Browsing by Author "Urbancová, Hana"
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- ItemApplication of the competency-based approach in organisations in the Czech Republic(Technická Univerzita v Liberci, ) Fejfarová, Martina; Urbancová, Hana; Ekonomická fakultaA competency-based approach is one of the important tools of human resource management aimed at achieving strategic organisational goals and a competitive advantage. The article focuses on application of the competency-based approach in organisation in the Czech Republic. The first part of the article concentrates on the theoretical background. The second part evaluates the results of the quantitative survey. The aim of the article is to evaluate the competency-based approach in organisations in the Czech Republic and also to identify areas and activities in which the competency-based approach is applied and test dependencies between selected qualitative characteristics that relate to the issues examined. The results of the survey show that if organisations employ the competency-based approach (35.8%), they do not use individual activities within their frame on an equal basis. This is also valid for individual categories of employees (organisations concentrate in particular on managers and specialists). The results further confirm that the application of the competency-based approach in organisations in the Czech Republic depends on the fact whether an organisation is part of a larger group of organisations (p-value = 0.003, Phi coefficient = 0.238); personnel management arrangements in an organisation (the existence of a personnel department (p-value = 0.001, Phi coefficient = 0.316), processed personnel strategy (p-value = 0.006, Phi coefficient = 0.310), work position analysis execution (p-value = 0.000, Phi coefficient = 0.444), the position of the person responsible for human resource management in top management (p-value = 0.036, Phi coefficient = 0.201)) and the application of knowledge management (p-value = 0.015, Phi coefficient = 0.278). According to the strength of the relationship between the variables, the most important group of factors is that relating to personnel management organisation. No dependency on the size of organisations and sector in which organisations operate has been proven
- ItemKNOWLEDGE TRANSFER IN A KNOWLEDGE-BASED ECONOMY(Technická Univerzita v Liberci, ) Urbancová, Hana; Vnoučková, Lucie; Laboutková, Šárka; Ekonomická fakultaThe knowledge economy currently presupposes that each organization manages its knowledge and in doing so intentionally endeavors to achieve a long-term competitive advantage. In other words the key source of success is no longer information as such, but the right knowledge which is associated with a specifi c bearer – employee who must constantly develop this in a currently highly competitive environment. The goal of this article is to identify and evaluate the conditions for the use of the resource approach focused on the management of knowledge in the current knowledge economy across all economic branches. The research is descriptive and empirical by nature, because the primary data has been collected using the survey method, including fact-fi nding techniques such as questionnaires and interviews. According to the results of the quantitative research focused on education in Czech organizations, 66.5% of the surveyed organizations make use of some type of education or training at work. However, one third of Czech organizations still do not educate their employees and do not work with knowledge development and management in any way. The following recommendations can be given to organizations nowadays: (1) identify and overcome the barriers to knowledge sharing through fostering effective relationships, (2) the employees’ willingness to participate in the learning process needs to be enhanced, (3) the organization’s management should introduce a refl ective process and a career development process leading to effective knowledge sharing and (4) the role of the mentor and coach is crucial in effi cient organizational learning. The main areas which affect knowledge development in organizations are based on cooperation and communication. This refers to both the organizational culture and the climate. Those areas are crucial for employee and organizational knowledge transfer and development.
- ItemTransparent Internal Communication from Below and Above as a Part of the Total Quality Management Philosophy in Czech Organisations(Technická Univerzita v Liberci, ) Vrabcová, Pavla; Urbancová, Hana; Pacáková, Zuzana; Ekonomická fakultaThe authors examine organisations' approach to internal communication from below and above as part of the philosophical approach of total quality management (TQM). The main objective of the research is to evaluate the implementation of selected forms of communication from below and above as a part of the TQM philosophy in the context of selected identifying variables of Czech organizations. To meet the main objective, a questionnaire survey of Czech organizations (n = 183) was conducted. The data were evaluated using statistical methods (chi-square test, Fisher-Freeman-Halton Exact Test) at the 0.05 significance level. The results show that the use of most of the examined forms of communication from below and above depends on the size of the organisation, and the most frequent combination of used forms of communication is personal meetings and oral communication with employees. Setting up effective communication within each organisation fulfils the principles of total quality management.