Zasnova in implementacija modela reševanja kadrovske krize v podjetju x

Kostanjevec, Katja

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Title:	Zasnova in implementacija modela reševanja kadrovske krize v podjetju x
Authors:	ID Kostanjevec, Katja (Author) ID Šarotar Žižek, Simona (Mentor) More about this mentor... ID Čančer, Vesna (Mentor) More about this mentor...
Files:	MAG_Kostanjevec_Katja_2024.pdf (1,67 MB) MD5: 86838777EE6F954E7CDB07CB090EEAAD
Language:	Slovenian
Work type:	Master's thesis/paper
Typology:	2.09 - Master's Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	Kriza je nenaden dogodek, ki lahko resno ogrozi poslovanje podjetja. Razumevanje krize je ključno, saj gre za dogodek ali niz dogodkov, ki lahko resno motijo delovanje organizacije in ogrozijo njeno stabilnost ter ugled. Kriza zahteva hitro in učinkovito odzivanje, kjer ima ključno vlogo krizni management. Ta mora vključevati celovit pristop, ki zajema vse faze krize, od prepoznavanja zgodnjih znakov do sanacije in okrevanja po krizi. Vloga managementa človeških virov v času krize je ključna, saj so kadri osrednji vir vsake organizacije. Pomanjkanje ustrezno usposobljenih in motiviranih zaposlenih lahko vodi do zmanjšane produktivnosti, povečanja fluktuacije in dolgoročno do zmanjšanja konkurenčnosti podjetja. Z vidika kriznega managementa je ključno razviti in implementirati strategije, ki bodo podjetju omogočile privabljanje, razvoj in zadrževanje ključnih kadrov. Pomanjkanje kadrov pogosto rezultat tako zunanjih kot notranjih dejavnikov. Med zunanje dejavnike sodijo tržne spremembe in konkurenčno okolje, med notranje pa neustrezna organizacijska kultura, slabi delovni pogoji in pomanjkanje možnosti za napredovanje in razvoj. Za učinkovito reševanje kadrovske krize je potrebno razviti celovit model kriznega upravljanja, ki vključuje proaktivne ukrepe za preprečevanje kriznih situacij in učinkovito vodenje v času krize. Podjetje X se sooča z večimi izzivi na področju kadrovanja. Med najpomembnejše izzive spada pomanjkanje kvalificiranih kadrov, ki negativno vpliva na operativno učinkovitost podjetja. Zaradi staranja delovne sile in zmanjšane privlačnosti poklica za mlajše generacije se podjetje sooča z velikim pomanjkanjem izkušenih voznikov in logističnih strokovnjakov, kar vpliva na učinkovitost poslovanja. Visoka fluktuacija zaposlenih dodatno otežuje situacijo, saj nenehne menjave v kadrovski sestavi zahtevajo stalno usposabljanje novih delavcev, kar povečuje operativne stroške in zmanjšuje produktivnost podjetja. Med izzivi, s katerimi se sooča podjetje X, je tudi zadrževanje ključnih kadrov. Ta izziv je še posebej pomemben, saj podjetje beleži težave pri zadrževanju zaposlenih, ki imajo specializirana znanja in izkušnje, nujne za nemoteno delovanje podjetja. Ključni kadri, pogosto zapuščajo podjetje in odhajajo v konkurenčna podjetja ali delo iščejo na privlačnejših tujih trgih. To vodi do povečane fluktuacije, izgube dragocenih znanj in izkušenj ter povečanja stroškov za stalno usposabljanje novih zaposlenih. Pomanjkanje stabilnosti v kadrovski strukturi dodatno otežuje doseganje strateških ciljev podjetja in zmanjšuje njegovo konkurenčnost na trgu. Aplikativni del naloge vključuje empirično raziskavo, ki temelji na anketiranju zaposlenih in poglobljenih intervjujih. Rezultati raziskave so pokazali, da je ključ do reševanja kadrovske krize v podjetju X v izboljšanju delovnih pogojev, povečanem vlaganju v usposabljanje in razvoj zaposlenih ter uvedbi prilagodljivih delovnih režimov, ki omogočajo boljše ravnovesje med delom in zasebnim življenjem. Prav tako je bilo ugotovljeno, da visoka fluktuacija zaposlenih in nezadovoljstvo z delovnimi pogoji prispevata k poglabljanju krize. Ključni rezultat naloge je razvoj in implementacija modela, ki bo podjetju X omogočil dolgoročno stabilnost na področju kadrov in povečal njegovo konkurenčnost. Model vključuje sistematične ukrepe za privabljanje in zadrževanje ključnih kadrov, kar naj bi podjetju pomagalo zmanjšati fluktuacijo, izboljšati zadovoljstvo med zaposlenimi in povečati operativno učinkovitost. Sklepi magistrske naloge poudarjajo pomembnost prilagajanja podjetja hitrim spremembam na trgu dela ter strateškega pristopa k upravljanju človeških virov. Magistrsko delo ponuja pomemben prispevek k literaturi na področju kriznega managementa in upravljanja človeških virov ter predstavlja praktično uporabno rešitev za podjetja, ki se soočajo s podobnimi težavami.
Keywords:	Kadrovska kriza, management človeških virov, kadri, model reševanja kadrovske krize.
Place of publishing:	Maribor
Publisher:	K. Kostanjevec
Year of publishing:	2024
PID:	20.500.12556/DKUM-89820
UDC:	005.96
COBISS.SI-ID:	210212099
Publication date in DKUM:	04.10.2024
Views:	170
Downloads:	115
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:	13.08.2024

