Central European Business Review

13-19

Authors: Luboš Smrčka, Jaroslav Schönfeld

The survey of real outcomes of insolvency proceedings in the Czech Republic analysed by this study took place during 2012 and 2013. This is the first survey that enables (on the basis of a statistically declarative sample) the ascertainment of certain crucial data as to the actual outcome of insolvency proceedings in the Czech Republic, i.e. especially as to the yields which creditors obtain. The study analysis outcomes drawn from two waves of statistical research, compare these two waves together and place the results gained into an international context. In addition, the study also brings forward basic information on the structure of the insolvency act in the Czech Republic and possible changes in legislation that would create a more congenial environment for creditors.

27-34

Authors: Md. Hasebur Rahman

Every organization needs well-adjusted, trained, and experienced people to perform its activities effectively and efficiently. Today’s business environment has become complex; the training for employees’ education is becoming a diver for adjusting dynamic change in organizational interfaces. This survey reveals that employee training and job satisfactions have a significant positive relationship with organizational effectiveness. The survey also indicates that job dissatisfaction has an insignificant relationship with organizational effectiveness in commercial banks. The study indicates that to chase dynamic business environments, management should focus on building human resources through diverse training for promoting organizational effectiveness.

42-50

Authors: Marek Stříteský, Martin John David Quigley

This paper describes new trends related to the concepts contained in HR organizational structures within Czech organizations. In addition, it describes the specifics of the roles played by HR in those organizations which have transformed their HR departments in terms of the principles of the HR Business Partner Model, both in theory based on available resources, and at the practical level based on the results of primary examination. The goal of this paper is to present the key perceptions of the changes made in the HR structure within the organizations, as well as the impact of these changes on the effectiveness of the HR departments concerned. Another goal of the paper is to summarize the responsibilities of the newly created position known as the HR Business Partner in these organizations as well as the demands placed upon the personnel employed in the HR Business Partner role. The paper offers conclusions based on the results of both quantitative and qualitative surveys. It also contains a case study of one organization which has one of the best transformed HR departments, and whose services are classified, by internal clients, as being of high quality.