20.500.12556/DKUM-17431 UVEDBA REDNIH LETNIH RAZGOVOROV V DARS D.D. IMPLEMENTATION OF ANNUAL INTERVIEWS AT DARS D.D. Razvoj kadrov, ocenjevanje delovne uspešnosti kot tudi ugotavljanje ter zagotavljanje zadovoljstva kadra poteka v družbi DARS d.d. na podlagi subjektivne ocene nadrejenega sodelavca. Kadrovska politika se oblikuje glede na obseg Letnega plana razvoja in obnavljanja avtocest v Republiki Sloveniji za prihodnje leto. Izobraževanje kadrov ni sistematičen proces, temveč posledica samoiniciativnosti posameznikov, kar ni nujno tudi ustrezno usmerjeno. Predstavili bomo teoretična spoznanja razvoja kadrov in jih primerjali s sistemom razvoja kadrov v proučevani organizaciji. O letnih razgovorih je dostopna tako domača kot tuja literatura, v kateri so si avtorji enotni v osnovnih značilnostih letnih razgovorov. Le-te bomo v teoretičnem delu letnih razgovorov izčrpno predstavili. V nalogi bomo prikazali potrebo po uvedbi letnih razgovorov v podjetju s pomočjo katerih bomo vzpostavili kredibilen sistem razvoja kadrov, ocenjevanja delovne uspešnosti, načrtovanje kadrovske politike in ugotavljanje in zagotavljanje zadovoljstva kadrov, kot temelj za kakovostno in optimalno opravljanje dejavnosti. Rešitev problema bomo strnili v načrt izvedbe letnih razgovorov v proučevani organizaciji, vključujoč vse elemente, potrebne za njegovo uspešno izvedbo. Human resources development, employee performance and identifying and providing staff satisfaction as well within the DARS d.d. Company are based upon the subjective assessments of superiors. Human resources policy is established according to the extent of the Annual Motorway Development and Reconstruction Plan in the Republic of Slovenia for the coming year. Personnel training is not a systematic process but is rather a result of the personal initiative of each individual, which may not be the appropriate orientation. We will present the theoretical background of human resource development and compare it with the systems of human resource development within the researched organisation. The annual interviews can be accessed both domestic and foreign literature, in which the authors are united in the basic characteristics of the annual interviews. They will be thoroughly presented in the theoretical part of the annual interviews. In this study, we demonstrate the need to introduce annual interviews in the company through which we can establish a credible system of human resources development, personnel performance appraisal, human resource policy planning and assessment and providing staff satisfaction. That system will be able to serve as the basis for the quality and optimum-level performance of activities. We will summarise the solution to the problem in the plan of implementation of annual interviews in the researched organisation, including all necessary elements for its successful implementation. Letni razgovori Razvoj kadrov Zadovoljstvo zaposlenih Annual interviews Human Resources Development Employee Satisfaction true true false Slovenski jezik Angleški jezik Diplomsko delo 2011-02-03 00:17:11 2011-08-09 09:59:15 2022-04-13 09:29:52 2023-12-22 03:27:34 2011 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 6886931 URN:SI:UM:DK:G2UFH1M2 UNI_Kozorog_Cmiljanic_Natasa_2011.pdf UNI_Kozorog_Cmiljanic_Natasa_2011.pdf 1 FCC7D88A49DC4AF2A1341BFD00EEEA6A 519ec58936333c149b54bfefeb967f189c19a14a4f4ebc4966b56f87a5f6eabb e3d5296e-7c04-11eb-bb7a-00155d0001ca 20.500.12556/dkum/f47dce09-eaa4-4174-b2fa-21535bf65754 https://dk.um.si/Dokument.php?lang=slv&id=20338 Fakulteta za organizacijske vede 0 0 0