20.500.12556/DKUM-21976 DOPOLNITEV SISTEMIZACIJE DELA S KOMPETENCAMI IN NJIHOVA VPETOST V RAZVOJ KADROV V URI - SOČA COMPETENCES AS SUPPLEMENTS TO SYSTEMATIZATION OF WORKPLACES AND THEIR ROLE IN HUMAN RESOURCE DEVELOPMENT WITHIN THE UNIVERSITY REHABILITATION INSTITUTE , REPUBLIC OF SLOVENIA Na podlagi spoznanja, da upravljanje s človeškimi viri na Univerzitetnem rehabilitacijskem inštitutu Republike Slovenije – Soča (v nadaljevanju inštitut) temelji na zastareli sistemizaciji dela, brez opredeljenih kompetenc, je nastala potreba po oblikovanju celovitega modela ravnanja z zaposlenimi. Magistrska naloga obravnava pristop k oblikovanju in način oblikovanja kompetenc ter njihovo potrebnost v sistemizaciji dela in vpetost v posamezne sisteme razvoja kadrov za večjo produktivnost inštituta in ugodnejšo organizacijsko klimo med zaposlenimi. V teoretičnem delu naloge se seznanimo z osnovnimi pojmi kompetenc, vrstami kompetenc in razlogi za uvajanje sistema kompetenc ter vlogo in pomenom oblikovanja kompetenc za sistemizacijo dela in delovno uspešnost, ki so prepoznane na inštitutu. Osrednji del naloge predstavlja razvoj pilotnega modela kompetenc za javni zavod. Izhodišča za oblikovanje ključnih kompetenc smo poiskali v vrednotah inštituta in jih povezali z različnimi zakonskimi podlagami, internimi akti in s spoznanji iz tujih publikacij. Na podlagi miselnih vzorcev treh specifičnih zdravstvenih poklicev smo iskali njihove delovno specifične kompetence in ugotovili, da so vsebovane v ključnih kompetencah inštituta. Za pilotni model kompetenc smo uporabili preizkušeni končni seznam kompetenc, s katerimi smo opremili vsa delovna mesta, ki smo jih predhodno združili v skupine delovnih mest. Posameznim delovnim mestom smo določili še nivo strokovne zahtevnosti dela in nivo vodstvene funkcije ter na koncu določili pripadajoče kompetence. V zaključnem delu naloge smo nato preizkusili uporabnost kompetenc pri izbiri in zaposlovanju kadra ter pri ocenjevanju redne delovne uspešnosti. Nakazali smo, da dopolnjen razvid delovnega mesta s ključnimi kompetencami in stopnjo njihove razvitosti ustvarja poenotena merila za ocenjevanje in izbor najprimernejših kadrov. Pri preizkusu uporabnosti kompetenc z merili za redno delovno uspešnost smo želeli na primeru treh tipičnih zdravstvenih profilov poklicev izvedeti, ali je posamezno merilo povezano z opisom ene, dveh ali več kompetenc. Analiza povezanosti meril redne delovne uspešnosti s posameznimi kompetencami je pokazala, da so ocenjevalci z visoko povprečno oceno merila povezali in prepoznali v ključnih kompetencah inštituta, kar dodatno nakazuje potrebo po izgradnji modela kompetenc. Spoznanja, do katerih smo prišli pri oblikovanju pilotnega modela kompetenc, dokazujejo, da je možno oblikovati strokovno korekten model kompetenc, ki hkrati omogoča vodstvu in zaposlenim na inštitutu uveljavitev objektivnejšega sistema ocenjevanja oziroma upravljanja delovne uspešnosti. Upon recognizing that human resource management at the University Rehabilitation Institute of the Republic of Slovenia – Soča (hereinafter the Institute) is based on an outdated systemization of work, without specified competencies, a need arose to develop an integrated model of employee management. The thesis is focused on a method for designing competencies, their necessity for systematization of work and their role in systems of personnel development, with an aim of increasing productivity and improving the work climate at the Institute. In the theoretical part, the essential concepts regarding competencies, skills and reasons for introducing competencies are defined, and the role and importance of designing competencies for systematization of work and performance management at the Institute are explained. The central part of the thesis presents the development of a pilot model of competencies for a public institution. The platform to develop the key competencies was found by linking the declared values of the Institute with the legislation, internal regulations and insights from the literature. After creating mind maps for three health professions, we sought their job-specific competencies, but we found that they were already encompassed by the core competencies of the Institute. For the pilot model of competencies, we used the tested final list of competencies, which we applied to all jobs, whereby we had previously grouped jobs into job groups. For selected jobs, we determined the level of technical complexity of work and the level of leadership, and finally determined the associated competencies. Additionally, the usability of competencies in recruitment and employment of personnel and in regular evaluation of work performance was tested. We showed that supplementing the workplace profile with key competencies and the level of their development creates uniform criteria for evaluating and selecting the most appropriate personnel. When testing the applicability of competencies through the established criteria for work performance in the case of three profiles of typical health professionals, we wanted to find out whether each criterion is associated with one or more competencies. The analysis of the associations between the work performance criteria and the individual competencies showed that the assessors identified and linked the criteria with the key competencies of the Institute to a high average degree. This provides additional support for the need for developing a competencies model. The lessons learned in developing a pilot model of competencies indicate that it is possible to develop a professionally designed competencies model, which also allows the management and the employees at the Institute to enforce a more objective evaluation system and performance management. upravljanje s človeškimi viri razvoj kadrov sistemizacija dela model kompetenc delovna uspešnost. Human Resource Management Human Resource Development Systematization of Work Competencies Model Performance Management true true false Slovenski jezik Angleški jezik Magistrsko delo 2012-01-30 00:33:06 2012-05-28 09:57:50 2022-04-14 11:03:16 2023-12-29 03:25:02 2012 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 7017491 URN:SI:UM:DK:G4QYHJMD MAG_Velkavrh_Metka_2012.pdf MAG_Velkavrh_Metka_2012.pdf 1 8A5D862521D0B87F87256B6A3C1D6D83 aea57fecec297fbf80b5a3055eec2da4b306ffc6a557929db36255ca5c8ce049 6097afa8-7c06-11eb-bb7a-00155d0001ca 20.500.12556/dkum/ba2933d8-803f-4802-8fc5-3d09542c385b https://dk.um.si/Dokument.php?lang=slv&id=28251 Fakulteta za organizacijske vede 0 0 0