Specific attributes of Human resource management in Non-profit organizations
| Název práce v češtině: | Specific attributes of Human resource management in Non-profit organizations |
|---|---|
| Název v anglickém jazyce: | Specific attributes of Human resource management in Non-profit organizations |
| Klíčová slova: | Neziskova organizace, ziskova organizace, řízení lidských zdrojů, volontéry, oddělení lidských zdrojů, produktivita. |
| Klíčová slova anglicky: | Non-profit/For-profit organizations, Human Resource Management, Volunteers, HR department, productivity. |
| Akademický rok vypsání: | 2010/2011 |
| Typ práce: | bakalářská práce |
| Jazyk práce: | angličtina |
| Ústav: | Institut ekonomických studií (23-IES) |
| Vedoucí / školitel: | Ing. Ivo Koubek |
| Řešitel: | skrytý - zadáno vedoucím/školitelem |
| Datum přihlášení: | 05.11.2010 |
| Datum zadání: | 29.07.2011 |
| Datum a čas obhajoby: | 12.09.2011 08:00 |
| Místo konání obhajoby: | IES |
| Datum odevzdání elektronické podoby: | 30.07.2011 |
| Datum proběhlé obhajoby: | 12.09.2011 |
| Oponenti: | Mgr. Doina Todica |
| Seznam odborné literatury |
| Literature
1. Powell, Walter W., Steinberg, Richard , “The non-profit sector”, Yale University Press , 2006 2. Sombart, Werner, “The Jews and modern capitalism”, 1913 3. Kennard T.Wing, Katie L.Roeger, Thomas H.Pollak , “The non-profit sector in brief”, Public Charities, Giving and Volunteering ,2009 4. Martin Potucek and team, “Human development report, Czech Republic, 2003”, MJF Prague, Charles University 5. “Employment in the Non-profit Sector”, Independent Sector, The New Non-profit Almanac, 2008 6. Kunreuther, F. (2003), «The changing of the guard: what generational differences tell us about social-change organization” in Nonprofit and voluntary sector quarterly, 2003. 7. Drucker,P.F., “Managing the non-profit organization”, Collins, 1992 8. Pynes J.E. “Human resource management for Public and Nonprofit Organizations”, Jossey-Bass, 2004 9. Gibelman, M, “The Non-profit sector and gender discrimination : a preliminary investigation into the glass-ceiling ”, Nonprofit management and leadership, 2000 10. Slaughter, L., Home, R., “Motivation of the long Term Voluneers: Human Services Vs Events ”, UNLV Journal of Hospitality, Tourism and Leisure Science , 2004 11. Larry W. Kennedy ,“Quality Management in the non-profit world”, Reliable Man Books, 2004 12. William A. Brown, Carlton F. Yoshioka, “Mission attachment and satisfaction as factors in employee retention”, Nonprofit management and Leadership, 2003 13. Bob Gilstrap, “Executive compensation in the non-profit sector: balancing mission, compliance and competition” 14. 2009, 2010 Nonprofit employment trends survey. Executive summary” 15. Hannah S.Sistare, Myra Houze Shiplett, Terry F.Buss, “Innovations in Human Resource Management: Getting the Public’s Work Done in the 21st Century “, M.E.Sharpe, Inc, 2008 16. Ap Eigenhuis, Rob Van Dijk, “HR Strategy for the High Performing Business: Inspiring Success Through Effective Human Resource Management”, Kogan Page, 2008 17. Evan M.Berman, “Productivity in Public and Non Profit Organizations: Strategies and Techniques”,M.E.Sharpe, Inc, 2005 18. Marc A.Musick, John Wilson, “Volunteers: A Social Profile (Philanthropic and Nonprofit Studies)”, Indiana University Press, 2007 19. www. Boardsource.org 20. www.londonchamber.co.uk 21. www. Managementhelp.org 22. www.12manage.com 23. www.nonprofitrisk.org 24. www.pvamu.edu 25. www.mspb.gov |
| Předběžná náplň práce v anglickém jazyce |
| HRM is a big part of operation of business. Building a work force is one of the fundamental goals for any organization. In the end, people are one and only one variable in the whole operational process. The right managing of this variable can be very influential for company’s outcome.
There are two main types of organizations (from the side of profit) – For-profit and Non-profit. While thinking about HRM in these corporations, we meet with a problem, that concerns a basic motive for the every action in the economy – personal profit. Workers in the profit companies are getting paid, while, in the other hand, in non-profit we are talking about volunteer job. Naturally we make a conclusion, that HRM has to be operated in different ways. The question is – how different these ways are… 1. Non-Profit Sector 2.The Context of HRM in the Non-Profit Sector 3.Comparison Analysis |