M12 - Personnel Management; Executives; Executive CompensationReturn

Turbulent changes characterize 21st century; the world is entering into a new era - the so-called "new/digital" economy. Completly new knowledge and skills will be required, and employees' preparedness will be the crucial factor for adaptation to the challenges (population aging, initiative Industry 4.0, structural changes of labor market). Training and corporate culture might help enterprises to adapt. The paper aims to create a scheme of the mutual relations between corporate culture and employee training system in the context of HRM within a company environment. The contribution compiles theoretical concepts of the employee training system and corporate culture and analyzes their relations and possible influence. The secondary output of the contribution will be setting up future research based on research studies and preliminary analysis of the state of issues in the case of the Czech Republic. The first part of this paper is the theoretical foundation which points out the relevance of corporate culture and employee training system for the preparedness and implementation of Industry 4.0. The second part analyzes the relations between corporate culture and employee training system. Finally, the third part describes the state of corporate culture and employee training in Czech companies. It was used secondary data available on Eurostat (CVTS surveys). It was done a preliminary study focused on the training costs and training outcomes in 2018. State of corporate culture was analyzed by Hofstede cultural dimensions between 2015 and 2017. It was applied descriptive statistic, correlation, and multiple regression analysis. Based on CVTS surveys, the Czech companies preferred external training and implemented mainly on-the-job training and less active methods (lectures, conferences, workshops). Almost half of the Czech enterprises did not have a plan for training. According to the own research, 23% of researched companies do not evidence the training cost. Examined enterprises hold the dimensions of high power distance, individualism, femininity, uncertainty avoidance, and short-term orientation. The size has an influence only on IDV and UAI. IDV, UAI, LOT are also influenced by the classification according to CZ- NACE. The contribution has limits and at the end it was set up the recommendations for future research.

This paper aims to present Corporate Social Responsibility (CSR) as a possible way how to directly or indirectly influence employees' work attitudes, such as job satisfaction (JS) and turn over intentions (TI), using concepts from psychology (motivational theories) and social psychology (e.g. Social Exchange Theory, Social Identity Theory) as underlying theories. To examine the link between CSR and employees' work attitudes (JS, TI), empirical research was carried out in the tourism industry setting (hospitality subsector), employing a series of multiple regression analyses. The physical research location, Prague, the Czech Republic capital, was chosen on purpose, as it is one of the leading tourism destinations in the Central European and European region. Apart from the empirical research findings, the paper tries topresent the tourism industry from a sustainable socio-economic regional development perspective and summarise the CSR concept's historical evolution by highlighting some of the most relevant academic literature contributions.