PLANIRANJE, PRIDOBIVANJE TER UVAJANJE ZAPOSLENIH V PODJETJU MARMOR HOTAVLJE, D.O.O.

Mrak, Urška

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Title:	PLANIRANJE, PRIDOBIVANJE TER UVAJANJE ZAPOSLENIH V PODJETJU MARMOR HOTAVLJE, D.O.O.
Authors:	ID Mrak, Urška (Author) ID Bernik, Mojca (Mentor) More about this mentor...
Files:	UN_Mrak_Urska_2015.pdf (2,49 MB) MD5: 7CAC9C57FDADB8B36BA78B55CA8F4E21
Language:	Slovenian
Work type:	Bachelor thesis/paper
Organization:	FOV - Faculty of Organizational Sciences in Kranj
Abstract:	V teoretičnem delu diplomske naloge smo opredelili štiri izmed temeljnih elementov procesa ravnanja s kadri, in sicer planiranje, pridobivanje, selekcijo ter uvajanje zaposlenih. Pravilno planiranje, uspešno pridobivanje, selekcija ter uvajanje kadrov imajo namreč pomembno vlogo pri doseganju in uresničevanju zastavljenih strategij ter postavljene vizije podjetja. V drugem, raziskovalnem delu diplomske naloge smo izvedli raziskavo med štirimi ciljnimi skupinami: osnovnošolci, srednješolci, brezposelnimi ter zaposlenimi v podjetju Marmor Hotavlje, d. o. o. S pomočjo izvedene raziskave ter na osnovi odgovorov anketirancev ciljnih skupin smo povlekli vzporednice z aktivnostmi, ki jih v podjetju izvajajo za reševanje problemov, ki se jim pojavljajo pri planiranju kadrov, njihovem pridobivanju – predvsem deficitarnih poklicev strojnik in kamnosek – ter uvajanju novozaposlenih. Rezultati raziskave so pokazali, da imajo tako osnovnošolci, srednješolci, brezposelni kot tudi zaposleni o podjetju dobro mnenje, vendar interesa za študij kamnoseštva kljub temu med osnovnošolci ni. Razlog za splošno nezainteresiranosti za poklic kamnoseka je predvsem posledica nepoznavanja oz. nepriljubljenosti poklica med mladimi. Ugotovili smo tudi, da je med srednješolci, ki se izobražujejo za poklic strojnik, visoka stopnja nezainteresiranosti za prejemanje kadrovske štipendije. Skoraj polovica anketiranih je odgovorila, da jih kadrovska štipendija podjetja Marmor Hotavlje, d. o. o., ne zanima. V podjetju bodo zato morali pritegniti mlade tako, da bodo zagotavljali delovno okolje, ki bo zanje dovolj privlačno in jim bo pomenilo izziv, obenem pa bo nagrada za njihovo uspešno opravljeno delo dovolj stimulativna, da se bodo trudili, da podjetju povrnejo njihov vložek. S postopkom selekcije ter uvajanjem so bili zaposleni podjetja Marmor Hotavlje, d. o. o., glede na izvedeno raziskavo v večini zadovoljni. Vendar pa petina vprašanih meni, da jih sodelavci ob prihodu na novo delovno mesto niso povsem sprejeli, ravno tako pa petina vprašanih tudi meni, da bi potrebovali dodatna usposabljanja in izobraževanja ob zaposlitvi. Menimo, da morajo v podjetju Marmor Hotavlje, d. o. o., nameniti več pozornosti uvajanju zaposlenih na novo delovno mesto, saj se bo njihovo učinkovitejše uvajanje odražalo ne samo skozi uspešno opravljeno delo, pač pa tudi skozi zadovoljstvo zaposlenih. Le zadovoljni zaposleni imajo lahko dobro mnenje o podjetju, ki pa se prek njih prenaša na vse ljudi v bližnji in daljni okolici.
Keywords:	Kadri, planiranje kadrov, pridobivanje kadrov, selekcija kadrov, uvajanje kadrov.
Place of publishing:	Maribor
Year of publishing:	2015
PID:	20.500.12556/DKUM-54835
COBISS.SI-ID:	7489555
NUK URN:	URN:SI:UM:DK:XXEWK6CI
Publication date in DKUM:	22.10.2015
Views:	2458
Downloads:	293
Metadata:
Categories:	FOV
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Secondary language

Language:	English
Title:	EMPLOYEE PLANNING, RECRUITMENT AND TRAINING IN COMPANY MARMOR HOTAVLJE, D.O.O.
Abstract:	Thesis implements a theoretical and research approach to human resources. In theory there are four fundamental items that define the human resources process, namely human resources planning, outsourcing, selection and introduction of employees. Exact human resources planning, outsourcing, selection and introduction of employees is crucial for implementation of business strategies and goals. A survey was conducted targeting four particular groups: primary school students, high school students, unemployed and Marmor Hotavlje, employees. The results of the survey study gave basis for the evaluation of the optimal human resources strategies in Marmor Hotavlje, especially with employing branches that lack supply, such as engineer and stonecutter. The result of the study reveals that all groups of respondents – primary and high school students, as well as unemployed and Marmor Hotavlje employees – think highly of the company Marmor Hotavlje, nevertheless there is no interest for taking up stonecutting studies among high school students. The reason for that lies in ignorance towards stonecutting profession. The study also implied that high school students who study engineering science are not interested in the scholarship provided by Marmor Hotavlje. Almost half of the survey replies proved no interest in scholarship of the company. The study results also reveal that most of Marmor Hotavlje employees were content with the selection and introduction procedures. However, one fifth of the survey population claims that they were not welcomed by their elder co-employees. One fifth also admits they would need further training to improve performance skills. Marmor Hotavlje should put more emphasis on the introduction process in order to optimise the adjustment period. Efficient introduction process should be seen as the company’s added value, resulting in successful and content employees who pass on a positive image of the company to the local community and abroad.
Keywords:	Human resources, planning of human resources, employing of human resources, selection of human resources, introduction of human resources.

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