Uvajanje kadrov v organizacijo

vloga pripravništva pri uvajanju kadrov v organizacijo

Katarina Razmovski (Author), Andrej Kohont (Mentor)

Abstract

Uspešno uvajanje novih kadrov v organizacijo je ključno za njihovo delovno uspešnost, zadovoljstvo ter ohranitev v organizaciji. Uvajanje ne vpliva le neposredno na posameznika, ki se vključuje v organizacijo, temveč posredno tudi na produktivnost ekipe, v katero se vključuje. Menjava kadra je za vsako podjetje naraven cikel. Če želi, da na podjetje vpliva minimalno, se ga mora lotiti sistematično. Podjetja v Sloveniji se uvajanja kadrov lotevajo na različne načine, od popolne prepuščenosti in nesistematiziranosti do inovativnih pristopov in sistematično. Podjetja, ki sledijo ugotovitvam raziskav in dobrim praksam doma in iz tujine, se vse bolj usmerjajo k sistematičnemu pristopu uvajanja kadrov in podaljšujejo obdobje uvajanja. Uporabljajo tudi pripravništva. Pripravništvo je način uvajanja kadra, ki prvič stopa na trg dela. Pravno ga regulira in strukturira država, vendar sam po sebi ne zajema vseh elementov uspešnega uvajanja. Z magistrskim delom želim ugotoviti, kako je uvajanje zastavljeno v teoriji (literaturi) ter v naslednjem koraku na temelju analize primera izbranega podjetja, ki vključuje intervjuje (z vodjo razvoja kadrov, mentorji in mentoriranci), preveriti, kako uvajanje poteka v velikem slovenskem podjetju, ki se je strukturiranega uvajanja kadrov na temelju lastnih izkušenj z uvajanjem iz preteklosti lotilo pred kratkim. Na tem temelju sem lahko z več zornih kotov primerjala učinkovitost njihovega starega sistema uvajanja z današnjim strukturiranim uvajanjem.

Keywords

uvajanje kadrov;pripravništvo;fluktuacija;usposabljanje;struktura;podjetje;Zaposleni;Upravljanje;Organizacije;Magistrska dela;

Data

Language:	Slovenian
Year of publishing:	2020
Typology:	2.09 - Master's Thesis
Organization:	UL FDV - Faculty of Social Sciences
Publisher:	[K. Razmovski]
UDC:	005.7(043.2)
COBISS:	19607555
Views:	580
Downloads:	243
Average score:	0 (0 votes)
Metadata:

Other data

Secondary language:	English
Secondary title:	Onboarding new employees with emphasis on apprenticeship
Secondary abstract:	Successful onboarding of new employees into the organization is key to their satisfaction and retention. The onboarding process not only directly affects the individuals involved, but indirectly also affects the productivity of the team to which he or she onboards. Employee turnover is a natural cycle for every business, but we want it to have a minimal impact on the business, it has to be addressed systematically. Companies in Slovenia take on different ways of onboarding from complete go-with-the-flow, stand-alone approach to innovative and systematic approaches. Companies who follow world class HR practice and findings are increasingly moving towards a systematic approach of onboarding while also extending their onboarding period. Traineeships are a way of onboarding, which is, in Slovenia, regulated and structured to some extent by the state. But it does not cover all the elements of successful onboarding. In my master's thesis, I wanted to research how the introduction is set in theory (literature) and to compare it to an onboarding process in a large Slovenian company, which has recently started a structured onboarding program. I tested my theoretical findings by interviewing six employees, from which I was able to see the effectiveness of the onboarding process by comparing the company's old, unstructured onboarding to today's structured.
Secondary keywords:	onboarding;employee turnover;traineeship;structure;company;Employees;Upravljanje s človeškimi viri;Personnel management;Management;Organizations;Master's theses;
Type (COBISS):	Master's thesis/paper
Study programme:	0
Embargo end date (OpenAIRE):	1970-01-01
Thesis comment:	Univ. v Ljubljani, Fak. za družbene vede
Pages:	124 str.
ID:	11800608