REDNI LETNI RAZGOVORI NA ZAVODU ZA POKOJNINSKO IN INVALIDSKO ZAVAROVANJE REPUBLIKE SLOVENIJE

Turk, Nives

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Naslov:	REDNI LETNI RAZGOVORI NA ZAVODU ZA POKOJNINSKO IN INVALIDSKO ZAVAROVANJE REPUBLIKE SLOVENIJE
Avtorji:	ID Turk, Nives (Avtor) ID Jereb, Eva (Mentor) Več o mentorju...
Datoteke:	MAG_Turk_Nives_2010.pdf (10,39 MB) MD5: C694FBCACB7360B31FE1C675F6CE44C5 PID: 20.500.12556/dkum/ba5b58d4-1df5-4855-8232-db23594e88ca
Jezik:	Slovenski jezik
Vrsta gradiva:	Magistrsko delo
Organizacija:	FOV - Fakulteta za organizacijske vede
Opis:	Organizacije v zadnjem obdobju namenjajo vse več pozornosti razvoju človeškega in intelektualnega kapitala, upravljanju delovne uspešnosti in motivaciji zaposlenih. Kadrovska politika postaja zelo pomemben del poslovne politike. Za organizacijo je bistvenega pomena, da ima kadre, ki so strokovno izobraženi in usposobljeni za opravljanje dela, zato mora poskrbeti, da jih ustrezno izobražuje, usposablja in izpopolnjuje, saj bodo le tako zmožni opravljati svoje delo, ki jih od njih zahtevajo zapleteni delovni procesi. Organizacija mora pri razvoju kadrov upoštevati poleg strokovnega tudi osebni razvoj. Letni razgovor je formalni proces, v katerem zaposlenemu zagotovimo povratno informacijo o njegovih dosežkih v preteklem letu, vodstvo pa pridobi informacije o mnenjih, potrebah in razvojnih željah zaposlenih. Glavni namen letnega razgovora ni le v ocenjevanju delovne uspešnosti sodelavcev, ampak je odlično orodje za izboljšanje pretoka informacij, zbiranje podatkov o kadrovskih potencialih, lažje vodenje in določanje osebnih ciljev zaposlenih. Letni razgovor ima močan motivacijski motiv. Daje priložnost odpravi napetosti in težavam posameznika v organizacijski enoti ter ustvarja dober temelj za medsebojno sodelovanje na delovnem mestu. Magistrsko delo z naslovom Redni letni razgovori na Zavodu za pokojninsko in invalidsko zavarovanje Republike Slovenije je sestavljeno iz teoretičnega in raziskovalnega dela. V teoretičnem delu smo na podlagi domače in tuje literature predstavili kadrovski management, sistem razvoja kadrov, izobraževanje in usposabljanje zaposlenih, kompetence in vodenje s cilji, motivacijo, redne letne razgovore (RLR), komuniciranje in okolje, kjer je potekala raziskava. Zavod za pokojninsko in invalidsko zavarovanje Republike Slovenije (Zavod, ZPIZ) je redne letne razgovore vpeljal v prakso leta 2006 kot sestavni del projekta Načrtovanje in razvoj kadrov. Z raziskavo, ki je potekala od junija do novembra 2009, smo želeli ugotoviti, kako se izvajajo RLR na ZPIZ, stopnjo zadovoljstva vodij in njihovih sodelavcev z njihovim izvajanjem, mnenje o smiselnosti razgovorov, počutje na razgovoru in medsebojno komunikacijo. Odgovore zbrane na podlagi izpolnjenih anonimnih vprašalnikov smo obdelali in predstavili grafično s programom MS Office Excel 2003. Hipoteze smo testirali s statističnim programom SPSS 10.0 for Windows. Delo smo zaključili s predstavitvijo glavnih ugotovitev raziskave in predlogi izboljšav. Želeli smo, da bi bila pot vodstva do željenih ciljev s skrbno izbranimi ukrepi krajša in zanesljivejša.
Ključne besede:	organizacija, zaposleni, razvoj kadrov, kompetence, redni letni razgovor, Zavod za pokojninsko in invalidsko zavarovanje Republike Slovenije.
Kraj izida:	Maribor
Leto izida:	2010
PID:	20.500.12556/DKUM-14558
COBISS.SI-ID:	6770707
NUK URN:	URN:SI:UM:DK:QCS5FQE7
Datum objave v DKUM:	20.12.2010
Število ogledov:	3461
Število prenosov:	644
Metapodatki:
Področja:	FOV
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Sekundarni jezik

Jezik:	Angleški jezik
Naslov:	REGULAR ANNUAL INTERVIEWS IN THE INSTITUTE OF PENSION AND INVALIDITY INSURANCE OF SLOVENIA
Opis:	Organisations are increasingly concentrating on the development of human and intellectual capital, performance management and employee motivation. Human resources policy is becoming a very important part of business policy. It is essential for an organisation to have professionally educated and competent personnel performing their work and must therefore provide appropriate education, training and professional improvement since this is the only way they will be able to perform the work required by complex operating processes. Besides professional development, organisations must also take personal development into account when developing human resources. An annual interview is a formal process in which the employee receives feedback about their achievements in the previous year and the management obtains information about the employee's opinions, needs and wishes regarding their development. The main purpose of the annual interview is not merely to evaluate the co-worker's performance but it is also an excellent tool to improve the flow of information, to collect data on the potential of human resources, to facilitate management and to determine the employee's personal goals. The annual interview has a strong motivational motive. It is an opportunity to remove the tension and the difficulties individuals are facing in an organisational unit and is also a good foundation for cooperation at the workplace. This master's thesis, titled Regular Annual Interviews at the Institute of Pension and Disability Insurance of the Republic of Slovenia, is divided into two parts: the theoretical part and the research part. Based on Slovenian and non-Slovenian resources, the theoretical part presents human resources management, human resources development system, education and training of employees, competences and goal-oriented management, motivation, regular annual interviews, communication and the environment where the survey took place. The Institute of Pension and Disability Insurance of the Republic of Slovenia (the Institute, IPDI) began the practice of conducting regular annual interviews in 2006 as an integral part of the Načrtovanje in razvoj kadrov (Human Resources Planning and Development) project. The purpose of the survey, which was conducted during the period between June and November of 2009, was to determine how regular annual interviews were being conducted at the Institute, how satisfied the management and their co-workers were with conducting the interviews, the opinions about the reasonableness of the interviews, how the participants feel at the interviews and to establish the level of communication between the participants. The answers collected on the basis of the completed anonymous questionnaires were processed and presented graphically using the MS Office Excel 2003 software. The hypotheses were tested with the SPSS 10.0 for Windows statistical software package. The main conclusions of the survey and proposals for improvements are presented in the final chapters of the thesis. Our desire was to provide the management with carefully chosen measures that will make the path towards their goals shorter and more reliable.
Ključne besede:	organisation, employees, human resources development, competences, regular annual interview, The Institute of Pension and Disability Insurance of the Republic of Slovenia.

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