Management človeških virov kot odgovor na staranje prebivalstva in globalizacijo

Toplak, Dolores

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Title:	Management človeških virov kot odgovor na staranje prebivalstva in globalizacijo
Authors:	ID Toplak, Dolores (Author) ID Šarotar Žižek, Simona (Mentor) More about this mentor... ID Čančer, Vesna (Comentor)
Files:	MAG_Toplak_Dolores_2023_v2.pdf (1,52 MB) MD5: 138B18B22AFDF5C32E54F7D56D79CAC3
Language:	Slovenian
Work type:	Master's thesis/paper
Typology:	2.09 - Master's Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	Management človeških virov je vodenje ljudi v smeri želenih ciljev. Pri tem so funkcije managementa človeških virov: upravljanje zunanjega in notranjega okolja, načrtovanje in izbira kadrov, razvoj in usposabljanje zaposlenih, nagrajevanje zaposlenih, ocenjevanje dela in rezultatov ter oblikovanje strategij. Management človeških virov se pri tem sooča z izzivom, ki je staranje prebivalstva. Staranje prebivalstva postaja globalni problem, za katerega strokovnjaki aktivno poskušajo najti rešitve. Vse pogostejši so izrazi, kot sta ravnanje s starejšimi zaposlenimi in trajnostna kariera. Za reševanje težav staranja različne države uporabljajo različne pristope, kot sta obvezna skrb za starejše in razvoj novih politik. Drug dejavnik, ki aktivno oblikuje poslovne prakse managementa človeških virov, je globalizacija. Ta pomeni odprtost idej in trgov. Glavne prednosti globalizacije so zmanjšanje občutka izoliranosti revnih držav, širjenje informacijske družbe in izboljšanje dostopa do informacij, povečanje hitrosti komercialnega, finančnega in tehnološkega poslovanja, kar je lahko dejavnik pri vključevanju ljudi v svetovno skupnost ter učinkovitost celotne gospodarske dejavnosti na planetarni ravni. Po drugi strani ji pripisujejo tudi kar nekaj negativnih značilnosti. Te so: primanjkljaj občutka varnosti, revščina, osebna negotovost, migracije, ki se spreminjajo v globalno grožnjo, ter demografski primanjkljaj. Podjetja zato vse pogosteje vpeljujejo nove delovne prakse, kot so timi za reševanje problemov, izboljšana komunikacija z delavci, varnost zaposlitve, prožnost pri dodeljevanju delovnih mest, usposabljanje delavcev za več delovnih mest in večje odvisnosti od stimulativnega plačila. Zaznavo omenjenih pojmov ter njihove vplive smo raziskali v podjetju X. Ugotovili smo, da več kot polovica zaposlenih ocenjuje, da staranje prinaša dodatne izkušnje in znanje. Prav tako smo ugotovili, da več kot četrtina zaposlenih zaznava vplive globalizacije in jih opredeljuje kot pozitivne. Ugotovili smo, da starost zaposlenih ne vpliva na oceno vpliva staranja prebivalstva na področjih, kot so težave v komunikaciji, pozitivna raznolikost delovnih skupin, odsotnost na delovnem mestu, nastanek novih zanimivih oblik ali praks dela, stres, raznolik opis delovnih mest, karierne možnosti in obremenitev delovnega procesa, ter pomeni dodatno delo. Nazadnje smo ugotovili, da velikost naselja, v katerem zaposleni živijo, ne vpliva na zaznavo vpliva globalizacije. Zaposleni podobno ocenjujejo vplive globalizacije, kot so opis delovnih nalog, poslovne prakse podjetja, politika podjetja, učinkovitost pri delu, zanesljivost in uspešnost pri delu. Predlog za izboljšanje na podlagi raziskave v podjetju X se nanaša na uvedbo medgeneracijskega sodelovanja ter celotnega modela ravnanja s starejšimi zaposlenimi. S tem bi pospešili prenos znanja ter posledično izboljšali percepcijo starosti. Na področju globalizacije je predlog izboljšanja dodatno izobraževanje, ki bi potekalo v okviru delavnic ali s pomočjo zunanjih predavateljev.
Keywords:	management človeških virov, staranje prebivalstva, globalizacija
Place of publishing:	Maribor
Publisher:	D. Toplak
Year of publishing:	2023
PID:	20.500.12556/DKUM-84972
UDC:	005.96
COBISS.SI-ID:	169811203
Publication date in DKUM:	25.10.2023
Views:	560
Downloads:	178
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:	11.08.2023

Secondary language

Language:	English
Title:	Human resource management as an answer to population aging and globalisation
Abstract:	Human resource management is leading people in the direction of wanted objectives. Functions of HRM are managing inner and outer environment, planning and selection of employees, development and employee qualification, employee rewarding, work and results evaluating and strategy making. HRM is with that facing the challenge of population aging. Population aging is becoming global problem to which experts are trying to find solutions. More and more often are expressions like age management and sustainable career. For solving issues of aging different countries are using different approaches as are: commitment of taking care for elderly and development of new politics. Second factor which actively shapes business practices of HRM is globalization. It means idea, and market openness. Main advantages are lowering felling of isolation of poor countries, spreading informative society and improving information access, speeding up commercial, financial and technological operating, which can be a factor at accompanying people in world's society and efficiency of whole economy activities on planetarian level. On the second hand, they are giving a few negative characteristics. They are: deficit in feeling safety, poverty, personal insecurity, migrations, which are changing into global treat and demographic deficit. Companies therefore more and more often thinking about accepting new practices as are teams for solving problems, improved communication with workers, employment safety, flexibility at work place assignments, employees training for more working spaces and bigger depending on stimulative payment. We have researched perception of mentioned phenomens and their impact in the company X. We have found out that more than half of employees evaluates that population aging is bringing extra experiences and knowledge. Moreover, we have found out that more than a quarter of employees, percepts globalization impacts and define them as positive. We have found out that age of employees is not impacting the impact of aging population grading on areas as: problems in communication, positive work groups diversity, absseentism on workplace, creation of new interesting forms of work or work practices, stress, diverse job descriptions, career opportunities, burdening of work process and it means extra work. At last, we have found out that the size of the settlement in which employees are living is not impacting on perception of globalization impact. Therefore, employees are similarly evaluating impacts of globalization as are: job description, business practices of the company, company politics, efficiency, reliability and successfulness at work. Suggestion for improvement based on the research in the company X would be intergenerational cooperation and implementation of holistic age management model. With that we would speed up knowledge transfer and consequently improved age perception. For globalization is suggestion for improvement extra education, which would be in a form of the workshop or with the help of outside speaker.
Keywords:	human resource management, population aging, globalization

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