list of abbreviations

152 Pages·2010·7.68 MB·English

by  Alice Lužová

ABSTRAKT

Obsahem této práce je analýza personálních činností ve společnosti Karafa, spol. s r.o.
Karafa, spol. s r.o. je přední maloobchodní prodejce květin v České republice a v
současnosti řeší problém vysoké fluktuace zaměstnanců a jejich nedostatečnou
motivaci. Autor této práce použije především dotazník a další výzkumné metody, aby
zjistil, jak jsou zaměstnanci spokojení se svou prací, a čím jsou motivováni. Cílem této
teze bude návrh řešení, které pomůže zdokonalit personální činnosti a procesy ve firmě
Karafa, spol. s r.o.

ABSTRACT

Objective of this thesis is to analyze the HRM functions within the company Karafa
Ltd. Company is leading retailer sales of flowers in Czech Republic and currently is
solving issues with high fluctuation of manpower as well as lack of motivation. Author
of this thesis is going to apply particularly questionnaire and other research methods to
determine how employees are satisfied with their work and what motivates them. The
purpose of this thesis is to suggest feasible solution that can improve HRM functions in
Karafa Ltd.

KLÍČOVÁ SLOVA

Personalistika, lidské zdroje, řízení lidský zdrojů, motivace, spokojenost zaměstnanců,
zaměstnanci, analýza, maloobchod, dotazník.

KEY WORDS

Personnel management, human resource, human resource management, motivation, job
satisfaction, employees, analysis, retail trade, questionnaire survey.
Bibliographic Citation

LUŽOVÁ, A. Proposal of Motivational Programme in the company Karafa, Ltd.Brno:
Brno University Of Technology, Faculty of business and management, 2010. 126 p.
Supervisor of Diploma thesis Ing.ZdeňkaKonečná, Ph.D.
Declaration

I declare that this master‟s thesis is my original work. Any uses of the works of other
authors have been properly acknowledged under the terms of the copyright law. A full
list of the references employed has been included.

Brno, 31th August 2010

………………………………….
Alice Lužová
Acknowledgements

I would like to thank my supervisor Ing. Zdeňka Konečná, Ph.D for her guidance,
consideration and valuable feedback.

Moreover, I would like to thank management of Karafa, Ltd. for giving me an
opportunity to realize my master´s thesis in their company and providing me all
information about firm. In addition, I would like to thank all the participants of
questionnaire and interview survey.
Content

INTRODUCTION ....................................................................................................... 10
1 AIM OF THE THESIS ............................................................................................. 12
2 THEORETICAL BACKGROUND .......................................................................... 13
2.1 Human Resource Management ......................................................................... 13
2.1.1 Personnel Management versus Human Resource Management ................... 13
2.1.2 Human Resource Management ................................................................... 18
2.1.3 Models of Human Resource Management .................................................. 20
2.1.4 Criticisms of HRM ..................................................................................... 23
2.1.5 Strategic HRM ........................................................................................... 24
2.1.6 People Resourcing ..................................................................................... 25
2.2 Motivation ....................................................................................................... 29
2.2.1 Role of Motivation ..................................................................................... 30
2.2.2 Motivation Theories ................................................................................... 30
2.3 Job Satisfaction ................................................................................................. 38
2.3.1 Job Satisfaction Theory .............................................................................. 39
2.3.2 Measuring Job Satisfaction........................................................................ 40
2.3.3 Factors Affecting Job Satisfaction .............................................................. 41
2.4 Communication ................................................................................................ 44
2.4.1 Rethinking Management Communications ................................................. 45
2.5 Employee Retention .......................................................................................... 46
2.6 Employee Turnover .......................................................................................... 47
2.7 Questionnaire Theory ....................................................................................... 48
2.8 Summary of theoretical background .................................................................. 49
3 ANALYSIS OF CURRENT SITUATION ............................................................... 51
3.1 Company Overview .......................................................................................... 51
3.2 Organizational Structure ................................................................................... 52
3.3 Financial Information ....................................................................................... 53
3.3.1 Financial Ratios ......................................................................................... 54
3.4 Human Resource Management ......................................................................... 57
3.4.1 Recruitment and Selection .......................................................................... 57
3.4.2 Training ..................................................................................................... 58
3.4.3 Performance Appraisal and Reward system ................................................ 59
3.4.4 Communication .......................................................................................... 60
3.4.5 Motivation of Employees ........................................................................... 60
3.5 Company Research ........................................................................................... 61
3.5.1 Research Methodology ............................................................................... 61
3.5.2 Interview .................................................................................................... 61
3.5.3 Questionnaire ............................................................................................. 63
3.5.4 Questionnaire Interpretation ....................................................................... 66
3.6 Analysis summary ............................................................................................ 98
4 PROPOSALS FOR IMPROVEMENT .................................................................. 100
4.1 Establishment HR Department ........................................................................ 100
4.1.1 Recruitment and Selection ........................................................................ 102
4.1.2 Training and Development ....................................................................... 102
4.1.3 Performance, Reward and Appraisal ........................................................ 103
4.1.4 Communication ........................................................................................ 104
4.2 Motivation of Employees ................................................................................ 105
4.2.1 Goal Setting ............................................................................................. 105
4.2.2 Engagement of Employees ....................................................................... 106
4.2.3 Recognize and Reward High Performance ............................................... 107
4.2.4 Motivation according Questionnaire Research .......................................... 108
4.3 Summary of Motivational Proposals and Their Costs ...................................... 112
CONCLUSION ......................................................................................................... 113
REFERENCES.......................................................................................................... 115
LIST OF ABBREVIATIONS .................................................................................... 120
LIST OF TABLES .................................................................................................... 121
LIST OF PICTURES................................................................................................. 123
LIST OF CHARTS.................................................................................................... 124
LIST OF APPENDICES ........................................................................................... 126
INTRODUCTION
According to increasingly turbulent external environment post modern organizations
have to develop. Many external factors impact on organizations and their behaviour.
Environmental uncertainty is connected with a change in the external political,
economic, social, technological, legal and ecological context in which organization
operates.
Majority of organizations are affected especially by three main trends which are
globalization, information technology, social and demographic trends.
To fit into turbulent environment, organization has to become networked, information-
rich, de-layered, downsized, lean, boundary-less, high-commitment organization that
employs highly skilled and well-paid, autonomous knowledge workers. All of this is
connected with history and information age. Post modern organizations developed
themselves from modern organizations which developed themselves from classical
ones. Organizations have undergone an evolution from rigid bureaucracy, macho
managers, boring jobs to the present flexible organizations with supportive and
participative managers and interesting empowered jobs.
Organizations are expected to act ethically and in ways that consider, contribute to and
benefit economic development, environment, Quality of working life, local
communities and society at large. We must consider that organizations operate in
unpredictable and turbulent environment which change very quickly.
The role of personnel management was transformed through the years as the ways in
which people are managed, rewarded and motivated came to be recognised as being
fundamental to organizational survival and competitive advantage. The effectiveness of
human resource function is viewed as being crucial to the strategic and financial success
of the organization.
Organizational strategy has to be supported by series of personnel policies that are set
by human resource management. There has to be an authority managing relationship
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