20.500.12556/DKUM-62272 Sistem razvoja kadrov na oddelku za retinalno medicino ter vloga vodij pri uvajanju novega kadra Development of human resources on the retina department and management role at introduction of new employees, DEVELOPMENT OF HUMAN RESOURCES ON THE RETINA DEPARTMENT AND MANAGEMENT ROLE AT INTRODUCTION OF NEW EMPLOYEES Na oddelku za retinalno medicino in diabetes na očesni kliniki S:t Erik v Stockholmu je zaradi hitre rasti oziroma razširjenosti dejavnosti potreba po zaposlovanju močno narasla v zadnjih petih letih. Potreba po usposabljanju in usposobljenih kadrih je takojšnja, zato je bilo nujno potrebno preveriti, ali je obstoječi sistem razvoja kadrov ustrezen in kakšno je mnenje in vloga vodij oddelka pri procesu uvajanja novega kadra ter nadaljnjem razvoju kadrov. Analizo obstoječega stanja smo pridobili s pomočjo ankete. Želeli smo izvedeti mnenje vodij in oceno kakovosti uvajanja kadrov na kliniki, poznavanja sistema razvoja kadrov s strani vodstva, katere metode uporabljajo na različnih stopnjah uvajanja novih sodelavcev in kakšna je zainteresiranost vodij za podane predloge k izboljšanju razvoja kadrov, zato smo izdelali anketni vprašalnik, ki je bil namenjen vodjem našega oddelka. S pomočjo pridobljenih podatkov smo ugotovili, da je sistem uvajanja pomanjkljiv, predvsem pa ni evidentiran. Pripravljen je bil dokument uvajanja za vsakega novozaposlenega, ki ga skupaj z zaposlenim vodi in izpolni mentor oziroma vodja. Izdelali smo različne primere simulacij modelov po postopku sistemske dinamike, da bi ugotovili ustreznost števila zaposlenih. At Department of retinal medicine and diabetes at S:t Erik Eye Hospital in Stockholm, the need to recruit sharply increased in the last five years due to rapid growth and expansion of activities. The need for training and qualified professionals is immediate, and it was therefore necessary to examine whether the existing system of personnel development is appropriate and what is opinion and the role of heads of department in the process of introducing new personnel as well as the further human resource development. The status quo analysis was obtained through survey. We wanted to find out the opinion of heads of department and assess the quality of personnel deployment at the hospital, the management knowledge of human resource development, methods used at the various stages of deploying new employees, and the interest of heads of department for given proposals to improve human resource development, therefore we prepared a questionnaire, intended for the heads of our department. The evaluation of data obtained showed that the deployment system is inadequate, especially as it is not registered. The document for new employee deployment has been prepared, which is kept and filled in by employee with mentor and head respectively. Various examples of simulation models have been produced for the process of system dynamics to determine the adequacy of employee number. razvoj kadrov uvajanje kadrov usposabljanje kadrov simulacija modelov sistemska dinamika human resource development personnel deployment personnel training simulation models system dynamics true true false Slovenski jezik Angleški jezik Diplomsko delo/naloga 2016-08-24 21:37:54 2016-10-12 08:39:23 2022-06-28 03:08:46 2019-07-11 12:49:48 2016 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 7774995 URN:SI:UM:DK:FEFIV1CW UN_Mehle_Kusar_Katja_2016.pdf UN_Mehle_Kusar_Katja_2016.pdf 1 75E3EE01C07BD43ABE827047A358BA3E 4bfa2b61cffd949694d61e5a4f89e1732278b8dbbcf6f030600a755c2fba306d 27afbf7b-7c0d-11eb-bb7a-00155d0001ca https://dk.um.si/Dokument.php?lang=slv&id=100540 Fakulteta za organizacijske vede 0 0 0