Zaposlovanje milenijcev v reviziji in v revizijskem podjetju

Horvat, Nina

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Title:	Zaposlovanje milenijcev v reviziji in v revizijskem podjetju
Authors:	ID Horvat, Nina (Author) ID Zdolšek, Daniel (Mentor) More about this mentor...
Files:	VS_Horvat_Nina_2022.pdf (1,20 MB) MD5: BA5039B21251270D9C6B87717565F586
Language:	Slovenian
Work type:	Bachelor thesis/paper
Typology:	2.11 - Undergraduate Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	V diplomskem delu obravnavamo zaposlovanje milenijcev v reviziji in v revizijskih podjetjih. Milenijci so generacija ljudi, ki so rojeni med leti 1980 in 2000, vendar pa se natančna časovna opredelitev razlikuje med različnimi avtorji. V začetku opredeljujemo samo organiziranost revizijskih podjetij tj. hierarhijo zaposlenih, kjer so običajna delovna mesta asistent v reviziji, starejši revizor, poslovodni revizor in vrhovni revizor. Predvsem na prva delovna mesta se običajno zaposlujejo milenijci. Delovno okolje v revizijskih podjetjih je ključnega pomena za kakovostno opravljanje dela in ga za revizorje predstavljajo različni dejavniki, ki lahko imajo nanje vpliv, in sicer vpliv temperature in kvalitete zraka v delovnih prostorih, osvetlitev, prostorska postavitev in ohranjanje primernega okolja z vidika motečih zvokov iz okolja. Milenijci kot generacija se razlikujejo od drugih predmilenijskih generacij na podlagi temeljnih vrednot, delovnih vrednot, pogledov na svet in lastnosti. Glede zaposlovanja in samega privabljanja milenijcev kot talentov v revizijska podjetja na strani revizijskih podjetij ter njihovega ohranjanja v revizijskih podjetjih ni razpoložljivih podatkov. Ob sklepanju s splošnega pa je mogoče ugotoviti, da je najverjetneje potrebno uporabiti posebne pristope, ki so prilagojeni glede na želje in potrebe milenijcev, ki se razlikujejo od drugih generacij, saj jim je pomembna fleksibilnost dela, ravnovesje med delom in zasebnim življenjem ter prioriteta karierne in osebnostne rasti pred samim plačilom za delo. Tako imajo tudi v revizijskih podjetjih milenijci veliko možnosti glede napredovanj in izobraževanj, čim pokažejo zanimanje in željo za delo in pridobivanje novih znanj, pripravljenost na izzive in zagnanost.
Keywords:	Milenijci, zaposlovanje milenijcev, talenti, revizija, revizijsko podjetje.
Place of publishing:	[Maribor
Publisher:	N. Horvat
Year of publishing:	2022
PID:	20.500.12556/DKUM-82043
UDC:	331.5:657
COBISS.SI-ID:	127895811
Publication date in DKUM:	03.11.2022
Views:	767
Downloads:	187
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:	10.08.2022

Secondary language

Language:	English
Title:	Recruiting millennials into audit and in the audit firm
Abstract:	In the thesis, we discuss the recruitment of millennials into audit and in the audit firm. Millennials are the generation of people born between 1980 and 2000, but the exact time period varies among different authors. We start with the definition of the organization of audit firms, i.e. hierarchy of employees, where the positions are entry-level associates/staff assistants, senior associates/seniors and auditors in charge, managers/senior managers and audit partners. The working environment in audit firms is of crucial importance for the quality performance of work and, more precisely, represents the importance of various factors, such as the influence of temperature and air quality in the working premises, lighting, spatial layout and maintaining a suitable environment from the point of view of disturbing sounds from the environment. Millennials as a generation are used from other pre-millennial generations based on core values, work values, worldviews and traits. There is no data available regarding the recruitment and actual acquisition of millennials as talent in audit firms on the part of audit firms and their retention in audit firms. When drawing a general conclusion, it can be concluded that it is most likely necessary to use special approaches that are adapted to the wishes and needs of millennials, which have been used since other generations, as work flexibility, balance between work and private life and career priority are important to them and personal growth before the actual payment for the work. Thus, even in audit companies, millennials have many opportunities in terms of promotion and training, which show interest and desire for work and acquiring new skills, readiness for challenges and drive.
Keywords:	Millennials, recruiting millennials, skills, audit, audit firm.

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