Proces pridobivanja kadrov generacije Z

magistrsko delo

Nejc Bernik (Author), Polona Šprajc (Mentor)

Abstract

Organizacije se v zadnjih letih soočajo s problematiko pomanjkanja kadra. K temu so pripomogle tudi značilnosti generacije Z, ki predstavlja osebe, rojene med letoma 1995 in 2010 . Generacija Z se za razliko od generacije Y in generacije X, ki nastopata v vlogi delodajalcev, pomembno razlikuje ne le po načinu življenja, temveč tudi po vrednotah. Cilj magistrskega dela je ugotoviti, katere značilnosti odlikujejo generacijo Z in kako te značilnosti vplivajo na proces njenega zaposlovanja. V ta namen je izvedena raziskava med populacijo generacije Z. Raziskava poteka v treh delih. Prvi del raziskave se nanaša na anketni vprašalnik, ki je bil razdeljen med splošno populacijo generacije Z. Drugi del raziskave poteka v proizvodnji organizaciji Domel, d. o. o., kjer se anketira že zaposleno generacijo Z. Tretji del raziskave poteka s pomočjo metode intervjuvanja, kjer s pomočjo usmerjenega intervjuja pridobimo podatke vodje kadrovske službe v organizaciji Domel, d. o. o. Z anketiranjem splošne populacije generacije Z in že zaposlene generacije Z v organizaciji Domel, d. o. o., ugotavljamo, kaj omenjeno generacijo motivira, kakšno razmerje med prostim časom in kariero si želi ter kaj ji pri delu v organizaciji pomeni največ in kaj najmanj, predvsem v smislu organizacijske klime. Ugotovimo, da se značilnosti generacije Z razlikujejo od starejših generacij, saj je generacija Z najbolj digitalno vešča generacija do sedaj. Zaradi znanja, ki ga ima za uporabo digitalne tehnologije, bodočim delodajalcem predstavlja neprecenljiv kader. Izsledke teh dveh raziskav nadgradimo tudi s podatki na osnovi usmerjenega intervjuja in delodajalcem predlagamo možnosti zaposlitve generacije Z. Ugotovimo tudi, da bodo morali delodajalci prilagoditi delovne procese, če bodo želeli pridobiti, predvsem pa ohraniti kadre generacije Z.

Keywords

zaposlovanje;

Data

Language:	Slovenian
Year of publishing:	2024
Typology:	2.09 - Master's Thesis
Organization:	UM FOV - Faculty of Organizational Sciences
Publisher:	[N. Bernik]
UDC:	331.5
COBISS:	198567939
Views:	14
Downloads:	2
Average score:	0 (0 votes)
Metadata:

Other data

Secondary language:	English
Secondary title:	The recruitment process of generation Z
Secondary abstract:	In recent years, organisations have been facing staff shortages. This has been compounded by the characteristics of Generation Z, which represents people born between 1995 and 2010. Generation Z, unlike Generation Y and Generation X which are already employed, has significant differences, not only in lifestyle, but also in values. The aim of the master thesis was to find out which characteristics distinguish Generation Z and how these characteristics influence on the employment process of Generation Z. To this end, a survey of the Generation Z population was carried out. The research was conducted in three parts. The first part of the survey concerned a questionnaire distributed to the general population of Generation Z. The second part of the survey took place in the production company Domel Ltd., where the Generation Z population which is already employed, was surveyed. The third part of the research was carried out using the interview method, where a targeted interview was used to obtain information from the head of human resources at Domel Ltd. By interviewing the general population of Generation Z and the already employed Generation Z at Domel Ltd., we were able to find out what motivates generation Z, what kind of relationship between leisure and career they want and what means most and least to them when they are working in an organisation, especially in terms of the organisational climate. We found that the characteristics of Generation Z differ from older generations, with Generation Z being the most digitally savvy generation to date. Their knowledge of how to use digital technology makes them an invaluable asset to future employers. We have also built on the findings of these two surveys with interview-based data to suggest to employers how to recruit Generation Z. We have also found that employers will need to adapt their work processes if they want to attract and, above all, retain Generation Z staff.
Secondary keywords:	Trg dela;Univerzitetna in visokošolska dela;
Type (COBISS):	Master's thesis/paper
Thesis comment:	Univ. v Mariboru, Fak. za organizacijske vede
Pages:	VI, 84 f.
ID:	23666841