20.500.12556/DKUM-54476 LOV NA GLAVE KOT NAČIN ISKANJA IN SELEKCIJE KADROV HEADHUNTING AS A WAY OF SEARCH AND SELECTION OF HUMAN RESOURSES Najpomembnejša kadrovska dejavnost je vsekakor izbira in zaposlovanje ključnih kadrov. Ključni kadri so, kot že sama beseda pove, ključni za dobro in učinkovito poslovanje vsake organizacije. Tradicionalna miselnost o kadrih in njihovi izbiri se je skozi čas spreminjala in danes se vedno več podjetij zaveda, da so pravi kadri tisti, ki predstavljajo konkurenčnost podjetja in da so zaposleni tisti vir uspešnosti in učinkovitosti, ki podjetju pomaga k boljšemu poslovanju. S to miselnostjo pa se je začela razvijati tudi dejavnost kadrovskih agencij in njihova pomoč podjetjem pri iskanju pravega kadra. Ker je odgovornost celotnega podjetja prenesena na vodstvo in njihovo delovanje, je postalo zelo pomembno, če ne celo najbolj pomembno, postaviti na vodilni položaj pravega človeka, ki bo imel vse lastnosti za učinkovito in uspešno vodenje. Tukaj nastopi svoje delo lov na glave oziroma headhunting, ki postaja vedno bolj cenjena in znana storitev. Lov na glave je v Sloveniji malo manj znan, saj je slovenski trg premajhen, da bi tukaj iskali vodilne kadre. Prav tako je to zelo draga storitev, podjetja pa seveda vedno iščejo cenejše možnosti za kvalitetne storitve. Kljub temu pa so se tudi podjetniki začeli zavedati, kako pomemben je vodilni kader, zato se lov na glave v Sloveniji še razvija. Headhunterji oz. lovci na glave so ljudje, ki imajo zelo zahtevno delo, saj morajo zelo dobro poznati trg dela, svojega naročnika in seveda profil kadra, ki ga zahteva naročnik. Zaradi majhnosti slovenskega trga bi se morale agencije za iskanje kadrov povezati s tujimi in tako razširiti svojo mrežo poznanstev. Prav tako lahko glede na ugotovitve trdimo, da je pri uspešnem lovu na glave ključno poznavanje in specializiranost za določeno področje in pa ohranitev objektivnosti pri iskanju oziroma izbiri kadra. The most important personnel activitiy is definitely the choice and the employment of key personnel. Key personnel are, as the word itself suggests, the key to good and effective operation of any organization. The traditional mindset about personnel and their choice is varied over time and today more and more companies are aware that the right personnel is what represents the company's competitive position and that the employees are the ones who are responsible for efficiency and effectiveness, which ultimately helps to better business. With this mindset, however, it began to develop the activities of the agencies and their staff assists companies in finding the right staff. Since the responsibility of the entire company was transferred to the management it has become very important, if not even the most important to put the right person who will have all the characteristics on top position. Here headhunting comes in, and is becoming increasingly well known and appreciated service. Headhunting in Slovenia is a little less known as the Slovenian market is too small to be here looking for executive staff. However, they began to realize how important it is to have the right person on top, so headhunting in Slovenia is still developing. Head-hunters are people who have very demanding work, because they have to have a very good knowledge of the labour market, and of course about the company who hired him and about staff profile required by the contracting authority. Due to the small size of the Slovenian market agencies should connect with foreign agencies and thus expand their network of contacts. Also, depending on the findings we can say that the key to successful headhunting is specialization in a particular area and the preservation of objectivity in the search and selection of staff. lov na glave čustvena inteligenca selekcija kadrov kadrovanje zaposlovanje headhunting emotional intelligence selection of Personnel recruitment employment true true false Slovenski jezik Angleški jezik Magistrsko delo/naloga 2015-09-02 10:58:41 2015-09-18 07:15:58 2022-06-05 03:06:52 2021-05-11 03:39:53 2015 0 Kranj 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 7474195 URN:SI:UM:DK:OW9OXM4P MAG_Brkic_Tanja_2015.pdf MAG_Brkic_Tanja_2015.pdf 1 690D4AFDFAA943CC87E4EDA4C4797455 d5c4416aef0f5a45f0fcb5ffbe2294e6d7b283325abe02fcb8b03bd87884601c b0f81d07-7c07-11eb-bb7a-00155d0001ca https://dk.um.si/Dokument.php?lang=slv&id=81401 Fakulteta za organizacijske vede 0 0 0