Vloga HRM pri ustvarjanju spodbudnega delovnega okolja v organizaciji X

Šket, Jasna

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Title:	Vloga HRM pri ustvarjanju spodbudnega delovnega okolja v organizaciji X
Authors:	ID Šket, Jasna (Author) ID Treven, Sonja (Mentor) More about this mentor...
Files:	MAG_Sket_Jasna_2026.pdf (2,52 MB) MD5: 01A5B76D1D4E94A0FA698909CC0F5AD3
Language:	Slovenian
Work type:	Master's thesis/paper
Typology:	2.09 - Master's Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	Magistrsko delo obravnava management človeških virov in pomen spodbudnega delovnega okolja za motivacijo zaposlenih v javnem sektorju. V sodobnih organizacijah postajajo zaposleni ključni dejavnik uspešnosti, zato je učinkovito upravljanje človeških virov pomembno za doseganje organizacijskih ciljev, izboljšanje delovne uspešnosti ter ustvarjanje pozitivnega delovnega okolja. Poseben poudarek je namenjen javnemu sektorju, kjer se organizacije pogosto soočajo z izzivi, kot so omejeni motivacijski sistemi, večja administrativna obremenjenost in potreba po učinkovitem vodenju zaposlenih. V teoretičnem delu so predstavljeni osnovni koncepti managementa človeških virov, njegove funkcije ter sodobni trendi v javnem sektorju. Obravnavani so tudi dejavniki spodbudnega delovnega okolja, med katere sodijo organizacijska kultura in klima, medsebojni odnosi, delovni pogoji, ravnovesje med poklicnim in zasebnim življenjem ter stil vodenja. Posebna pozornost je namenjena motivaciji zaposlenih in povezanosti med motivacijo, managementom človeških virov in spodbudnim delovnim okoljem. Empirični del temelji na raziskavi v organizaciji X, kjer je bila analizirana percepcija zaposlenih glede managementa človeških virov, delovnega okolja in motivacijskih dejavnikov. Rezultati raziskave kažejo, da imajo kakovostno vodenje, dobra komunikacija, pozitivni medsebojni odnosi ter možnosti za razvoj in usposabljanje pomemben vpliv na zadovoljstvo in motivacijo zaposlenih. Ugotovljeno je bilo tudi, da spodbudno delovno okolje prispeva k večji delovni uspešnosti, boljšemu sodelovanju med zaposlenimi ter večji pripadnosti organizaciji. Na podlagi ugotovitev so podani predlogi za izboljšanje managementa človeških virov, organizacijske klime, komunikacije, motivacijskih sistemov ter razvoja zaposlenih v organizaciji X. Delo prispeva k boljšemu razumevanju pomena učinkovitega managementa človeških virov in ustvarjanja spodbudnega delovnega okolja v javnem sektorju.
Keywords:	Upravljanje človeških virov, delovno okolje, organizacijska klima, zadovoljstvo zaposlenih, organizacijska uspešnost, motivacija.
Place of publishing:	Maribor
Publisher:	J. Šket]
Year of publishing:	2026
PID:	20.500.12556/DKUM-98759
UDC:	005.96
COBISS.SI-ID:	291403779
Publication date in DKUM:	17.09.2026
Views:	64
Downloads:	0
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:	06.07.2026

Secondary language

Language:	English
Title:	The role of HRM in creating a stimulating work environment in organization X
Abstract:	This master’s thesis addresses human resource management and the importance of a supportive work environment for employee motivation in the public sector. In modern organizations, employees represent a key factor of organizational success; therefore, effective human resource management is essential for achieving organizational goals, improving work performance, and creating a positive working environment. Special emphasis is placed on the public sector, where organizations often face challenges such as limited motivational systems, increased administrative workload, and the need for effective employee leadership. The theoretical part presents the basic concepts of human resource management, its functions, and contemporary trends in the public sector. It also discusses the factors of a supportive work environment, including organizational culture and climate, interpersonal relationships, working conditions, work-life balance, and leadership style. Particular attention is devoted to employee motivation and the connection between motivation, human resource management, and a supportive work environment. The empirical part is based on a study conducted in organization X, where employees’ perceptions of human resource management, the work environment, and motivational factors were analyzed. The research results indicate that quality leadership, effective communication, positive interpersonal relationships, and opportunities for employee development and training have a significant impact on employee satisfaction and motivation. Furthermore, the findings show that a supportive work environment contributes to higher work performance, better cooperation among employees, and stronger organizational commitment. Based on the findings, several proposals are presented for improving human resource management, organizational climate, communication, motivational systems, and employee development in organization X. The thesis contributes to a better understanding of the importance of effective human resource management and the creation of a supportive work environment in the public sector.
Keywords:	Human resource management, working environment, organizational climate, employee satisfaction, organizational performance, motivation.

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