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PSYCHOLOGICAL ASPECTS OF EMPLOYEES’ DEVELOPMENT IN THE HOSPITALITY INDUSTRY

Identifikátory výsledku

  • Kód výsledku v IS VaVaI

    <a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F25619161%3A_____%2F17%3AN0000016" target="_blank" >RIV/25619161:_____/17:N0000016 - isvavai.cz</a>

  • Výsledek na webu

    <a href="https://sgemworld.at/ssgemlib/spip.php?article4508&lang=en" target="_blank" >https://sgemworld.at/ssgemlib/spip.php?article4508&lang=en</a>

  • DOI - Digital Object Identifier

    <a href="http://dx.doi.org/10.5593/sgemsocial2017/14/S04.084" target="_blank" >10.5593/sgemsocial2017/14/S04.084</a>

Alternativní jazyky

  • Jazyk výsledku

    angličtina

  • Název v původním jazyce

    PSYCHOLOGICAL ASPECTS OF EMPLOYEES’ DEVELOPMENT IN THE HOSPITALITY INDUSTRY

  • Popis výsledku v původním jazyce

    HR segment belongs to the largest and most complicated part of company activities. It used to be called personnel dpt. Current HR plays a professional role in recruitment, hiring, adaptation, training and in assessment of employees´ performance. This article deals with these issues. The development requires permanent improvement of employees´ habits and abilities. Required training and education of employees is inevitable. The company income depends on its personnel qualifications, on customers´ opinions, on an overall company development. Recruitment and selection of employees belong to the most important HR segment processes (Dvořáková, 2001)[4]. Regardless of the company size, its manufacturing, trading or provided services, there always are needed people who have to be selected in a qualified manner. Current employees need to have strategic thinking and be prepared to face permanent changes. The main manager´s duty is concerned with communication that helps them make decisions, manage and motivate their subordinates. The theoreticians present the theory about managers who can utilize their theoretical knowledge in combination with their real experience from work with people (Folwarczná, 2010) [5]. Managers should not underestimate their know-how of psychology; otherwise they can occur in a situation that can be called as “economic” or “technocratic”. These attributes are typical for people who prefer economics or technique and underestimate work with people or even fear it. They treat work with people as work with material or with economic or technical units. Managers have to keep pace with changes in the market environment. Correct decisions are a necessary precondition to gain competitive advantages.

  • Název v anglickém jazyce

    PSYCHOLOGICAL ASPECTS OF EMPLOYEES’ DEVELOPMENT IN THE HOSPITALITY INDUSTRY

  • Popis výsledku anglicky

    HR segment belongs to the largest and most complicated part of company activities. It used to be called personnel dpt. Current HR plays a professional role in recruitment, hiring, adaptation, training and in assessment of employees´ performance. This article deals with these issues. The development requires permanent improvement of employees´ habits and abilities. Required training and education of employees is inevitable. The company income depends on its personnel qualifications, on customers´ opinions, on an overall company development. Recruitment and selection of employees belong to the most important HR segment processes (Dvořáková, 2001)[4]. Regardless of the company size, its manufacturing, trading or provided services, there always are needed people who have to be selected in a qualified manner. Current employees need to have strategic thinking and be prepared to face permanent changes. The main manager´s duty is concerned with communication that helps them make decisions, manage and motivate their subordinates. The theoreticians present the theory about managers who can utilize their theoretical knowledge in combination with their real experience from work with people (Folwarczná, 2010) [5]. Managers should not underestimate their know-how of psychology; otherwise they can occur in a situation that can be called as “economic” or “technocratic”. These attributes are typical for people who prefer economics or technique and underestimate work with people or even fear it. They treat work with people as work with material or with economic or technical units. Managers have to keep pace with changes in the market environment. Correct decisions are a necessary precondition to gain competitive advantages.

Klasifikace

  • Druh

    D - Stať ve sborníku

  • CEP obor

  • OECD FORD obor

    50204 - Business and management

Návaznosti výsledku

  • Projekt

  • Návaznosti

    N - Vyzkumna aktivita podporovana z neverejnych zdroju

Ostatní

  • Rok uplatnění

    2017

  • Kód důvěrnosti údajů

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

Údaje specifické pro druh výsledku

  • Název statě ve sborníku

    4th International Multidisciplinary Scientific Conference, SOCIAL SCIENCES & ARTS SGEM 2017

  • ISBN

    978-619-7408-16-4

  • ISSN

    2367-5659

  • e-ISSN

  • Počet stran výsledku

    10

  • Strana od-do

    639-648

  • Název nakladatele

    SOCIAL SCIENCES & ARTS SGEM

  • Místo vydání

    Albena, Bulharsko

  • Místo konání akce

    Albena, Bulharsko

  • Datum konání akce

    1. 1. 2017

  • Typ akce podle státní příslušnosti

    WRD - Celosvětová akce

  • Kód UT WoS článku