Considering the fact that the initiative Industry 4.0 started in the Czech Republic in 2016, it is still a relatively unexplored topic. However, there is a significant lack of researches, which examines the perception of Industry 4.0 by employees whose jobs are directly threatened by Industry 4.0. The aim of the paper was found out how Czech employees perceive Industry 4.0 and whether a general pattern can be created for a group of employees who perceive it as a potential threat to their existence based on their characteristics (age, gender, education, and the job position). Information about this initiative is often tendentiously presented by media, even managers don't have precise information about the benefits and outcomes of Industry 4.0. Industry 4.0 from the employees' point of view is connected with job loss or substitution of human work by robots. And this state might build barriers to implementation Industry 4.0.

Expansion of the wolf in the Czech Republic results in an increasing conflict between nature conservationists and other landscape users. In March 2020, the Ministry of the Environment of the Czech Republic issued the "Wolf Management Programme". The document provoked negative reactions from organisations of farmers, breeders, and hunters. The article deals with the key issues triggered by the conflict and the attitudes of actors involved. We want to clarify to what extent the solutions designed by individual parties help to mitigate the conflict and how the financial demands related to this issue have been evolving. The problem may seem marginal in the Czech Republic, but the wolf population density in some regions may already be close to its bearable maximum. Key problems are the identification of specific target numbers of wolves, the absence of zoning as a future option, and clear rules for dealing with direct encounters of wolves with humans. The benefit of wolf management is primarily the sum of preventive measures it aims to address, but the relationship with other main actors and the area of education and promotion is debatable as it represents a further increase in the absorption of public funds without guarantees of effectiveness.

Recruitment is one of the most important human resource management tools in the field of agriculture with reference to the current state of the labour market and the concept Agriculture 4.0. The first part of this article concentrates on the recruitment, on-line recruitment and recruitment methods. The second part evaluates the results of a quantitative survey carried out in the Czech Republic. The principal aim of this research project is to identify aspects in recruitment in the field of agriculture. Data were obtained by means of an electronic questionnaire completed by Czech agricultural enterprises (N=980). For data evaluation Chi-squared test was used. The survey shows that agricultural enterprises mostly prefer traditional methods for recruitment i.e. employee referral-91.4%; internal recruitment-81.4%. If on-line recruitment is used, then the website of the enterprise (55.1%) is usually exploited. Moreover, the enterprises surveyed make less use of "mobile recruiting"-such as pracezarohem (11.4%).

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