Managing Agricultural Enterprises pp 165-180 | Cite as
Good Practices and Unresolved Problems in Czech Agricultural Enterprises
Abstract
The average age of employees in agriculture is higher than in the Czech economy. It is necessary to focus on building the employer brand, selecting appropriate agricultural business staff and investing time and adequate resources in the promotion of available jobs. Agricultural enterprise managers should participate in job fairs, which are regularly held by secondary schools and colleges. There is a need for cooperation with school teachers regarding course profiling and the topics of diploma theses. Knowledge sharing across generations inside the company should also be supported. Modern trends in management, for example, Age Management, Business Continuity Management and Knowledge Continuity Management, should be applied.
References
- Aaker, D. A. (2003). Brand building: budování obchodní značky. Brno: Computer Press.Google Scholar
- Bursová, I. (2009). How on human resource branding? http://www.hrmanager.cz/files/hrforum0309.pdf. Accessed 15 Sept 2009.
- Czech Society for Quality. (2013). http://www.csq.cz/cena-age-managementu/. Accessed 14 Apr 2014.
- Czech Statistical Office. (2011). Zaměstnanost a nezaměstnanost v ČR podle výsledků VŠPS (2006, 2010). Prague: Czech Statistical Office.Google Scholar
- Czech Statistical Office. (2014). Statistical yearbook of the Czech Republic 2014. Czech Statistical Office. https://www.czso.cz/csu/czso/statisticka-rocenka-ceske-republiky-2014-n-zi0tqklk5k. Accessed 2 May 2015.
- Galea, C., Houkes, I., & De Rijk, A. (2014). An insider’s point of view: How a system of flexible working hours helps employees to strike a proper balance between work and personal life. The International Journal of Human Resource Management, 8, 1090–1111.CrossRefGoogle Scholar
- Helm, S. (2011). Employees’ awareness of their impact on corporate reputation. Journal of Business Research, 64, 657–663.CrossRefGoogle Scholar
- Klementová, P. (2008). How to find talent employees? http://www.strategie.cz/scripts/detail.php?id=355134. Accessed 15 June 2014.
- Koubek, J. (2011). Human resource activities in small and middle organizations. Prague: Grada Publishing.Google Scholar
- Krutílek, O., & Kuchyňková, P. (2006). Podpora poskytovaná v České republice pro mladé farmáře začínající s podnikatelskou činností v zemědělství – „Podpory mladým farmářům v ČR“. Praha: Centrum pro studium demokracie a kultury.Google Scholar
- Love, L. F., & Singh, P. (2011). Workplace branding: Leveraging human resources management practices for competitive advantage through “best employer” surveys. Journal of Business and Psychology, 26, 175–181.CrossRefGoogle Scholar
- Ministry of Labour and Social Affairs. (2013). Národní akční plán podporující pozitivní stárnutí pro období let 2013 až 2017. http://www.mpsv.cz/files/clanky/14540/III_vlada__Akcni_plan_staruti_.pdf. Accessed 23 Apr 2013.
- National Training Fund. (2013). Projekce zaměstnanosti v odvětvích v období 2009–2020. http://www.budoucnostprofesi.cz/chybejici-profese/zdroje.html. Accessed 25 May 2014.
- National Training Fund. (2014). Budoucnost profesí. http://www.budoucnostprofesi.cz/cs/vyvoj-v-odvetvich/zemedelstvi.html. Accessed 10 Apr 2014.
- Ng, E. S. W., & Law, A. (2014). Keeping up! Older workers’ adaptation in the workplace after age 55. Canadian Journal on Aging-Revue Canadienne Du Vieillissement, 1, 1–14.CrossRefGoogle Scholar
- Pop, A. M. (2008). Human resource branding. http://www.wnp.cz/docs/wnp-ref_using-employer-branding-to-attract-employees.pdf. Accessed 5 Feb 2015.
- Zacher, H. (2013). Older job seekers’ job search intensity: The interplay of proactive personality, age and occupational future time perspective. Ageing and Society, 33, 1139–1166.CrossRefGoogle Scholar