Zasnova modela zaposlovanja v proizvodnih podjetjih

Češarek, Nataša

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Title:	Zasnova modela zaposlovanja v proizvodnih podjetjih
Authors:	ID Češarek, Nataša (Author) ID Treven, Sonja (Mentor) More about this mentor...
Files:	MAG_Cesarek_Natasa_2016.pdf (1,67 MB) MD5: 0D9AC5EEA865BC4007B4092AA6F51383
Language:	Slovenian
Work type:	Master's thesis
Typology:	2.09 - Master's Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	Zaposleni so v današnjem času ključen in nepogrešljiv del podjetja in veljajo za najpomembnejši dejavnik uspeha. Podjetja se zavedajo, da lahko konkurenčno prednost dosegajo z dobrimi in sposobnimi zaposlenimi, ki stremijo k skupnemu cilju, zato podjetja z zaposlenimi načrtujejo skupne cilje in na ta način vsem zagotavljajo zadovoljstvo. Funkcija managementa človeških virov se ukvarja z zaposlenimi in procesom zaposlovanja in je v zadnjem času veliko pridobila na pomenu. Vse več podjetij ima oblikovano kadrovsko službo, ki se ukvarja z zaposlenimi in zaposlovanjem. Tako kot vsako dejavnost v podjetju je potrebno načrtovati tudi dejavnost managementa človeških virov in zaposlovanja. Načrtovanje, ki ga izvaja management človeških virov, mora biti vključeno tudi v strategijo podjetja, načrti zaposlovanja pa morajo biti usklajeni z vizijo in cilji podjetja, saj le tako lahko uresničujejo cilje. Načrtovanje je potrebno, da si podjetje zagotovi zadostno število delavcev, ki bodo s svojim delom uresničevali cilje podjetja in se skupaj s podjetjem razvijali. Predvidevati je potrebno morebitne odhode, prerazporejanja in napredovanja, kar mora management natančno načrtovati. Podjetja ne dobijo takoj pravih in ustreznih zaposlenih, zato jih morajo poiskati. Zaposlovanje je ponavljajoč proces, saj ga sproži vsaka potreba po novem delavcu in vključuje več različnih aktivnosti, ki jih mora management obvladati, da najde in izbere kvalificiranega delavca in ga nato zaposli. Glede zaposlovanja smo opravili tudi raziskavo med proizvodnimi podjetji. Ena od funkcij managementa človeških virov je tudi sklepanje delovnih razmerij, zato je pomembno poznavanje delovnopravne zakonodaje, ki ureja razmerja med delavci in delodajalci. Management mora poznati vrste pogodb o zaposlitvi ter pravice in obveznosti delavca in delodajalca, da lahko s kandidatom zadovoljivo uredi delovo razmerje. Na koncu imamo tudi prenehanje delovnega razmerja, ki je prav tako del cikla zaposlovanja, saj z odhodi delavcev ponovno nastopi potreba po novih delavcih.
Keywords:	management človeških virov, načrtovanje človeških virov, zaposleni, pridobivanje kandidatov, izbirni postopek, uvajanje
Place of publishing:	Maribor
Publisher:	[N. Češarek]
Year of publishing:	2016
PID:	20.500.12556/DKUM-58600
UDC:	005.9
COBISS.SI-ID:	12484124
NUK URN:	URN:SI:UM:DK:EBBFINBK
Publication date in DKUM:	13.09.2016
Views:	1303
Downloads:	94
Metadata:
Categories:	EPF
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Secondary language

Language:	English
Title:	The employment concept in manufacturing companies
Abstract:	Nowadays employees are an essential and indispensable part of a company and are believed to be the most important factor of success. The companies are aware that they can achieve a competitive advantage with honest and capable employees, who strive for a common goal, which is why companies and employees are planning common objectives and thereby ensure a mutual satisfaction. The function of the human resource management deals with the employees and the employment process and has recently gained a great deal of importance. More and more companies have formed the human resources department, which deals with the employees and the employment. Like every activity of the company it is also necessary to plan the activity for the management of human resources and for the employment. The planning that the human resource management provides should be included in the company's strategy and the employment plans must be consistent with the vision and goals of the company so the companies can meet their goals. The planning is necessary for the company to provide itself with a sufficient number of workers who will accomplish the goals of the company and develop together with the company. It is neccessary to anticipate the departures, redeployments and promotions of the workers, which the management requires to plan carefully. The companies usually do not get the appropriate new staff immediately, which is why they have to search for them. The employment is a continuous process because it is activated with the need for a new employee and includes several activities that the management needs to master so the right and skilled worker is found and employed by the company. Regarding the employment, we have conducted a survey among the manufacturing companies. One of the functions of the human resource management is also to conclude the working relations and should therefore be aware of the Labour Law, which regulates the relations between employees and employers. Management needs to be familiar with the types of employment contracts and the rights and obligations of the workers and the employers, so the company and the candidate can mutually and satisfactory arrange their working relations. In the end, we have the termination of the employment, which is also a part of the cycle of the employment since the departing worker again provides the need for the new employment.
Keywords:	human resource management, human resource planning, employees, acquisition of candidates, selection process, training

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