This thesis focuses on human resource management in the specific context of a small healthcare enterprise. The objective is to propose concrete changes to the HRM concept in Neuron Medical s.r.o. -- a provider of outpatient rehabilitation care employing 140 people across three branches in Brno. The empirical part uses a mixed-methods exploratory sequential design: an in-depth interview with the company's director (Phase 1) served as input for the construction of an anonymous questionnaire survey among 21 employees (Phase 2). Cross-tabulation analysis revealed that the firm's overall eNPS (+40) masks a deep split in the employee population between a satisfied majority (eNPS +75) and an at-risk segment defined by a specific professional-age intersection concentrated at one branch (eNPS -12,5). Findings are interpreted through three primary theoretical frameworks (Herzberg, Hirschman, procedural justice) complemented by Greiner's growth-stage model and Granovetter's weak ties; the core problem is identified as procedural rather than distributive. The thesis formulates four intervention proposals including the mechanism of effect, a scenario-based economic framework (a retention threshold of ~1 prevented departure per 7-20 years across sector wage scenarios), and a 12-month implementation roadmap, calibrated to management's value framework.