20.500.12556/DKUM-91420 Analiza kompetenc generacije z pri delu na daljavo Analysis of the competencies of generation z in remote working V teoretičnem delu magistrske naloge smo predstavili generacijo Z, njene dejavnike zaposlitve ter pogled na delo na daljavo in v kolikšni meri ceni svobodo, ki jo prinašajo sodobne oblike dela. Spoznali smo oblike dela na daljavo, kriterije za uspešno opravljanje dela ter prednosti in slabosti, ki jih ta oblika dela predstavlja zaposlenim. Da pa delo poteka nemoteno, mora posameznik razviti določene kompetence. Skozi literaturo smo ugotovili, da so te kompetence komunikacijske in digitalne, vodstvene in organizacijske ter kompetence ohranjanja ravnotežja med zasebnim in poklicnim življenjem ter kompetence upravljanja s človeškimi viri. Digitalne kompetence omogočajo uporabo potrebnih orodij, medtem ko organizacijske kompetence pomagajo pri upravljanju časa in nalog. Pomembno je tudi vzdrževati ravnotežje med zasebnim in poklicnim življenjem, da se prepreči izgorelost, medtem ko kompetence upravljanja s človeškimi viri omogočajo ohranjanje motivacije in podpore zaposlenim na daljavo. Prisotnost navedenih kompetenc smo v magistrski nalogi preverjali pri generaciji Z. V raziskovalnem delu smo s pomočjo anketnega vprašalnika izvedli raziskavo o delu na daljavo ter kompetencah generacije Z. Uporabili smo programa Excel in SPSS, s pomočjo katerih smo preverili veljavnost hipotez. Uporabili smo statistično metodo t-test dveh neodvisnih spremenljivk, Pearsonov koeficient korelacije ter Friedmanov test. Spoznali smo, da ima generacija Z od vseh šestih kompetenc najbolje razvite digitalne kompetence. Ugotovili smo tudi, da bolj kot je delovni urnik fleksibilen, manj je ravnotežja med poklicnim in zasebnim življenjem, hkrati pa, da ne obstajajo statistično značilne razlike glede pomembnosti dela na daljavo kot dejavnika zaposlitve. Navsezadnje pa smo ugotovili, da pripadniki generacije Z najbolj cenijo fleksibilnost urnika pri delu na daljavo, medtem ko manj cenijo zmanjšanje osebnih stikov pri tej obliki dela. V prihodnosti bodo delodajalci primorani razvijati kompetence, ki so pomembne za delo na daljavo, če bodo to obliko dela želeli ohraniti oziroma še povečati stopnjo fleksibilnosti in svobode na delovnem mestu, ki je prihajajoči generaciji Z še posebej pomembna. In the theoretical part of the master's thesis, we presented Generation Z, their employment factors, and their views on remote work, as well as the extent to which they value the freedom offered by modern forms of work. We explored the types of remote work, the criteria for successful job performance, and the advantages and disadvantages this form of work presents to employees. For remote work to run smoothly, individuals must develop certain competencies. Through the literature, we identified that these competencies include communication and digital skills, leadership and organizational skills, work-life balance skills, and human resource management competencies. Digital skills enable the use of necessary tools, while organizational skills help with time and task management. It is also important to maintain a balance between personal and professional life to prevent burnout, while human resource management competencies help maintain motivation and support for remote employees. In the master's thesis, we examined the presence of these competencies among Generation Z. In the research part, we conducted a survey on remote work and Generation Z competencies using a questionnaire. We used Excel and SPSS software to verify the validity of the hypotheses. Statistical methods such as the t-test for two independent variables, Pearson's correlation coefficient, and the Friedman test were applied. We found that Generation Z has the most developed digital competencies out of the six identified competencies. Additionally, we discovered that the more flexible the work schedule, the less balance there is between work and personal life, and that there are no statistically significant differences regarding the importance of remote work as an employment factor. Ultimately, we concluded that members of Generation Z value schedule flexibility in remote work the most, while they appreciate the reduction in personal interactions the least in this type of work. In the future, employers will need to develop competencies crucial for remote work if they want to maintain or even increase the level of flexibility and freedom in the workplace, which is especially important to the upcoming Generation Z. generacija Z delo na daljavo kompetence dela na daljavo generation Z remote work remote work competencies true true false Slovenski jezik Angleški jezik Magistrsko delo/naloga 2024-12-19 23:36:08 2025-03-11 16:17:00 2025-03-12 03:12:41 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 228624387 MAG_Krsinar_Tea_2024.pdf MAG_Krsinar_Tea_2024.pdf 1 8DD38937F4B64CFFEE2D2AA7E300F974 50f43f432faf1517fc72f4687ae6907eaa9bff9bd08941be0ce1bb53699aaab4 ae46453f-be5c-11ef-b8a6-00155d000105 https://dk.um.si/Dokument.php?lang=slv&id=187485 Fakulteta za organizacijske vede 0 0 0