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Title:Kadrovski cunami
Authors:ID Kerić, Ajla (Author)
ID Šarotar Žižek, Simona (Mentor) More about this mentor... New window
Files:.pdf UN_Keric_Ajla_2025.pdf (825,42 KB)
MD5: A60F5E8705621996B55679BB51F1B6CE
 
Language:Slovenian
Work type:Bachelor thesis/paper
Typology:2.11 - Undergraduate Thesis
Organization:EPF - Faculty of Business and Economics
Abstract:Diplomska naloga se osredotoča na pojav kadrovski cunami, ki predstavlja enega največjih izzivov sodobnega trga dela, ter njegov vpliv na organizacije. Razvoj kadrovanja iz administrativne funkcije v strateško področje omogoča globlje razumevanje pomena ljudi kot najpomembnejšega vira organizacije. Osrednji poudarek pa je na pojavu kadrovski cunami, ki opozarja na nestabilnost in hitre spremembe na trgu dela. Kadrovski cunami odraža izzive, kot so naraščanje pomanjkanje talentov, povečana fluktuacija zaposlenih in širši gospodarski vpliv. Pandemija je te dinamike še dodatno pospešila in podjetja spodbudila k ponovnemu premisleku o delovnih pogojih in angažiranju zaposlenih. Organizacije lahko izziv obrnejo v priložnost z razumevanjem potreb zaposlenih, prilagajanjem njihovim pričakovanjem ter gradnjo kulture, ki spodbuja povezanost in dolgoročno zvestobo. Posebno vlogo ima tudi generacija Z, ki s svojo tehnološko pismenostjo, iskanjem smiselnega dela in poudarkom na ravnovesju med delom in življenjem preoblikuje trg dela in vpliva na sam pojav. Priporočila vključujejo uvajanje hibridnih modelov dela, podporo duševnemu zdravju in vlaganje v digitalno transformacijo, da bi zadostili tehnološko napredni naravi generacije Z. Med raziskavo smo ugotovili, da neizpolnjeni delovni pogoji, kot so nejasna pričakovanja, pomanjkanje podpore in omejene možnosti za razvoj, pomembno prispevajo k odhodu zaposlenih ter zmanjšujejo zavzetost. Generacija Z, kot eden izmed večjih vplivnežev samega pojava dajejo prednost prilagodljivim delovnim pogojem, uravnoteženosti med delom in zasebnim življenjem ter skladnosti z vrednotami organizacije, kar povečuje njihovo fluktuacijo, če ta pričakovanja niso izpolnjena. Poleg tega kadrovski cunami je vse bolj razširjen pojav, ki vpliva na različne sektorje zaradi pomanjkanja usposobljene delovne sile in hitrih sprememb na trgu dela.
Keywords:kadrovski cunami, generacija Z, talenti, kadrovanje, kadrovski proces.
Place of publishing:Maribor
Publisher:A. Kerić
Year of publishing:2025
PID:20.500.12556/DKUM-91598 New window
UDC:005.95/.96
COBISS.SI-ID:229713667 New window
Publication date in DKUM:20.03.2025
Views:183
Downloads:106
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:18.01.2025

Secondary language

Language:English
Title:Personnel tsunami
Abstract:The thesis focuses on the phenomenon of the "personnel tsunami," which represents one of the greatest challenges of the modern labor market, and its impact on organizations. The evolution of human resource management from an administrative function to a strategic domain enables a deeper understanding of the importance of people as the most valuable asset of any organization. The central emphasis is on the personnel tsunami, which highlights the instability and rapid changes in the labor market. The personnel tsunami reflects challenges such as the growing talent shortage, increased employee turnover, and broader economic implications. The pandemic has further accelerated these dynamics, prompting companies to rethink working conditions and employee engagement. Organizations can turn this challenge into an opportunity by understanding employee needs, adapting to their expectations, and building a culture that fosters connection and long-term loyalty. Generation Z plays a significant role in this transformation, with its technological proficiency, search for meaningful work, and focus on work-life balance reshaping the labor market and influencing the phenomenon itself. Recommendations include implementing hybrid work models, supporting mental health, and investing in digital transformation to meet the technologically advanced nature of Generation Z. The research found that unmet working conditions, such as unclear expectations, lack of support, and limited development opportunities, significantly contribute to employee departures and lower engagement. Generation Z, as one of the key influencers of this phenomenon, prioritizes flexible working conditions, work-life balance, and alignment with organizational values, which increases their turnover if these expectations are not met. Additionally, the personnel tsunami is an increasingly widespread phenomenon affecting various sectors due to a lack of skilled labor and rapid changes in the labor market.
Keywords:personnel tsunami, generation Z, talents, human resource management, humane resource process.


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