Posouzení připravenosti zdravotnické firmy na digitalizaci procesů řízení lidských zdrojů

Abstract

This master's thesis assesses the readiness of a small healthcare company for the digitalization of human resources (HR) management processes in the context of current technological changes, labor market trends, and Industry 4.0 principles. The aim of the thesis is to identify key factors influencing the success of digital transformation based on a complex analysis of the current state and to propose specific recommendations for improving the company's readiness for this process, with a particular focus on human capital. The theoretical part maps the evolutionary changes in human resources management following historical milestones of industrial revolutions and analyzes the impacts of technological progress on human capital. Attention is paid to the transformation of the labor market, modern leadership, and the influence of government policies on digital transformation in the Czech Republic and the European Union. The theoretical foundations emphasize that a successful transformation requires a holistic approach combining technological innovation with fundamental changes in corporate culture. The practical part introduces a selected healthcare company undergoing a generational transition of owners that decided to implement an ERP system to modernize management and increase efficiency. The research was conducted using observation methods, semi-structured interviews with stakeholders, and a combined qualitative analysis with visualization using the Ishikawa diagram. The research results were compared with statistical data from the Czech Statistical Office (CZSO) and Eurostat regarding the digitalization of enterprises in the Czech Republic and the EU. Key findings indicate a significant discrepancy in the company's readiness. While the technical and financial infrastructure is partially secured, partly due to subsidy programs, the human factor remains a critical barrier. The analysis revealed insufficient digital competencies of employees, resistance to change stemming from concerns about increased performance demands, and a weak corporate culture marked by a traditional centralized management style. These factors, along with inconsistent internal communication, led to a significant increase in turnover (up to 58%) and the erosion of corporate loyalty. The contribution of this thesis lies in the formulation of strategic recommendations that emphasize the systematic development of digital competencies, the adaptation of leadership to new challenges, and the active involvement of employees in the change process. The proposed solutions aim to create a transparent environment that will allow the company to fully utilize the potential of digitalization to maintain competitiveness in the specific healthcare services market.