20.500.12556/DKUM-59083 Analiza postopka pridobivanja in izbire kadrov v Univerzitetnem kliničnem centru Ljubljana, na primeru Klinike za infekcijske bolezni in vročinska stanja Analysis of the process of obtaining and the selection human resourse in University medical Center Ljubljana in the case of Department of Infectious Diseases Pomemben vir uspešnosti vsakega podjetja je dobra kadrovska politika. Pri organizaciji je potrebno poskrbeti za dovolj učinkovit sistem kadrovanja, ki temelji na pridobivanju zadostnega števila ustrezno usposobljenih kadrov. Podjetja morajo biti pri izbiri ustreznega kadra izredno pazljiva, da izberejo najprimernejšega kandidata, saj bi napačna izbira pomenila izgubo časa, truda in finančnih sredstev. Cilj vsakega podjetja je, da zaposli kadre, ki bodo imeli znanje, voljo, sposobnost in izkušnje, s katerimi bodo uspešno opravljali delo v podjetju. Tema diplomske naloge je analiza postopka pridobivanja in izbora kadrov v Univerzitetnem kliničnem centru Ljubljana, na primeru Klinike za infekcijske bolezni in vročinska stanja. Diplomska naloga je razdeljena na teoretični in empirični del. V prvem delu smo predstavili teoretične osnove pridobivanja kadrov ter opisali najpogosteje uporabljene metode izbora in selekcije kadrov. Analizo obstoječega stanja smo izvedli tako, da smo opravili intervju s kadrovikom ter anketirali zaposlene v zdravstveni negi, ki so se na novo zaposlili v zadnjih petih letih. V diplomskem delu smo ugotovili, da se v Univerzitetnem kliničnem centru nove kadre večinoma pridobiva eksterno. Postopek pridobivanja se prične s potrebo po novem delavcu, ki jo pošlje glavna medicinska sestra klinike. Z anketnim vprašalnikom smo ugotovili, da na Kliniki za infekcijske bolezni in vročinska stanja v postopku izbire kadrov uporabljajo pisne prijave z življenjepisi in dokazili, intervju, priporočila, zdravniški pregled in uvodni seminar. Anketiranci so večinoma zadovoljni s celotnim postopkom zaposlovanja. Največje zadovoljstvo (61 %) so anketiranci izrazili z odnosom zaposlenih, ki so vodili izbirni postopek. V 46 % pa so bili zadovoljni s potekom intervjuja. Na koncu raziskave smo tudi podali nekaj rešitev za izboljšanje procesa pridobivanja in izbora kadrov na KIBVS. An important source of the performance of each company is a good personnel policy. The organization is necessary to provide a sufficiently effective system of recruitment which is based on acquiring a sufficient number of adequately trained personnel. Companies must be in the selection of appropriate staff extremely careful to choose the most suitable candidate. The wrong choice can bring a lot of waste of time, effort and financial resources. The aim of every business is to recruit staff whit knowledge, ability and experience for successful work in the company. The theme of this thesis is the analysis of the extraction process and selection of staff at the University Medical Centre Ljubljana in the case of Department of infectious diseases. The thesis is divided into theoretical and empirical part. The first part presents the theoretical basis for recruitment and describe the most commonly used methods of selection and selection of staff. Analysis of the status quo was carried out in such a way that we have done an interview with the recruiting and interviewed employees in health care, which were newly recruited in the last five years. In this thesis, we found that the University Medical Center, new employees mainly produced externally. The process of obtaining starts with the need for a new employee, he sends for the head nurse of clinics. The questionnaire found that at the Department of infectious diseases in the selection of staff used a written application with CV and supporting documentation, interview, recommendation, a medical examination and an introductory seminar. Respondents were generally satisfied with the whole recruitment process. Maximum satisfaction 61 % of respondents expressed the attitude of employees, which led the selection process. In 46 % they were satisfied with the course of the interview. At the end of the study, we also made some solution of Improving the process of obtaining and selection of staff. Pridobivanje kadrov interno zaposlovanje eksterno zaposlovanje intervju selekcija kadrov. Internal recruitment external recruitment interview personnel policy recommendations. true true false Slovenski jezik Angleški jezik Diplomsko delo/naloga 2016-05-03 21:08:25 2016-05-25 13:34:59 2022-06-19 03:06:43 2019-07-11 11:02:02 2016 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 7585811 URN:SI:UM:DK:3HRNEAFJ UN_Bevetek_Tomaz_2016.pdf UN_Bevetek_Tomaz_2016.pdf 1 743480F7738DC78579DA6032E82E3B08 36ee771a555bdf55313e2efcae48660445d0f5da33ad933ed34f8bd6ac153ad6 6914d51a-7c0c-11eb-bb7a-00155d0001ca https://dk.um.si/Dokument.php?lang=slv&id=90919 Fakulteta za organizacijske vede 0 0 0