magistrsko delo
Alenka Avguštin (Author), Simona Šarotar Žižek (Mentor), Maja Rožman (Co-mentor)

Abstract

V teoretičnem delu magistrske naloge smo širše raziskovali, kakšen je koncept agilnosti in zakaj je agilnost vse bolj pomembna za organizacije, ter podrobneje predstavili agilno metodologijo dela scrum. Raziskali smo, kako agilnost vpliva na management človeških virov in kako se agilni management človeških virov razlikuje od tradicionalnega managementa človeških virov. Posebej smo se osredotočili na razvoj in izobraževanje agilnih zaposlenih v agilnih organizacijah. Agilni koncepti dela prodirajo v različne industrije, ker organizacije delujejo na odprtem, nepredvidljivem trgu. Agilni pristopi omogočajo hitrejše prilagajanje spremembam, pregledno ustvarjanje organizacijskega znanja ter razvoj zaposlenih. Zaposlenim se vse bolj priznava, da so ustvarjalci znanja in inovativnih rešitev, zato mora organizacija vanje vlagati in se truditi, da jih čim dlje zadrži v svojem okolju. Preden organizacije vpeljejo agilne metodologije dela, morajo najprej razviti agilno mišljenje in agilno kulturo, brez teh dveh osnov lahko pride do nesporazumov in upada motivacije med zaposlenimi. Trg dela se vse bolj usmerja v agilni management človeških virov in k individualiziranemu pristopu k razvoju znanja ter kariere zaposlenih. V magistrski nalogi smo zato v sodelovanju s poslovno enoto Equaleyes raziskali dvoje: a) ali je možno oblikovati agilni model razvoja zaposlenih in b) ali je možen razvoj agilnega managementa človeških virov. V empiričnem delu smo ugotovili, da zaposleni poslovne enote Equaleyes razumejo agilni pristop dela, večino nalog in dejavnosti v povezavi z razvojem in učenjem zaposlenih v poslovni enoti ocenjujejo zelo visoko. Na podlagi raziskave in teoretičnih spoznanj smo lahko vzpostavili splošen agilni model razvoja zaposlenih. Rezultati empiričnega dela dokazujejo, da v poslovni enoti Equaleyes potekajo agilni procesi dela, management človeških virov večinoma deluje na principu agilnosti in je na stopnji agilnega managementa človeških virov. Ugotovili smo tudi, da so še določena področja, ki se jih da izboljšati in razjasniti znotraj poslovne enote, kar nas po eni strani ni presenetilo, saj sta agilno področje in agilni management človeških virov v praksi še precej nova.

Keywords

človeški viri;management človeških virov;agilna organizacija;učeča se organizacija;zaposleni;razvoj zaposlenih;izobraževanje zaposlenih;

Data

Language: Slovenian
Year of publishing:
Typology: 2.09 - Master's Thesis
Organization: UM EPF - Faculty of Economics and Business
Publisher: A. Avguštin
UDC: 005.34:331
COBISS: 115418371 Link will open in a new window
Views: 73
Downloads: 8
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Other data

Secondary language: English
Secondary title: ǂA ǂmodel for agile employee development in the context of agile human resources management
Secondary abstract: The theoretical part of the master thesis will look broadly at the concept of agility and why it is becoming increasingly important for organisations and describe in detail the agile scrum work methodology. It will look at the research on how agility influences human resources management and how agile human resources management is different to the traditional human resources management. Special focus will be put on the development and education of agile employees in agile organisations. Agile work concepts are penetrating different industries since organisations work within an open and unpredictable market. Agile approaches enable faster adaptability to change, a clear creation of management knowledge, and employee development. It is increasingly acknowledged that employees are creators of knowledge and innovative solutions, so organisations must invest in them and try to keep them in their environment for as long as possible. Before organisations can start using agile work methodologies, they first must develop agile thinking and agile culture. Without these two basic foundations, there can be arguments between employees, as well as a low level of motivation. The labour market is increasingly moving towards the agile human resources management, and a personalised approach to skills and career development. That is why this master thesis, in cooperation with a business unit of Equaleyes, investigates if it is possible a) to design an agile model of employees' growth and b) to develop agile human resources management. The empirical part of the thesis introduces the finding that the employees of the business unit of Equaleyes understand what agile work methodologies are. They rate most of the tasks and activities connected to personal growth and skill development in the business unit very highly. Based on the research and theoretical findings in this master thesis, a general agile model of employee development was established. The results of the empirical part show that agile work processes are used in the Equaleyes business unit, that human resources management mostly works on the principles of agility and can therefore be defined as agile human resources management. The results also show that there are some areas, which could be improved, and any misunderstandings cleared up within the business unit. By itself, this is not surprising, since agile workflows and agile human resources management have only started to be implemented in workplaces recently.
Secondary keywords: agile organization;scrum;agile HRM;employee development;employee learning;
Type (COBISS): Master's thesis/paper
Thesis comment: Univ. v Mariboru, Ekonomsko-poslovna fak.
Pages: III, 67 str., 7 str. pril.
ID: 14942185