POVEZAVA RAZVOJA ČLOVEŠKIH VIROV IN DRUŽBENE ODGOVORNOSTI Z INOVATIVNOSTJO ORGANIZACIJE

Adam, Vesna

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Title:	POVEZAVA RAZVOJA ČLOVEŠKIH VIROV IN DRUŽBENE ODGOVORNOSTI Z INOVATIVNOSTJO ORGANIZACIJE
Authors:	ID Adam, Vesna (Author) ID Treven, Sonja (Mentor) More about this mentor... ID Mulej, Matjaž (Comentor)
Files:	MAG_Adam_Vesna_2014.pdf (2,97 MB) MD5: D3A9B6A3A9CA0CA1110354E77BC0A5A2
Language:	Slovenian
Work type:	Master's thesis
Typology:	2.09 - Master's Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	Inovativnost organizacij je vedno bolj odvisna od izobraženih, usposobljenih, ustvarjalnih, inovativnih in družbeno odgovornih zaposlenih, saj so ravno ti strateško bogastvo in pogoj uresničevanja njenih razvojnih strategij. Razvoj zaposlenih pomeni zagotavljanje ustrezne vrste in kvalitete človeških virov, preko procesa vzgoje, izobraževanja in usposabljanja, učenja, osebnega in kariernega razvoja, rednih letnih razgovorov, spodbujanja ustvarjalnosti in inovativnosti zaposlenih. Spremembe v družbi zahtevajo, da se zaposleni izobražujejo in sledijo tem spremembam, ki so v današnjem času vse pogostejše ter da hkrati obvladajo dela in naloge, ki jih narekujejo zahteve trga, ter sodobne vrednote, kulturo, etiko in norme (VKEN). Organizacije pa morajo zagotavljati človeške vire, ki učinkovito izvršujejo naloge, ki neprestano izboljšujejo kvaliteto opravljenih del ter se razvijajo v smeri neprestanega napredka. Pri tem pa je pomembno, da imajo organizacije dobro razvit model razvoja človeških virov, ki zaposlenim nudi možnost izboljšanja njihovega znanja in spretnosti. Osnova za uspešno uporabo modela razvoja človeških virov v praksi je pravilno zasnovan model, ki vključuje potrebne gradnike, kot so: raziskovalno središče, izobraževalno središče, center za določanje zahtevanih znanj in pristojnosti zaposlenih za posamezna delovna mesta, skupina za spremljanje ustvarjalnosti, inovativnosti, razvoja zaposlenih in uspešnosti organizacije, razvoj družbene odgovornosti kot lastnosti in prakse vseh ter upoštevanje sedmih načel družbene odgovornosti v praksi podjetja. Pri tem pa je pomembno, da organizacije neprestano proučujejo prednosti in slabosti uporabljenega modela razvoja človeških virov v praksi ter ga po potrebi dograjujejo za doseganje zastavljenih ciljev razvoja svojih zaposlenih.
Keywords:	inovacije, ustvarjalnost, inovativnost, strateški razvoj človeških virov, razvoj človeških virov, družbena odgovornost
Place of publishing:	[Maribor
Publisher:	V. Adam
Year of publishing:	2014
PID:	20.500.12556/DKUM-43679
UDC:	005.9
COBISS.SI-ID:	11694364
NUK URN:	URN:SI:UM:DK:Q1WVRQ4X
Publication date in DKUM:	14.04.2014
Views:	1810
Downloads:	273
Metadata:
Categories:	EPF
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Secondary language

Language:	English
Title:	CONNECTION OF HUMAN RESOURCES DEVELOPMENT AND SOCIAL RESPONSIBILITY TO THE CONCEPT OF INNOVATIVENESS IN AN ORGANISATION
Abstract:	Innovativeness of organisations depends more or less on educated, skilled, creative, innovative and socially responsible employees because strategical wealth of organisations and its developing strategies are represented through them. Development of employees ensures a continuous quality assurance of human resources through the process of education and vocational training, learning, personal and career development, regular annual interviews, encouragement of creativity and innovativeness of the employees. Constant changes in society serve as a basis to demand that the employees constantly improve their education and follow the changes that are becoming more frequent nowadays. They are also expected to complete tasks which are initialised by the market and follow contemporary values, culture, ethics and norms. Organisations, on the other hand, have to ensure human resources, which complete their tasks efficiently, constantly improve the quality of tasks performed and develop toward continuous progress. In this sense it is essential for the companies to establish an efficient human resources development programme in which offers employees the opportunity to improve their knowledge and skills. The basis for a successful use of a human resources model in praxis is a correctly designed model, which includes the following elements: research center, educational center, a center for determination knowledge and competences that are needed for a specific job, a team for monitoring the level of creativity and innovativeness, development of employees and successfulness of the organisation, and social responsibility as a principle and praxis as well as consideration of all seven principles of social responsibility in the company's praxis. It is important that the organisations constantly examining the advantages as well as the disadvantages of the model used for developing human resources in practice and, if needed, improve it in order to achieve developmental goals of their employees.
Keywords:	innovations, creativity, innovativeness, strategical development of human resources, human resources development, social responsibility

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