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dc.contributor.authorProcházková, Kateřinacs
dc.contributor.authorMilichovský, Františekcs
dc.date.accessioned2021-01-29T15:57:37Z
dc.date.available2021-01-29T15:57:37Z
dc.date.issued2021-01-14cs
dc.identifier.citationSHS Web of Conferences. 2021, vol. 91, issue 1, p. 1-10.en
dc.identifier.isbn978-2-7598-9113-9cs
dc.identifier.issn2261-2424cs
dc.identifier.other167740cs
dc.identifier.urihttp://hdl.handle.net/11012/195936
dc.description.abstractThe topic of remuneration of executive managers (included CEO) is considered such a key factor of personal management (PM). The issue of remuneration of high-ranking managers is a key area of personnel management and corporate governance. This is still a much-discussed topic, which seeks to answer the most important question: How to set management rules in companies so that all stakeholders behave effectively? It is high-ranking managers who are a specific group in which the creation of a remuneration contract must ensure the optimal connection of their performance with measurable indicators of the company. The consequences of their decisions can be clear for up to several years, so setting optimal benchmarks is more than important. The main aim of the research paper was to find a dependence between the type of respondent generation and the sought-after benefits in the managerial position. The hypothesis was defined as follows: the type of respondent generation influences the choice of benefit. IBM SPSS Statistics 25 was used to process and evaluate the data obtained from the structured questionnaire survey. The mathematical-statistical methods used to verify the dependence between selected variables were used the Chi-square test of independence of two variables.en
dc.formattextcs
dc.format.extent1-10cs
dc.format.mimetypeapplication/pdfcs
dc.language.isoencs
dc.publisherEDP Sciencescs
dc.relation.ispartofSHS Web of Conferencescs
dc.relation.urihttps://www.shs-conferences.org/articles/shsconf/pdf/2021/02/shsconf_ies2020_01014.pdfcs
dc.rightsCreative Commons Attribution 4.0 Internationalcs
dc.rights.urihttp://creativecommons.org/licenses/by/4.0/cs
dc.subjectbenefits and remunerationen
dc.subjectmotivationen
dc.subjectcorporate identityen
dc.subjecthuman resource managementen
dc.titleBenefit's Portfolio in a Company in Connection to the Generation of Managerial Applicantsen
thesis.grantorVysoké učení technické v Brně. Fakulta podnikatelská. Ústav managementucs
thesis.grantorVysoké učení technické v Brně. Fakulta podnikatelská. Ústav ekonomikycs
sync.item.dbidVAV-167740en
sync.item.dbtypeVAVen
sync.item.insts2021.01.29 16:57:37en
sync.item.modts2021.01.29 16:16:13en
dc.coverage.issue1cs
dc.coverage.volume91cs
dc.identifier.doi10.1051/shsconf/20219101014cs
dc.rights.accessopenAccesscs
dc.rights.sherpahttp://www.sherpa.ac.uk/romeo/issn/2261-2424/cs
dc.type.driverconferenceObjecten
dc.type.statusPeer-revieweden
dc.type.versionpublishedVersionen


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Creative Commons Attribution 4.0 International
Except where otherwise noted, this item's license is described as Creative Commons Attribution 4.0 International