Manager za srečo: izmišljen naziv ali kadrovski poklic prihodnosti

Lah, Lea

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Title:	Manager za srečo: izmišljen naziv ali kadrovski poklic prihodnosti
Authors:	ID Lah, Lea (Author) ID Šarotar Žižek, Simona (Mentor) More about this mentor... ID Čančer, Vesna (Comentor)
Files:	MAG_Lah_Lea_2020.pdf (1,15 MB) MD5: 111DD63695B441C6A159BFE7A8F39B09 PID: 20.500.12556/dkum/f858ab2b-a6d7-4661-82ee-79b57c0a290e
Language:	Slovenian
Work type:	Master's thesis/paper
Typology:	2.09 - Master's Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	Človeški viri so najpomembnejši viri organizacije in jih je treba obravnavati z najvišjo stopnjo pozornosti. Vključevanje zaposlenih, njihovo motiviranje in dvig ravni uspešnosti so vse lastnosti managementa človeških virov. Vendar se tudi to področje z leti spreminja in dopolnjuje ter je vse bolj naklonjeno skrbi za zadovoljstvo in ne nazadnje srečo zaposlenih. Vse kadrovske procese je mogoče na novo definirati, da lahko zagotovimo srečne in produktivne zaposlene in s tem povezano delovno mesto. Področje pozitivne psihologije na delovnem mestu razlaga, zakaj zaposleni, ki imajo boljše psihološko dobro počutje v organizaciji, tudi delujejo boljše, in predstavlja prehod, dojemanje in zagotavljanje zaposlenih, ki se v organizaciji dobro počutijo. Pozitivna psihologija na delovnem mestu v delovno okolje vnaša dejavnike, ki zaposlenim omogočajo razvijanje in dobro delovanje. Povezana je z raziskavami o dobrem počutju na delovnem mestu, predvsem psihičnim dobrim počutjem in njegovo povezavo z učinkovitostjo na delovnem mestu. Psihično dobro počutje je osrednji pojem pozitivne psihologije. Sestavljeno je iz subjektivnega dobrega počutja, psihološkega dobrega počutja in samodeterminacije. S krepitvijo psihičnega dobrega počutja lahko vplivamo na dobro počutje posameznika na delovnem mestu. Subjektivno dobro počutje ali sreča, ki pomeni človekovo ovrednotenje lastnega življenja, je pojem, ki se razlikuje od psihičnega dobrega počutja. Sreča na delovnem mestu vključuje zadovoljstvo z delovnim mestom, vendar je veliko več kot samo to. Obstaja nesporna povezava med srečo delavcev in produktivnostjo na delovnem mestu, kar pomeni, da so srečni delavci produktivni delavci, zato se je funkcija človeških virov začela posvečati prav sreči zaposlenih na delovnem mestu. V nalogi smo opravili kvalitativno raziskavo managerja za srečo zaposlenih, kot ga imenujejo spletni navedki. Na podlagi strukturiranih intervjujev smo ugotovili, da je najbolj smotrn naziv delovnega mesta manager delovne sreče. Manager delovne sreče ni samo izmišljen naziv, temveč ga lahko opredelimo kot kadrovski poklic prihodnosti. Navsezadnje gre za koncept delovne sreče, ki je nujno potrebna v spreminjajočem se kadrovskem svetu. Primarna vloga managerja delovne sreče je ustvariti srečno in spodbudno delovno okolje. S strateškega vidika je primarna funkcija managerja delovne sreče ta, da je ključna vez med zaposlenimi in top managementom. Aktivnosti managerja delovne sreče razdelimo na notranje in zunanje (predavanja na konferencah in zunanjih dogodkih). Notranje aktivnosti razdelimo naprej na dolgoročni strateški del (dolgoročni razvoj zaposlenih) in kratkoročne aktivnosti (mini prakse za večanje delovne sreče). Področje delovanja managerja delovne sreče je odvisno od potreb in značilnosti podjetja. Izobrazba za managerja delovne sreče ni predpisana. Primeren je vsak študij, ki je povezan z ljudmi, z organizacijo ali komuniciranjem. Dobrodošlo je, da ima manager delovne sreče znanja s kadrovskega področja, upravljanja ljudi, projektnega managementa in da so mu jasna ekonomska znanja. Manager delovne sreče ni samo manager človeških virov; manager delovne sreče je njegova nadgradnja. Razlika med njima je v tem, kako sta pozicionirana v podjetju in kakšne so njune naloge. S to raziskavo smo ponudili postavitev temeljev poklicu managerja delovne sreče v Sloveniji.
Keywords:	manager za srečo, manager človeških virov, psihološko dobro počutje, pozitivna psihologija na delovnem mestu, delovna sreča
Place of publishing:	Maribor
Publisher:	[L. Lah]
Year of publishing:	2020
PID:	20.500.12556/DKUM-76946
UDC:	005.9
COBISS.SI-ID:	50004739
NUK URN:	URN:SI:UM:DK:U3OIDOZ7
Publication date in DKUM:	03.02.2021
Views:	2008
Downloads:	358
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:	03.08.2020

Secondary language

Language:	English
Title:	Chief happiness officer: imaginary hr title of hr title of tommorow
Abstract:	Human resources are the most important organizational resource and should therefore be treated with the highest level of attention. Employee involvement, motivation and performance level enhancement are all features of human resource management (HR). However, this area has changed and graduated over the years, increasingly in favor of employee’s satisfaction and happiness. All HR processes can be redefined in order to ensure happy and productive employees. The field of positive workplace psychology explains how employees with a psychological well-being perform better which transitions their perception of the workplace. Furthermore, positive workplace psychology introduces work environment factors which enable employees to progress and function well. It researches workplace well-being, particularly mental health and its link to workplace efficiency. Psychic Well- Being is a central concept of positive psychology, consisting of subjective well-being, psychological well-being and self-determination. By focusing on mental health, we can affect the well-being of an individual in the workplace. Subjective well-being or happiness, which signifies a person’s evaluation of one’s life, is a concept that differs from mental Psychic well- being. Happiness at a workplace does not only involve job satisfaction, since there is an indisputable link between happiness and productivity in the workplace as well. Meaning that happy employees are productive employees, therefore human resources have to bring forth focus on happiness. In the thesis, we conducted a qualitative survey regarding the Chief Happiness Officer. Based on structured interviews, we concluded that the most appropriate job title would be Chief Happiness Officer. It might seem fictional, yet it is considered as the HR role of the future. Being a concept of workplace happiness, it is a necessary change in the HR world. The primary role of Chief Happiness Officer is to create a happy and stimulating work environment. Yet, from a strategic point of view, the primary function is to act as the key link between employees and top management. The Chief Happiness Officer’s activities are divided into internal and external activities (conference lectures and events). Internal activities are further divided into a long-term strategic part (long-term employee development) and a short-term strategic part (short practices to increase office happiness). The operational area depends on the needs and features of a company. The Chief Happiness Officer education degree is not yet required. Still, sought after is the knowledge of human resources, employee management, project management and clear economy. Any study related to people, organization, or communication would therefore be helpful. Chief Happiness Officer is an upgrade to the role of an HR Manager, differing in tasks and the position at a company. With this research, our goal is to set foundations for the role of the Chief Happiness Officer in Slovenia.
Keywords:	Chief Happiness Officer, Human Resource Manager, Psychological Well- Being, Positive Psychology in Workplace, Work Happiness

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