20.500.12556/DKUM-63198 PRIMERJAVA IM MERJENJE UČINKOVITOSTI KADROVSKE FUNKCIJE V SLOVENSKEM IN TUJEM PODJETJU COMPARISION AND MEASUREMENT OF HUMAN RESOURCES FUNCTION PERFORMANCE BETWEEN SLOVENIAN AND FOREIGN COMPANY Merjenje učinkovitega opravljanja kadrovske funkcije je v podjetjih tako pomembno kot preverjanje vsakoletnih finančnih rezultatov. Tudi kadrovska funkcija je tista, ki pomembno vpliva na finančne rezultate podjetja, saj je tudi od nje odvisno, kakšni zaposleni vstopijo v podjetje in na katerem delovnem mestu bodo najbolj uspešni in učinkoviti za uspešno poslovanje podjetja. Vendar pa je samo merjenje kompleksno, saj je v rezultat združeno veliko podatkov, od kadrovskih do finančnih ter je zanj porabljeno veliko časa, denarja ter zunanjih resursov. V diplomski nalogi smo, v prvem delu, predstavili kadrovsko funkcijo in opisali nekaj metod merjenja kadrovskega dela. V raziskovalnem delu smo po Ulrichovih vlogah kadrovske funkcije in uravnoteženem sistemu kazalnikov opravili merjenje učinkovitosti kadrovske funkcije v slovenskem in tujem podjetju, glede na zadovoljstvo zaposlenih s kadrovskim delom. Na podlagi anketnega vprašalnika, ki so ga izpolnjevali direktorji oddelkov in hčerinskih podjetij, uprava oziroma izvršni odbor podjetij in ostali zaposleni ter na podlagi intervjuja s kadrovskima direktorjema smo preverili, na katerem področju morata kadrovski funkciji izboljšati svoje delo, primerjali delo v obeh kadrovskih oddelkih med seboj ter pri obeh predlagali izboljšave. Measuring of the HR function performance in companies is as much important as the verification of the annual financial results. Also the HR function has significant impact on the financial results of the company and it depends on her, what kind of employees enter into the company and on which job position they will be successful and effective for the final company success. However, to measure the HR function is very complex procedure. The result is combined of the various data, such as human resource data, finance data etc. and for the measurement is spent a lot of time, money and external resources. In the first part we introduced the HR function and describe several methods of its measurement. In the research part we conclude the measurement of the HR performance in Slovenian and foreign company, according to the Ulrich roles of the HR function and the Balanced Scorecard, regardless of the employees satisfaction. On the basis of a questionnaire, which was fulfilled by directors of departments and subsidiaries, management board or the executive board and by other employees and on the basis of the interview with the HR directors in both companies we checked, which HR work has to be improved, we compared the work of both HR departments and at the end we proposed the improvements. Kadrovska funkcija Uravnoteženi sistem kazalnikov Upravljalec sprememb Strateški partner Human Resource Function Balanced Scorecard Change Agent Strategic Partner true true false Slovenski jezik Angleški jezik Diplomsko delo/naloga 2016-09-07 13:00:52 2016-10-06 18:49:04 2022-07-01 03:09:25 2019-07-11 13:19:56 2016 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 7740179 URN:SI:UM:DK:JUP4PYGD VS_Gorjup_Katja_2016.pdf VS_Gorjup_Katja_2016.pdf 1 E5A3EA4E50E84CDEBEA75D44194B5C38 72ceb48ccb8932e8b7cff18ee01e046f23a04cf6e1a589574fd20adccefa935c 5d898cc1-7c0d-11eb-bb7a-00155d0001ca https://dk.um.si/Dokument.php?lang=slv&id=103198 Fakulteta za organizacijske vede 0 0 0