[
Al-Harazneh, Y. M., & Sila, I. (2021). The impact of E-HRM usage on HRM effectiveness: Highlighting the roles of top management support, HR professionals, and line managers. Journal of Global Information Management, 29(2), 118-147. https://doi.org/10.4018/JGIM.2021030107
]Search in Google Scholar
[
Amarakoon, U., Weerawardena, J., Verreynne, M. L., & Teicher, J. (2019). Entrepreneurial behaviour: A new perspective on the role of the HR professional. Personnel Review, 48(7), 1809-1829. https://doi.org/10.1108/PR-03-2018-0087
]Search in Google Scholar
[
Bainbridge, H. (2015). Devolving people management to the line: How different rationales for devolution influence people management effectiveness. Personnel Review, 44(6), 847-865. https://doi.org/10.1108/PR-10-2013-0193
]Search in Google Scholar
[
Bharadwaj, S. (2023). Influence of training and development interventions on employee retention – an employer brand-based agenda. LBS Journal of Management & Research, 21(2), 157-170. https://doi.org/10.1108/LBSJMR-12-2022-0080
]Search in Google Scholar
[
Cayrat, C., & Boxall, P. (2023). The roles of the HR function: A systematic review of tensions, continuity and change. Human Resource Management Review, 33(4). https://doi.org/10.1016/j.hrmr.2023.100984
]Search in Google Scholar
[
Colombo, E., & Marcato, A. (2023). Skill demand and labour market concentration: evidence from Italian vacancies. International Journal of Manpower, 44(9), 156-198. https://doi.org/10.1108/IJM-04-2023-0181
]Search in Google Scholar
[
Corrocher, N., Moschella, D., Staccioli, J., & Vivarelli, M. (2024). Innovation and the labour market: Theory, evidence, and challenges. Industrial and Corporate Change, 33(3), 519-540. https://doi.org/10.1093/icc/dtad066
]Search in Google Scholar
[
Cuellar-Molina, D., García-Cabrera, A. M., & Deniz-Deniz, M. d. l. C. (2019). Emotional intelligence of the HR decision-maker and high-performance HR practices in SMEs. European Journal of Management and Business Economics, 28(1), 52-89. https://doi.org/10.1108/EJMBE-10-2017-0033
]Search in Google Scholar
[
Czech Statistical Office (2024). Statistics from the Register of Economic Subjects - 4th quarter 2023. https://www.czso.cz/csu/czso/organizacni-statistika-4-ctvrtleti-2023
]Search in Google Scholar
[
Ekka, S., & Singh, P. (2022). Predicting HR professionals' adoption of HR analytics: An extension of UTAUT model. Organizacija, 55(1), 77-93. https://doi.org/10.2478/orga-2022-0006
]Search in Google Scholar
[
Fajcikova, A., Urbancova, H., & Kucirková, L. (2018). Decisive factors of talent management implementation in Czech organizations. Journal of Efficiency and Responsibility in Education and Science, 11(1), 9-15. https://doi.org/10.7160/eriesj.2018.110102
]Search in Google Scholar
[
Ferm, L., Wallo, A., Reineholm, C., & Lundqvist, D. (2023). Defender, Disturber or Driver? The ideal-typical professional identities of HR practitioners. Personnel Review, ahead-of-print. https://doi.org/10.1108/PR-06-2023-0511
]Search in Google Scholar
[
Gallego, J. M., & Gutierrez Ramírez, L. H. (2023). Quality certification and firm performance. The mediation of human capital. International Journal of Productivity and Performance Management, 72(3), 710-729. https://doi.org/10.1108/IJPPM-12-2020-0643
]Search in Google Scholar
[
Hewett, R., Sikora, D., Brees, J., & Moelijker, R. (2024). Answerable for what? The role of accountability focus in line manager HR implementation. Human Resource Management, 63(2), 165-185. https://doi.org/10.1002/hrm.22189
]Search in Google Scholar
[
Ho, P. H. K. (2016). Labour and skill shortages in Hong Kong’s construction industry. Engineering, Construction and Architectural Management, 23(4), 533-550. https://doi.org/10.1108/ECAM-12-2014-0165
]Search in Google Scholar
[
Holy, D. (2020). We have the highest industrial employment in the EU. Statistika&My, The Journal of the Czech Statistical Office. https://www.statistikaamy.cz/2020/02/28/mame-nejvyssi-zamestnanost-v-prumyslu-v-eu/
]Search in Google Scholar
[
