Pripadnost in zavzetost zaposlenih v podjetju Domel, d.o.o.

Markelj, Leon

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Title:	Pripadnost in zavzetost zaposlenih v podjetju Domel, d.o.o.
Authors:	ID Markelj, Leon (Author) ID Marič, Miha (Mentor) More about this mentor... ID Miglič, Gozdana (Comentor)
Files:	UN_Markelj_Leon_2018.pdf (1,14 MB) MD5: 5554D33D8B04B1B273DD78792E764001 PID: 20.500.12556/dkum/1b7999ae-c76f-42d5-8e7f-cb6a246b071d
Language:	Slovenian
Work type:	Bachelor thesis/paper
Organization:	FOV - Faculty of Organizational Sciences in Kranj
Abstract:	Delodajalci se v obdobju gospodarske rasti in hitrih sprememb v poslovnem okolju srečujejo z povečano fluktuacijo in težavami pri pridobivanju novih kadrov. V tem času je še toliko bolj pomembno, da podjetja kader, ki ga pridobijo, ohranijo v podjetju, usposabljajo in razvijajo. Vodje se tako morajo zavedati pomena zavzetih in pripadnih zaposlenih, ki s svojo vnemo, prisotnostjo in trudom skrbijo za uspešen razvoj in rast podjetja. Tudi podjetje Domel se v zadnjem času srečuje s podobnimi težavami. Menimo, da pri tem ključno vlogo igrajo vodstvo podjetja, nadrejeni in kadrovski oddelek, saj s pravilno selekcijo kadrov lahko pripomore k iskanju zaposlenih, ki izkazujejo skupne vrednote s podjetjem, ter iščejo varno zaposlitev. Pripomore lahko tudi k povečanju usposabljanj in izobraževanj, saj so anketiranci izpostavili pomanjkanje le-teh. Kot smo že omenili je stanje na trgu dela tako, da je ponudba večja od povpraševanja, zato ljudje zaradi večje izbire iščejo delodajalca, pri katerem bodo prejemali dobro plačilo, kjer bodo imeli priložnosti za osebno rast in napredovanje, ter dobre odnose s sodelavci in nadrejenimi. Nadrejeni bi morali poskrbeti, da z zaposlenimi komunicirajo, jih učijo, jim dajejo pohvale za dobro opravljeno delo, ter jim dajejo ustrezne možnosti za razvoj in napredek. Zaradi povečanega obsega dela so nadrejeni tudi zelo obremenjeni, tako da pogosto primanjkuje časa, da bi se posvetili zaposlenim. Na podlagi ankete, smo ugotavljali stopnjo zavzetosti anketirancev v dveh poslovnih enotah. Stopnja zavzetosti nas je zanimala predvsem iz razloga, ali imajo anketiranci za delo ustrezna sredstva, kakšni so odnosi med sodelavci in nadrejenimi, v kolikšni meri nadrejeni spodbujajo zaposlene za dobro opravljanje dela in nenazadnje, ali so anketiranci mnenja, da imajo v podjetju dovolj možnosti za osebno rast in napredovanje. S pomočjo ankete smo merili stopnjo organizacijske pripadnosti v obeh oddelkih. Razlog za merjenje le-te je bil v povezavi s stalnostjo zaposlenih v podjetju, saj ima podjetje v obeh poslovnih enotah težave z odhajanjem zaposlenih in težave pri iskanju novega kadra. Na podlagi analize rezultatov ankete smo ugotovili srednje stopnje vseh treh vrst pripadnosti.
Keywords:	pripadnost, zavzetost, Domel, d.o.o.
Place of publishing:	Maribor
Year of publishing:	2018
PID:	20.500.12556/DKUM-72135
COBISS.SI-ID:	8055827
NUK URN:	URN:SI:UM:DK:E3IUKEDX
Publication date in DKUM:	24.09.2018
Views:	1795
Downloads:	193
Metadata:
Categories:	FOV
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Licences

License:	CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International

Link:	http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:	The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:	12.09.2018

Secondary language

Language:	English
Title:	Employee engagement and commitment in Domel, d.o.o.
Abstract:	In the period of economic growth and rapid changes in the business environment, employers are experiencing an increase in fluctuation and difficulties in recruiting new staff. It is more important than ever, that the workers who enter the company are also retained, trained and educated. Managers must therefore be aware of the importance of the engaged and commited employees who, with their own enthusiasm, presence and efforts bring successful development and growth of the company. Recently Domel has been facing similiar problems. We believe that the managers of the company, the superiors and the human resources play a crucial role in this, since through proper worker selection, it can help find employees who share common values with the company and seek job safety. Training and education may also help with it since the participants of the survey pointed out the lack of them. As already mentioned, the supply is higher than demand on the labor market, which is why people are looking for an employer for the sake of greater choice, where they will receive good payment, where they will have opportunities for personal growth and work promotion and good relations with colleagues and superiors. Superiors should ensure that they communicate with their employees, teach them, give them praise for their good work and give them suitable opportunities for development and progress. Beacuse of the increase in the workload, the superiors are also heavily burdened, where there is often shortage of time to be dedicated to employees. Based on the questionnaire, we measured the degree of Engagement in two business units. The degree of enthusiasm was of particular interest, beacuse we wanted to know if participants have appropriate means for work, such as relationship between colleagues and superiors, to what extent do their superiors encourage employees to do their job well and last but not lease, whether they feel that they have enough opportunities for personal growth and promotion. With the help of the questionnaire we also measured the level of organisational commitment in both units, where the reason for this measurement was in connection with the performance of employees in the complany, as both business units have difficulties with employees leaving the company, while we also have difficulties in finding new employees. On the basis of the analysis of the questionnaire we found the rate of organisational commitment.
Keywords:	Organisational Commitment, Work Engagement, Domel, d.o.o.

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