Uvedba rednih letnih razgovorov v Nove storitve d.o.o.

magistrsko delo Organizacija in management kadrovskih in izobraževalnih sistemov

Mateja Belej (Author), Eva Jereb (Mentor)

Abstract

Magistrsko nalogo z naslovom Uvedba rednih letnih razgovorov v Nove storitve d.o.o. sestavljata teoretični in empirični del. V teoretičnem delu predstavljamo splošno opredelitev RLR, namen, cilje in koristi tako za zaposlenega kot vodjo oz. strokovno-kadrovsko službo ter celotno organizacijo. Prav tako predstavljamo, kako se RLR načrtuje in izvede ter kakšne so aktivnosti, ki se odvijajo po opravljenih razgovorih. Sledi predstavitev podjetja Nove storitve d.o.o., njene dejavnosti ter kadrovska in organizacijska struktura. Empirični del predstavlja raziskavo mnenj zaposlenih o uvedbi RLR. V raziskavi smo proučili, kolikokrat letno oz. če sploh imajo zaposleni možnost individualnega pogovora s svojim nadrejenim in kakšno je njihovo dosedanje sodelovanje. Prav tako nas je zanimalo, ali si zaposleni RLR sploh želijo in kaj za njih to pomeni. Naloga se nadaljuje z obsežno analizo in grafičnim prikazom, dobljenih anketnih odgovorov, sledi predstavitev in testiranje hipotez. Končne ugotovitve smo oblikovali v sklepe in podali komentarje o pričakovanjih zaposlenih v primeru uvedbe RLR. Na podlagi rezultatov raziskave smo podali predloge in priporočila za morebitno bodoče izvajanje RLR v podjetju Nove storitve d.o.o. Cilj dela je bil ugotoviti, zakaj bi bila uvedba le-teh koristna in komu bi najbolj koristili.

Keywords

razvoj kadrov;komunikacija;organizacija;

Data

Language:	Slovenian
Year of publishing:	2012
Source:	Kranj
Typology:	2.09 - Master's Thesis
Organization:	UM FOV - Faculty of Organizational Sciences
Publisher:	[M. Belej]
UDC:	331.103
COBISS:	7052563
Views:	1361
Downloads:	179
Average score:	0 (0 votes)
Metadata:

Other data

Secondary language:	English
Secondary title:	THE INTRODUCTION OF ANNUAL INTERVIEW IN NOVE STORITVE D.O.O.
Secondary abstract:	The Masters dissertation with the title Introducing regular yearly interviews in Nove storitve d.o.o. consists of a theoretical and practical part. In the theoretical part we present the basic classification of RLR, the purpose, goals and benefits for the employees as well as the leaders or the professional cadre division and the entire organisation. It is also presented how RLR is planned and executed and what activities follow the interviews. After this there is a presentation of the company Nove storitve d.o.o. its activities and the organisational and cadre structure. The empirical part reflects the research on opinions of employees on taking on RLR. In the investigation we studied how many times per year (if ever) employees get the chance for an individual discussion with their superiors and what is their current relationship. We were also wondering if employees even wish to have RLR and what it means to them. This is followed by a broad analysis and graphic result of the question poll results. In the end there is a presentation and testing of hypothesis. The final results are formed into conclusions and accompanied by comments on expectations of employees on RLR. Based on the results we recommended possible use of RLR in the future for the company Nove storitve d.o.o. The goal was to find out why this would be useful and who would benefit from it the most.
Secondary keywords:	developing cadres;communication;organization;annual yearly interviews;
URN:	URN:SI:UM:
Type (COBISS):	Master's thesis/paper
Thesis comment:	Univ. v Mariboru, Fak. za organizacijske vede
Pages:	77 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:	16336