20.500.12556/DKUM-93092 Mentorstvo kot orodje za razvoj kadrov v podjetju Mentorship as a tool for human resource development in a company Diplomsko delo raziskuje mentorstvo kot ključno orodje za razvoj zaposlenih v podjetju, kot je na primer banka CKB. Teoretični del potrjuje, da mentorstvo veliko prispeva k profesionalnemu razvoju zaposlenih, prenosu znanja in pospeševanju delovne zavzetosti. Analizirali smo različne oblike mentorska in dejavnike, ki vplivajo na zadovoljstvo zaposlenih, kot so potreba po rasti, razvoju in dosežku. V aplikativnem delu smo s pomočjo anketnega vprašalnika in intervjuja preverjali tri hipoteze. Potrdili smo, da mentorstvo pozitivno vpliva na zadovoljstvo zaposlenih in da dobro strukturirani programi mentorstva vodijo k višji stopnji razvoja zaposlenih. Hipoteza, da je primanjkljaj usposobljenih mentorjev glavna ovira, ni potrjena zaradi tega, ker je v podjetju učinkovitost dosežena brez dodatnega izobraževanja mentorja za opravljanje te vloge. Na podlagi dobljenih rezultatov priporočamo dodatno izobraževanje mentorjev, njihovo nagrajevanje zaradi doseganja večje motivacije in uvajanja tedenskih izzivov za mentorje in mentorirance zaradi izboljšanja mentorskega procesa. Raziskava je bila omejena na eno podjetje iz bančnega sektorja in relativno nizek odziv anketirancev, kar lahko vpliva na generalizacijo rezultatov. Kljub temu diplomska naloga predstavlja vpogled in pomen mentorstva na razvoj človeških virov in predstavlja osnovo za nadaljnje raziskave na to temo. The thesis explores mentoriship as a key tool for employee development in a company, with special reference to the case of the company "CKB banka". The theoretical part confirms that mentoriship greatly contributes to the professional development of employees, knowledge transfer and promotion of work engagement. We analyzed various forms of mentoring and factors that affect employee satisfaction, such as the need for growth, development and achievement. In the applied part, using a questionnaire and interviews, we tested three hypotheses. We confirmed that mentoring has a positive effect on employee satisfaction and that well-structured mentoring programs lead to a higher level of employee development. The hypothesis that the lack of trained mentors is the main obstacle is not confirmed, because efficiency in the company is achieved without additional training of the mentor to perform this role. Based on the results obtained, we recommend additional training of the mentor, their reward in order to achieve greater motivation, as well as the introduction of weekly challenges for mentors and mentees in order to improve the mentoring process. The research was limited to one company from the banking sector and the relatively low response rate of respondents may affect the generalizability of the results. Nevertheless, the thesis provides insight into the importance of mentoring in human resource development and provides a bass for further research on the topic. mentorstvo mentor mentoriranec razvoj zaposlenih zadovoljstvo motivacija. mentoring mentor mentee employee development satisfaction motivation. true true false M. Samardžić Slovenski jezik Angleški jezik Diplomsko delo/naloga 2025-06-05 10:53:05 2025-09-02 09:02:17 2025-09-03 03:20:53 0000-00-00 00:00:00 2025 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 005.963.2 247308291 UN_Samardzic_Mia_2025.pdf UN_Samardzic_Mia_2025.pdf 1 D8504C07953F7D1552DFAEC4A2C1C012 7ea823b6835e09bd67d13501219a2f428ea50e77b367d9c5a46519546d83d757 cac07729-5cc0-11f0-8f2d-00155d000105 https://dk.um.si/Dokument.php?lang=slv&id=193418 Ekonomsko-poslovna fakulteta 0 0 0