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Technologies as effective digitalization tools have become an integral part of today's business worldwide. The role of digital technology has increased even more in the face of changing working conditions caused by the Covid-19 pandemic. Previous researches indicate that the ability to adapt to the impact of the Covid-19 pandemic depends on their employees' competencies development needed for digital technologies' use at work. A fundamental prerequisite for further digitalization is changing the mindset of people throughout the organization and accepting the new digital technologies in their daily working routines. Secondary data based on answers from nearly 900 C-level executives confirmed that companies responded much faster to implementing technologies and remote working actions during the Covid-19 pandemic. They also believe that these shifts will remain after the crisis than expect a return to precrisis norms (LaBerge et al., 2020). Companies have been making these crisis-related changes with the long term in mind. Therefore, human resource managers in different industries face the challenge of continuing employee training and development to help employees bridge the digital competencies gap and train them on digital tools and technologies and how to use them. The primary purpose of this article is to present the topic of digital technologies in the literature and specify the most often-applied methods and tools for employees' training and development concerning the demands of digitalization and digital technologies' use based on primary and secondary data. Secondary data come from the systematic literature review and show current trends and effects of implementing digital technologies when managing human resources. Primary data collected by authors aimed to map the current digital technologies use among employers in the Czech Republic and Germany. Moreover, to find out the support of employers with technology adoption and training and development methods used to extend digital competencies. The authors collected primary data from Czech employers and employees using the CAWI method in 2020-2021. On the employers' side, 27 representatives from the construction sector, 39 from the automotive sector and ten representatives from banks and insurance companies were involved. On the employees' side, 31 employees from different sectors and 37 from a selected Czech higher education institution participated in the survey. The core set of respondents was also expanded with data on digital readiness collected from 85 employees of a selected German educational institution in 2022. The methods of monitoring, comparison, synthesis, deduction and analysis of scientific literature and secondary data were also applied in this article. The results have confirmed that digital technologies have penetrated daily companies' operations regardless of the economic sector. Likewise, the findings have demonstrated that most employers, who participated in this study, included the topic of competency development in their company's long-term human resource management strategy. From employees' point of view, methods of getting digital competencies and the range of training activities differed, and employees intensified their daily use. The findings of this article have also shown the change in the intensity of digital technologies' use due to the coronavirus and illustrated trends in digital human resource management in the post-pandemic business environment., Proceedings - Research and Intervention in Human Resources, N.º 11 (2022): XI Conferência Internacional de Investigação e Intervenção em RH

The net of civic associations Social Watch created the alternative indicators for measurement of situation development within equality of males and females (GEI – Gender Equity Index) and satisfying of basic human needs (BCI – Basic Capability Index). This paper is devoted to gender inequity, i. e. education, socioeconomic standing and share of authority. The primary attention is devoted to the education, let us say tertiary education. The questions of tertiary education are sol- ved not only from the global view, but also from the national view, i. e. from the view of the Czech Republic. Within this Gender Equity Index dimension is our republic in the front places of the imaginary rank, within the remaining two dimensions there is not the situation so positive and it is necessary to find any solution leading to the improvement of the current position, preferably in the near future. The last part of this paper is devoted to the research realized within the Technical University of Liberec: during the academic years 2004/2005 – 2007/2008 survey of earnings expectations was undertaken. First year students (Technical University of Liberec, University of Economics Prague, University of Pardubice, University of Huddersfield Business School -UK) were surveyed. The result of the surveys of Czech and British students show that students are very well aware of their possible (expected) earnings. Although the results of this study show a striking similarity between student perceptions in the Czech Republic (GEI 69) and United Kingdom (GEI 75), this does not automatically mean that the same will be true in other countries.

Title: Volunteering as an allocation of human resources in sports organizations Objectives: The objective of the thesis is to recommend the most suitable Belbin roles for job positions in sports organizations based on knowledge from research and literature. Methods: The thesis uses qualitative and quantitative research. Qualitative research will take place in the form of dialogue and subsequent discussion of the Focus Group with representatives of sports organizations. 9 respondents will participate in this group discussion. Quantitative research is conducted among volunteers in sports organizations through electronic surveys and the Click4Survey tool. The Belbin test is part of the questionnaire survey. The questionnaire survey includes a sample of 305 respondents. Results: The results of qualitative research show that the positions offered to volunteers include the positions of administrative worker, assistant, supervisor, organizer and coach. The results of quantitative research show that the most represented role in volunteers, according to Belbin's typology, is the role of the Implementer. There is no statistically significant relationship between the job position and the role of volunteers, however, based on the findings from research and literature, the author recommends the most suitable...

The thesis is focused on the issue of human capital from the microeconomic point of view, especially on the investment in the human capital in the form of university education. The first part is describing the development of the human capital, the approaches to its measurement and the forms of investment. The second part is focused on the methods of decision making about the investment in the human capital, including a concrete example of decision and a calculation of the rate of return on investment. In the trird part I'm going to take into account the risk of unemployment and the compatibility of graduates in the labour market.

Tato práce se zaměřuje na problematiku lidského kapitálu a investic do něj. Zkoumá a měří výnosnost investic do lidského kapitálu z mikro- i makroekonomického pohledu a zaměřuje se také na motivy těchto investic. Na úrovni jedince měří míru návratnosti investic do terciárního vzdělávání, která vychází okolo 8%, a sleduje další efekty, jako je zvyšování šance na pracovním trhu atp. Na makroekonomické úrovni pak sleduje vliv investic do lidského kapitálu na HDP a na další ekonomické faktory a snaží se nalézt souvislosti mezi úrovní lidského kapitálu a ekonomických růstem. Prodloužení průměrné délky vzdělání o rok znamená zhruba 5% růst HDP.