ANALIZA ZAPOSLITVENIH RAZGOVOROV V GRADBENEM PODJETJU X

Frkat, Lidija

| | SLO | ENG | Piškotki in zasebnost

Večja pisava | Manjša pisava

Prva stran > Izpis gradiva

Izpis gradiva

Naslov:	ANALIZA ZAPOSLITVENIH RAZGOVOROV V GRADBENEM PODJETJU X
Avtorji:	ID Frkat, Lidija (Avtor) ID Ferjan, Marko (Mentor) Več o mentorju...
Datoteke:	UNI_Frkat_Lidija_2011.pdf (2,90 MB) MD5: 9F79D8525B90EF174A90CEE39ACD1E85 PID: 20.500.12556/dkum/b74b3e85-22ca-47fb-a6b4-3b90fef7de55
Jezik:	Slovenski jezik
Vrsta gradiva:	Diplomsko delo
Organizacija:	FOV - Fakulteta za organizacijske vede
Opis:	Pridobivanje zaposlenih je zahteven in dolgotrajen proces, za katerega porabimo veliko časa. Zaposleni so tisti, ki podjetju dajejo vrednost, kakovost in ugled. Pomembno je, da imamo pravi kader na pravem delovnem mestu, kajti samo tako bo podjetje delovalo rentabilno in bo na trgu konkurenčno. V današnjem času moramo biti pri iskanju novega kadra pozorni na to, da izberemo tistega, ki ima zahtevano izobrazbo in izkušnje, saj bomo le-tako dobili ustrezen kader. V prvem delu diplomske naloge smo preučili teorijo o kadrovanju v podjetju, kako poteka načrtovanje kadrovanja, kateri so pojavi, ki vplivajo na planiranje potreb po kadrih, ter katere so najpogostejše napake pri iskanju kadrov. Nato smo se lotili metod in tehnik pri izbiranju kandidatov ter na koncu opisali, kako poteka proces izbora kadrov. Predstavili smo tudi najpogostejša vprašanja na intervjuju, katere so napake, ki jih delodajalci pri izboru novega kadra najpogosteje naredijo, ter kateri so dejavniki, ki vplivajo na končen izbor kandidatov. V drugem delu diplomske naloge smo se lotili analize zaposlitvenih razgovorov v gradbenem podjetju X. Izvedli smo intervju z direktorjem gradbenega podjetja X, v katerem smo poskušali izvedeti, kako v celoti poteka zaposlitev novega delavca, kdo izvaja zaposlitveni razgovor, kako le-ta poteka, kakšna so vprašanja, ter kdo je odgovoren za končni izbor novega sodelavca. Ugotovili smo, da v gradbenem podjetju X zaposlovanje novega kadra poteka korektno, vendar ne brez napak. Pri zaposlovanju novega kadra vedno uporabljajo zaposlitveni razgovor ne glede na to ali je kandidat že v naprej znan ali ne, vendar je ta kratek, vprašanja pa nimajo vnaprej pripravljena. Poslužujejo se tako internega kot tudi eksternega pridobivanja kadrov, najbolj pogosto pa je v podjetju neformalno pridobivanje kadrov. Preden novega kandidata zaposlijo, preverijo njegove predhodne zaposlitve, opraviti mora zdravniški pregled in usposabljanje iz varnosti in zdravja pri delu. Zaradi gospodarske krize je potreba po zaposlitvi kvalitetnega kadra še toliko bolj nujna, saj vsaka napačna odločitev privede do slabih rezultatov in nezadovoljstva zaposlenih in strank.
Ključne besede:	Kadrovanje, kader, kadrovska služba, zaposlitveni razgovori, gradbeno podjetje
Kraj izida:	Maribor
Leto izida:	2011
PID:	20.500.12556/DKUM-21453
COBISS.SI-ID:	6978323
NUK URN:	URN:SI:UM:DK:QJFVXGAL
Datum objave v DKUM:	14.02.2012
Število ogledov:	2091
Število prenosov:	226
Metapodatki:
Področja:	FOV
:	Kopiraj citat

Skupna ocena:	(0 glasov)
Vaša ocena:	Ocenjevanje je dovoljeno samo prijavljenim uporabnikom.
Objavi na:

Postavite miškin kazalec na naslov za izpis povzetka. Klik na naslov izpiše podrobnosti ali sproži prenos.

Sekundarni jezik

Jezik:	Angleški jezik
Naslov:	ANALYSIS OF JOB INTERVIEWS IN A CONSTRUCTION COMPANY X
Opis:	Employees are the ones who give a company value, quality and reputation. Staff recruitment is a difficult and lengthy process that requires a lot of time. It is important that we have the right person in the right position, in order for a company to operate profitably and competitively. It is hard to find suitable staff which has the right degree and required experience. In the first part of the thesis we have examined the theory of recruitment within a company, the process of staff planning, which are phenomena that affect human resources planning needs and what are the most common errors in staff recruitment. Secondly, we deal with methods and techniques in selecting candidates, and finally describe the process of personnel selection. We have presented the most frequently asked questions in the job interviews, enquired which mistakes are often made by employers in the selection of new staff and what are the factors that influence the final selection of candidates. In the second part of the thesis we have undertaken an analysis of job interviews in the construction company X. We have conducted an interview with the director of construction company X in which we try to find out how their recruitment process is organised, who provides job interview, how this takes place, what are the issues and who is responsible for final selection of a new employee. We have established that in the construction company X the recruitement of new staff is well organized, however not flawless. The company always uses short job interviews without questions that are prepared in advance. The company uses internal and external channels for staff recruitement, usually informally. Before a new candidate is selected the company screens his previous job experiences and sends candidate to medical examination and training in health and safety at work. Due to the economic crisis the need to recruit quality staff is even more urgent, because every wrong staff selection decision may lead to poor results and frustration of employees and customers.
Ključne besede:	Human resources, staff, personnel department, job interviews, construction company

Komentarji

Dodaj komentar

Za komentiranje se morate prijaviti.

Komentarji (0)

0 - 0 / 0

Ni komentarjev!

Nazaj