20.500.12556/DKUM-74055 Razvoj kadrov v javni zdravstveni ustanovi Human resources development in public health foundation Razvoj kadrov je ključni dejavnik za zagotavljanje konkurenčnosti organizacije na trgu dela. Skrb za kadre ni samo usmerjanje delavcev, kako naj opravljajo svoje delo, temveč je predvsem pomembna skrb za njihov razvoj tako na osebnem strokovnem kot delovnem področju. Zaposleni veliko svojega časa preživijo na delovnem mestu, zato jim organizacija poleg finančnega dohodka predstavlja tudi zelo pomemben mejnik na njihovi življenjski poti. Z razvijanjem managementa človeških virov se prav tako razvija koncept razvoja kadrov, ki je bil na začetku namenjen predvsem strokovnemu, osebnemu in profesionalnemu razvoju posameznika ter usklajevanju želja zaposlenega s ciljem organizacije, pri čemer je bil poudarek na izobraževanju in razvoju kariere. Danes pa razvoj kadrov postaja del strategije organizacije in pomaga pri oblikovanju njene kulture. Nekatere organizacije imajo razvoj kadrov zelo dobro vpeljan v sistem dela, področje zdravstvene nege pa še vedno ostaja nekje v ozadju. Medicinske sestre razvoj kadrov povezujejo predvsem z izobraževanjem na delovnem mestu, ki je trenutno zelo dobro organizirano. Vse prevečkrat pa se pozablja na oblikovanje kariere posamezne medicinske sestre. Kljub številnim novostim, ki so jih deležne javne zdravstvene ustanove, se še vedno uveljavljajo tradicionalne oblike napredovanja medicinskih sester. Dobro oblikovan in strateško vpeljan sistem razvoja kadrov bi medicinskim sestram omogočal strokovni, delovni in osebni razvoj ter jim hkrati zagotavljal možnost uveljavitve svojih potencialov. Tako medicinska sestra ne bi imela več samo statusa oskrbe pacienta, temveč bi prevzemala nove kompetence, ki bi ji omogočale napredovanje na delovnem in finančnem nivoju. Z dobro skrbjo za razvoj kadrov se poveča motiviranost zaposlenih, ta pa prinaša boljše opravljanje zdravstvenih storitev, veča zadovoljstvo pacientov in javni zdravstveni ustanovi prinaša konkurenčnost, kar je eden izmed glavnih ciljev vsake organizacije. The development of human resources is a key factor for ensuring the competitiveness of an organisation on the labour market. The management of human resources does not entail only guidance on how employees should carry out their work, but also their personal and professional development. Employees spend a lot of their time in the workplace, therefore the organisation does not only represent their source of income, but also a very important milestone in their lives. The development of human resources management entails also the development of the concept of human resources development, which at the beginning focused primarily on the expert, personal and professional development of individuals, and on the alignment of the employee's wishes with the organisation's goals, where emphasis was put on education and on career development. Today, human resources development is becoming part of the organisation's strategy and helps build its culture. Some organisations have implemented human resources development into their work system very efficiently, however, the field of nursing has still not been addressed thoroughly. Nurses associate human resources development particularly with in service training, which is currently very well organised. However, career planning for individual nurses is too often neglected. Despite the fact that several innovations were implemented in healthcare institutions, the traditional terms of career promotion still apply for nurses. A well-designed and strategically implemented system of human resources development would enable the expert, professional and personal development of nurses and at the same time give them the possibility to achieve their potential. This way nurses would not only take care of patients, but take on new competences that would enable their promotion on a professional and financial level. With well-managed human resources development the motivation of employees increases, which entails a better provision of healthcare services and greater patient satisfaction, but also increases the competitiveness of the public healthcare institution, which is one of the main goals of every organisation. ̶ razvoj kadrov ̶ medicinska sestra ̶ osebni strokovni in delovni razvoj ̶ kadrovski management ̶ javna zdravstvena ustanova ̶ human resources development ̶ nurse ̶ personal professional and work development ̶ human resources management true true false Slovenski jezik Angleški jezik Magistrsko delo/naloga 2019-07-30 09:39:11 2019-10-16 10:20:06 2022-08-09 08:07:19 2019-10-17 03:10:55 2019 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 8108563 URN:SI:UM:DK:GJPYKVGA MAG_Dolinar_Petra_2019.pdf MAG_Dolinar_Petra_2019.pdf 1 DD38E2C43213B27620FB4DA23B3F08A5 25d7c763e40c6b4dc7c65e771c3ff7db362e71326645fab538d1518a58e97168 ce3b82cc-7c10-11eb-bb7a-00155d0001ca 20.500.12556/dkum/76bae3d3-6cc1-42e0-96c1-4471526569e5 https://dk.um.si/Dokument.php?lang=slv&id=135549 Fakulteta za organizacijske vede 0 0 0