Razvoj zaposlenih in njegov vpliv na individualno delovno uspešnost v podjetju Roto group d.o.o.

Bojnec, Vesna

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Title:	Razvoj zaposlenih in njegov vpliv na individualno delovno uspešnost v podjetju Roto group d.o.o.
Authors:	ID Bojnec, Vesna (Author) ID Šarotar Žižek, Simona (Mentor) More about this mentor...
Files:	MAG_Bojnec_Vesna_2025.pdf (3,78 MB) MD5: 1E5D5158EE36926257CEEE2307B2F94F
Language:	Slovenian
Work type:	Master's thesis/paper
Typology:	2.09 - Master's Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	V današnjem turbulentnem času in vse večji konkurenci se morajo podjetja zavedati, da so zaposleni pomembni za doseganje kratkoročnih in dolgoročnih ciljev podjetja. Za doseganje teh ciljev se morajo zaposleni nenehno osebno in poslovno razvijati. V magistrskem delu smo proučevali razvoj zaposlenih in njegov vpliv na individualno uspešnost. Najprej smo pregledali obstoječo literaturo, ki obravnava razvoj zaposlenih in individualno uspešnost. V teoretičnem delu smo opisali vsebino managementa človeških virov, opisali pojem razvoj zaposlenih, ki zajema učenje, izobraževanje, razvoj sposobnosti in usposabljanje. Ugotovili smo, da poleg sposobnosti, ki jih zaposleni pridobijo skozi opravljanje različnih nalog, potrebujejo še strokovno znanje. Da bi to pridobili, podjetja organizirajo v ali zunaj podjetja razna usposabljanja ali izobraževanja. Prav tako je pomembno, da se vsaj enkrat letno izvedejo razgovori z zaposlenimi, na podlagi katerih vodstvo ali vodje ugotovijo, ali zaposleni uspešno opravijo zastavljene delovne naloge. To izvedejo vsaj enkrat letno s pomočjo ocenjevanja ali merjenja individualne uspešnosti. Rezultati pokažejo, ali zaposleni uspešno izpolnjujejo zastavljene cilje ali ne ter pomagajo vodstvu ali vodjem pri odločanju, ali bodo zaposleni nagrajeni ali bodo napredovali na drugo delovno mesto ali jim bodo odvzete določene bonitete ali bodo premeščeni na drugo delovno mesto. Podjetja zaradi globalizacije in hitrega tempa življenja prehajajo iz tradicionalnih na nove oziroma agilne pristope individualne uspešnosti. Ugotovili smo, da ti pristopi izvajajo večkrat letno preverjanje uspešnosti, poudarek dajejo na razvoju zaposlenih in da je vse pogostejši poudarek na vseživljenjskem učenju. Poleg podjetij si zaposleni morajo prav tako prizadevati, da samoiniciativno predlagajo nadrejenim željo za izobraževanje in izpopolnjevanje, saj s tem pokažejo, kako pomembno je za njih znanje in izpolnjevanje zastavljenih ciljev, ne le osebnih, ampak tudi na ravni celotnega podjetja. V empiričnem delu smo skušali dokazati vpliv razvoja zaposlenih na individualno uspešnost v podjetju Roto Group d.o.o. Raziskavo smo izvedli s pomočjo anketnega vprašalnika. Ugotovili smo, da razvoj le delno vpliva na individualno uspešnost. Poleg tega smo ugotovili, da ne obstajajo statistično značilne razlike med moškimi in ženskami glede pogostosti izobraževanj, da ne obstajajo statistično značilne razlike med starimi od 31 do 40 let in od 41 do 50 let glede enakovrednosti razvoja in da ne obstajajo statistično značilne razlike med zaposlenimi s srednješolsko in z univerzitetno izobrazbo glede na želje za usposabljanje.
Keywords:	razvoj zaposlenih, učenje, izobraževanje, razvoj sposobnosti, usposabljanje, individualna delovna uspešnost
Place of publishing:	Maribor
Publisher:	V. Bojnec
Year of publishing:	2025
PID:	20.500.12556/DKUM-80564
UDC:	005.963
COBISS.SI-ID:	236763907
Publication date in DKUM:	22.05.2025
Views:	234
Downloads:	78
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:	30.03.2025

Secondary language

Language:	English
Title:	EMPLOYEE DEVELOPMENT AND ITS IMPACT ON INDIVIDUAL WORK PERFORMANCE IN ROTO GROUP D.O.O.
Abstract:	In today's turbulent times and increasing competition, enterprises must recognize that employees are crucial for achieving short-term and long-term business goals. To reach these goals, employees must continuously develop both personally and professionally. In this master's thesis, we examined employee development and its impact on individual performance. First, we reviewed existing literature that addressed employee development and individual performance. In the theoretical part, we described the concept of human resource management, explained the term employee development, which includes learning, education, skill development, and training. We found that, in addition to the skills, which employees acquire through various tasks, they also need professional knowledge. To acquire this, enterprises organize various training sessions or educational programs either internally or externally. It is also important that at least once a year, employee evaluations are conducted, allowing management or supervisors to determine whether employees complete their assigned tasks successfully. This assessment is carried out at least once a year through performance evaluations or individual performance measurements. The results show whether employees are successfully meeting set goals or not and help management or supervisors decide whether employees will be rewarded or promoted to another position, or whether they will be deprived of certain benefits or transferred to another position. Due to globalization and the fast pace of life, enterprises are shifting from traditional to new or agile approaches to individual performance. We found that these approaches conduct performance assessments several times throughout a year, place a strong emphasis on employee development, and increasingly highlight lifelong learning. In addition to enterprises, employees should also take the self-initiative to independently propose to their superiors their desire for education and training. By doing so, they demonstrate how important knowledge and achieving set goals are to them, not only for their personal growth but also for the overall success at the level of the entire enterprise. In the empirical part, we aimed to prove the impact of employee development on individual performance at Roto Group d.o.o. The research was conducted using a survey questionnaire. We found that development only partially affects individual performance. Additionally, we determined that there are no statistically significant differences between men and women regarding the frequency of education or training, no statistically significant differences between employees aged 31–40 and those aged 41–50 years in terms of equal development opportunities, and no statistically significant differences between employees with secondary and university education regarding their willingness to undergo training.
Keywords:	employee development, learning, education, skill development, training, individual work performance

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