delo diplomskega projekta
Maruša Verčkovnik (Author), Simona Šarotar Žižek (Mentor)

Abstract

V današnjem rastočem in hitro spreminjajočem se poslovnem okolju se mora vsaka organizacija v želji, da bi bila ambiciozna, zavedati pomembnosti ljudi – človeških virov, za njeno uspešno delovanje, kar je bila glavna ugotovitev diplomskega projekta. Spoznali smo, da je podlaga temu sistematično dodelan in uspešno vpeljan sistem managementa človeških virov, katerega uspešnost določajo tudi izbrani izvajalci. Ti so lahko zunanji (različne institucije in strokovnjaki) ali lastni managerji organizacije. V teoretičnem delu diplomskega projekta smo tako spoznali osnove sistema managementa človeških virov v organizaciji in specifično eno izmed njegovih pomembnejših funkcij – razvoj zaposlenih, v sklopu katerega se načrtujejo in izvajajo tudi programi razvoja zaposlenih kot sta izobraževanje in usposabljanje. Razvoj zaposlenih je proces, ki mora potekati neprekinjeno, saj je organizacijsko okolje ves čas deležno sprememb, tako ekonomskih kot tudi tehnoloških in družbenih, zaradi katerih mora organizacija znati pokazati prilagodljivost in odzivnost. Programi izobraževanja in usposabljanja pa organizaciji omogočajo doseganje lastnih interesov, v sodelovanju ter komunikaciji z zaposlenimi pa tudi doseganje interesov posameznih zaposlenih. Tako smo spoznali različne pristope k razvoju zaposlenih, med katere uvrščamo formalno izobrazbo, delovne izkušnje, ocenitev sposobnosti in medsebojne odnose. Na temeljih teh pristopov nadaljnje izvajamo tudi različne dejavnosti razvoja zaposlenih, za katere smo ugotovili, da so vse enako pomembne. Mednje uvrščamo učenje, izobraževanje, usposabljanje, razvoj in načrtovanje kariere posameznih zaposlenih. Pomembnejša ugotovitev teoretičnega dela diplomskega projekta je bila tudi, da je programe izobraževanja in usposabljanja v podjetju treba natančno načrtovati, oblikovati, izvajati in kasneje vrednotiti. Pri tem procesu je enako pomembna izbira primerne metode izobraževanja ali usposabljanja. Spoznali smo, da obstajajo različne oblike in vrste razvojnih metod izobraževanja in usposabljanja pri katerih je ključna delitev na interna in eksterna. Temelj uspeha podjetja pri izvedbi izobraževanj in usposabljanj je tudi jasna opredelitev in zastavitev ciljev, ki jih z njihovo izvedbo želimo doseči. Pri tem smo ugotovili tudi, da je pri zastavljanju ciljev organizacije enako pomembna izgradnja kompetenčnega modela zaposlenih, saj nam olajša načrtovanje razvoja kadrov. V empiričnem delu diplomskega projekta smo sodelovali s podjetjem X, v katerem smo imeli možnost, preučiti njihove programe izobraževanja in usposabljanja zaposlenih ter zbrane ugotovitve povezati s pridobljenimi teoretičnimi spoznanji. Spoznali smo, da imajo zaposleni podjetja X pozitivno lastno percepcijo glede uspešnosti programov izobraževanja in usposabljanja, ki so jih ti deležni in so z njimi zadovoljni. Prav tako smo ugotovili, da podjetje X uporablja tako metode internega in kot metode eksternega izobraževanja in ravno njihova aktivnost na področju razvoja zaposlenih je ključ do njihove mednarodne konkurenčnosti in uspešnosti. Ugotovili smo tudi, da imajo podjetja, glede na trende prihodnosti, veliko prostora za napredek predvsem na področju metod e-izobraževanja. Na tej podlagi bi podjetju X predlagali, da se osredotoči na izgradnjo in vpeljavo sistema e-izobraževanja v svoje delovne procese. To bi namreč omogočilo konstantno izvajanje izobraževalnih programov in programov usposabljanja, kar pa bi, glede na naše ugotovitve, pomagalo pri ohranjanju zadovoljstva zaposlenih.

Keywords

management človeških virov;razvoj zaposlenih;izobraževanje;usposabljanje;metode;

Data

Language: Slovenian
Year of publishing:
Typology: 2.11 - Undergraduate Thesis
Organization: UM EPF - Faculty of Economics and Business
Publisher: [M. Verčkovnik]
UDC: 005.96
COBISS: 66594563 Link will open in a new window
Views: 679
Downloads: 167
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Other data

Secondary language: English
Secondary title: Training and education of employees in an organisation
Secondary abstract: In today's growing and rapidly changing business environment, every organization, if it wants to be ambitious, must be aware of the importance of people - human resources, needed for its successful operation, which was the main conclusion of this diploma project. We realized that the basis for this has been a systematically developed and successfully implemented human resources management system, the success of which is also determined by selected contractors. These can be either external (various institutions and experts) or the managers of the organisation. In the theoretical part of the diploma project, we learned about the basis of the human resources management system in an organization and especially of one of its most important functions – employee development, within which employee development programs such as education and training are planned and implemented. Employee development is a process that must take place continuously, as the organizational environment is undergoing constant economic as well as technological and social change, which is why the organization must know how to be flexible and responsive. Education and training programs enable the organization to pursue its own interests, as well as, by cooperation and communication, the interests of individual employees. Thus, we learned about different approaches to employee development, among which we count formal education, work experience, assessment skills and interpersonal relationships. They are the basis for various employee development activities, for which we concluded that all are equally important. These include learning, education, training and the development and career planning of individual employees. A more important conclusion of the theoretical part of this diploma project was also the essentially careful planning, designing, implementing, and evaluating of the company’s education and training programmes. In this process, the choice of the right education or training method is equally important. We realized that various forms and types of developmental methods of education and training exist, which are divided into internal and external ones. The basis for a successful implementation of education and training is also a clear set of goals that we want to achieve with their implementation. We also concluded that forming the employees’ competence model is equally important as setting the goals of the organization, as it makes the planning of human resources development easier. In the empirical part of the diploma project, we cooperated with company X, where we had the opportunity to study their employee education and training programmes and connect the collected findings with the acquired theoretical knowledge. We learned that the employees of company X have a positive perception of the success of the education and training programs they receive and are satisfied with them. We also found that company X uses both internal and external training methods, and that their activity in the field of employee development is key to their international competitiveness and success. We also found that companies, given the future trends, have a lot of room for improvement, especially regarding e-learning methods. On this basis, we would suggest that company X focus on designing an e-learning system and implementing it in its work processes. This would enable the constant implementation of educational and training programs, which, according to our conclusions, would help maintain employee satisfaction.
Secondary keywords: Human resource management;employee development;education;training;internal methods;external methods.;
Type (COBISS): Diploma project paper
Thesis comment: Univ. v Mariboru, Ekonomsko-poslovna fak.
Pages: III, 57 str., 4 str. pril.
ID: 12711563