Monitoring of labour mobility as a way to competitivness

Kód výsledku v IS VaVaI

<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F27266150%3A_____%2F12%3A%230000035" target="_blank" >RIV/27266150:_____/12:#0000035 - isvavai.cz</a>

Výsledek na webu

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DOI - Digital Object Identifier

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Jazyk výsledku

angličtina

Název v původním jazyce

Monitoring of labour mobility as a way to competitivness

Popis výsledku v původním jazyce

Current economic situation is forcing organisations to keep their best, talented employees, because employees are critical and the most valuable asset. The paper reveals, based on the primary research, unsuitable practices of organisations in human resources and personnel relations and suggests improvements and recommendations how to keep knowledgeable employees. Induction method revealed main factors causing employee turnover (remuneration, future certainty, relationships, recognition, communication, corporate culture and expectations). Attributes of identified factors which influence organisational disaffection and fluctuation were searched and interpreted based on quantitative survey. Paper describes inadequate behaviour inside organisations together with highlighting of the determinants which are the most often reason of decision to leave. The aim is to point-out critical variables in order to lower disaffection and layoffs in organisations. It is essential for modern knowledge-bas

Název v anglickém jazyce

Monitoring of labour mobility as a way to competitivness

Popis výsledku anglicky

Current economic situation is forcing organisations to keep their best, talented employees, because employees are critical and the most valuable asset. The paper reveals, based on the primary research, unsuitable practices of organisations in human resources and personnel relations and suggests improvements and recommendations how to keep knowledgeable employees. Induction method revealed main factors causing employee turnover (remuneration, future certainty, relationships, recognition, communication, corporate culture and expectations). Attributes of identified factors which influence organisational disaffection and fluctuation were searched and interpreted based on quantitative survey. Paper describes inadequate behaviour inside organisations together with highlighting of the determinants which are the most often reason of decision to leave. The aim is to point-out critical variables in order to lower disaffection and layoffs in organisations. It is essential for modern knowledge-bas

Druh

O - Ostatní výsledky

CEP obor

AE - Řízení, správa a administrativa

OECD FORD obor

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Projekt

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Návaznosti

N - Vyzkumna aktivita podporovana z neverejnych zdroju

Rok uplatnění

2012

Kód důvěrnosti údajů

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