|Spoluautoři DLUGOŠ Ivan, KUTÁČ Josef|
Latest high unemployment rates may cause an impression that companies have a larger pool of available labour force to choose from now, and this way they may more easily recruit the required staff for less money. Nevertheless, the real situation does not completely meet this expectation. The most significant obstacle caused by an unbalance between the demanded and available work force as for the qualification exists not only in metallurgical industry. A major goal of this paper is to introduce the weaknesses in the qualification and age structure of human resource in the Czech metallurgical industry and to define the trends and specific features of systematic human resource planning, which could limit these weaknesses.