Horvathova, P., Mikusova, M., & Kashi, K. (2020). Comparison of human resources management in non-family and family businesses: Case study of the Czech Republic. Sustainability, 12(14). https://doi.org/10.3390/su12145493
]Search in Google Scholar
[
Isari, D., Bissola, R., & Imperatori, B. (2019). HR devolution in the digital era: What should we expect? HRM 4.0 for Human-Centered Organizations. Advanced Series in Management, 23, 41-61. https://doi.org/10.1108/S1877-636120190000023004
]Search in Google Scholar
[
Jørgensen, F., & Becker, K. (2015). Balancing organizational and professional commitments in professional service firms: the HR practices that matter, The International Journal of Human Resource Management, 26(1), 23-41. https://doi.org/10.1080/09585192.2014.925947
]Search in Google Scholar
[
Khoreva, V., & Wechtler, H. (2018). HR practices and employee performance: The mediating role of well-being. Employee Relations, 40(2), 227-243. https://doi.org/10.1108/ER-08-2017-0191
]Search in Google Scholar
[
Kremer, R. (2023). Opening up their values: how CEOs conservation and openness to change impact downsizing decisions. Management Decision, 61(9), 2512-2540. https://doi.org/10.1108/MD-01-2022-0122
]Search in Google Scholar
[
Kryscynski, D., Reeves, C., Stice-Lusvardi, R., Ulrich, M., & Russell, G. (2017). Analytical abilities and the performance of HR professionals. Human Resource Management, 57(3), 715-738. https://doi.org/10.1002/hrm.21854
]Search in Google Scholar
[
Kwok, L. (2022). Labor shortage: a critical reflection and a call for industry-academia collaboration. International Journal of Contemporary Hospitality Management, 34(11), 3929-3943. https://doi.org/10.1108/IJCHM-01-2022-0103
]Search in Google Scholar
[
Lo, K., Macky, K., & Pio, E. (2015). The HR competency requirements for strategic and functional HR practitioners. The International Journal of Human Resource Management, 26(18), 2308-2328. https://doi.org/10.1080/09585192.2015.1021827
]Search in Google Scholar
[
Luo, C. M., & Yang, J. S. (2023). Meeting automation challenges to labor markets: policy inspirations from the governance of Swiss VET. Innovation: The European Journal of Social Science Research, 1-19. https://doi.org/10.1080/13511610.2023.2297350
]Search in Google Scholar
[
Maheshwari, S. K., & Yadav, J. (2019). The role of HR in leadership development. Development and Learning in Organizations, 33(5), 20-23. https://doi.org/10.1108/DLO-11-2018-0141
]Search in Google Scholar
[
Mala, I., & Cabla, A. (2022). Modeling of the unemployment duration in the Czech Republic based on aggregated complete and individual censored data1. Ekonomicky Casopis, 70(2), 171-187. https://doi.org/10.31577/ekoncas.2022.02.04
]Search in Google Scholar
[
Malin, C., Kupfer, C., Fleiß, J., Kubicek, B., & Thalmann, S. (2023). In the AI of the beholder - a qualitative study of HR professionals’ beliefs about AI-based chatbots and decision support in candidate pre-selection. Administrative Sciences, 13(11), 1-19. https://doi.org/10.3390/admsci13110231
]Search in Google Scholar
[
Mantzaris, K., & Myloni, B. (2023). Human resources under technological transformation: What HR professionals believe in an international scale. Employee Relations, 45(1), 172–189. https://doi.org/10.1108/ER-06-2021-0244
]Search in Google Scholar
[
Mikova, I., Komarkova, L., Pudil, P., & Pribyl. V. (2021). HR management and perceived effectiveness of further education and training methods of millennial employees in the Czech Republic. Journal of East European Management Studies, 26(3), 415-439. https://doi.org/10.5771/0949-6181-2021-3-415
]Search in Google Scholar
[
Ministry of Industry and Trade of the Czech Republic (2021). Strategy to support SMEs in the Czech Republic 2021-2027. https://www.mpo.gov.cz/assets/cz/podnikani/male-a-stredni-podnikani/studie-a-strategickedokumenty/2021/9/Strategy-to-support-SMEs-in-the-Czech-Republic-2021-2027.zip
]Search in Google Scholar
[
Morosan, C., & Bowen, J. T. (2022). Labor shortage solution: redefining hospitality through digitization. International Journal of Contemporary Hospitality Management, 34(12), 4674-4685. https://doi.org/10.1108/IJCHM-03-2022-0304
