Vloga mentorja pri razvoju in usposabljanju zaposlenih v podjetju

Svenšek, David

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Title:	Vloga mentorja pri razvoju in usposabljanju zaposlenih v podjetju
Authors:	ID Svenšek, David (Author) ID Treven, Sonja (Mentor) More about this mentor...
Files:	MAG_Svensek_David_2019.pdf (902,01 KB) MD5: 6EAEA0B4F0A98BB5C3B3FC0D5BCEA464 PID: 20.500.12556/dkum/abab246a-8596-4e87-984c-795c7512530c
Language:	Slovenian
Work type:	Master's thesis/paper
Typology:	2.09 - Master's Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	V magistrskem delu smo predstavili mentorstvo in njegovo vlogo pri razvoju in usposabljanju zaposlenih v podjetju. Razlog, zakaj smo se odločili za pisanje takšne vsebine, leži v tezi, da bi vsak zaposleni moral imeti možnost razvoja lastne karierne poti in da skupaj s podjetjem raste in sobiva, pri čemer mu lahko pomaga mentor. Mnogim zaposlenim je pomembno, da bodo pri izbiri podjetja, v katerem bodo začeli svojo karierno pot, imeli možnost osebnega razvoja in učenja. Če podjetja želijo (p)ostati konkurenčna na trgu dela, bodo morala razmišljati v smeri nenehnega usposabljanja svojih zaposlenih. V prvem poglavju smo opredelili temo magistrskega dela. Opisali smo pomembnost ustrezne izbire zaposlenih ter njihovo kadrovanje. Na kratko smo opisali pomen mentorstva za (novo)zaposlene in načine, kako jih pravilno usmerjati in usposabljati, da pridejo do izraza in dosežejo enotnost. Nato smo opredelili namen in cilje magistrskega dela, navedli hipoteze, določili predpostavke in omejitve ter navedli predvidene metode raziskovanja. Ker smo največ pozornosti namenili pomenu mentorstva v podjetju, smo v drugem poglavju na kratko opredelili management človeških virov in pojasnili vlogo njegovih funkcij, ki so ključ do uspešne obravnave zaposlenih. Pri konkurenčnem poslovanju je človeški vir najpomembnejši in ključni dejavnik za doseganje uspeha podjetja. V tretjem poglavju smo opredelili namen in cilje razvoja in usposabljanja zaposlenih. Opisali smo pomembnost vlaganja v zaposlene kot naložbo v prihodnost. Nato smo našteli in pojasnili različne metode ter navedli razlike med razvojem in usposabljanjem. Oblike, kot so mentorstvo, tutorstvo, coaching in svetovanje, omogočajo zaposlenemu načrtovano in sistematično uvajanje v delo. V četrtem poglavju smo podrobno pojasnili vlogo mentorstva v podjetju. Opisali smo zgodovino mentorstva in s pomočjo metode kompilacije podali nekaj definicij. Navedli smo naloge in kompetence mentorja ter pridobljene prednosti mentoriranca. Po tem smo pojasnili razlike med mentorjem, svetovalcem in coachem. S pomočjo primerov raziskav različnih avtorjev smo na koncu tega poglavja opisali prednosti neprekinjene zveze med mentorjem in mentorirancem. V zadnjem, petem poglavju, smo podali sklep naše magistrske naloge. S pomočjo teoretičnih primerov in rezultatov raziskanj smo ugotovili, ali so bile naše hipoteze, ki smo jih navedli na začetku magistrskega dela, potrjene ali zavrnjene.
Keywords:	razvoj, usposabljanje, mentorstvo, mentor, mentoriranec
Place of publishing:	Maribor
Publisher:	[D. Svenšek]
Year of publishing:	2019
PID:	20.500.12556/DKUM-73583
UDC:	005.9
COBISS.SI-ID:	13380892
NUK URN:	URN:SI:UM:DK:MPHWNMSN
Publication date in DKUM:	20.08.2019
Views:	2274
Downloads:	621
Metadata:
Categories:	EPF
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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:	18.05.2019

Secondary language

Language:	English
Title:	The role of mentor in evolution and training of employees in the company
Abstract:	In this master's thesis we have presented mentoring and its role in evolution and training of employees in the company. The reason why we have decided to write such content lies in the thesis that every employee should have the opportunity to develop his own career path and to grow and co-work together with the company, with the help of a mentor. It is important for many employees, when choosing a company in which they will start their careers, that they have the opportunity for personal development and learning. If companies want to become competitive and keep their place in the labor market, they will have to think about continous training of their employees. In the first chapter we have defined the topic of the master's thesis. We have described the importance of an appropriate selection of employees and their recruitment. We have briefly described the importance of mentoring for new employees and how they should be properly guided and trained in order to come to terms and achieve unity. Then we have defined the purpose and goals of the master's thesis and provided hypotheses, set assumptions and limitations, and stated the foreseen methods of research. Since the focus is on the importance of mentoring in the company, in the second chapter, we briefly defined human resources management and explained the role of its functions, which are the key to the successful treatment of employees. In competitive business, the human resource is the most important and crucial factor in achieving company success. In the third chapter we have defined the purpose and goals of employee development and training. We have described the importance of investment in human resources as an investment in the future. Then we have listed and explained their methods and indicate their differences. Forms such as mentoring, tutoring, coaching and consulting, provide a planned and systematic employee induction. In the fourth chapter we have explained in detail the role of mentoring in the company. We have described the history of mentoring and have provided some definitions using the compilation method. We have presented the tasks and competencies of the mentor and mentor's advantages that he gained by mentoring. After that, we have explained the differences between the mentor, consultant and coach. Using the examples of research by various authors, at the end of this chapter we have described the features of a continuous relationship between a mentor and his mentee. In the last, fifth chapter, we have given the conclusion of our master's thesis. Using theoretical examples and results of researches, we have concluded that our hypotheses, which were stated before the writing of the master's thesis, are confirmed or rejected.
Keywords:	evolution, training, mentoring, mentor, mentee

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