20.500.12556/DKUM-39561 Planiranje nasledstva kot dejavnost strateškega managementa človeških virov v družinskih podjetjih Succession planning as an activity of strategic human resource management in family business V prvem delu magistrske naloge smo predstavili lastnosti družinskih podjetij, njihovo delovanje in razlike v primerjavi s podjetji nedružinskega tipa. Opredelili smo prednosti in slabosti družinskih podjetij ter njihovo rast in razvoj. V nadaljevanju smo opredelili strateški management človeških virov in spoznali značilnosti, pomen in cilje strateškega managementa človeških virov. V našem delu smo se posvetili tudi obravnavi različnih pristopov (in modelov) k strateškemu managementu človeških virov. Predmet raziskave sta bila razvoj in vpeljava strateškega managementa človeških virov v podjetje (družinsko podjetje) ter proučevanje družinskih članov kot vodstvenega kadra v družinskih podjetjih. Spoznali smo tudi prednosti in ovire, s katerimi se srečujejo družinska podjetja v procesu strateškega managementa človeških virov ter ugotavljali pomen strateškega managementa človeških virov za poslovno uspešnost družinskih podjetij. V nadaljevanju magistrske naloge smo preučevali planiranje nasledstva in nasledstvene možnosti družinskih podjetij. Podrobneje smo raziskovali planiranje nasledstvene generacije in se seznanili s strateškim planom nasledstva. Za primer vseh nepričakovanih dogodkov v družinskih podjetjih smo na tem mestu predstavili krizni plan nasledstva. Spoznali smo težave, s katerimi se srečujejo družinska podjetja pri uresničevanju nasledstva in ki so posledica nenaklonjenosti planiranja v družinskih podjetjih. V drugem delu magistrske naloge smo izvedli empirično raziskavo (anketo) v okviru katere smo preučevali družinska podjetja v Sloveniji. Z anketo smo raziskali družinska podjetja, natančneje planiranje človeških virov (kadrov) in planiranje nasledstva v družinskih podjetjih. Analiza rezultatov raziskave nam je omogočila opredelitev medsebojne soodvisnosti med planiranjem nasledstva in planiranjem kadrov v družinskih podjetjih. In the first parf of the master’s thesis were presented the features of the family businesses, its functions and differences in comparision to non-family firms. There were also defined the benefits and barrieres of the family business, its growth and development. The Strategic Human Resource management was also researched. In addition, we managed to present features, meaning and aims of the Strategic Human Resource management. Furthermore, different approaches and models to Strategic Human Resource management were discussed. The subjects of the survey were also the development and implementation of the Strategic Human Resource management into the family business and analysis of the family members as a leading personnel in the family business. We managed to present the benefits and barrieres that the family firms come across in the process of Strategic Human Resource management. Moreover, we managed to find out the meaning of the strategic human resource management for the family business success. Additionally, we studied the planning of the succession and the succession options of the family businesses. The research was focused on the succession planning, and the strategic succession plan was also presented. The crises plan of succession for the case of unexpected events in the family-run business was defined. We also studied the difficulties that the family business faces when carrying out its succession and then we also researched unwillingness of succession planning. In the second part of the master’s thesis empirical survey was carried out in which we studied the family businesses in Slovenia. The survey examined family business, its human resource planning and succession planning. The results of the survey made it possible to analyse mutual co-dependence between succession planning and human resource planning in family business. družinsko podjetje prednosti in slabosti družinskega podjetja rast in razvoj družinskega podjetja strateški management človeških virov kadri pristopi k strateškemu managementu človeških virov družina planiranje nasledstva planiranje kadrov family business strenghts and weakneases of family business growth and development of family business strategic human resource management personnel approaches to human resource management family succession planning human resource planning true true false [S. Petač] Slovenski jezik Angleški jezik Magistrsko delo/naloga 2013-01-30 08:45:57 2013-03-20 14:57:18 2022-05-12 23:02:38 2021-04-22 03:26:23 2013 0 Ljubljana 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 005.7 11354396 URN:SI:UM:DK:ET1EL2ES MAG_Petac_Sebastian_2013.pdf MAG_Petac_Sebastian_2013.pdf 1 37B54B005A6DBE5A1AE9B9A50C18ADE7 eb96f932f5556fa0344e639b903adb6b10bbea0fc11e5d0e15578b5da355b9de 27b7be49-7c09-11eb-bb7a-00155d0001ca 20.500.12556/dkum/03f04fd3-8afa-49e1-9ab6-ffc4abd57125 https://dk.um.si/Dokument.php?lang=slv&id=53561 Ekonomsko-poslovna fakulteta 0 0 0