No abstract

Continuous formation of new businesses, start-ups, which could establish themselves on the market and be successful, should be supported in all economic areas, and the area of agriculture is no exception. Thus the main aim of this paper is to formulate a recommendation for educational institutions which prepare future generations, among others, to establish start-ups in agriculture that reflect fundamental success factors. The data were acquired with the aid of structured interviews (n = 6), which were carried out in electronic form. The respondents agreed that they considered the greatest obstacle, and at the same time challenge, to be the entry into the unknown, and that fear of failure in the context of an enterprise in the area of agriculture, food and nutrition has arrived only in the last few years, when loans, employees and obligations are on the rise.

Education quality assurance is the necessity for today's competitive environment in university education. Quality assurance standards and strategies are being used in most of universities and higher education institutions. But the perception of quality standards is being usually seen from the perspective of a university management. This study aims to analyze and present perceptions of students towards a measurement of education quality standards and to identify significant groups of students according to their preferences in education quality. Students' questionnaires and focus groups collected the data. Two dimensional and multi-dimensional statistical methods were used to evaluate the results. The outputs show five groups of students based on their perception of the education quality. Examination of students' interest in specific areas, subjects and courses leads to identification of factors which affect their preferences in education. The paper found five significant groups of perceived quality by students. These are Quality receptionists, Business oriented, Expert innovators, Distance learners and Arrangement oriented. Limit of the study is a narrow focus on one private university. This study may encourage other papers to develop and test further the impact of education quality on students' preferences for measurable improvements. The paper is an extension of the conference paper presented on ERIE conference 2017. KeywordsQuality, assurance, university, evaluation, education, management Lucie Vnoučková

With regard to the fact that human resources have become the greatest competitive advantage of organisations, Czech organisations make efforts to create and continuously vary the talent programmes which they offer to their employees. When joining such programmes, employees can deepen their existing knowledge, acquire new knowledge and develop their abilities and skills. The goal of the article is to identify the approaches of using talent programmes in the Czech Republic, which lead to building of the employer image. The sub-goal is to test defined hypotheses in order to formulate recommendations of applicable approaches to work with talents. The results were achieved by the means of quantitative research (n=134) carried out among employees of organisations who take part in a talent programme. For the purposes of testing, the Pearson's chi-square test and the association test were employed. The results show that there exists a difference in the talent programme placement between managers and employees (p=0.027). The other characteristics are not significant for the selection of a talent programme. Additionally, multidimensional statistics were used to find two types of organisations related to the use of talent programmes to build employer's image. First type are the organisations focused on HR marketing, and the second typye-lacking transparency in employer branding. The outputs alow us to define crucial components of succesfull employer branding. The paper contains an in-depth discussion of the concept of building employer image as well as identifies the main determinants connected with it. Moreover, the paper presents new research findings by defining and validating the main attributes of the employer image. The limits of the article can be deemed to consist in a relatively small sample of respondents; however, with respect to the exclusive approach to the talent management in the Czech Republic, the sample can be described as sufficient.

Education, development, knowledge management, career development and talent management are currently often discussed themes regarding strategic management of organisations. Those concepts are strategically important. Therefore the aim of the article is to evaluate possibilities of employee education and development and identifies main approaches to employee development in Czech organizations. The results are based on a quantitative survey by questionnaire data collection. The results shows that 70% of respondents have possibility of development; 86 % uses their skills and abilities and 63 % stated that their employer support their development. On the contrary, 27 % do not feel any possibility to grow and that may lead to disaffection, loss of production or even to employee turnover. Based on the results of the analysis, employees, who miss adequate level of development are usually key and knowledge employees; it is necessary to support their career plans and development to retain them in organisation.