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TALENT RETENTION IN SLOVAK COMPANIES: EXPLORATIVE STUDY

Radovan Savov, Jana Kozáková, Jan Tlučhoř

TPeople and especially talented individuals are of remarkable interest for many academics in research (Collings et al., 2019; Meyers et al., 2013; Krishnan & Scullion, 2017). The reason is very simple. Human resources are the most valuable resource a company should have. People are movers of each company and create added value. A high commitment human resources strategy leads to a firm competitive advantage (Collins, 2020). Employees play an important role in forming a competitive advantage for the organization. The role of the employees has become pronounced and significant, and it is no longer conventional. They are responsible for the strategic planning and development of the organization (Chakraborty & Biswas, 2019). Nowadays, firms operate in an environment which is characterized by many political, economic, social, and technological changes (Wee & Taylor, 2018).These changes force companies to transform themselves to gain greater prosperity or to survive (Ocasio et al., 2017; Riviere et al., 2017).
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GENERATION Y AND GENERATION Z EMPLOYMENT EXPECTATIONS: A GENERATIONAL COHORT COMPARATIVE STUDY FROM TWO COUNTRIES

Dana Egerová, Lenka Komárková, Jiří Kutlák

Generational differences in various workrelated characteristics such as work values, motivational drivers, preferences and workplace expectations have become a widely discussed research and intervention topic in recent years (Lyons & Kuron, 2014; Campbell et al., 2015; Sobrino-De Toro et al., 2019). The growing interest reflects the impact of the demographic, economic and technological shifts in society on the world of work and on how organisations maintain a multigenerational workforce (Lub et al., 2016). In recent years, research has primarily focused on the members of three generations (Baby Boomers, Generation X and Generation Y) to explore the features that differentiate these generations from each other in terms of workplace values, expectations, attitudes and organisational outcomes (Moore et al., 2015). At present, the next generation of employees – Generation Z – is about to enter the labour market, which will present challenges and opportunities for both researchers and companies (Knapp et al., 2017; Rodriguez et al., 2019).
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MANAGEMENT PRACTICES IN AREA OF HUMAN RESOURCES AND MONITORING RESULTS AS DETERMINANTS OF SME’S SUCCESS IN POLAND AND THE CZECH REPUBLIC

Krzysztof Łobos, Vojtěch Malátek, Mirosława Szewczyk

Towards the end of the 1980s, all the countries of the former socialist bloc had to wrestle with structural and systemic problems. At the moment of entering the period of transformations, Poland and Czechoslovakia were characterized by different conditions, among others, GDP per capita, the range of macroeconomic imbalance, inflation rate, indebtedness, or the share of the private sector. In Poland, private ownership dominated in agriculture, while in trade and service its share was significant. On the other hand, as regards Czechoslovakia, private ownership was scarce. The 1990s saw far-reaching systemic changes going on both in Poland and Czechoslovakia (and following the split of the latter – the Czech Republic). Privatization of enterprises was the fundamental part of the economic reforms program implemented in both countries. The introduction of free market principles, the influx of foreign investment and restructuring actions, undoubtedly influenced the change in the way enterprises functioned in the market. At present, small and mediumsized enterprises are of the key importance to the economic development of Poland and the Czech Republic.
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Rizika odhadu úspěšnosti investice při alternativním scénáři vývoje ekonomiky

Ivan Jáč

Investiční činnost je v podnikové praxi považována za rozhodující prvek akcelerace ekonomického rozvoje firmy ve všech jejích formách. Současné podmínky pro plánování investičních akcí nejsou vůbec jednoduché a poslední roky končící první dekády 2. tisíciletí přinesly do těchto procesů další prvky nejen nejistoty, ostatně to je pro investování symptomatické téměř vždy, ale byly nastoleny i nové a dlužno říci nečekané skutečnosti, jako např. poruchy na světových finančních trzích s dopady do téměř všech ekonomik světa, vyjma snad skupiny BRICS, kurzové výkyvy a v neposlední době i dluhové krize rozkolísávající i dosud stabilní ekonomiky.
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