INOVATIVNI PRISTOPI K RAZVOJU ZAPOSLENIH

Rubin, Rebeka

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Title:	INOVATIVNI PRISTOPI K RAZVOJU ZAPOSLENIH
Authors:	ID Rubin, Rebeka (Author) ID ŠAROTAR-ŽIŽEK, SIMONA (Mentor) More about this mentor...
Files:	VS_Rubin_Rebeka_2012.pdf (339,14 KB) MD5: 7E0AA4E3AE8231709A66114039E6B221 PID: 20.500.12556/dkum/143d97c7-3cae-4935-b9e6-48e118aea4ac
Language:	Slovenian
Work type:	Final seminar paper
Typology:	2.11 - Undergraduate Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	Zaposleni so v organizaciji sposobni izvajati pomembne dejavnosti in inovacije le s pomočjo znanja in usposobljenosti. Vlaganje v njihovo znanje je vlaganje v dolgoročno prihodnost. Kakšne oziroma katere metode izobraževanja in usposabljanja človeških virov bodo organizacije vključevale v svoje strateške in poslovne načrte, pa bo odvisno predvsem od vizionarstva vodilnih kadrov in managementa človeških virov. Človeški kapital predstavlja v vsaki organizaciji ključni del intelektualnega kapitala, saj je od njega odvisen celo njen obstoj. Govorimo o človeškem kapitalu kot edinem generatorju nove vrednosti, saj brez njega organizacije ne ustvarjajo vrednosti. Ustvarjanje nove vrednosti je seveda mogoče le z vlaganjem človeškega kapitala v procese in sisteme organizacije. Človeški kapital je potreben tudi za doseganja ciljev organizacije. Pomembno je, da napreduje in raste skupaj z zaposlenimi in vsemi vloženimi sredstvi, kar pripomore k rasti organizacije. Ker so njeni cilji zelo različni, pa se vizije in poslanstva uresničujejo preko sodelavcev in uspešnega teamskega dela. Pridobivanje znanja in usposabljanje človeških virov postajata iz dneva v dan bolj povezana z motivacijo. Samo sposobnosti niso dovolj. Posamezniki so med seboj zelo različni, zato jih pri nadaljnjem izobraževanju in usposabljanju motivirajo različne stvari. Vsak posameznik ima svojo specialnost, ki se izraža kot njegov talent, motiv, vrednota in stališče. Šele ko se bodo organizacije zavedale, kaj zanje pomenijo človeški viri in kako pomembno je znanje zaposlenih, bodo z razvijanjem metod in novih pristopov k razvoju zaposlenih to problematiko tudi reševale oziroma rešile. Potem vlaganje v človeške vire za organizacije ne bo več strošek, temveč investicija. Pred tem pa bo moralo spoznanje, kako pomembno je najprej uspešno in učinkovito pridobivanje človeških virov, nato pa izpopolnjevanje in nadgrajevanje že pridobljenega znanja, zrasti tako v družbi kot v posamezniku. To pa že vedo organizacije, ki imajo kakovostne managerje, da upravljajo s človeškimi viri in poslujejo v globalnem svetu.
Keywords:	organizacija, človeški viri, človeški kapital (sodelavec, zaposleni), management človeških virov, manager, teamsko delo, razvoj, metode, usposabljanje, izobraževanje.
Place of publishing:	Loče
Publisher:	[R. Rubin]
Year of publishing:	2012
PID:	20.500.12556/DKUM-36720
UDC:	005.9
COBISS.SI-ID:	11203868
NUK URN:	URN:SI:UM:DK:3D6VDMWE
Publication date in DKUM:	19.11.2012
Views:	2371
Downloads:	349
Metadata:
Categories:	EPF
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Secondary language

Language:	English
Title:	INNOVATIVE APPROACHES TO EMPLOYEE DEVELOPMENT
Abstract:	Employees in an organization are capable of performing important activities and innovations only due to their knowledge and their competences. Investing in their knowledge is actually an investment in the long term future. Which methods of education and trainings of human resources organization will include in their strategic and business plans depends mostly on the vision of top management and management of human resources. In every organization human capital represents a vital part of intellectual capital. Human capital plays the most important role in an organization, because the existence of an organization depends on it. Human capital is here regarded as the generator of new value, because without human capital organizations are not creating value. Generating value is possible only by investing human capital in processes and systems of the organization, therefore also human capital is needed to achieve the goals of the organization. It is very important that it grows and evolves together with the employees and with the invested resources, which contributes to the organization’s growth. Gaining knowledge and training human resources is becoming more and more connected with motivation. Only competences are not enough. Individuals are namely very different, therefore during their education and training, they are motivated by different means. Each individual has his or hers specialty, which reflects his or hers talents, motives, values and opinions. Only when organizations will realize what human resources mean to them and how important the knowledge of their employees is, they can evolve methods and new approaches to development of employees with which they will resolve this area. Realizing this, investing in human resources will no longer be treated as a cost, but as an investment. Before that, the recognition how important trainings and development of already gained knowledge are, will have to grow in society, as well as in individuals. Organizations that already have this recognition, have managers who manage human resources and do business in a global scale.
Keywords:	organization, human resources, human capital (colleague, employee), management of human resources, manager, team work, development, methods, training, education.

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