Secondary language

Language:	English
Title:	Design and implementation of a model for solving the personnel crisis in company x
Abstract:	A crisis is a sudden event that can seriously threaten a company's operations. Understanding a crisis is key, as it is an event or a series of events that can seriously disrupt an organization's operations and threaten its stability and reputation. A crisis requires a quick and effective response, where crisis management plays a key role. This must include a comprehensive approach that covers all phases of a crisis, from identifying early signs to rehabilitation and post-crisis recovery. The role of human resource management in times of crisis is crucial, as human resources are the central resource of any organization. The lack of properly trained and motivated employees can lead to reduced productivity, increased turnover and, in the long term, to a decrease in the company's competitiveness. From the point of view of crisis management, it is crucial to develop and implement strategies that will enable the company to attract, develop and retain key personnel. Staff shortages are often the result of both external and internal factors. In order to effectively solve the personnel crisis, it is necessary to develop a comprehensive model of crisis management, which includes proactive measures to prevent crisis situations and effective management in times of crisis. Company X faces several challenges in the field of staffing. Among the most important challenges is the lack of qualified personnel, which negatively affects the operational efficiency of the company. Due to the aging of the workforce and the reduced attractiveness of the profession for younger generations, the company faces a severe shortage of experienced drivers and logistics specialists, which affects the efficiency of operations. High turnover of employees further complicates the situation, as constant changes in personnel composition require constant training of new employees, which increases operating costs and reduces the company's productivity. Among the challenges faced by company X is the retention of key personnel. This challenge is particularly important, as the company records difficulties in retaining employees who have the specialized knowledge and experience necessary for the smooth operation of the company. Key personnel often leave the company and go to competing companies or look for work in more attractive foreign markets. This leads to increased turnover, loss of valuable skills and experience, and increased costs for ongoing training of new employees. The lack of stability in the personnel structure further complicates the achievement of the company's strategic goals and reduces its competitiveness on the market. The applied part of the assignment includes empirical research based on employee surveys and in-depth interviews. The results of the research showed that the key to solving the personnel crisis in company X lies in improving working conditions, increased investment in employee training and development, and the introduction of flexible work regimes that enable a better balance between work and private life. It was also established that high employee turnover and dissatisfaction with working conditions contribute to the deepening of the crisis. The key result of the task is the development and implementation of a model that will enable company X to have long-term stability in the field of personnel and increase its competitiveness. The model includes systematic measures to attract and retain key personnel, which should help the company reduce turnover, improve employee satisfaction and increase operational efficiency. The conclusions of the master's thesis emphasize the importance of adapting the company to rapid changes in the labor market and a strategic approach to human resources management. The master's thesis offers an important contribution to the literature in the field of crisis management and human resource management and presents a practical solution for companies facing similar problems.
Keywords:	Personnel crisis, human resources management, personnel, model for solving the personnel crisis.

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