Název:	People unlimited - talent management
Autoři:	Tyl, Jan
Citace zdrojového dokumentu:	Trendy v podnikání = Business trends : vědecký časopis Fakulty ekonomické ZČU v Plzni. 2013, č. 2, s. 39-46.
Datum vydání:	2013
Nakladatel:	Západočeská univerzita v Plzni
Typ dokumentu:	článek article
URI:	http://www.fek.zcu.cz/tvp/doc/akt/tvp-2-2013-clanek-6.pdf http://hdl.handle.net/11025/16263
Klíčová slova:	řízení talentů;AGC Flat Glass Czech, a. s.;rozpoznání talentu;vzdělání;HR management
Klíčová slova v dalším jazyce:	talent management;AGC Flat Glass Czech, a. s.;talent identification;education;HR management
Abstrakt v dalším jazyce:	The article deals with the issue of talent management at AGC Flat Glass Czech a. s., a member of the AGC group. The first chapter presents the company´s manufacturing program and describes the basic principles of human resource management in the company and the elements, which has the company identified as key on the labor market. The following chapters are devoted to the concept of People unlimited, which includes the identification of key persons and their mapping. This is necessary for the company to be able to identify priorities for the talent management. The prerequisite of People unlimited concept are close link to the vision and strategy and optimal organizational structure, which should ensure achieving of the objectives. The concept uses the assumption of changes in real time. Any change in the company's strategy has a direct influence on the processes, organizational structure of the Company, talent management, talent identification, motivation, stabilization and education. The company has established a training module as a support tool for ensuring the growth of key employees, parts of this module are described in this article. These parts are training and education, coaching, action learning, job rotation, development center and a learning expedition. Training model of key persons is prepared to respond to current and future needs of ensuring processes in the company. It provides to the company distribution and retention of knowledge, ability of identifying the strengths and weaknesses of employees and provides information on the optimal focus of the employee. In the last chapter of the article the feedback of employees, its reasons and benefits are described. For this purpose the company uses 360-degree feedback on a periodic basis.
Práva:	© Západočeská univerzita v Plzni
Vyskytuje se v kolekcích:	Číslo 2 (2013) Číslo 2 (2013)

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