KOMPETENCE KOMERCIALISTOV IN NJIHOVO ZADOVOLJSTVO PRI DELU

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Title:	KOMPETENCE KOMERCIALISTOV IN NJIHOVO ZADOVOLJSTVO PRI DELU
Authors:	ID Djukić, Tjaša (Author) ID Miglič, Gozdana (Mentor) More about this mentor... ID Žnidaršič, Anja (Comentor)
Files:	MAG_Djukic_Tjasa_2016.pdf (1,89 MB) MD5: 288392ED897BAD2F2C69337B023232A0
Language:	Slovenian
Work type:	Master's thesis/paper
Organization:	FOV - Faculty of Organizational Sciences in Kranj
Abstract:	V današnjih časih so zaposleni največje bogastvo vsake organizacije, saj so prav oni zaslužni za uspeh podjetja med konkurenco na trgu. Podjetje ne more biti uspešno, če njegovi zaposleni nimajo pravih kompetenc in niso motivirani za delo. Smo v času, ko je konkurenca med podjetji vedno večja, zato mora imeti podjetje za svoj uspeh zaposlene, ki verjamejo vanj, so mu zvesti in se v njem dobro počutijo. V magistrskem delu smo predstavili, kako pomembne so kompetence in njihovo merjenje v podjetju. Želeli smo poudariti, da so prav zaposleni največje bogastvo podjetja in da se morajo vodje tega zavedati, saj je od njih odvisno, če zaposlijo ljudi s pravimi kompetencami, ki jih podjetje potrebuje. Namen oziroma cilj magistrske naloge je bil prikazati teoretična spoznanja o kompetencah. Predstavili in obdelali smo pojem kompetence, kako jih razvrščamo, kakšne so njihove dimenzije, kompetence posameznika in organizacije, kako merimo kompetence, na koncu pa smo se osredotočili še na to, kakšne kompetence potrebuje komercialist za opravljanje svojega dela. V raziskovalnem delu smo naredili anketno raziskavo v podjetju x - anonimni vprašalnik smo razdelili med komercialiste v podjetju. Z vprašalnikom smo ugotavljali, katere kompetence naj bi imeli uspešni komercialisti in kakšno je njihovo zadovoljstvo z delom. Podatke, ki so nas najbolj zanimali, smo analizirali s statističnimi metodami s pomočjo programa SPSS. Preverjanje hipotez je pokazalo, da je timsko delo za moške manj pomembno kot za ženske, prav tako pa ni moč reči, da vodje menijo, da je usmerjenost h kupcem najbolj pomembna kompetenca, ter da komercialisti menijo, da je prepričljivost in prilagodljivost najbolj pomembna kompetenca. Prav tako ne moremo potrditi hipoteze, da sta staž v organizaciji in delovna disciplina pozitivno povezani spremenljivki. Hipoteze, da so vodilni delavci v podjetju bolj zadovoljni z delovnim okoljem kot nevodilni, nismo uspeli potrditi. Pri zadnji hipotezi, ali starost vpliva na usmerjenost k rezultatom, smo dobili rezultate,na podlagi katerih tudi te hipoteze ne moremo potrditi. V raziskavi smo ugotovili, da se komercialistom v podjetju x vse kompetence, ki naj bi jih imel uspešen komercialist, zdijo pomembne. Najslabše je bilo ocenjeno vprašanje o zadovoljstvu z delom, kjer so anketiranci ocenjevali svoje pogoje za delo.
Keywords:	kompetence, sistematizacija delovnega mesta, kompetence komercialistov
Place of publishing:	Kranj
Year of publishing:	2016
PID:	20.500.12556/DKUM-63600
COBISS.SI-ID:	7874323
NUK URN:	URN:SI:UM:DK:MLOKNDQJ
Publication date in DKUM:	16.12.2016
Views:	2944
Downloads:	420
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Categories:	FOV
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Secondary language

Language:	English
Title:	THE COMPETENCE OF SALES STAFF AND WORK SATISFACTION
Abstract:	Nowadays a company's employees are its greatest treasure as they take the majority of the credit for the company's success amid the competition on the market. A company cannot be successful if its employees do not have the relevant competences and are not motivated enough. As the competition among companies is increasing, a company needs employees they believe in, are faithful to it and feel well in its environment in order to succeed. The following thesis presents the importance of competences and their measuring through surveys in a company. We wished to emphasize that employees themselves are very important for a company and that managers need to be aware of that since they are the ones who hire people for the needs of their companies. The purpose of the thesis work was to show theoretical findings concerning competences. We presented and defined the term competence, how the competences are classified, which are their dimensions, competences of an individual and of an organization, and how the competences are measured. In the end, we focused on competences of salespeople and how these are linked to their work. In the research part a survey in company X was carried out - an anonymous questionnaire was distributed among the company's salespeople. The questionnaire contents was finding out competences of successful salespeople and their satisfaction with the work they perform. The most relevant data were statistically analysed by means of the programme SPSS. The hypothesis tests showed that team work is less relevant for men than women. We may also not conclude that managers believe that buyer orientation is the most important competence. Salespeople state that the ability to be convincing and adaptive is the most important competence. We were also unable to confirm the hypothesis of length of employment and work discipline being positively linked variables. Even the hypothesis that leading employees are more satisfied with working environment than non-leading ones proved to be untrue. Similarly, our last hypothesis about age influencing result orientation, had to be refuted. Our research therefore confirmed that salespeople of company X find relevant all competences that apply to a successful salesperson.
Keywords:	competences, systematization of jobs, competences of salesperson

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