Motivacija za izobraževanje starejših zaposlenih z višjo izobrazbo

diplomsko delo univerzitetnega študija Organizacija in management kadrovskih in izobraževalnih sistemov

Ana Lambić (Author), Goran Vukovič (Mentor), Miha Marič (Co-mentor)

Abstract

Delodajalci se dandanes srečujejo s težavami na področju kakovosti in konsistentnosti človeškega kapitala. Delovna doba zaposlenih se daljša in tako je v organizacijah zaposlenih veliko ljudi, ki so v zadnjem delu karierne poti. Okolje, v katerem delujejo organizacije, se tako v globalnem, kot v lokalnem smislu, stalno spreminja. Da bi zaposleni lahko sledili omenjenim spremembam, je ključnega pomena vseživljenjsko izobraževanje, saj znanje, pridobljeno v mladosti, ne zadošča. Za udeležbo na izobraževanjih in izvedbo vseživljenjskega izobraževanja je ključnega pomena ustrezno evidentiranje motivov in motivacijskih elementov, ki bi morali biti vpeti v delovno okolje, da bi vzpodbudili željene aktivnosti pri proučevani populaciji. Skozi izvedeno raziskavo smo ugotovili, da udeležence ankete najbolj motivira dobra predstavitev izobraževanj, varna prihodnost, raznolikost dela in samostojnost ter neodvisnost na delovnem mestu. Ovire oziroma demotivatorji, ki odvračajo proučevano populacijo od izobraževanj, so neujemanje izobraževanj z interesi posameznikov, neuporabna izobraževanja in pomanjkanje časa. Menimo, da je izobraževanje potrebno dodobra predstaviti in opisati izobraževalcem, ter jim prikazati, kako je neko izobraževanje koristno za njihovo delo in kaj vse jim bo le-to omogočilo (raznolikost dela, samostojnost in neodvisnost). Poudariti je potrebno tudi, kako bo izobraževanje vplivalo na njihovo varno prihodnost v organizaciji. Pomembno je, da so izobraževanja prilagojena interesom posameznikov. Ena izmed ovir, zakaj se udeleženci ankete ne udeležujejo izobraževanj, je tudi pomanjkanje časa. Le-to je mogoče deloma rešiti z izvajanjem izobraževanj znotraj delovnega časa. Udeležba na izobraževanjih, usposabljanjih, tečajih in izpopolnjevanjih udeležencev ankete je zelo nizka. Ugotovili smo, da bi le-ti spremenili teme izobraževanj (bolj aktualne, praktične in zanimivejše), vključili bi bolj zanimive in izkušene predavatelje, torej bolj kvalitetnejša izobraževanja. Poleg same vsebine in teme izobraževanj, bi udeleženci ankete spremenili tudi dolžino (krajša izobraževanja), ceno (nižja cena izobraževanj) in lokacijo (bližje/zanimivejše lokacije).

Keywords

motivacija;izobraževanje;starejši zaposleni;

Data

Language:	Slovenian
Year of publishing:	2018
Typology:	2.11 - Undergraduate Thesis
Organization:	UM FOV - Faculty of Organizational Sciences
Publisher:	[A. Lambić]
UDC:	159.9
COBISS:	8028691
Views:	1042
Downloads:	278
Average score:	0 (0 votes)
Metadata:

Other data

Secondary language:	English
Secondary title:	Motivating older employees with higher education for educating
Secondary abstract:	Employers are nowadays facing the problem of quality and consistency of human capital. Due to extending time period of years of service, there are many employees in organizations that are in the last part of their career path. The environment of organizations, global and local, is constantly changing. In order for employees to follow these changes, lifelong education is the key. In order to participate in education and the implementation of lifelong learning, it is essential to properly note motives and motivational elements that should be included in the working environment, to stimulate the desired activities in the studied population. Through the conducted research we found out that the participants in the survey are most motivated by: a good presentation of education, a safe future, a diversity of work, autonomy and independence at the workplace. Obstacles or demotivators that discourage the studied population from educating are: mismatches of education with the interests of individuals, ineffective education and lack of time. We believe that education needs to be well presented and described to educators, through which we show the advantages of educating and how it is beneficial for work (diversity of work, autonomy and independence). It is also important to emphasize how will the education affect their future career safety in organizations. Education should be adjusted to the interests of individuals. One of the obstacles for not educating is the lack of time. This can be partly solved by conducting education within working hours of employees. Participation in education, training, courses and refinement is very low. In order to raise that number, participants of the survey suggest changing the themes of education, to be more current, practical and interesting; get more interesting and experienced lecturers. Furthermore, the participants in the survey would also change the length (shorter education), the price (the lower cost of education) and the location (closer / more interesting locations) of education.
Secondary keywords:	Motivation;Education;Older employees;
URN:	URN:SI:UM:
Type (COBISS):	Bachelor thesis/paper
Thesis comment:	Univ. v Mariboru, Fak. za organizacijske vede
Pages:	35 f.
ID:	10937611