The Armed Forces of the Czech Republic have been in existence since the formation of the Czech Republic on the 1st January 1993. The general process of the (personnel) transformation started immediately in this year. The main objectives of the transformation was to create an Armed Force, based on professionalism and a distinct separation of the administrative branches from the command and executive branches. The transformation is not only based upon structural changes in the quantity and quality of personnel and changes in personnel management but also upon changes in logistics, finance and planning. The time frame takes into consideration the short term, intermediate and long term development programs. An important role in the process of transformation of the Czech Armed Forces is the new concept of personnel management.

The Armed Forces of the Czech Republic have been in existence since the formation of the Czech Republic on the 1st January 1993. The general process of the (personnel) transformation started immediately in this year. The main objectives of the transformation was to create an Armed Force, based on professionalism and a distinct separation of the administrative branches from the command and executive branches. The transformation is not only based upon structural changes in the quantity and quality of personnel and changes in personnel management but also upon changes in logistics, finance and planning. The time frame takes into consideration the
short term, intermediate and long term development programs. An important role in the process of transformation of the Czech Armed Forces is the new concept of personnel management. Its realisation is connected with increased requirements on collection and evaluation of personnel information and social support. Therefore a Personnel Information System is to be realised during the years 1995 -1998. The Personnel Management Information System is a part of this system and will be developed and implemented during 1995 and 1996. The main idea of its introduction is based upon the fact that the level of knowledge of the state of affairs of personnel in the Armed Forces and Military Reserves is crucial for the decision making processes in all management fields. In other words, the information about the dynamics of all categories of personnel throughout the organisation will only be useful if it is able to support the decision making processes with respect to the development and carry out of personnel policy throughout the whole organisation.

  1. Personnel management at the Ministry of Defence 1
  2. Management Information Systems 2
  3. Used development methodologies 3
  4. The Personnel Decision Support System ‘LIBUŠE’ 4
  5. Conclusion