Nagrajevanje zaposlenih v organizaciji X

delo diplomskega seminarja

Silvija Horvat (Author), Simona Šarotar Žižek (Mentor)

Abstract

V diplomskem seminarju smo naprej opredelili management človeških virov, nato pa predstavili sistem nagrajevanja zaposlenih iz teoretičnega vidika, v katerem smo združili teoretične osnove različnih avtorjev in jih dopolnili s svojimi mišljenji. Naloga je predstavljena tudi iz praktičnega vidika, v katerem smo analizirali značilnosti sistema nagrajevanja v izbrani organizaciji. Rezultate smo nadgradili tudi z raziskavo, opravljeno z anketnim vprašalnikom, ki smo jo izvedli v organizaciji X. Rezultate smo tudi komentirali in podali možne rešitve problemov. Z anketnim vprašalnikom smo želeli izvedeti kako in ali ima organizacija X dobro urejen sistem nagrajevanja zaposlenih in kako so le-ti zadovoljni z njim. Nagrajevanju v organizaciji pripisujemo vedno večji pomen. Sodobna podjetja se zavedajo, da brez usposobljenega, strokovnega in motiviranega kadra ne morejo računati na dolgoročno uspešnost podjetja. Dobro strukturiran sistem nagrajevanja zna prepoznati prispevek vsakega posameznika ter ga temu primerno nagraditi. Zaposleni v zameno za dobro opravljeno delo ob redni plači pričakujejo določene nagrade v obliki dodatnih nagrajevanj, ugodnosti in napredovanj. Zaposleni pa poleg denarnega nagrajevanja pričakujejo tudi nedenarne nagrade, kot so občutek pripadnosti, pomembnosti, odgovornosti in osebne rasti. Sistem nagrajevanja je nesporno prvi vir nezadovoljstva zaposlenih v organizaciji. Vodilni nagrajevanja ne bi smeli več obravnavati kot strošek, temveč kot naložbo v človeške vire. Če bodo zaposleni v podjetju zadovoljni, bodo vsekakor bolj motivirani za delo, delali bodo bolj uspešno in posledično prispevali k večji uspešnosti podjetja na trgu. Pomembno je torej, da vsako podjetje spozna kakšen je najbolj primeren sistem nagrajevanja v podjetju, saj lahko napačno zasnovan negativno vpliva nanj. Transparentnost in občutek pravičnosti pogosto štejeta več kot znesek denarja, ki ga prejme posameznik

Keywords

človeški viri;management človeških virov;zaposleni;nagrajevanje;nagrade;plače;nadomestila;ugodnosti;

Data

Language:	Slovenian
Year of publishing:	2013
Typology:	2.11 - Undergraduate Thesis
Organization:	UM EPF - Faculty of Economics and Business
Publisher:	[S. Horvat]
UDC:	005.66
COBISS:	11542556
Views:	1398
Downloads:	145
Average score:	0 (0 votes)
Metadata:

Other data

Secondary language:	English
Secondary title:	Remuneration of employees in the organization X
Secondary abstract:	In the graduate seminar, we continue to define human resource management, and then present system of rewarding employees from theoretical point of view, in which we combine the theoretical basis of various authors and supplemented with their thinking. The task is also presented from a practical point of view, in which we analyze the characteristics of the remuneration system for the selected organization. The results were also upgraded to a survey done by questionnaire, which was carried out in the organization X. The results were also presented and commented on the possible solutions to problems. The questionnaire was to find out how and whether the organization has a well-regulated system of X rewarding employees and how they are satisfied with it. Remuneration of the organization is gaining increasing importance. Modern companies realize that without qualified, professional and motivated staff can not count on the long-term success of the company. A well-structured reward system can recognize the contribution of each individual, and reward him accordingly. Employees in exchange for a job well done at a regular salary expect certain rewards in the form of additional incentive bonus, benefits and promotions. Employees in addition to the cash reward also expect non-cash prizes such as a sense of belonging, importance, responsibility and personal growth. Reward system is unquestionably the first source of frustration employees of the organization. The leading rewards should no longer be seen as a cost but as an investment in human resources. If the company's employees are satisfied, they will definitely be more motivated to work, work will be more successful and therefore contribute to greater company success in the market. It is therefore important that every company realizes what is most appropriate reward system in the company, as it may wrongly conceived a negative impact on him. Transparency and a sense of justice is often considered more than the amount of money received by an individual.
Secondary keywords:	management of human resources;employee benefits;financial rewards;nonmonetary rewards;
URN:	URN:SI:UM:
Type (COBISS):	Final seminar paper
Thesis comment:	Univ. v Mariboru, Ekonomsko-poslovna fak.
Pages:	53 str., [3] str. pril.
ID:	8726678