20.500.12556/DKUM-22583 UVEDBA REDNIH LETNIH RAZGOVOROV V NOVE STORITVE D.O.O. THE INTRODUCTION OF ANNUAL INTERVIEW IN NOVE STORITVE D.O.O. Magistrsko nalogo z naslovom Uvedba rednih letnih razgovorov v Nove storitve d.o.o. sestavljata teoretični in empirični del. V teoretičnem delu predstavljamo splošno opredelitev RLR, namen, cilje in koristi tako za zaposlenega kot vodjo oz. strokovno-kadrovsko službo ter celotno organizacijo. Prav tako predstavljamo, kako se RLR načrtuje in izvede ter kakšne so aktivnosti, ki se odvijajo po opravljenih razgovorih. Sledi predstavitev podjetja Nove storitve d.o.o., njene dejavnosti ter kadrovska in organizacijska struktura. Empirični del predstavlja raziskavo mnenj zaposlenih o uvedbi RLR. V raziskavi smo proučili, kolikokrat letno oz. če sploh imajo zaposleni možnost individualnega pogovora s svojim nadrejenim in kakšno je njihovo dosedanje sodelovanje. Prav tako nas je zanimalo, ali si zaposleni RLR sploh želijo in kaj za njih to pomeni. Naloga se nadaljuje z obsežno analizo in grafičnim prikazom, dobljenih anketnih odgovorov, sledi predstavitev in testiranje hipotez. Končne ugotovitve smo oblikovali v sklepe in podali komentarje o pričakovanjih zaposlenih v primeru uvedbe RLR. Na podlagi rezultatov raziskave smo podali predloge in priporočila za morebitno bodoče izvajanje RLR v podjetju Nove storitve d.o.o. Cilj dela je bil ugotoviti, zakaj bi bila uvedba le-teh koristna in komu bi najbolj koristili. The Masters dissertation with the title Introducing regular yearly interviews in Nove storitve d.o.o. consists of a theoretical and practical part. In the theoretical part we present the basic classification of RLR, the purpose, goals and benefits for the employees as well as the leaders or the professional cadre division and the entire organisation. It is also presented how RLR is planned and executed and what activities follow the interviews. After this there is a presentation of the company Nove storitve d.o.o. its activities and the organisational and cadre structure. The empirical part reflects the research on opinions of employees on taking on RLR. In the investigation we studied how many times per year (if ever) employees get the chance for an individual discussion with their superiors and what is their current relationship. We were also wondering if employees even wish to have RLR and what it means to them. This is followed by a broad analysis and graphic result of the question poll results. In the end there is a presentation and testing of hypothesis. The final results are formed into conclusions and accompanied by comments on expectations of employees on RLR. Based on the results we recommended possible use of RLR in the future for the company Nove storitve d.o.o. The goal was to find out why this would be useful and who would benefit from it the most. razvoj kadrov komunikacija organizacija redni letni razgovor developing cadres communication organization annual yearly interviews true true false Slovenski jezik Angleški jezik Magistrsko delo 2012-04-04 14:57:15 2012-08-20 13:03:45 2022-04-14 11:55:57 2023-12-30 03:28:02 2012 0 Kranj 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 7052563 URN:SI:UM:DK:E1MWW1DS MAG_Belej_Mateja_2012.pdf MAG_Belej_Mateja_2012.pdf 1 39D2A96717E38F1E57682AC7125F4FA1 827127be5efaa3fc65dab082e640d364fd26ccf6a6fa62207fef29926924bd7c 858d58e1-7c06-11eb-bb7a-00155d0001ca 20.500.12556/dkum/c0405fc4-385d-442d-94f9-f527e5233f0f https://dk.um.si/Dokument.php?lang=slv&id=29198 Fakulteta za organizacijske vede 0 0 0