]Search in Google Scholar
[
Morris, A. (2018). Increasing the strategic role of HR: the importance of macro-economic conditions. Human Resource Management International Digest, 26(2), 1-2. https://doi.org/10.1108/HRMID-03-2017-0056
]Search in Google Scholar
[
Nadiv, R., Raz, A., & Kuna, S. (2017). What a difference a role makes: Occupational and organizational characteristics related to the HR strategic role among human resource managers. Employee Relations, 39(7), 1131-1147. https://doi.org/10.1108/ER-08-2016-0160
]Search in Google Scholar
[
Nguyen, D. T. N., Teo, S. T. T., De Cieri, H., & Ho, M. (2019). Perceived formal authority and the effectiveness of the HR department in Vietnam. Personnel Review, 48(2), 551-569. https://doi.org/10.1108/PR-03-2017-0073
]Search in Google Scholar
[
Novotny, K. (2022). Manufacturing industry in the past decade. Statistika&My, The Journal of the Czech Statistical Office. https://www.statistikaamy.cz/2022/11/09/zpracovatelsky-prumysl-v-uplynulem-desetileti
]Search in Google Scholar
[
Op de Beeck, S., Wynen, J., & Hondeghem, A. (2016). HRM implementation by line managers: explaining the discrepancy in HR-line perceptions of HR devolution, The International Journal of Human Resource Management, 27(17), 1901-1919. https://doi.org/10.1080/09585192.2015.1088562
]Search in Google Scholar
[
Pandey, J. (2018). Managing employee surplus: the cats, rats, camels and elephants of strategic downsizing matrix. Strategic HR Review, 17(4), 220-223. https://doi.org/10.1108/SHR-08-2018-133
]Search in Google Scholar
[
Padilla-Vega, R. E., Senquiz-Diaz, C. I., & Ojeda-Castro, A. (2020). Workforce planning and management FIT in call centers. Strategic HR Review, 19(1), 37-40. https://doi.org/10.1108/SHR-02-2020-176
]Search in Google Scholar
[
Posta, V. (2023). The disaggregation of the projected impacts of automation in the regional labour markets between 2019 and 2030: Case of the Czech Republic. Regional Statistics, 13(3), 487-509. https://doi.org/10.15196/RS130305
]Search in Google Scholar
[
Prochazka, J., Novacek, J., & Vaculik, M. (2023). The evaluation of personnel selection methods by HR practitioners: The effect of reference and its interaction with information about validity. The International Journal of Human Resource Management, 34(16), 3233-3251. https://doi.org/10.1080/09585192.2022.2117563
]Search in Google Scholar
[
Ratnam, D. S., & Devi, V. R. (2024). Addressing impediments to HR analytics adoption: guide to HRD professionals. Human Resource Development International, 27(1), 142-151. https://doi.org/10.1080/13678868.2023.2195986
]Search in Google Scholar
[
Roos, C., Cherniak, K., & Kieschnick, H. (2024). A European labour market and nationally bounded welfare states. EU emigration and challenges to social citizenship. Journal of European Integration, 1-21. https://doi.org/10.1080/07036337.2024.2334376
]Search in Google Scholar
[
Sayekti, A. L., Zeng, D., & Stringer, R. (2020). Impact of hybrid seeds on demand for labour: the case of chilli production in Indonesia. Journal of Agribusiness in Developing and Emerging Economies, 10(5), 671-685. https://doi.org/10.1108/JADEE-12-2019-0207
]Search in Google Scholar
[
Simoes, E., Duarte, A. P., Neves, J., & Silva, V. H. (2019). Contextual determinants of HR professionals’ self-perceptions of unethical HRM practices. European Journal of Management and Business Economics, 28(1), 90-108. https://doi.org/10.1108/EJMBE-12-2017-0062
]Search in Google Scholar
[
Syrigou, A., & Williams, S. (2023). Professionalism and professionalization in human resources (HR): HR practitioners as professionals and the organizational professional project. Journal of Professions and Organization, 10(2), 151-164. https://doi.org/10.1093/jpo/joad008
]Search in Google Scholar
[
Talukdar, A., & Ganguly, A. (2022). A dark side of e-HRM: mediating role of HR service delivery and HR socialization on HR effectiveness. International Journal of Manpower, 43(1), 116-147. https://doi.org/10.1108/IJM-01-2021-0038
