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| Description
| - Development of views at the modern concept of human resource management, it is a shift from the concept of administration, via socio-faire approach to managerial approach. Change of the Personnel Management paradigm, from the anthropocentric to technocratic management, change of subject-object relationship management, human being stops to be an object of manipulation and becomes a subject of cooperation. Modern personnel management is perceived as human resource management (HRM) and is a part of strategic management. Therefore, managerial concept of human resources management is based on a clear definition of the responsibility of HR Manager for a firm's competitiveness in the parameter of staff´s performance and loyalty. HR manager is a professional who knows how to manage (measure, evaluate, report, control) the staff´s performance and loyalty. Tools of managerial human resources management: organization of work, qualification and motivation. The concept of human resource management can be expressed by the formula: HRM = HRE + HRD, where HRE is the effective use of human resources and HRD is the development of human resources. Each of the specific transaction and transformation activities of personnel management (HRE and HRD) fulfil the concept of HRM as part of strategic management. New topics in human resources management: Talent Management, Age Management, Knowledge Management, Corporate Social Responsibility (CSR). Recently solved research projects at Tomas Bata University are: Tacit knowledge and successful management (Knowledge Management). Performance potential of workers 50 + and specific forms of personnel management (Age Management). 1) Managerial tacit knowledge is knowledge that has been gained through experience, it exists in a manager's mind (or his subconscious) and the manager uses it in his work. It is not only about the facts, tacit knowledge is interconnected system of information and knowledge.
- Development of views at the modern concept of human resource management, it is a shift from the concept of administration, via socio-faire approach to managerial approach. Change of the Personnel Management paradigm, from the anthropocentric to technocratic management, change of subject-object relationship management, human being stops to be an object of manipulation and becomes a subject of cooperation. Modern personnel management is perceived as human resource management (HRM) and is a part of strategic management. Therefore, managerial concept of human resources management is based on a clear definition of the responsibility of HR Manager for a firm's competitiveness in the parameter of staff´s performance and loyalty. HR manager is a professional who knows how to manage (measure, evaluate, report, control) the staff´s performance and loyalty. Tools of managerial human resources management: organization of work, qualification and motivation. The concept of human resource management can be expressed by the formula: HRM = HRE + HRD, where HRE is the effective use of human resources and HRD is the development of human resources. Each of the specific transaction and transformation activities of personnel management (HRE and HRD) fulfil the concept of HRM as part of strategic management. New topics in human resources management: Talent Management, Age Management, Knowledge Management, Corporate Social Responsibility (CSR). Recently solved research projects at Tomas Bata University are: Tacit knowledge and successful management (Knowledge Management). Performance potential of workers 50 + and specific forms of personnel management (Age Management). 1) Managerial tacit knowledge is knowledge that has been gained through experience, it exists in a manager's mind (or his subconscious) and the manager uses it in his work. It is not only about the facts, tacit knowledge is interconnected system of information and knowledge. (en)
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| Title
| - New Human Resource Management and Competitive Ability Growth
- New Human Resource Management and Competitive Ability Growth (en)
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| skos:prefLabel
| - New Human Resource Management and Competitive Ability Growth
- New Human Resource Management and Competitive Ability Growth (en)
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| skos:notation
| - RIV/70883521:28120/13:43869668!RIV14-TA0-28120___
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| http://linked.open...avai/predkladatel
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| http://linked.open...avai/riv/aktivita
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| http://linked.open...avai/riv/aktivity
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| http://linked.open...vai/riv/dodaniDat
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| http://linked.open...aciTvurceVysledku
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| http://linked.open.../riv/druhVysledku
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| http://linked.open...iv/duvernostUdaju
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| http://linked.open...titaPredkladatele
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| http://linked.open...dnocenehoVysledku
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| http://linked.open...ai/riv/idVysledku
| - RIV/70883521:28120/13:43869668
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| http://linked.open...riv/jazykVysledku
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| http://linked.open.../riv/klicovaSlova
| - social responsible management; competitive ability, knowledge management; human resource management; strategic management (en)
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| http://linked.open.../riv/klicoveSlovo
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| http://linked.open...ontrolniKodProRIV
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| http://linked.open...in/vavai/riv/obor
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| http://linked.open...ichTvurcuVysledku
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| http://linked.open...cetTvurcuVysledku
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| http://linked.open...vavai/riv/projekt
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| http://linked.open...UplatneniVysledku
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| http://linked.open...iv/tvurceVysledku
| - Pejřová, Ivana
- Gregar, Aleš
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| http://localhost/t...ganizacniJednotka
| |
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