magistrsko delo
Jan Gorenak (Author), Andrej Kohont (Mentor)

Abstract

Organizacija brez ljudi ne more obstajati in delovati, saj so ti edinstven vir napredka, konkurenčnosti in uspeha. So intelektualni kapital, ki ima večjo moč kot finančni kapital, saj zaposleni posedujejo znanje in izkušnje, ki jih organizacija lahko pretvori v vrednost. Zato mora biti kadrovski management vpet v privabljanje in ohranjanje zaposlenih, pri čemer pomemben vidik predstavljajo tudi odhodi zaposlenih. Te merimo s fluktuacijo, ki je osnovana na različnih razlogih, tako individualnih kot organizacijskih. Da bi ugotovili razloge za fluktuacijo in to omejili, se kadrovniki poslužujejo orodja izhodnega intervjuja. Ta se izvaja med kadrovnikom in zaposlenim v odhodu, kjer prvi zastavlja relevantna vprašanja, vezana na zaposlitev in razloge za odhod. Cilj izhodnega intervjuja je pridobiti informacije, s katerimi bo organizacija v prihodnosti prilagodila delovno okolje in pogoje do te mere, da bo zmanjšala fluktuacijo in ohranjala kvalitetne človeške vire. Z izvedbo raziskave smo pridobili vpogled v vzroke in posledice fluktuacije v podjetju X. Skozi intervjuje z zaposlenimi kadrovniki v podjetju X smo ugotovili, da v podjetju uporabljajo enostaven in kratek izhodni intervju v skladu s preprosto strategijo izvajanja. Kot največjo pomanjkljivost smo prepoznali dejstvo, da pridobljene informacije ne analizirajo v zadostni meri in ne pridobijo kvalitetnega vpogleda v razloge za odhod. Trdimo, da podjetje X ne izrablja orodja izhodnega intervjuja učinkovito.

Keywords

fluktuacija;znamka delodajalca;menedžment človeških virov;izhodni intervju;

Data

Language: Slovenian
Year of publishing:
Typology: 2.09 - Master's Thesis
Organization: UL FDV - Faculty of Social Sciences
Publisher: [J. Gorenak]
UDC: 005.95/.96(043.2)
COBISS: 230747139 Link will open in a new window
Views: 131
Downloads: 65
Average score: 0 (0 votes)
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Other data

Secondary language: English
Secondary title: Exit Interview in company X
Secondary abstract: An organization cannot exist and operate without people, as they are a unique source of progress, competitiveness and success. They represent intellectual capital, which has greater power than financial capital, as employees possess knowledge and experience that the organization can convert into value. Therefore, human resources management must be involved in attracting and retaining employees, with employee departures also being an important aspect. These are measured by turnover, which is based on various reasons, both individual and organizational. In order to identify the reasons for turnover and limit it, HR professionals use the exit interview tool. This is carried out between the HR professional and the departing employee, where the former asks relevant questions related to employment and the reasons for leaving. The goal of the exit interview is to obtain information with which the organization will adjust the working environment and conditions in the future to the extent that it will reduce turnover and maintain quality human resources. By conducting the research, we gained insight into the causes and consequences of turnover in company X. Through interviews with HR professionals in company X, we found that the company uses a simple and short exit interview in accordance with a simple implementation strategy. As the biggest shortcoming, we identified the fact that the information obtained is not analyzed sufficiently and does not gain quality insight into the reasons for departure. We argue that company X does not use the exit interview tool effectively.
Secondary keywords: fluctuation;employer brand;human resource management;exit interview;Upravljanje s človeškimi viri;Fluktuacija delovne sile;Intervjuji;Univerzitetna in visokošolska dela;
Type (COBISS): Master's thesis/paper
Study programme: 0
Thesis comment: Univ. v Ljubljani, Fak. za družbene vede
Pages: 1 spletni vir (1 datoteka PDF (91 str.))
ID: 26088677