magistrsko delo
Jaka Majhenič (Author), Sonja Treven (Mentor)

Abstract

Spremembe v okolju podjetja, bodisi so to na trgu podjetja, trgu dela, finančnem trgu, dobavnem trgu, družbeno-politične ali socialne spremembe ter preostale, silijo podjetja v aktivnosti, s katerimi se na njih prilagajajo. Podjetja namreč na spremembe v okolju odgovarjajo s spremembami v svojem poslovnem modelu, organizacijski ali procesni strukturi. Samo z uspešno vpeljanimi spremembami lahko podjetja odgovorijo na zunanje izzive in se odrežejo uspešneje kot konkurenca. Zaposleni so kot eden izmed najpomembnejših elementov podjetja na spremembe zelo občutljivi. Spreminjanje delovne rutine, podajanje v neznano, uvajanje novih tehnologij in tudi spreminjanje strukture zaposlenih ustvarja med njimi nezaupanje in strah, zaradi tega pa so lahko z njihove strani tudi spremembe neuspešno sprejete in posledično vpeljane aktivnosti ne prinesejo želenih rezultatov. Poleg uspešnega upravljanja in vpeljevanja sprememb je tako zelo pomembno tudi dobro upravljanje človeških virov v podjetju. Na strateškem, pa tudi operativnem nivoju podjetja pa morajo aktivnosti upravljanja človeških virov in aktivnosti upravljanja sprememb delovati povezano in usklajeno. Z magistrskim delom smo želeli predstaviti pomembnost pravilnega upravljanja človeških virov v povezavi z vpeljevanjem sprememb v poslovanje podjetja. Pri tem smo se še posebaj osredotočili na kadrovsko reorganizacijo podjetja, ki jo številni povezujejo samo z odpuščanjem. Posledično kadrovska reorganizacija tudi med zaposlenimi vzbuja strah in nezaupanje v samo spremembo, podobno pa se pojavlja tudi v odnosu do vodstva podjetja. Vrhovni management se mora zavedati občutljivosti te spremembe in pomena dobre, jasne komunikacije in pravilnega upravljanja zaposlenih tako v obdobju pred reorganizacijo, med samim procesom izvedbe reorganizacije in tudi po končani kadrovski reorganizaciji. Ker pa mora vsaka sprememba v podjetju izboljšati trenutno stanje in podjetju prinesti konkurenčno prednost, bodisi z znižanjem stroškom, boljšim izkoristkom dela, optimiziranjem procesov itd., smo v nalogi obravnavali tudi ekonomski del kadrovske reorganizacije. Na primeru javnega podjetja Marprom d. o. o. smo prikazali proces izvedbe kadrovske reorganizacije in na koncu ob primerjavi začetnega in končnega stanja ter ob upoštevanju stroškov implementacije reorganizacije ovrednostili ekonomsko učinkovitost reorganizacije.

Keywords

zaposleni;človeški viri;management človeških virov;kadrovski management;organizacijske spremembe;ekonomska učinkovitost;javno podjetje;

Data

Language: Slovenian
Year of publishing:
Typology: 2.09 - Master's Thesis
Organization: UM EPF - Faculty of Economics and Business
Publisher: J. Majhenič
UDC: 005.96
COBISS: 90737155 Link will open in a new window
Views: 231
Downloads: 76
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Other data

Secondary language: English
Secondary title: Economical effectivity of public owned company Marprom employees reorganization
Secondary abstract: Changes in the company environment either in the company's market, labour market, financial market, supply market or even social, political and other changes, force companies to take actions to adopt to them. Companies respond to the changes in the environment by changing their business models, organization and structure of business processes. By implementing changes successfully companies can cope with the outside challenges and competition. Employees, who represent the essential part of a company, are very susceptible to these changes. Changes in the work routine, introduction of new technologies and changes in the employees' structure can cause uncertainty and fear among them so it is very unlikely they would accept these changes and consequently the new activities will not produce the desired results. A successful management and implementation of changes is equally important to the human resourses management of a company. On a strategic level as well as on an operational level, the activities related to the human resources management and those related to the management of changes must be cohesive and coordinated. The main goal of our master's thesis was to present the importance of an appropriate human resources management in connection with the implementation of changes into the company's operations. Our main focus was on the human resources reorganization of a company, which is often linked to redundancies. Consequently the human resources reorganization causes fear and distrust in a certain change as well as in the company's leadership. The senior management staff has to be aware of the sensitivity of the change and the importance of a good and clear communication as well as the importance of an appropriate management of the employees at the time before, during and after the process of reorganization. Since every change within the company should improve the existing situation as well as bring a competitive advantage, either by lowering the expences or by a better efficiency and optimization of the processes etc., we have put emphasis also on the economic part of the human resources reorganization. Based on the example of a public company Marprom s.l.r. we presented implementation of the human resourses reorganization and at the end of the thesis we evaluated its economic efficiency by comparing the situation before and after as well as by taking into account the expences of the implementation.
Secondary keywords: employees reprganization;human resources management;public company;organizational changes;employee management;
Type (COBISS): Master's thesis/paper
Thesis comment: Univ. v Mariboru, Ekonomsko-poslovna fak.
Pages: II, 68 str.
ID: 13466469