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Title:PLANIRANJE KADROV V PODJETJU JANTAR, ELEKTRONSKI SISTEMI D.O.O.
Authors:ID Lovrečić, David (Author)
ID Bernik, Mojca (Mentor) More about this mentor... New window
Files:.pdf UNI_Lovrecic_David_2010.pdf (1012,17 KB)
MD5: C0C0CCAD058958140BDE583281980260
PID: 20.500.12556/dkum/897b9df8-e6e9-4cf2-815c-c6149d1d85e8
 
Language:Slovenian
Work type:Undergraduate thesis
Organization:FOV - Faculty of Organizational Sciences in Kranj
Abstract:V današnjih razmerah, ko je na trgu prisotna močna konkurenca prihaja vse bolj v ospredje povečana vloga in pomembnost ljudi, ki s svojimi zmožnostmi, sposobnostmi, znanjem in ustvarjalnostjo bistveno prispevajo k uspehu podjetja. Da bi bilo podjetje uspešno, je potrebno dobro planirati kadre in skrbeti za stalen razvoj le teh. Ustrezne ljudi ne moremo najti takoj ko jih potrebujemo, zato jih moramo predvideti že s planiranjem. Tako kot planiramo v drugih dejavnostih podjetja, moramo planirati tudi kadre v podjetju. Pri tem se srečujemo z raznimi nalogami in možnostmi znotraj in zunaj podjetja. Eden od temeljev uspešnega poslovanja in razvoja podjetja so usposobljeni in motivirani zaposleni, ravno zato motiviranje predstavlja eno od najbolj kompleksnih nalog managementa. Sistem motiviranja in nagrajevanja je strateško pomembna naloga, obenem pa zelo občutljiva tema za vsako podjetje. Podjetja uporabljajo različne nagrade za zaposlene, da bi z njimi privabila dober kader, ter ga tudi zadržala v podjetju. Nagrade naj bi motivirale zaposlene k večji zavzetosti za delo, k povečanju zadovoljstva na delovnem mestu, posledično pa tudi k večji storilnosti zaposlenih. V teoretičnem delu smo se podrobneje seznanili s kadrovsko politiko in funkcijo, s procesi planiranja, pridobivanja, uvajanja, izobraževanja in usposabljanja, nagrajevanja, napredovanja in delovne uspešnosti kadrov. V empiričnem delu diplomske naloge smo podrobneje predstavili podjetje Jantar, elektronski sistemi d.o.o. V prvem delu smo analizirali kadrovsko strukturo podjetja po starosti, spolu in stopnji izobrazbe, poleg tega smo predstavili potek planiranja kadrov v Jantar d.o.o. V drugem delu pa smo interpretirali anketni vprašalnik, katerega so izpolnili zaposleni v podjetju Jantar d.o.o. Z anketnim vprašalnikom smo želeli ugotoviti kako zadovoljni so zaposleni s svojim delom v podjetju, kakšne so njihove možnosti glede dodatnega izobraževanja in usposabljanja, kaj jih motivira, da se odločijo za dodatno izobraževanje in katere oblike izobraževanja so prisotne v podjetju. Poleg tega smo se dotaknili sistema nagrajevanja in napredovanja, sistema uvajanja novih kadrov in ocenjevanja delovne uspešnosti v podjetju.
Keywords:Kadrovska dejavnost, planiranje kadrov, pridobivanje karov, izobraževanje kadrov, napredovanje kadrov
Place of publishing:Kranj
Year of publishing:2010
PID:20.500.12556/DKUM-13765 New window
COBISS.SI-ID:6673171 New window
NUK URN:URN:SI:UM:DK:RCHHVZWC
Publication date in DKUM:17.06.2010
Views:2598
Downloads:259
Metadata:XML DC-XML DC-RDF
Categories:FOV
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Secondary language

Language:English
Title:HUMAN RESOURCE PLANNING IN THE COMPANY JANTAR, IDENTIFICATION SYSTEMS D.O.O.
Abstract:When a strong market competition is present in today's situation, it is very important to increasingly forge the role and importance of people, which can significantly contribute to the success of the company with their own abilities, skills, knowledge and creativity. Company which wants to be successful should manage the employees and take care of ongoing development of these. Specific and relevant people, which are urgently needed is always difficult to find or it takes time which in this kind of situation organization do not have. That is also a reason, that human resource planning is very important function in each organization which should not be dismissed. As we manage and plan other activities in the organization we also need human resource planning where we face with various activities and options which are present inside and outside the organization. Every organization wants to have best trained, skilled, highly motivated employees which will know how to handle project, do all the assigned task successfully related to specific project, etc. and have the availability to communicate with other employees within organization which is also one of the most important factors. If we do not have communication in place, then we will not able to do a motivation activity, which is one of the most complex tasks of management process. The system of motivation and rewarding is an importatn strategic role, and, at the same time, it is also a very delicate matter for every organization. Organization use different kinds of rewards to award employees for their successfully done task, project, etc. and in same way keep them highly motivated showing them that their work is important for the organization vision and future incoming project. On the other hand, the reward should create better working results and obtain better employee satisfactions which will be shown in a higher productivity level of organization. In the theoretical part, we are better acquainted with the entire personnel policy, processes of planning, acquisition, introduction, education and training process, rewarding and the process of progressing. In the second, empirical part, we introduce the company Jantar, electronic systems d.o.o. We analyzed employees structure of the organization by sex, age and education level beside this we have intruduced the path of human resource planning in Jantar d.o.o. In the second part we interpret questionaire. With a questionaire we wanted to determine how satisfied employees are with their work in the organization, what are their options for further education and training, what motivates them to decide for additional education and what forms of education are present in the organization. In addition we touched rewarding and promotion systems, system of introduction of new employees and evaluating the work performance of the organization.
Keywords:Personnel function, human resource planning, human resource obtaining, human resource education, human resource promotion


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