20.500.12556/DKUM-13765 PLANIRANJE KADROV V PODJETJU JANTAR, ELEKTRONSKI SISTEMI D.O.O. HUMAN RESOURCE PLANNING IN THE COMPANY JANTAR, IDENTIFICATION SYSTEMS D.O.O. V današnjih razmerah, ko je na trgu prisotna močna konkurenca prihaja vse bolj v ospredje povečana vloga in pomembnost ljudi, ki s svojimi zmožnostmi, sposobnostmi, znanjem in ustvarjalnostjo bistveno prispevajo k uspehu podjetja. Da bi bilo podjetje uspešno, je potrebno dobro planirati kadre in skrbeti za stalen razvoj le teh. Ustrezne ljudi ne moremo najti takoj ko jih potrebujemo, zato jih moramo predvideti že s planiranjem. Tako kot planiramo v drugih dejavnostih podjetja, moramo planirati tudi kadre v podjetju. Pri tem se srečujemo z raznimi nalogami in možnostmi znotraj in zunaj podjetja. Eden od temeljev uspešnega poslovanja in razvoja podjetja so usposobljeni in motivirani zaposleni, ravno zato motiviranje predstavlja eno od najbolj kompleksnih nalog managementa. Sistem motiviranja in nagrajevanja je strateško pomembna naloga, obenem pa zelo občutljiva tema za vsako podjetje. Podjetja uporabljajo različne nagrade za zaposlene, da bi z njimi privabila dober kader, ter ga tudi zadržala v podjetju. Nagrade naj bi motivirale zaposlene k večji zavzetosti za delo, k povečanju zadovoljstva na delovnem mestu, posledično pa tudi k večji storilnosti zaposlenih. V teoretičnem delu smo se podrobneje seznanili s kadrovsko politiko in funkcijo, s procesi planiranja, pridobivanja, uvajanja, izobraževanja in usposabljanja, nagrajevanja, napredovanja in delovne uspešnosti kadrov. V empiričnem delu diplomske naloge smo podrobneje predstavili podjetje Jantar, elektronski sistemi d.o.o. V prvem delu smo analizirali kadrovsko strukturo podjetja po starosti, spolu in stopnji izobrazbe, poleg tega smo predstavili potek planiranja kadrov v Jantar d.o.o. V drugem delu pa smo interpretirali anketni vprašalnik, katerega so izpolnili zaposleni v podjetju Jantar d.o.o. Z anketnim vprašalnikom smo želeli ugotoviti kako zadovoljni so zaposleni s svojim delom v podjetju, kakšne so njihove možnosti glede dodatnega izobraževanja in usposabljanja, kaj jih motivira, da se odločijo za dodatno izobraževanje in katere oblike izobraževanja so prisotne v podjetju. Poleg tega smo se dotaknili sistema nagrajevanja in napredovanja, sistema uvajanja novih kadrov in ocenjevanja delovne uspešnosti v podjetju. When a strong market competition is present in today's situation, it is very important to increasingly forge the role and importance of people, which can significantly contribute to the success of the company with their own abilities, skills, knowledge and creativity. Company which wants to be successful should manage the employees and take care of ongoing development of these. Specific and relevant people, which are urgently needed is always difficult to find or it takes time which in this kind of situation organization do not have. That is also a reason, that human resource planning is very important function in each organization which should not be dismissed. As we manage and plan other activities in the organization we also need human resource planning where we face with various activities and options which are present inside and outside the organization. Every organization wants to have best trained, skilled, highly motivated employees which will know how to handle project, do all the assigned task successfully related to specific project, etc. and have the availability to communicate with other employees within organization which is also one of the most important factors. If we do not have communication in place, then we will not able to do a motivation activity, which is one of the most complex tasks of management process. The system of motivation and rewarding is an importatn strategic role, and, at the same time, it is also a very delicate matter for every organization. Organization use different kinds of rewards to award employees for their successfully done task, project, etc. and in same way keep them highly motivated showing them that their work is important for the organization vision and future incoming project. On the other hand, the reward should create better working results and obtain better employee satisfactions which will be shown in a higher productivity level of organization. In the theoretical part, we are better acquainted with the entire personnel policy, processes of planning, acquisition, introduction, education and training process, rewarding and the process of progressing. In the second, empirical part, we introduce the company Jantar, electronic systems d.o.o. We analyzed employees structure of the organization by sex, age and education level beside this we have intruduced the path of human resource planning in Jantar d.o.o. In the second part we interpret questionaire. With a questionaire we wanted to determine how satisfied employees are with their work in the organization, what are their options for further education and training, what motivates them to decide for additional education and what forms of education are present in the organization. In addition we touched rewarding and promotion systems, system of introduction of new employees and evaluating the work performance of the organization. Kadrovska dejavnost planiranje kadrov pridobivanje karov izobraževanje kadrov napredovanje kadrov Personnel function human resource planning human resource obtaining human resource education human resource promotion true true false Slovenski jezik Angleški jezik Diplomsko delo 2010-04-22 09:47:32 2010-06-17 13:36:04 2022-04-12 11:28:15 2023-12-16 03:29:17 2010 0 Kranj 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 6673171 URN:SI:UM:DK:RCHHVZWC UNI_Lovrecic_David_2010.pdf UNI_Lovrecic_David_2010.pdf 1 C0C0CCAD058958140BDE583281980260 44f21050998004b2662cdbcef4283ff4f8aeadfe21efeb5296e719db45d2ffdb fcaf79a9-7c03-11eb-bb7a-00155d0001ca 20.500.12556/dkum/897b9df8-e6e9-4cf2-815c-c6149d1d85e8 https://dk.um.si/Dokument.php?lang=slv&id=14169 Fakulteta za organizacijske vede 0 0 0