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Title:Prenova modela kadrovanja in uvajanja zaposlenih v podjetju x
Authors:ID Poslončec, Alin (Author)
ID Šarotar Žižek, Simona (Mentor) More about this mentor... New window
Files:.pdf UN_Posloncec_Alin_2021.pdf (965,87 KB)
MD5: 443DF11D2D35B0D14B32731E329F18B9
PID: 20.500.12556/dkum/af22afa4-d0e0-42b0-ad30-c25740139c33
 
Language:Slovenian
Work type:Diploma project paper
Typology:2.11 - Undergraduate Thesis
Organization:EPF - Faculty of Business and Economics
Abstract:Upravljanje s človeškimi viri je zelo pomembna funkcija vsake organizacije. Podjetja brez upravljanja s človeškimi viri ne bi mogla učinkovito zaposlovati in zadrževati zaposlenih, izboljšati in povečevati organizacije ter ne bi mogla vzdrževati zdrave, sprejemljive kulture in okolja na delovnem mestu. Upravljanje s človeškimi viri je za podjetja tako pomembno, da mnogi temu oddelku pravijo srce in duša podjetja. Pridobivanje in uvajanje posameznikov je del managementa človeških virov in je eden od najpomembnejših procesov na kadrovskem področju v organizaciji. Organizacije morajo imeti izdelan celovit model, da se pri svojem poslovanju ne bi srečevale s težavo, kot je na primer pomanjkanje kadra. Dobro razvit model zaposlovanja, predvsem pa uvajanje oziroma socializacija, so temelj za zadovoljstvo zaposlenih, prav tako pa je to osnova organizacije saj lahko svoje postavljene cilje doseže v krajšem času in zato tudi z nižjimi stroški. V delu diplomskega projekta smo raziskali model kadrovanja v podjetju, ki spada v dejavnost elektroindustrije in med drugim zaposluje tudi tehnični kader, ki se na trgu uvršča med deficitarne poklice. Na temelju poglobljenega intervjuja z direktorico podjetja in asistentko vodstva smo naredili analizo modela kadrovanja v obravnavanem podjetju. Spoznali smo, da imajo v podjetju celovito izdelan model kadrovanja in uvajanja zaposlenih v delo in da so za njihovo velikost dober primer prakse. Dejstvo, da so malo podjetje, jih rešuje pred večjim pomanjkanjem potrebnega tehničnega kadra, občasno pa se vseeno srečajo s pomanjkanjem potrebno izobraženega kadra. Trenutno to rešujejo z ustreznim usposabljanjem kandidatov, ki traja do dve leti, v prihodnosti pa to morda ne bo več učinkovito in časovno sprejemljivo. Glede na to, da ima podjetje vpeljane vse procese kadrovanja, smo sklepali, da je pomanjkanje potrebnega tehničnega kadra posledica nezainteresiranosti za te poklice. Do tega pride zaradi napačnega mišljenja in predsodkov o delu v teh poklicih. Začne se že pri vplivu staršev in drugih, ki niso pravilno seznanjeni o pogojih dela in otrokom predstavijo napačen vidik in pogled na delo. Zaradi tega se manj posameznikov odloča za izobraževanje in opravljanje dela na tehničnih področjih. Podjetju smo predlagali, da se posveti informiranju in ozaveščanju mladih, njihovih staršev in drugih o pogojih dela v njihovem podjetju, poteku dela in o podjetju na splošno. S tem bi si zagotovili novo generacijo potencialnega profila v prihodnosti, ko bi se ponovno pojavile potrebe po tehničnem kadru. Prav tako smo predlagali, da podjetje poslovanje digitalizira in si s tem omogoči avtomatiziran proces kadrovanja.
Keywords:management človeških virov, manager, kadrovanje, selekcija, uvajanje, zaposlovanje
Place of publishing:[Maribor
Publisher:A. Poslončec
Year of publishing:2021
PID:20.500.12556/DKUM-80056 New window
UDC:331.5
COBISS.SI-ID:85140483 New window
Publication date in DKUM:16.11.2021
Views:1356
Downloads:209
Metadata:XML DC-XML DC-RDF
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:27.08.2021

Secondary language

Language:English
Title:Staffing and onboarding remodel in the company x
Abstract:Human resource management is a very important function of any organization. Without human resource management, companies would not be able to effectively recruit and retain employees, improve and expand organizations, and would not be able to maintain a healthy, acceptable culture and workplace environment. Human resource management is so important to businesses that many call this department the heart and soul of the business. Recruiting and introducing individuals is part of human resource management and is one of the most important human resources processes in an organization. Organizations need to have a comprehensive model in place so that they do not face a problem in their business, such as a lack of staff. A well-developed employment model, especially the introduction or socialization, is the basis for employee satisfaction, and it is also the basis of the organization as it can achieve its goals in a shorter time and therefore at lower cost. In the part of the diploma project, we researched the staffing model in the company, which belongs to the activity of the electrical industry and, among other things, also employs technical staff, which is classified as a deficient profession on the market. Based on an in-depth interview with the director of the company and the assistant management, we made an analysis of the staffing model in the company. We realized that the company has a comprehensive model of staffing and introducing employees to work and that they are a good example of practice for their size. The fact that they are a small company saves them from a major shortage of the necessary technical staff, but occasionally they still face a lack of the necessary educated staff. At present, this is being addressed through appropriate training of candidates lasting up to two years, but in the future this may no longer be effective and timely. Given that the company has implemented all staffing processes, we concluded that the lack of the necessary technical staff is due to lack of interest in these professions. This is due to misconceptions and prejudices about working in these professions. It starts with the influence of parents and others who are not properly informed about working conditions and present children with the wrong aspect and view of work. As a result, fewer individuals opt for education and work in technical fields. We suggested that the company dedicate itself to informing and raising awareness of young people, their parents and others about the working conditions in their company, the course of work and about the company in general. This would ensure a new generation of potential profile in the future, when the need for technical staff would re-emerge. We also suggested that the company digitize its operations and thus enable an automated staffing process.
Keywords:human resource managment, manager, staffing, selection, itroduction, recruitment


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