Influence of organisational culture to working position analysis, hiring of employees, adaptation and knowledge transfer in organisations

Result code in IS VaVaI

<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F60460709%3A41110%2F13%3A60273" target="_blank" >RIV/60460709:41110/13:60273 - isvavai.cz</a>

Result on the web

—

DOI - Digital Object Identifier

—

Result language

čeština

Original language name

Vliv organizační kultury na analýzu práce, získávání, výběr, adaptaci a transfer znalostí v organizacích

Original language description

Purpose of the article Recruitment and selection of employees are processes that directly precede the adoption of the best employees for the job in the organisation. While the main aim of recruitment process is to ensure that the organisation has sufficient number of suitable candidates for a vacancy in due time, the main aim of the selection process is to specifically decide on the most suitable potential employees, not only in terms of business, but also social demands imposed on. In order to have these requirements quantitatively and qualitatively properly set, it is needed to define them on the basis of a job analysis. On the other hand, it is also necessary not only to carefully select ?the most suitable? candidate, but adapt him/her to the job well, not only in the terms of job description, but also in social and cultural areas. The effectivity of adaptation from both time and qualitative point of view is significantly influenced by the knowledge transfer. Methodology/methods The

Czech name

Vliv organizační kultury na analýzu práce, získávání, výběr, adaptaci a transfer znalostí v organizacích

Czech description

Purpose of the article Recruitment and selection of employees are processes that directly precede the adoption of the best employees for the job in the organisation. While the main aim of recruitment process is to ensure that the organisation has sufficient number of suitable candidates for a vacancy in due time, the main aim of the selection process is to specifically decide on the most suitable potential employees, not only in terms of business, but also social demands imposed on. In order to have these requirements quantitatively and qualitatively properly set, it is needed to define them on the basis of a job analysis. On the other hand, it is also necessary not only to carefully select ?the most suitable? candidate, but adapt him/her to the job well, not only in the terms of job description, but also in social and cultural areas. The effectivity of adaptation from both time and qualitative point of view is significantly influenced by the knowledge transfer. Methodology/methods The

Type

J_x - Unclassified - Peer-reviewed scientific article (Jimp, Jsc and Jost)

CEP classification

AE - Management, administration and clerical work

OECD FORD branch

—

Project

—

Continuities

S - Specificky vyzkum na vysokych skolach

Publication year

2013

Confidentiality

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Name of the periodical

Trendy ekonomiky a managementu.

ISSN

1802-8527

e-ISSN

—

Volume of the periodical

VII

Issue of the periodical within the volume

14

Country of publishing house

CZ - CZECH REPUBLIC

Number of pages

9

Pages from-to

63-71

UT code for WoS article

—

EID of the result in the Scopus database

—