]Search in Google Scholar
[
Townsend, K., & Hutchinson, S. (2017). Line managers in industrial relations: Where are we now and where to next? Journal of Industrial Relations, 59(2), 139-152. https://doi.org/10.1177/0022185616671163
]Search in Google Scholar
[
Trivedi, K., & Srivastava, K. B. L. (2023). An internal fit perspective on the relationship between strategic human resource (HR) practices and knowledge-oriented HR practices. Strategic HR Review, 22(4), 135-139. https://doi.org/10.1108/SHR-04-2023-0025
]Search in Google Scholar
[
Trullen, J., Stirpe, L., Bonache, J., & Valverde, M. (2016). The HR department's contribution to line managers' effective implementation of HR practices. Human Resource Management Journal, 26(4), 449-470. https://doi.org/10.1111/1748-8583.12116
]Search in Google Scholar
[
Tucker, E. (2022). Strategic workforce planning: from closing skills gaps to optimizing talent. Strategic HR Review, 21(1), 14-19. https://doi.org/10.1108/SHR-06-2021-0028
]Search in Google Scholar
[
Ulrich, D. (2020). HR’s ever-emerging contribution. Strategic HR Review, 19(6), 251-257. https://doi.org/10.1108/SHR-08-2020-0071
]Search in Google Scholar
[
Verma, S., Singh, V., & Bhattacharyya, S. S. (2021). Do big data-driven HR practices improve HR service quality and innovation competency of SMEs. International Journal of Organizational Analysis, 29(4), 950-973. https://doi.org/10.1108/IJOA-04-2020-2128
]Search in Google Scholar
[
Vrabcova, P., & Urbancova, H. (2021). Use of human resources information system in agricultural companies in the Czech Republic. Agricultural Economics, 67(5), 173-180. https://doi.org/10.17221/452/2020-AGRICECON
]Search in Google Scholar
[
Vuorenmaa, H., Sumelius, J., & Sanders, K. (2023). Examining missing pieces of the human resource (HR) attributions puzzle: The interplay between line manager beliefs, HR information, and context. Frontiers in Psychology, 14. https://doi.org/10.3389/fpsyg.2023.1103996
]Search in Google Scholar
[
Wach, B. A., Wehner, M. C., Weißenberger, B. E., & Kabst, R. (2021). United we stand: HR and line managers’ shared views on HR strategic integration. European Management Journal, 39(4), 410-422. https://doi.org/10.1016/j.emj.2020.09.012
]Search in Google Scholar
[
Wallo, A., & Coetzer, A. (2023). Understanding and conceptualising the daily work of human resource practitioners. Journal of Organizational Effectiveness: People and Performance, 10(2), 180-198. https://doi.org/10.1108/JOEPP-01-2022-0013
]Search in Google Scholar
[
Wang, J., Ghinea, R.-E., State, C., & Zhang, X. (2023). Labor market - Evolution and trends in post-pandemic times. European Journal of Sustainable Development, 12(4), 95. https://doi.org/10.14207/ejsd.2023.v12n4p95
]Search in Google Scholar
[
Yang, J., & Arthur, J. B. (2021). Implementing commitment HR practices: line manager attributions and employee reactions. The International Journal of Human Resource Management, 32(16), 3339-3369. https://doi.org/10.1080/09585192.2019.1629986
]Search in Google Scholar
[
Zabojnikova, K. (2020). Sectoral structure of the Czech economy. Statistika & My, The Journal of the Czech Statistical Office. https://www.statistikaamy.cz/2020/12/21/odvetvova-skladba-ceske-ekonomiky
]Search in Google Scholar
[
Zhou, Y., Wang, L. & Chen, W. (2023). The dark side of AI-enabled HRM on employees based on AI algorithmic features. Journal of Organizational Change Management, 36(7), 1222-1241. https://doi.org/10.1108/JOCM-10-2022-0308
]Search in Google Scholar
[
Zirar, A., Trusson, C., & Choudhary, A. (2021). Towards a high-performance HR bundle process for lean service operations. International Journal of Quality & Reliability Management, 38(1), 25-45. https://doi.org/10.1108/IJQRM-10-2019-0330
]Search in Google Scholar
[
Zoller, B. (2018). Workforce planning: one of the most challenging HR compliance issues for 2018. Strategic HR Review, 17(2), 105-107. https://doi.org/10.1108/SHR-01-2018-0001
]Search in Google Scholar
, 