Uvajanje kadrov v podjetju X

diplomsko delo

Maja Bračun (Author), Vesna Novak (Mentor)

Abstract

Uvajanje kadrov je eden izmed zelo pomembnih procesov v organizaciji. Pri uvajanju ne mislimo samo na novega kadra, ampak tudi na osebo, ki je znotraj organizacije in ki bo zamenjala svoje delovno mesto. Uvajanje je glavno za zadovoljstvo ter motivacijo kadrov. Za organizacijo je pomembno, da kader čim prej osvoji postavljene cilje ter začne opravljati delo samostojno brez dodatne pomoči. Slabo uvajanje ima več negativnih učinkov, saj lahko vodi do fluktuacije, absentizma, odsotnosti z dela, nezgod pri delu ter slabega odnosa do zaposlenih in svojih opravil. Odločili smo se, da bomo v diplomskem delu obravnavali problematiko uvajanje kadrov v podjetju X. Proces kadrovanja v širšem smislu smo obravnavali v teoretičnem delu. Večji poudarek pa smo namenili uvajanju kadrov. S pomočjo raziskave smo v praktičnem delu želeli ugotoviti, kako uvajanje pripomore do socializacije v podjetju X, kakšnih načinov uvajanja se poslužuje podjetje X ter če po končanem uvajanju kandidat prejme dovolj informacij za opravljanje samostojnega dela. Ugotovili smo, da so kandidati v procesu uvajanja pridobili zadosti informacij za opravljanje samostojnega dela. V organizaciji so se zelo hitro vključili v novo delovno okolje ter vzpostavili dobre medsebojne odnose. Kandidate je uvajal sodelavec ter jim pri reševanju problemov tudi pomagal.

Keywords

kadrovanje;uvajanje;kadri;

Data

Language:	Slovenian
Year of publishing:	2022
Typology:	2.11 - Undergraduate Thesis
Organization:	UM FOV - Faculty of Organizational Sciences
Publisher:	[M. Bračun]
UDC:	005.9
COBISS:	115305475
Views:	66
Downloads:	31
Average score:	0 (0 votes)
Metadata:

Other data

Secondary language:	English
Secondary title:	Induction of employees in company x
Secondary abstract:	Induction of employees is one of the most important processes in an organisation. When we think of induction, we are not only thinking of a new recruit, but also of a person who is within the organisation, but who is about to change his or her job. Induction is key to personnel satisfaction and motivation. It is important for the organisation that personnel learn the objectives as soon as possible and start working independently, without any assistance. Poor induction has several negative effects, as it can lead to turnover and absenteeism, absenteeism, accidents at work and poor attitudes towards employees and their work. We have decided to address the issue of induction of employees induction in Company X in our thesis. The recruitment process in a broader sense has been discussed in the theoretical part. But we have put more emphasis on personnel induction. In the practical part of the survey, we wanted to find out how induction contributes to socialisation at Company X. What kind of induction methods are used at Company X and whether the candidate receives enough information to be able to work independently after the induction. We found that the candidates had acquired sufficient information to be able to work independently during the induction process. They have integrated very quickly into their new working environment and have established good relationships within the organisation. A colleague introduced the candidates and helped them with problems.
Secondary keywords:	Zaposleni;Upravljanje s človeškimi viri;Univerzitetna in visokošolska dela;
Type (COBISS):	Bachelor thesis/paper
Thesis comment:	Univ. v Mariboru, Fak. za organizacijske vede
Pages:	VI, 40 f.
ID:	15689162