20.500.12556/DKUM-13131 DIREKTOR IN KADROVSKA FUNKCIJA DIRECTOR AND PERSONNEL FUNCTION Moja raziskava je osredotočena na konkretno podjetje, I.S.S., d. o. o., njegove top menedžerje in kadrovike. Njihova medsebojna povezanost igra vlogo izjemnega pomena za doseganje ciljev same organizacije. Cilj diplomske naloge je prikaz medsebojne povezanosti med vodilnim menedžerjem in vodjo kadrovske službe ter njun vpliv na uspeh podjetja. Poleg tega je cilj prikazati pripravljenost podjetja na spremembe in kaj nudi kadrom za hitrejše prilagajanje in način razmišljanja. Za ugotavljanje obstoječega stanja smo uporabili anketni vprašalnik (ločeno za generalne direktorje in direktorje kadrovskega sektorja). S pomočjo rezultata ankete smo prišli do podatkov določenega stanja v anketiranem podjetju. Ugotovili smo, • slabšo povezanost med top menedžerjem in vodjo kadrovskega sektorja, • preslabo seznanitev s širšem okoljem (izobraževanje v tujini, primerjava z boljšimi, slabšimi zaposlitvenimi podjetji), • vodja kadrovske službe išče zaposlitev v drugem sektorju — marketingu (opazimo premajhen občutek potrebe po izobraževanju za izboljšanje trenutnega kadrovskega procesa), • pripadnost podjetju je pri vodji kadrovskega sektorja na prenizkem nivoju, • top menedžer ima lahko višjo izobrazbo kot direktor kadrovskega sektorja, • top menedžer je lahko tudi mlajši in z manj let izkušenj, • obvlada se le en tuji jezik — angleški, • anketirana dvomita v svoje sposobnosti, • imamo programe in šole za izobraževanje, • menedžerja sta mnenja, da je potrebno pridobiti dodatno znanje za delo z ljudmi. The research is focused on concrete company I.S.S. Ltd., their top manager and personnel leader. Their interrelationship plays submission of exceptional meaning for achieving goals in organizations. The goal of our thesis is to display interrelationship between the top manager and personnel leader and their impact on success of the company. Besides that, the goal is to present the willingness of company on changes and their offer for the personnel for quicker adapting and way of their thinking. We used a questionnaire to establish the existing state (parted for managing directors and managers for personnel sector). With the help of the outcome we came to the certain data. We determined that: • there is a weaker cohesion between managing director and manager for personnel sector, • too poor knowledge about wider environment (we compare education abroad as more effectual, comparison with better or less efficient employment enterprises), • leader of personnel management searches for job in another sector – marketing (we noticed less sensation of need for education for improvement of current personnel process), • affiliation of company is for the leader of personnel sector on too low level, • a managing director can have higher education as a manager in personnel sector, • a managing director can take the position in spite of his younger age or smaller length of service or professional experience, • he restrains only one language – English, • both have doubts about their own abilities, • we do have programs and schools for education, • the directors have an opinion that it is necessary to gain additional knowledge of how to work with people. kadrovska funkcija vodenje vodilni kadri človeški viri organizacija. personnel function guidance management personnel human resources organization. true true false Slovenski jezik Angleški jezik Diplomsko delo 2010-02-04 08:25:36 2010-04-07 13:45:58 2022-04-12 10:56:29 2022-04-20 03:31:43 2010 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 6624019 URN:SI:UM:DK:HE6VXDAM UNI_Vujicic_Sladana_2010.pdf UNI_Vujicic_Sladana_2010.pdf 1 E89D8AAA67B29A5CF4FA0351EFAB63E7 0fea8137cad6a3e832711cd1a6e6884f1c3b8d64fcc6e4c49e90826ce92867ce d4425f1a-7c03-11eb-bb7a-00155d0001ca 20.500.12556/dkum/08e9d608-1b06-49f6-9fa9-cff2468e71e6 https://dk.um.si/Dokument.php?lang=slv&id=13071 Fakulteta za organizacijske vede 0 0 0