DEJAVNIKI, KI VPLIVAJO NA PLANIRANJE KADROV

Pšeničnik, Marko

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Title:	DEJAVNIKI, KI VPLIVAJO NA PLANIRANJE KADROV
Authors:	ID Pšeničnik, Marko (Author) ID Florjančič, Jože (Mentor) More about this mentor...
Files:	UNI_Psenicnik_Marko_2010.pdf (385,48 KB) MD5: C49BAE7117AA0554F46DB5FE2452880D PID: 20.500.12556/dkum/2ab860da-56d1-406d-9259-a384d3c4d753
Language:	Slovenian
Work type:	Undergraduate thesis
Organization:	FOV - Faculty of Organizational Sciences in Kranj
Abstract:	Planiranje kadrov je dejavnost, ki bi morala biti v podjetjih vedno prisotna, s katero bi se morala podjetja vedno ukvarjati, da zagotovijo nemoten potek dela. A žal temu ni tako in ponavadi se menedžerji ter lastniki posvečajo obravnavani temi šele, ko v njihovi pravni entiteti pride do kadrovskih težav. Slednje nato poskušajo »ad hoc« reševati, a praksa kaže, da je to veliko manj učinkovit sistem kot če vseskozi skrbimo za kadre in imamo dober HRM sistem v podjetju. Turistične agencije, ki sem jih v tem diplomskem delu vzel kot ciljno skupino analiziranja, niso nobena izjema. Na planiranje kadrov ter izdelavo letnih ter večletnih planov zaposlovanja vplivajo predvsem absentizem, fluktuacija ter sistem oziroma možnost napredovanja kadra. Na osnovi opravljene raziskave smo ugotovili, da se v turističnih agencijah soočajo z vsemi naštetimi pojavi, ki vplivajo na planiranje kadrov. Metode za odpravljanje absentizma ter fluktuacije so različne, v glavnem pa se v turističnih agencijah poslužujejo mehkih metod: izobraževanja, pogovori, prerazporeditve kadra ipd. Vsako podjetje ima svojo sistematizacijo delovnih mest ter s tem povezano možnost napredovanja. Pomembno je, da so zaposleni seznanjeni z možnostmi napredovanja, ki jih imajo v okviru podjetja. Z ustreznim moralnim, objektivnim in učinkovitim načinom vodenja ter motiviranja svojih zaposlenih lahko omilimo vzroke absentizma ter fluktuacije. Zadovoljni zaposleni namreč ne bodo bežali v bolezenske izostanke ter ne bodo zapuščali podjetja. V samih turističnih agencijah je največji problem dejstvo, da v veliki meri zaposlujejo predvsem študente ter sodelavce za določen čas oziroma s pogodbenimi avtorskimi in podjemnimi pogodbami. Če ima podjetje zaposlene za nedoločen čas, definitivno doseže večjo pripadnost podjetju, z morebitnimi dodanimi stimulacijami pa tudi večjo motiviranost za delo. Rezultat pa je ponavadi manjša odsotnost od dela (bolniške + drugi izostanki) ter večja produktivnost dela zaposlenega.
Keywords:	planiranje kadrov, HRM (Human resource management)- upravljanje s kadri, absentizem, fluktuacija, napredovanje
Place of publishing:	Kranj
Year of publishing:	2010
PID:	20.500.12556/DKUM-16377
COBISS.SI-ID:	6789651
NUK URN:	URN:SI:UM:DK:PXKSDNPT
Publication date in DKUM:	13.01.2011
Views:	2518
Downloads:	279
Metadata:
Categories:	FOV
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Secondary language

Language:	English
Title:	FACTORS, WHICH INFLUENCE ON PLANNING HUMAN RESOURCE
Abstract:	Planning staff is an activity that should always be present in companies and with which companies should always be addressed to ensure a smooth workflow. But unfortunately this is not the case and usually the managers and owners pay attention to the theme only when the subjects considered in their own legal entity comes to human resource management problems. The latter then try to solve the problems "ad hoc", but practice shows that this is a much less efficient system than if we take care of staff at all times and we have a good HRM system in the company. Tourist agencies, which are my target group analysis, are no exception. At the planning staff and construction of multi-annual plans of employment is influenced by absenteeism, fluctuation and company’s system of personnel career opportunities. As a result of research we found out that travel agencies are faced with all the listed indicators that affect human resources planning. Methods to address absenteeism and fluctuation are different, but mostly tourist agencies use soft methods, like education, interviews, staff transfers, etc.. Every company has its systematisation of jobs and hence the associated promotion prospects. It is important that employees are aware of the promotion, which are held within the company. With a correct, moral, objective and effective way of directing and motivating employees in order companies can mitigate the causes of absenteeism and fluctuation. A satisfied employee will not be fleeing in the absence of disease and will not be, in most of the case, leaving the company. The travel agencies have the biggest problem of largely employing mainly students and staff on fixed term or contractual copyright contracts. If the company employed someone for an indefinite period of time, definitely achieved greater loyalty of employee to the company and with possible added stimulation increased employee’s motivation to work even more. The result is usually less absence from work (sickness and other absence) and increased employee productivity at work.
Keywords:	Planning staff, HRM (Human Resource Management) - personnel management, Absenteeism, Fluctuation (turnover), Promotion

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