The main theme of this master's thesis are key employees. There has been a lot of talk about them for some time, but I wonder who the key personnel are and how do they differ from other employees, if at all. In the older literature, they are mostly defined as professionals and managers, who are positioned higher in the company, as well as shareholders and similar. Recent literature is increasingly moving in the direction that all employees are key personnel, as each individual has a certain potential in himself, it just needs to be found and developed, but it is precisely this potential that makes us key. However, in order to discover it, it is necessary to have a certain support and opporunity for develompemnt in the workplace. The empirical part of this thesis involved eight HR experts, who answered my questions in interviews. The main findings are that the opinion on key personnel is very diverse. We could say that there are almost as many answers to these questions as there are interviewees. Some agree with older literature, some have a completely different perspective, likewise that no one is key employee, as we are all very quickly replaceable nowadays, and most of them believe that key employees are the one who have specific knowledge about the company, are extremely motivated, have a great desire to lead and pass on knowledge, achieve exceptional results and are the driving force of the company, without which the company could suffer a major problem or lack in business. It is especially important for key employees today that they have the opportunity to develop, the flexibility to perform work, that we constantly provide them with challengers and enable a healthy balance between work and personal life.
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