Repository of University of Nova Gorica

Show document
A+ | A- | Help | SLO | ENG

Title:Pridobivanje, zaposlovanje in kompetenčni razvoj kadrov v izbrani organizaciji : diplomsko delo
Authors:ID Humar, Urška (Author)
ID Dumančić, Tomica (Mentor) More about this mentor... New window
Files:.pdf Urska_Humar.pdf (1,58 MB)
MD5: AB22EDA1F27C3DB21D2F2C153C9FCA60
 
URL http://repozitorij.ung.si/IzpisGradiva.php?id=6857
 
Language:Slovenian
Work type:Bachelor thesis/paper
Typology:2.11 - Undergraduate Thesis
Organization:PTF - Faculty of Engineering and Management
Abstract:Dejstvo je, da je na sodobnem trgu vedno večja konkurenca, kar pomeni, da je nadvse pomembno, da imajo podjetja oziroma organizacije prave kadre na pravih mestih, to pa predstavlja temeljno izhodišče na poti do uspeha. Drugi, ravno tako pomemben dejavnik predstavlja zadovoljstvo zaposlenih. Očitno pa je tudi dejstvo, da se kar nekaj organizacij ne zaveda pomembnosti omenjenega dejavnika. Iskanje ter izbor potencialnih kandidatov je tudi nadvse ena pomembnejših naloga, saj morajo izbrani ustrezati kadrovskim kriterijem organizacije, kar izraža kultura organizacije. Ob zaposlitvi je treba izbrani kader ustrezno pripraviti za začetek izvajanja dela, kar obsega temeljne informacije o dejavnosti podjetja, jasno postavljene in delavcem predstavljene naloge, ki jih bodo izvajali, način dela in ustrezne povratne informacije o uspešnosti posameznega zaposlenega. Ob tem ne smemo pozabiti na nujnost priprave izobraževalnih programov, ki bodo kontinuirano dvigovali in izboljševali kompetentnost vseh zaposlenih. Do teh se najpogosteje pride na podlagi tako imenovanih »letnih pogovorov«, ki potekajo med vodjo in zaposlenimi. Vodje s pomočjo letnih razgovorov najlažje pridejo do pomanjkljivih in zaželenih kompetenc zaposlenih in so jim v pomoč pri snovanju nujnih in zaželenih programov izobraževanja. Prav tako ne smemo pozabiti na dejstvo, da je pogoj, da se novo pridobljena znanja uporabljajo v vsakodnevni praksi v kakovostnem, motivirajočem in zavzetem vodenju, kar je v neposredni pristojnosti vodij. Gre za ustrezno vsakodnevno komunicirane s posameznimi zaposlenimi oziroma s kolektivom kot celoto.
Keywords:diplomske naloge, kadrovanje, zaposlovanje, selekcija, planiranje, razvoj kadrov, uvajanje, izobraževanje, motiviranje
Place of publishing:Nova Gorica
Place of performance:Nova Gorica
Publisher:U. Humar
Year of publishing:2022
Year of performance:2022
Number of pages:XIII, 60 str.
PID:20.500.12556/RUNG-6857 New window
COBISS.SI-ID:93981187 New window
UDC:658.3
NUK URN:URN:SI:UNG:REP:YG3424HA
Publication date in RUNG:19.01.2022
Views:3495
Downloads:133
Metadata:XML DC-XML DC-RDF
:
Copy citation
  
Average score:(0 votes)
Your score:Voting is allowed only for logged in users.
Share:Bookmark and Share


Hover the mouse pointer over a document title to show the abstract or click on the title to get all document metadata.

Secondary language

Language:English
Title:Staff recruitment, employment and competency development in a chosen organization
Abstract:Nowadays, there is more and more competition in the modern market which means it is extremely important that companies or organizations put the right staff in the right places, as this is a fundamental starting point on their path to success. Another, equally important factor, is employee satisfaction. Quite a few organizations do not realize the importance of this factor. The search and selection of potential candidates are also one of the most important tasks, as the selected candidates must meet the personnel criteria of the organization, which is reflected in the organizational culture of the company. Upon employment, the selected staff must be adequately prepared to start work, which includes basic information on the company's activities, work tasks set and presented to the new employees, the method of work, and appropriate feedback on the performance of each employee. At the same time, we must not forget the company’s need to execute educational programs that will continuously raise and improve the competence of all employees. These are most often obtained based on so-called "annual interviews" which take place between the business manager and the employees. With the help of annual interviews, managers easily acquire the needed and desirable employee skills and help the employees in designing urgent and desirable training programs. We must also not forget the fact that the condition for newly acquired knowledge to be used in everyday practice is quality, motivation, and a committed leadership, which is the direct responsibility of business managers. Daily, these rules are properly communicated with individual employees or with the collective as a whole.
Keywords:Recruitment process, Acquisition, Recruitment, Selection, Planning, Human resources development, Introduction, Education, Motivation.


Back