20.500.12556/DKUM-75242 Analiza nagrajevanja v proučevanem podjetju Analysis of rewarding system in the studied company Zmožnost privabljanja in ohranjanja nadarjenega osebja močno vpliva na sposobnost organizacije, da ohrani konkurenčno prednost. Na današnjem trgu dela zaposleni vse bolj iščejo paket nadomestil, ki ponuja več kot samo plačo. Ugodnosti v življenjskem slogu, fleksibilni delovni čas, izobraževanja ipd. so le nekateri dodatki, ki jih zaposleni iščejo na delovnem mestu. Učinkovita strategija nagrajevanja je ključna spodbuda za zadovoljne, motivirane in učinkovite zaposlene. Organizacije se vse bolj zavedajo, da morajo vzpostaviti pravično ravnotežje med prispevkom zaposlenega k organizaciji in prispevkom organizacije k zaposlenemu. Vzpostavitev tega ravnovesja je eden izmed glavnih razlogov za nagrajevanje zaposlenih. Organizacije, ki sledijo strateškemu pristopu k ustvarjanju tega ravnovesja, se osredotočajo na tri glavne komponente sistema nagrajevanja, ki vključuje nadomestila, koristi in priznanje. Pomembnost zadnje komponente v številnih organizacijah še vedno zanemarjajo. Ključni cilj priznavanja je, da se zaposleni počutijo cenjeni, saj imajo cenjeni zaposleni običajno višjo samopodobo, več zaupanja, večjo stopnjo pripravljenosti na nove izzive in večjo željo po inovativnosti. Namen diplomskega dela je s pomočjo študija literature predstaviti področje nagrajevanja zaposlenih in na konkretnem primeru raziskati, kakšen je sistem nagrajevanje v proučevani organizaciji. The ability to attract and retain talented staff greatly affects an organization’s capacity to sustain a competitive advantage. In today’s job market, employees are increasingly looking for a remuneration package that offers more than just salary. Lifestyle benefits, flexible working hours, education, etc. so only add-ons that are employed at the workplace. An effective remuneration strategy is a key incentive for satisfied, motivated in an active employee. Increasingly, organizations are realizing that they have to establish an equitable balance between the employee’s contribution to the organization and the organizations contribution to the employee. Establishing this balance is one of the main reasons to reward employees. Organizations that follow a strategic approach to creating this balance focus on the three main components of a reward system, which includes, compensation, benefits and recognition. The importance of recognition in many organizations is still neglected. The key objective of recognition is that employees feel appreciated, as esteemed employees usually have higher self-esteem, more confidence, greater readiness for new challenges and an increased desire for innovation. The aim of this study is to present the literature study in the field of employee rewards and, in the concrete case, to research the systems of rewarding in the studied organization. plača nagrajevanje sistem nagrajevanja organizacija zadovoljstvo. Keywords: pay rewarding rewarding system organization satisfaction true true true [D. Lamut] Slovenski jezik Angleški jezik Diplomsko delo/naloga 2019-10-01 10:36:11 2019-12-19 09:57:34 2022-08-09 11:05:47 2019-12-20 03:13:38 2019 0 Celje 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 331.1 513052989 URN:SI:UM:DK:DUHI16T4 UN_Lamut_Darjan_2019.pdf UN_Lamut_Darjan_2019.pdf 1 7B7D04E7676810C0E5BFC7EC4127432D 6642c6dde315e10ec11fa1811594f5ae22fd8be975e53b4a5902e237cf1d02e9 110ed2ff-7c11-11eb-bb7a-00155d0001ca 20.500.12556/dkum/8849476c-65fa-45a9-b0ed-4631c2c0445d https://dk.um.si/Dokument.php?lang=slv&id=138859 Fakulteta za logistiko 0 0 0