Uvedba rednih letnih razgovorov v DARS d.d.

diplomsko delo univerzitetnega študija

Nataša Kozorog Cmiljanič (Author), Eva Jereb (Mentor)

Abstract

Razvoj kadrov, ocenjevanje delovne uspešnosti kot tudi ugotavljanje ter zagotavljanje zadovoljstva kadra poteka v družbi DARS d.d. na podlagi subjektivne ocene nadrejenega sodelavca. Kadrovska politika se oblikuje glede na obseg Letnega plana razvoja in obnavljanja avtocest v Republiki Sloveniji za prihodnje leto. Izobraževanje kadrov ni sistematičen proces, temveč posledica samoiniciativnosti posameznikov, kar ni nujno tudi ustrezno usmerjeno. Predstavili bomo teoretična spoznanja razvoja kadrov in jih primerjali s sistemom razvoja kadrov v proučevani organizaciji. O letnih razgovorih je dostopna tako domača kot tuja literatura, v kateri so si avtorji enotni v osnovnih značilnostih letnih razgovorov. Le-te bomo v teoretičnem delu letnih razgovorov izčrpno predstavili. V nalogi bomo prikazali potrebo po uvedbi letnih razgovorov v podjetju s pomočjo katerih bomo vzpostavili kredibilen sistem razvoja kadrov, ocenjevanja delovne uspešnosti, načrtovanje kadrovske politike in ugotavljanje in zagotavljanje zadovoljstva kadrov, kot temelj za kakovostno in optimalno opravljanje dejavnosti. Rešitev problema bomo strnili v načrt izvedbe letnih razgovorov v proučevani organizaciji, vključujoč vse elemente, potrebne za njegovo uspešno izvedbo.

Keywords

letni razgovori;razvoj kadrov;zaposleni;

Data

Language:	Slovenian
Year of publishing:	2011
Source:	Kranj
Typology:	2.11 - Undergraduate Thesis
Organization:	UM FOV - Faculty of Organizational Sciences
Publisher:	[N. Kozorog Cmiljanič]
UDC:	331.108
COBISS:	6886931
Views:	1883
Downloads:	177
Average score:	0 (0 votes)
Metadata:

Other data

Secondary language:	English
Secondary title:	IMPLEMENTATION OF ANNUAL INTERVIEWS AT DARS D.D.
Secondary abstract:	Human resources development, employee performance and identifying and providing staff satisfaction as well within the DARS d.d. Company are based upon the subjective assessments of superiors. Human resources policy is established according to the extent of the Annual Motorway Development and Reconstruction Plan in the Republic of Slovenia for the coming year. Personnel training is not a systematic process but is rather a result of the personal initiative of each individual, which may not be the appropriate orientation. We will present the theoretical background of human resource development and compare it with the systems of human resource development within the researched organisation. The annual interviews can be accessed both domestic and foreign literature, in which the authors are united in the basic characteristics of the annual interviews. They will be thoroughly presented in the theoretical part of the annual interviews. In this study, we demonstrate the need to introduce annual interviews in the company through which we can establish a credible system of human resources development, personnel performance appraisal, human resource policy planning and assessment and providing staff satisfaction. That system will be able to serve as the basis for the quality and optimum-level performance of activities. We will summarise the solution to the problem in the plan of implementation of annual interviews in the researched organisation, including all necessary elements for its successful implementation.
Secondary keywords:	Annual interviews;Human Resources Development;Employee Satisfaction;
URN:	URN:SI:UM:
Type (COBISS):	Undergraduate thesis
Thesis comment:	Univ. v Mariboru, Fak. za organizacijske vede
Pages:	46 f., pril.
Keywords (UDC):	social sciences;družbene vede;economics;economic science;ekonomija;ekonomske vede;labour;employment;work;labour economics;organization of labour;delo;zaposlovanje;sindikati;theory and organization of work;relations between business firms and employees;teorija in organizacija dela;odnosi med podjetji in zaposlenimi;ergonomija;
ID:	14476