UVAJANJE REDNIH LETNIH RAZGOVOROV V SOCIALNEM VARSTVU CELJSKE REGIJE

Kotnik, Nadja

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Title:	UVAJANJE REDNIH LETNIH RAZGOVOROV V SOCIALNEM VARSTVU CELJSKE REGIJE
Authors:	ID Kotnik, Nadja (Author) ID Vukovič, Goran (Mentor) More about this mentor... ID Lorber, Mateja (Comentor)
Files:	MAG_Kotnik_Nadja_2014.pdf (1,72 MB) MD5: 4E5E26E637452B0326FE468BEC09DC36
Language:	Slovenian
Work type:	Master's thesis/paper
Typology:	2.09 - Master's Thesis
Organization:	FZV - Faculty of Health Sciences
Abstract:	Teoretična izhodišča: Redni letni razgovor je eden izmed osnovnih instrumentov obojestranske komunikacije. Cilj letnih razgovorov je izboljšanje posameznika – zaposlenega ali vodje, delovnih rezultatov in organizacije kot celote. Namen raziskave je bil ugotoviti željo po uvedbi rednih letnih razgovorov zaposlenih v socialno varstvenih zavodih. Metodologija raziskave: Uporabili smo kvalitativno metodologijo raziskovanja. Podatke smo zbirali s strukturiranim anketnim vprašalnikom, ki je vseboval 8 sklopov vprašanj. V raziskavo je bilo vključenih 197 zaposlenih iz devetih socialno varstvenih organizacij celjske regije. Rezultate raziskave smo statistično prikazani s pomočjo računalniških programov Microsoft Excel in Microsoft Word ter programskim paketom SPSS. Rezultati: Rezultati so pokazali, da starost zaposlenih ne vpliva (t= -0,154; p= 0,610) na poznavanje pomena rednih letnih razgovorov, medtem ko stopnja izobrazbe vpliva (t= -1,957; p= 0,050) na poznavanje uvedbe le-teh. Sodelavci manj pričakujejo od rednih letnih razgovorov kot vodje. V raziskavi smo prav tako ugotovili, da so medsebojni odnosi v socialno varstvenih zavodih, v katerih se izvajajo redni letni razgovori, bistveno boljši (p= 0,001). Sklep: Redni letni razgovor je eden izmed kadrovskih orodij, ki je organizaciji pomoč pri razvoju kadrov, vpliva na medsebojne odnose zaposlenih in pripomore k doseganju kakovostnih storitev. Zaposleni, ki imajo možnost oblikovanja vizije organizacije so motivirani, da delo opravljajo strokovno in s posluhom za potrebe starejših.
Keywords:	redni letni razgovor, komunikacija, motivacija, socialno varstveni zavod.
Place of publishing:	Maribor
Publisher:	[N. Kotnik]
Year of publishing:	2013
PID:	20.500.12556/DKUM-43449
UDC:	658.3:331.104.2(497.4Celje)(043.2)
COBISS.SI-ID:	1993380
NUK URN:	URN:SI:UM:DK:ROJTCVKI
Publication date in DKUM:	07.02.2014
Views:	2509
Downloads:	312
Metadata:
Categories:	FZV
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Secondary language

Language:	English
Title:	THE INTRODUCTION OF ANNUAL INTERVIEWS IN THE SOCIAL WELFARE OF THE CELJE REGION
Abstract:	Theoretical basis/starting points: A regular annual interview is one of the basic instruments of bilateral communication. The goal of these interviews is improvement of an individual – whether an employee or a supervisor, improvement of working results and of an organisation on the whole. The purpose of the research was to determine a desire of introducing regular annual interviews among people emloyed in the social welfare organisations. Research methodology: We used a qualitative research methodology. We gathered information through a structural survey questionnaire which consisted of 8 sets of questions. The research included 197 employees from 9 social security organisations within the region of Celje. The results of the research were statistically shown using the programmes Microsoft Excel, Microsoft Word and SPSS. Results: Results have shown that the age of the employees does not affect (t= -0,154; p= 0,610) the acknowledgement of the importance of regular annual interviews, while on the other hand, the level of education does ( t= -1,957; p= 0,050). Members of staff have lesser expectations of these regular annual discussions from the supervisors. We have also found out that the interpesonnal relations in social security instituions which carry out regular annual discussions, are essentially better (p= 0,001). Key words: regular annual discussion, communication, motivation, social cesurity office/institution Conclusion: Regular annual duscussion is one of the personnel tools, which helps an organisation with staff development, influences interpersonnal relations of employees and helps to achieve qualitative services. Staff, which have the possibility of formulating a vision of the organisation are motivated to do their work professionally and with greater care for the needs of the elderly.
Keywords:	regular annual discussion, communication, motivation, social cesurity office/institution

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