Odměňování zaměstnanců

Employee remuneration is one of the most important tools of human resource management, as its design directly affects work motivation, job satisfaction, and the organisation's ability to attract and retain qualified employees. In the context of a tight labour market, particularly in the industrial sector, an effective remuneration system takes on strategic significance. This thesis focuses on the remuneration system of XYZ s.r.o., a Czech locksmithing company. The aim is to analyse and evaluate the existing remuneration system and, on the basis of identified shortcomings, formulate concrete recommendations for its optimisation. The research was conducted using a triangulation of methods: a questionnaire survey, five semi-structured in- depth interviews with employees, and an analysis of internal company documents. The research revealed that the primary weakness of the remuneration system lies not in the level of wages but in the insufficient transparency of the rules governing the variable pay component, which undermines its motivational effect. In the broader organisational context, company culture and management approach were identified as the most problematic areas of the system. Based on the findings, measures were proposed in the areas of remuneration transparency, employee benefits, and people management. The results are interpreted with an awareness of the limited research sample, which does not allow for statistical generalisation, but does not diminish the practical applicability of the proposed recommendations.