Izobraževanje in usposabljanje v novem izobraževalnem centru BSH Hišni aparati  d.o.o. Nazarje

Orešnik, Mojca

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Title:	Izobraževanje in usposabljanje v novem izobraževalnem centru BSH Hišni aparati d.o.o. Nazarje
Authors:	ID Orešnik, Mojca (Author) ID Podbregar, Iztok (Mentor) More about this mentor...
Files:	MAG_Oresnik_Mojca_2013.pdf (2,73 MB) MD5: 03F5CEDF5E54E6995BBBCFAB47874020 PID: 20.500.12556/dkum/8c47c0c3-f8e2-44a5-bf04-1ea621ad8ab4
Language:	Slovenian
Work type:	Master's thesis/paper
Typology:	2.09 - Master's Thesis
Organization:	FL - Faculty of Logistic
Abstract:	Uspešnost organizacije je vedno bolj odvisna od tega, kako se je organizacija sposobna prilagajati spremembam v okolju. Nosilci tega prilagajanja pa so zaposleni, njihovo znanje, sposobnosti in pripravljenost za sodelovanje v poslovnih procesih. Organizacije se vedno bolj zavedajo, da so njihovi zaposleni lahko ključni dejavnik pri pridobivanju določenih konkurenčnih prednosti pred drugimi organizacijami, zato ogromno vlagajo v izboljševanje znanj zaposlenih, s tem povečujejo njihovo fleksibilnost oziroma mobilnost in vplivajo na povečanje pripadnosti zaposlenih organizaciji. Zaradi tega je treba aktivnosti, ki so povezane z vodenjem ljudi in ravnanjem z njimi, načrtovati in izvajati sistematično, zagotovljena pa mora biti tudi usklajenost teh aktivnosti s poslovno strategijo organizacije oziroma s spremembami v okolju (Leskovar-Špacapan, 2003, str. 53-54). Možina (1998, str. 45) je na primer zapisal, da razvoj zaposlenih prispeva k učinkovitosti in poslovni uspešnosti organizacije ter k njenemu položaju na trgu dela. Znanje zaposlenih je postal ključni vir, s katerim podjetje povečuje svojo odzivnost na zahteve iz okolja, s tem pa zagotavlja preživetje in konkurenčno prednost. Vlaganje v znanje zaposlenih poteka v okviru izobraževanja in usposabljanja v podjetju, ki pa mora biti vodeno tako, da je za podjetje koristno, kar pomeni, da prispeva k povečanju produktivnosti zaposlenih in k uresničevanju podjetniških ciljev. Da je prispevek izobraževanja zaposlenih k uspešnosti podjetja čim večji, je treba spremljati in vrednotiti njegove rezultate. Ugotavljati je treba učinke in posledice izobraževanja in usposabljanja zaposlenih in stopnjo, do katere so doseženi izobraževalni cilji. Pri vrednotenju izobraževanja zaposlenih v podjetju uporabljamo notranja in/ali zunanja merila. Pri zunanjem vrednotenju nas zanimajo učinki in posledice izobraževanja, ki so vidni v delovnem procesu, pri notranjem vrednotenju pa nas zanimajo učinki, ki se kažejo v rezultatih udeležencev izobraževanja med in po končanem izobraževanju (Možina, 2002, str. 238).
Keywords:	izobraževanje zaposlenih, usposabljanje, uspešnost, podjetje, izobraževalni moduli.
Place of publishing:	Celje
Publisher:	[M. Orešnik]
Year of publishing:	2013
PID:	20.500.12556/DKUM-40090
UDC:	005.963.1(043.3)
COBISS.SI-ID:	512498749
NUK URN:	URN:SI:UM:DK:IFCOYMRC
Publication date in DKUM:	28.05.2013
Views:	1998
Downloads:	176
Metadata:
Categories:	FL
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Secondary language

Language:	English
Title:	Education and qualification in the new education center BSH Hišni aparati d.o.o. Nazarje
Abstract:	Success of the organization more and more depends on how the organization is capable to adapt to changes in the environment. The ones who have to adapt are the employees with their knowledge, skills and willingness to participate in business processes. Organizations are becoming aware that their employees can be a key factor in obtaining certain competitive advantages in comparison to other organizations. That is why organizations invest in improving the skills of their employees and thus increase their flexibility and mobility, as well as loyalty of the employees to the organization. Therefore, the activities related to the management of people must be planned and implemented systematically and in accordance with the business strategy of the organization or changes in the environment (Leskovar-Špacapan 2003, 53-54). Možina (1998, 45), for example, wrote that employee development contributes to the effectiveness and business performance of the organization and to its position on the labour market. Knowledge is becoming a key resource for increasing responsiveness of a company to the environment and thus ensures its survival and competitive advantage. Investing in knowledge of employees takes place in the context of education and training within the company itself, being managed to the benefit of the company, which means that it helps the company to increase the productivity of the employees and reach its business objectives. To make sure that education and training of the epmployees affect the success of the company, monitoring and evaluation of the results are of vital importance. The company needs the information about the effects and consequences of the training and the level to which the educational goals are achieved. Evaluation of the education and training is made by using internal and external criteria. In external evaluation we are interested in effects and consequences that appear in the working process, while in internal evaluation we need to know the consequences shown in the results of the trainees during and after the education process (Možina, 2002, 238).
Keywords:	education of employees, training, effectiveness, company, educational modules.

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