20.500.12556/DKUM-36767 PROCES EKSPATRIATIZMA IN PROBLEMI POVEZANI Z NJIM EXPATRIATION PROCESS AND ASSOCIATED PROBLEMS Globalizacija je pojav, ki je v civilizaciji prisoten že tisočletja, čeprav je pojem prisoten komaj nekaj desetletij. S tem, ko se podjetja razširjajo preko meja, se pojavi potreba po delovni sili, ki bi bila sposobna voditi podružnice v tuji državi. Posledično se spremeni vloga kadrovskega managementa, saj se mora soočiti z več kot le eno nacionalno mejo. V teoretičnem delu tega dela spoznamo zgodovino razvoja kadrovskega managementa in mednarodnega kadrovskega managementa. Poglobimo se v proces ekspatriatizma, ki ga razložimo korak za korakom, hkrati pa izpostavimo probleme, s katerimi se soočajo ekspatriati in managerji v mednarodnem kadrovskem managementu. V empiričnem delu se osredotočimo na problematiko kulturnega šoka. Zanimalo nas je, ali se da vpliv kulturnega šoka zmanjšati s pripravami nanj in z izbiro takega osebja, katerega osebnostne lastnosti se nagibajo k ekstrovertiranosti. Kulturni šok lahko štejemo za enega možnih razlogov za neuspešno končano mednarodno nalogo. Concept of globalisation has been present in civilisation for thousands of years, even if the term itself has emerged only few decades ago. When companies expand over borders, the need of workforce, that is capable of running subsidiary companies in other countries, arises. As a consequence the role of human resources management changes. All of a sudden human resources managament is confronted by more than one national border. In thoretical part we get acquainted with history of evolution of human resurces management and international human resources management. We immerse in expatriation process which is explained step by step. At the same time we point out issues that are faced by expatriates and international human resources managers. In empirical part we focus on culture shock issues. We wanted to find out if influence of culture shock can be diminished by raising awareness of its existence and by employing people whose personal characteristics lean towards ekstroversion. We consider culture shock as one of possible reasons for unsuccesful end to international assignment. mednarodni kadrovski management proces ekspatriatizma manager ekspatriat manager repatriat kulturni šok international human resources management expatriate process expatriate manager repatriate manager culture shock true true false Slovenski jezik Angleški jezik Diplomsko delo 2012-06-26 17:53:34 2012-08-14 10:04:32 2022-04-21 14:27:23 2023-12-29 03:20:30 2012 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 7044883 URN:SI:UM:DK:8NJBNKT8 UNI_Pestotnik_Ana_Katarina_2012.pdf UNI_Pestotnik_Ana_Katarina_2012.pdf 1 211D7BE15A1EF03D9EE5D4A002CBBB00 27a13f9a75de1ad06b5dbc4bc95cc8e5b2b8e5a96584bed29da13f9f3e910eb0 8095cb13-7c07-11eb-bb7a-00155d0001ca 20.500.12556/dkum/ee859669-7fe9-4d6c-944c-cc6635ef1cbb https://dk.um.si/Dokument.php?lang=slv&id=48077 Fakulteta za organizacijske vede 0 0 0