. "Human resources, turnover, retention, fluctuation, remuneration, future certainty, relationships, recognition, communication, corporate culture, expectations, disaffection"@en . . "RIV/27266150:_____/13:#0000098" . "Employee turnover is nowadays considered as one of the narrow spaces of human resource management and organisational performance. The focus on koplexity of personnel management and human resource management in recruitment, evaluation, support and development of employees, is also necessary during layoffs. Than it may be the source of knowledge development about organisational and human resource management limits. Current organisations focus on efficiency of human resources. Often use terms are such as HR Controlling, performance management, cutting costs, but also necessity to invest in human resources. Publication describes and focuses on one of the key factor of organisational and human resource efficiency. It is employee turnover and necessity to retain skilled employees. The publication identifies causal factors and analyses of concrete situations. Suggestions for changes into human resource management are drawn from results and outputs of survey conducted in Czech Republic. Main factors causing employee turnover are remuneration, future certainty, relationships, recognition, communication, culture and expectations. Both employees and managers were interviewed to compare and apply on fluctuation and its reasons. Publication derives and model the most often reasons of decision to leave. Values of critical factors and variables of employee behaviour are dependent on the specific situation inside organisation and individual. Dismissal given in order to lower disaffection can be converting to retention, if organisations will respect suggestions stated in the publication. Derived suggestions and consequence relationship between factors thus prove lowering of turnover and also maintaining competitiveness if respected."@en . "RIV/27266150:_____/13:#0000098!RIV14-MSM-27266150" . . "83005" . "Comparison of research outputs on employee turnover"@en . . . . . . . . "Fluktuace zam\u011Bstnanc\u016F je v sou\u010Dasn\u00E9 dob\u011B pova\u017Eov\u00E1na za jedno z\u00A0\u00FAzk\u00FDch m\u00EDst v managementu lidsk\u00FDch zdroj\u016F. Zam\u011B\u0159en\u00ED se na komplexn\u00ED pr\u00E1ci se zam\u011Bstnanci nejen p\u0159i jejich n\u00E1boru a p\u016Fsoben\u00ED v organizaci, ale i b\u011Bhem jejich propou\u0161t\u011Bn\u00ED, je zdrojem rozvoje znalost\u00ED o limitech organizace a pr\u00E1ce s lidmi. V sou\u010Dasn\u00E9 dob\u011B se organizace zam\u011B\u0159uj\u00ED na efektivn\u00ED vyu\u017Eit\u00ED lidsk\u00FDch zdroj\u016F. \u010Casto sklo\u0148ovan\u00FDmi pojmy jsou HR Controlling, \u0159\u00EDzen\u00ED v\u00FDkonu, sni\u017Eov\u00E1n\u00ED n\u00E1klad\u016F, ale z\u00E1rove\u0148 pot\u0159eba investic do lidsk\u00FDch zdroj\u016F. Publikace detailn\u011B popisuje a p\u0159ibli\u017Euje jeden z kl\u00ED\u010Dov\u00FDch faktor\u016F \u00FAsp\u011B\u0161nosti organizac\u00ED a jejich \u0159\u00EDzen\u00ED lidsk\u00FDch zdroj\u016F. Je to fluktuace a nutnost retence schopn\u00FDch zam\u011Bstnanc\u016F. V publikaci jsou identifikov\u00E1ny p\u0159\u00ED\u010Dinn\u00E9 faktory ovliv\u0148uj\u00EDc\u00ED fluktuaci a retenci zam\u011Bstnanc\u016F v \u010Cesk\u00E9 republice. V\u00FDsledky anal\u00FDz konkr\u00E9tn\u00EDch situac\u00ED, vedouc\u00EDch k odchodu zam\u011Bstnanc\u016F z organizac\u00ED, doporu\u010Duj\u00ED zm\u011Bny v\u00A0\u0159\u00EDzen\u00ED lidsk\u00FDch zdroj\u016F pro sn\u00ED\u017Een\u00ED negativn\u00ED m\u00EDry fluktuace. P\u0159\u00ED\u010Dinn\u00FDmi faktory jsou odm\u011B\u0148ov\u00E1n\u00ED, jistota, vztahy, uzn\u00E1n\u00ED, komunikace, kultura a o\u010Dek\u00E1v\u00E1n\u00ED. P\u0159\u00ED\u010Diny a d\u016Fsledky byly statisticky testov\u00E1ny a pro ka\u017Ed\u00FD faktor jsou interpretov\u00E1ny v\u00FDstupy pro vyu\u017Eit\u00ED v praxi. V\u00FDsledky jsou podlo\u017Eeny daty z dotazov\u00E1n\u00ED. Zkoum\u00E1ni byli zam\u011Bstnanci i mana\u017Ee\u0159i v \u010Cesk\u00E9 republice. Jejich v\u00FDpov\u011Bdi byly porovn\u00E1ny z hlediska aplikace na fluktuaci a jej\u00ED