Přehled o publikaci

The presented thesis is based on the system conception of enterprise as a production – technology, technical, social, cultural and administrative unit. Human factors, human work, respectively, is an important production factor in this concept in addition to capital, material resources, technology or land. Personnel management, as an academic discipline, follows the results of research of a number of scientific disciplines ranging from cybernetics, system engineering, constructivism, management of production and services, the social psychology of work etc. In view of this knowledge, the work competence of people consists of so called hard elements (education, knowledge, skills) and so called soft elements (communication skills, expected forms of human behaviour). The objectives of personnel management in the enterprise are very wide today. In general, it concerns the care and refinement of human capital, creating conditions for optimum work performance, the formation of incentives, the development and satisfaction of employees’ needs. Personnel management cannot be understood simply as a certain chain of specialised activities and specific processes that follow and overlap each other. From the corporate management point of view, proactive personnel management that is being enforced more and more in practice prefers to achieve especially strategic goals and focus on corporate culture and identity in managing people. The work also contains a repetitorium of the main personnel management instruments that consists mainly of personnel planning, selection and recruitment of personnel, their placement, evaluation, rewarding, education, including the care of work relations. The thesis also reflects the situation in practise where different models of the professionalism of personnel management related to the outsourcing of individual personal and social activities are developed. The conclusion shows the ways, possibilities and limits of externalization of personnel management in the enterprise