20.500.12556/DKUM-89175 Digitalne kompetence in izzivi podjetja Digital competences and challenges for companies Z omembo digitalizacije se srečujemo praktično na vsakem koraku. Vsaka literatura, spletna stran in članek nas usmerjajo k temu, da je treba dvigniti stopnjo ozaveščanja o pomembnosti digitalizacije, uporabi le-te in predvsem o njeni koristnosti. Industrijske revolucije so zahtevale tudi prilagoditev in razvoj zaposlenih, kar pa se v hitro spreminjajočem se okolju izkazuje kot toliko bolj pomembno in je ključno za rast podjetja, ustvarjanje prihodkov in zadrževanje kadrov. Digitalna revolucija ustvarja nove priložnosti, vpliva na in spreminja naš način delovanja, komuniciranje, tudi to, kdo smo in kdo želimo biti. Vpliva tudi na naš občutek za zasebnost, vzorce, navade in čas, namenjen prostemu času, razvoju kariere in veščin. Namen magistrskega dela je v izbranem podjetju raziskati digitalne kompetence zaposlenih – stopnjo samostojnosti zaposlenih glede na vsebino in zahtevnost opravil. Želimo raziskati, katere digitalne kompetence so v izbranem podjetju najbolj razvite, stopnjo razvitosti digitalnih kompetenc zaposlenih v različnih starostnih skupinah, pripravljenost zaposlenih na dodatno izobraževanje na področju digitalizacije ter mnenje zaposlenih o vlaganju podjetja v razvoj in izobraževanje zaposlenih na področju digitalizacije. Pri izdelavi magistrskega dela smo uporabili različne metode dela. V teoretičnem delu smo uporabili deskriptivno oziroma opisno metodo s pregledom domače in tuje literature. Uporabili smo tudi metodo analize z namenom razčlenitve literature in navedbe dejstev različnih avtorjev s preiskovanega področja. Za pripravo empiričnega ali raziskovalnega dela je bila uporabljena metoda anketiranja oziroma kvantitativna metoda, in sicer na podlagi vprašalnika, ki smo ga oblikovali. Ugotovljeno je bilo, da je stopnja razvitosti digitalnih kompetenc zaposlenih v izbranem podjetju v povprečju na višji ravni skoraj na vseh raziskovanih področjih. Glede na ugotovljeno ima podjetje še priložnosti za nadaljnji razvoj zaposlenih kot tudi za dodatna vlaganja v izobraževanje na področju digitalnih kompetenc. Pripravljenost zaposlenih na nadaljnji razvoj in izobraževanje v delovnem kot tudi zasebnem času za podjetje predstavlja prednost za hitrejšo nadgradnjo znanj, prilagoditev načinov za pridobivanje znanja in različnih metod za izobraževanje zaposlenih. Pozornost pa je treba nameniti tudi medgeneracijskemu povezovanju in osredotočenosti na prilagajanje vsebin in metod različnim generacijam, pri čemer je lahko medgeneracijsko mentorstvo eden od načinov, ki bi za zaposlene in podjetje pomenil še dodatno povezovanje ter timsko delo. We are faced with the mentioning of digitalization practically at every step. Every literature, website and article direct us to the fact that it is also necessary to raise awareness of the importance of digitization, its use and, above all, its benefits. Industrial revolutions have also required adaptation and employee development, which is proving to be all the more important in a rapidly changing environment and is crucial for company growth, revenue generation and staff retention. The digital revolution is creating new opportunities, influencing and changing the way we operate, communicate, and who we are or want to be. It also affects our sense of privacy, patterns, habits and time devoted to leisure, career development and skills. The purpose of the master’s thesis is to explore the digital competencies of employees in the selected company — the degree of independence of employees, according to the content and complexity of the tasks. We want to explore which digital competences are the most developed in the selected company, the level of development of digital competences of employees in different age groups, the readiness of employees for additional education in the field of digitalization, and the opinion of employees about the company’s investment in the development and education of employees in the field of digitalization. In the preparation of the master’s thesis, we used different methods of work. In the theoretical part, we used a descriptive or descriptive method with a review of domestic and foreign literature. We also used the method of analysis, with the aim of breaking down the literature and stating the facts of various authors from the investigated area. For the preparation of the empirical or research work, the method of surveying or quantitative method was used, based on the questionnaire we designed. It has been found that the level of development of digital competences of employees in the selected company is on average at a higher level in almost all research areas. According to the findings, the company still has opportunities for further development of employees, as well as for additional investments in education in the field of digital competences. The readiness of employees for further development and education in their work and private time is an advantage for the company to upgrade their skills faster, adapt the ways of acquiring knowledge, and various methods for employee education. Attention should also be paid to intergenerational integration, focusing on adapting content and methods to different generations, where intergenerational mentoring can be one of the ways that would mean additional integration and teamwork for employees and the company. industrijske revolucije digitalizacija kompetence digitalne kompetence industrial revolutions digitalisation competences digital competences true true false Slovenski jezik Angleški jezik Magistrsko delo/naloga 2024-06-21 13:55:31 2024-11-15 09:15:29 2024-11-20 09:58:19 0000-00-00 00:00:00 2024 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 215114243 MAG_Jeric_Zorica_2024.pdf MAG_Jeric_Zorica_2024.pdf 1 166E75CAD8D23827177CA6970B37279C 7155e5db3581e4386a93de32fc63752806b60ceb4e45f7c419b01eec374e1ec9 1fdbdc0d-6b6e-11ef-b541-00155d000105 https://dk.um.si/Dokument.php?lang=slv&id=184461 Fakulteta za organizacijske vede 0 0 0