diplomsko delo
Zoja Vöröš (Author), Simona Šarotar Žižek (Mentor)

Abstract

Digitalizacija pomembno preoblikuje delovanje sodobnih organizacij, kar se odraža tudi na področju managementa človeških virov. Podjetja vse pogosteje uvajajo digitalna orodja, ki vplivajo na učinkovitost kadrovskih procesov, organizacijsko kulturo, notranjo komunikacijo in zadovoljstvo zaposlenih. V teoretičnem delu diplomske naloge, so opredeljeni temeljni pojmi managementa človeških virov in digitalizacije, s poudarkom na razvoju kadrovske funkcije iz administrativne v strateško podporno vlogo. Analiza je pokazala, da digitalna orodja pomembno prispevajo k večji preglednosti, hitrejšemu izvajanju nalog, avtomatizaciji postopkov ter podpori pri strateškem odločanju. Ugotovljeno je bilo, da digitalizacija spodbuja preoblikovanje načina vodenja in komuniciranja z zaposlenimi, povečuje pomen digitalnih kompetenc in vseživljenjskega učenja. Obenem vpliva na oblikovanje kulture, ki temelji na prilagodljivosti, sodelovanju in odprtosti. V ospredje vse bolj stopajo vsebine, kot so uporaba umetne inteligence v kadrovskih procesih, krepitev digitalne pismenosti, oblikovanje pozitivne izkušnje zaposlenih, individualni pristopi pri razvoju kadrov ter vključevanje načel raznolikosti, enakosti in vključenosti. Prav tako se povečuje pomen agilnega delovanja organizacij, ki spodbujajo učenje in prilagajanje organizacij. Poleg tega so bile ugotovljene tudi slabosti, kot so povečane zahteve po usposabljanju in prilagoditvi zaposlenih, odpor do sprememb ter vpliv na medosebne odnose v organizaciji. V aplikativnem delu je bilo s pomočjo poglobljenih intervjujev analizirana uvedba digitalnih rešitev v podjetje Star Import d.o.o. Ugotovljeno je bilo, da digitalna orodja prispevajo k večji povezanosti med oddelki, hitrejši izmenjavi informacij, učinkovitejši izvedbi kadrovskih nalog in večji odprtosti za inovacije. Vzporedno so bili prepoznani tudi izzivi, kot so začetni odpor zaposlenih, potreba po stalnem usposabljanju ter spremembe v organizacijski kulturi. Zaključek naloge poudarja, da digitalizacija v managementu človeških virov ni zgolj tehnični proces, temveč strateška transformacija, pri kateri imata tehnologija in človeški kapital ključno, soodvisno vlogo.

Keywords

človeški viri;management človeških virov;digitalizacija;digitalna orodja;

Data

Language: Slovenian
Year of publishing:
Typology: 2.11 - Undergraduate Thesis
Organization: UM EPF - Faculty of Economics and Business
Publisher: Z. Vöröš
UDC: 005.96:004
COBISS: 247200771 Link will open in a new window
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Downloads: 11
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Other data

Secondary language: English
Secondary title: Digitalization and human resource management
Secondary abstract: Digitalization significantly transforms the functioning of modern organizations, which is also reflected in the field of human resource management. Companies are increasingly adopting digital tools that affect the efficiency of HR processes, organizational culture, internal communication, and employee satisfaction. The theoretical part of the thesis defines the key concepts of human resource management and digitalization, with a focus on the development of the HR function from an administrative to a strategic support role. The analysis showed that digital tools significantly contribute to greater transparency, faster task execution, process automation, and support for strategic decision-making. It was found that digitalization encourages the transformation of leadership and communication styles with employees and increases the importance of digital competencies and lifelong learning. Moreover, it influences the development of a culture based on adaptability, collaboration, and openness. Increasing attention is being paid to the use of artificial intelligence in HR processes, strengthening digital literacy, shaping a positive employee experience, applying individualized approaches to employee development, and incorporating the principles of diversity, equity, and inclusion. The importance of organizational agility and fostering learning and adaptability is also growing. On the other hand, the study highlighted some drawbacks, such as increased training demands, the need for employee adaptation, resistance to change, and the impact on interpersonal relationships within the organization. In the empirical part, in-depth interviews were conducted to analyze the introduction of digital solutions in the company Star Import d.o.o. The findings revealed that digital tools contribute to improved interdepartmental collaboration, faster information exchange, more efficient implementation of HR tasks, and greater openness to innovation. At the same time, challenges such as initial employee resistance, the need for continuous training, and changes in organizational culture were also identified. The thesis concludes that digitalization in human resource management is not merely a technical process, but a strategic transformation in which technology and human capital play a crucial and interdependent role.
Secondary keywords: digitalization;human resource management;digital tools;interview;Star Import d.o.o.;
Type (COBISS): Bachelor thesis/paper
Thesis comment: Univ. v Mariboru, Ekonomsko-poslovna fak.
Pages: 1 spletni vir (1 datoteka PDF (54 str.))
ID: 26482852