest in specific areas, subjects and courses leads to identification of factors which affect their preferences in education. The paper found five significant groups of perceived quality by students. These are Quality receptionists, Business oriented, Expert innovators, Distance learners and Arrangement oriented. Limit of the study is a narrow focus on one private university. This study may encourage other papers to develop and test further the impact of education quality on students’ preferences for measurable improvements. The paper is an extension of the conference paper presented on ERIE conference 2017

Business and Management Higher Education Quality: A Case Study of a Czech Private University

Assessment of the business higher education quality is a multifaceted and multidimensional concept. Quality as a factor of performance of universities is currently an often-discussed topic. The aim of this article is to identify and evaluate factors of quality of business economics education by university students at a private Czech university. The results are based on a quantitative survey by questionnaire data collection from university students. The factor analysis was conducted to find significant groups of students regarding their perception of the educational process divided into three main areas. The quality perception was analyzed in this paper specifically by using focus on areas of subjects, lessons, and teachers. The analysis found groups of variables with significant appearance within the groups of students to reveal their main orientation and preferences. It is quality orientation (specified learning outcomes and its applicability), business orientation (tailoring to business needs) and expert orientation (skills and knowledge of teacher, his/her orientation on study group and tailoring lessons to their needs). Furthermore, identification of homogenous groups of students and their expectations helps with a design of subjects and lessons in the way of focusing on practice, addressing the needs and preferred teaching techniques. This is especially true when the students are already experienced in the taught subject. A limitation of the study is a narrow focus on one private university. It may be taken as a case study

Local referendum in the Czech republic

Tématem této bakalářské práce je průběh a konání místního referenda v obcích v České republice. Hlavní důraz je kladen především na zákonnou úpravu místního referenda v České republice a samotný průběh hlasování. Praktická část je založena na ověření fungování místního referenda v praxi na základě provedeného výzkumu, který vychází z evidence Ministerstva vnitra a zhodnocení právní úpravy.This bachelor's thesis deals with the topic of organizing and holding a local referendum in municipalities in Czech republic. The thesis is focused mainly on legal regulation of a local referendum in Czech republic and description of holding a local referendum. The practical part studies functioning of a local referendum in practice based on a research carried out by the Ministry of InteriorKatedra PVH a archivního studiaDepartment of Auxiliary Historical Sciences and Archive StudiesFilozofická fakultaFaculty of Art

APPROACHES TO EMPLOYEE DEVELOPMENT IN CZECH ORGANISATIONS

Education, development, knowledge management, career development and talent management are currently often discussed themes regarding strategic management of organisations. Those concepts are strategically important. Therefore the aim of the article is to evaluate possibilities of employee education and development and identify main approaches to employee development in Czech organizations. The results are based on a quantitative survey by questionnaire data collection. The results shows that 70% of respondents have possibility of development; 86% uses their skills and abilities and 63% stated that their employer support their development. On the contrary, 27% do not feel any possibility to grow and that may lead to disaffection, loss of production or even to employee turnover. Based on the results of the analysis, employees, who miss adequate level of development are usually key and knowledge employees; it is necessary to support their career plans and development to retain them in organisation

STUDENTS’ EVALUATION OF EDUCATION QUALITY IN HUMAN RESOURCE MANAGEMENT AREA: CASE OF PRIVATE CZECH UNIVERSITY

The quality of education, lessons, subjects and teachers perceived by students is currently often discussed topic regarding strategic management of universities. Assessment of higher education learning outcomes represents internalization of a higher education competition. The aim of the article is to evaluate perception of education quality of lectures, subjects and teachers by university students in the area of human resource management in private Czech university and to identify main approaches to academic staff. The data were collected by quantitative survey by questionnaire data collection (n=218). Students state that subjects, lessons and teachers in the area of human resource management lessons mostly satisfied their expectations (average value between 1.09 and 1.97). The students emphasised that the staff creates positive atmosphere and gives the opportunity to express an opinion which is very important for students at the university. Research outcomes show there is a dependency between the effort of teacher, student understanding and teachers’s willingness to give students an opportunity to express an opinion. The paper is extension of conference paper presented on ERIE conference 2016