p\u0159\u00ED\u010Diny. Publikace odvozuje nej\u010Dast\u011Bj\u0161\u00ED p\u0159\u00ED\u010Diny odchodu zam\u011Bstnanc\u016F z pracovn\u00ED pozice. Hodnoty kritick\u00FDch faktor\u016F a definice vzorce chov\u00E1n\u00ED zam\u011Bstnanc\u016F se m\u011Bn\u00ED podle specifick\u00E9 situace uvnit\u0159 organizace a jedince. V\u00FDpov\u011B\u010F, podan\u00E1 z d\u016Fvodu sn\u00ED\u017Een\u00ED nespokojenosti, m\u016F\u017Ee p\u0159ej\u00EDt v retenci, pokud bude v\u011Bnov\u00E1na pozornost hlavn\u00EDm p\u0159\u00ED\u010Din\u00E1m nespokojenosti, uveden\u00FDm v t\u00E9to publikaci. Odvozen\u00E1 doporu\u010Den\u00ED proto dokl\u00E1daj\u00ED jak omezen\u00ED fluktuace, tak udr\u017Een\u00ED konkurenceschopnosti, budou-li respektov\u00E1na." . "Vnou\u010Dkov\u00E1, Lucie" . . "246"^^ . "[2BE0324A051A]" . "1"^^ . "Praha" . . . . . . "1"^^ . "Komparace v\u00FDstup\u016F v\u00FDzkumu fluktuace zam\u011Bstnanc\u016F" . "Adart" . . . "Komparace v\u00FDstup\u016F v\u00FDzkumu fluktuace zam\u011Bstnanc\u016F" . . "Komparace v\u00FDstup\u016F v\u00FDzkumu fluktuace zam\u011Bstnanc\u016F"@cs . "Fluktuace a retence zam\u011Bstnanc\u016F" . . . "Komparace v\u00FDstup\u016F v\u00FDzkumu fluktuace zam\u011Bstnanc\u016F"@cs . "N" . . . . "10"^^ . "Fluktuace zam\u011Bstnanc\u016F je v sou\u010Dasn\u00E9 dob\u011B pova\u017Eov\u00E1na za jedno z\u00A0\u00FAzk\u00FDch m\u00EDst v managementu lidsk\u00FDch zdroj\u016F. Zam\u011B\u0159en\u00ED se na komplexn\u00ED pr\u00E1ci se zam\u011Bstnanci nejen p\u0159i jejich n\u00E1boru a p\u016Fsoben\u00ED v organizaci, ale i b\u011Bhem jejich propou\u0161t\u011Bn\u00ED, je zdrojem rozvoje znalost\u00ED o limitech organizace a pr\u00E1ce s lidmi. V sou\u010Dasn\u00E9 dob\u011B se organizace zam\u011B\u0159uj\u00ED na efektivn\u00ED vyu\u017Eit\u00ED lidsk\u00FDch zdroj\u016F. \u010Casto sklo\u0148ovan\u00FDmi pojmy jsou HR Controlling, \u0159\u00EDzen\u00ED v\u00FDkonu, sni\u017Eov\u00E1n\u00ED n\u00E1klad\u016F, ale z\u00E1rove\u0148 pot\u0159eba investic do lidsk\u00FDch zdroj\u016F. Publikace detailn\u011B popisuje a p\u0159ibli\u017Euje jeden z kl\u00ED\u010Dov\u00FDch faktor\u016F \u00FAsp\u011B\u0161nosti organizac\u00ED a jejich \u0159\u00EDzen\u00ED lidsk\u00FDch zdroj\u016F. Je to fluktuace a nutnost retence schopn\u00FDch zam\u011Bstnanc\u016F. V publikaci jsou identifikov\u00E1ny p\u0159\u00ED\u010Dinn\u00E9 faktory ovliv\u0148uj\u00EDc\u00ED fluktuaci a retenci zam\u011Bstnanc\u016F v \u010Cesk\u00E9 republice. V\u00FDsledky anal\u00FDz konkr\u00E9tn\u00EDch situac\u00ED, vedouc\u00EDch k odchodu zam\u011Bstnanc\u016F z organizac\u00ED, doporu\u010Duj\u00ED zm\u011Bny v\u00A0\u0159\u00EDzen\u00ED lidsk\u00FDch zdroj\u016F pro sn\u00ED\u017Een\u00ED negativn\u00ED m\u00EDry fluktuace. P\u0159\u00ED\u010Dinn\u00FDmi faktory jsou odm\u011B\u0148ov\u00E1n\u00ED, jistota, vztahy, uzn\u00E1n\u00ED, komunikace, kultura a o\u010Dek\u00E1v\u00E1n\u00ED. P\u0159\u00ED\u010Diny a d\u016Fsledky byly statisticky testov\u00E1ny a pro ka\u017Ed\u00FD faktor jsou interpretov\u00E1ny v\u00FDstupy pro vyu\u017Eit\u00ED v praxi. V\u00FDsledky jsou podlo\u017Eeny daty z dotazov\u00E1n\u00ED. Zkoum\u00E1ni byli zam\u011Bstnanci i mana\u017Ee\u0159i v \u010Cesk\u00E9 republice. Jejich v\u00FDpov\u011Bdi byly porovn\u00E1ny z hlediska aplikace na fluktuaci a jej\u00ED p\u0159\u00ED\u010Diny. Publikace odvozuje nej\u010Dast\u011Bj\u0161\u00ED p\u0159\u00ED\u010Diny odchodu zam\u011Bstnanc\u016F z pracovn\u00ED pozice. Hodnoty kritick\u00FDch faktor\u016F a definice vzorce chov\u00E1n\u00ED zam\u011Bstnanc\u016F se m\u011Bn\u00ED podle specifick\u00E9 situace uvnit\u0159 organizace a jedince. V\u00FDpov\u011B\u010F, podan\u00E1 z d\u016Fvodu sn\u00ED\u017Een\u00ED nespokojenosti, m\u016F\u017Ee p\u0159ej\u00EDt v retenci, pokud bude v\u011Bnov\u00E1na pozornost hlavn\u00EDm p\u0159\u00ED\u010Din\u00E1m nespokojenosti, uveden\u00FDm v t\u00E9to publikaci. Odvozen\u00E1 doporu\u010Den\u00ED proto dokl\u00E1daj\u00ED jak omezen\u00ED fluktuace, tak udr\u017Een\u00ED konkurenceschopnosti, budou-li respektov\u00E1na."@cs . "978-80-87829-06-6" . "Comparison of research outputs on employee turnover"@en .