PRIDOBIVANJE KADROV IN ISKANJE ZAPOSLITVE

Gerdej, Tamara

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Title:	PRIDOBIVANJE KADROV IN ISKANJE ZAPOSLITVE
Authors:	ID Gerdej, Tamara (Author) ID Miglič, Gozdana (Mentor) More about this mentor... ID Žnidaršič, Anja (Comentor)
Files:	MAG_Gerdej_Tamara_2014.pdf (2,03 MB) MD5: F4A1AB89CD44DF9C06D41371DE1AAAD5
Language:	Slovenian
Work type:	Master's thesis
Organization:	FOV - Faculty of Organizational Sciences in Kranj
Abstract:	V magistrskem delu raziskujemo uporabnost in prepoznavnost metod pridobivanja kadrov in metod iskanja zaposlitve, z namenom, da bi podjetjem olajšali delo pri pridobivanju novega kadra. Raziskovali smo katere metode pridobivanja kadrov v podjetju poznajo, katere uporabljajo, katere so tiste, ki so zaželene, ter katere so še neprepoznane. Zanimal nas je tudi vidik študentov, iskalcev zaposlitve in zaposlenih, zato smo izvedli raziskavo, v kateri smo prepoznali katere metode iskanja zaposlitve so največkrat uporabljene, katere so tiste, ki so med iskalci zaposlitve zaželene, kako selekcijski postopek vpliva na odločitev o kandidiranju za prosto delovno mesto, ter kaj vse vpliva na odločitev za kandidiranje za prosto delovno mesto v nekem podjetju. S pomočjo pregleda domače in tuje literature smo dobili vpogled v proces kadrovanja, metode pridobivanja kadrov in metode iskanja dela. Nato smo naredili analizo že izvedenih raziskav na preučevanem področju, s pomočjo katerih smo postavili tezo in raziskovalne hipoteze. V empiričnem delu smo izvedli tudi študijo primera v slovenskem podjetju, s katero smo opisali trenutno stanje in podali predloge za izboljšave. Kasneje smo izvedli pilotno raziskavo, na podlagi katere smo izdelali končen inštrument merjenja, ti. anketni vprašalnik. Na podlagi študije primera smo pripravili niz predlogov, povezanih s pridobivanjem nove delovne sile. Predlagali smo izobraževanje in usposabljanje managerjev za redno in dosledno uporabo orodja za kadrovanje, večjo uporabo pridobivanja s pomočjo priporočil sodelavcev ter nagrajevanjem dobrih priporočil, več sodelovanja s kariernimi centri, ki bi lahko v podjetje usmerjali najboljše kandidate in sodelovanje z ZRSZ v smeri posredovanja odličnih dijakov in študentov ter tudi ostalih iskalcev zaposlitve. V predstavitvi rezultatov smo zavrnili vse postavljene raziskovalne hipoteze, vendar je raziskava zagotovo pripomogla k boljšemu razumevanju stanja na trgu dela in lažjem opisu preseka med metodami pridobivanja kadrov in metodami iskanja zaposlitve. Kot najbolj pogosta metoda iskanja zaposlitve je identificirana metoda iskanja zaposlitve prek študentskega dela. Kot najbolj zaželena metoda pridobivanja kadrov je identificirana metoda pridobivanja kadrov s ponujanjem praks in pripravništev. Selekcijski postopek, ki bi kandidate najbolj pritegnil h kandidiranju za prosto delovno mesto, je poskusna doba (uvajanje na delo). Kandidate pa bi najbolj odvrnil selekcijski postopek, pri katerem bi uporabljali grafologijo. Ključni razlogi za odločitev o kandidiranju za prosto delovno mesto v podjetju so: v podjetju obstaja pozitivno delovno okolje, možnost stalne zaposlitve in možnost napredovanja znotraj organizacije.
Keywords:	trg delovne sile, blagovna znamka podjetja, pridobivanje kadrov, iskanje zaposlitve, selekcija kadrov
Place of publishing:	Kranj
Year of publishing:	2014
PID:	20.500.12556/DKUM-44930
COBISS.SI-ID:	7342867
NUK URN:	URN:SI:UM:DK:SHOWQHKG
Publication date in DKUM:	23.09.2014
Views:	3402
Downloads:	831
Metadata:
Categories:	FOV
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Secondary language

Language:	English
Title:	RECRUITMENT AND JOB SEARCHING
Abstract:	This master paper presents an analysis of applicability and recognizabilty of recruitment and job searching methods in order to help companies with recruiting new staff. We researched which recruitment methods are recognised in the company, which are used, which are preferred and which are still unrecognized. We were also interested in the perspective of students, job seekers and employees, therefore, we conducted a research in which we indentified which methods for job searching are often used, which are most desirable among job seekers, how the selection process affects the decision to apply for a job and what influences the decision to apply for a vacant job position in a company. With the review of domestic and foreign literature, we gained a significant insight into the recruitment process and recruitment as well as job searching methods. We made an analysis of researches related to the field that had already been implemented, which helped us set up the thesis and research hypotheses. Through empirical work we conducted a case study in the Slovenian company, described the current situation and gave proposals for improvement. We also conducted a pilot study on the basis of which we made the final measurement instrument called a survey questionnaire. Considering the case study results we prepared a series of proposals related to recruiting new labour. We proposed education and training for managers to apply recruitment tools consistently and on a regular basis. increase recruiting using current employees’ recommendations and rewarding good recommendations, increase cooperation with career centres, which could provide the best candidates in the company and cooperation with employment centre (ZRSZ) in the direction of providing excellent students and other job seekers. Reasearch hypotheses were all rejected in the course of interpreting results, however, the survey definitely contributed to a better understanding of the labour market situation and an easier description of cross-section between recruitment and job searching methods. We indentified job searching through student work as the most common method. The most preferred recruitment method is offering internships and practices to potencial employees. Candidates for a vacant position would be most attracted by the selection process including a probationary period. The selection process using graphology would be most discouraging to candidates. The main reasons for the decision to apply for a vacant job in a company are: positive working environment, the possibility of permanent employment and career development and promotion opportunities inside the company.
Keywords:	labour market, employer branding, recruiting, job searching, selection process

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