Uvedba rednega letnega razgovora na Kliničnem oddelku za anesteziologijo in intenzivno terapijo operativnih strok na Univerzitetnem kliničnem centru Ljubljana

diplomsko delo univerzitetnega študija Organizacija in management kadrovsko-izobraževalnih sistemov

Jasmina Veseli Arslani (Author), Mojca Bernik (Mentor)

Abstract

Diplomsko delo obravnava redne letne razgovore, ki so v relevantni literaturi pojmovani kot najvišja stopnja upravljanja z ljudmi pri delu. Omogočajo namreč povezavo osebnih in kariernih ciljev zaposlenega s cilji delovne organizacije, kar je ključ uspeha vsake delovne organizacije. Redni letni razgovor izvede neposredni vodja enkrat letno z vsakim zaposlenim, ki mu je neposredno podrejen. RLR je sistematičen, celovit in zajema tako pogovor o doseženih rezultatih, delovni uspešnosti, razmerah na delovnem mestu, načrtovanih ciljih, kot tudi o osebnem in kariernem razvoju. Zaposleni je na RLR obravnavan kot enakovreden partner in pozvan k aktivnemu sodelovanju. Pravilno izveden redni letni razgovor prinaša številne koristi tako zaposlenemu kot tudi vodji in organizaciji. Kljub številnim koristim, ki jih RLR prinašajo, pa te prakse na Kliničnem oddelku za anesteziologijo in intenzivno terapijo operativnih strok Univerzitetnega kliničnega centra Ljubljana (KOAIT UKCL) zaradi časovne stiske še niso uspeli implementirati. Prav zato smo si kot cilj naloge zastavili proučiti, kaj bi za zaposlene in oddelek kot celoto (KOAIT) redni letni razgovori prinesli, na podlagi ugotovitev pa predlagati čim bolj optimalen način uvedbe rednih letnih razgovorov za celoten oddelek KOAIT UKCL. Cilj je bil tudi priprava obrazca za redne letne razgovore na KOAIT ter preveriti v uvodu zastavljene hipoteze. Na podlagi raziskave, ki smo jo izvedli s pomočjo anketnega vprašalnika med zaposlenimi v zdravstveni negi na Oddelku za anesteziologijo (del KOAIT), smo ugotovili, da so zaposleni izrazito naklonjeni uvedbi rednih letnih razgovorov, glede uvedbe pa imajo številna pozitivna pričakovanja. Ugotovili smo, da so zaposleni pomanjkljivo seznanjeni s tematiko, zato učinkovitost in uspešnost uvedbe RLR na KOAIT zahteva usposabljanje zaposlenih o RLR. Zaposleni naj bodo na razgovorih enako obravnavani ne glede na osebne in demografske karakteristike, pristop pri izvajanju rednih letnih razgovorov pa mora biti celovit in zajeti vsa področja tematike (delovna uspešnost, delovne razmere, komuniciranje, karierni/osebni razvoj in potenciali, odnos z vodjo, delovni/osebni cilji in drugo).

Keywords

redni letni razgovor;Univerzitetni klinični center Ljubljana;upravljanje z ljudmi pri delu;

Data

Language:	Slovenian
Year of publishing:	2016
Typology:	2.11 - Undergraduate Thesis
Organization:	UM FOV - Faculty of Organizational Sciences
Publisher:	[J. Veseli Arslani]
UDC:	331.108
COBISS:	7564051
Views:	1283
Downloads:	104
Average score:	0 (0 votes)
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Other data

Secondary language:	English
Secondary title:	IMPLEMENTATION OF REGULAR ANNUAL INTERVIEW IN THE CLINICAL DEPARTMENT OF ANAESTHESIOLOGY AND SURGICAL INTENSIVE THERAPY IN THE UNIVERSITY MEDICAL CENTRE LJUBLJANA
Secondary abstract:	The diploma thesis deals with the regular annual interviews, which are conceived in the relevant literature as the highest level of human resource management. They enable the connection of personal and career goals of employees with the objectives of labour organization, which is the key to the success of any labour organization. Once a year, the superior conducts regular annual interview to each employee, who is directly organisationally subordinate to him. Regular annual interview is systematic and comprehensive, and covers both, discussion about the results achieved, work performance, conditions in the workplace, planned objectives, as well as personal and career development. During regular annual interview, the employee is treated as an equal partner and is invited to actively participate. Properly performed regular annual interview brings many benefits to employees, managers and to the organization. In spite of many benefits that regular annual interviews bring, this practice due to time constraints has not yet been implemented at the Clinical Department of Anaesthesiology and Surgical Intensive Therapy of the University Medical Centre Ljubljana (CDASIT UMCL). That is why we have decided to examine what would be the benefits of the implementation of regular annual interview at the department for employees and for the department as a whole. On the basis of the findings we proposed the most optimal way of implementing regular annual interviews for the entire department CDASIT UMCL. The goal was also to prepare a form for regular annual interviews at the mentioned department and verify hypotheses, which are presented in the introduction. Based on the survey, which was conducted with a questionnaire among employees in health care at the Department of Anaesthesiology (which is part of CDASIT), we concluded with the following key findings. The employees are highly in favour of the introduction of regular annual interview and have many positive expectations from the implementation. The employees do not have enough knowledge about the theme. This is why training of employees about regular annual interview is necessary to ensure efficiency and effectiveness of introducing regular annual interview at CDASIT. Employees should be at interviews treated equally regardless of personal and demographic characteristics; approach to the implementation of regular annual interviews must be comprehensive and cover all topics (labour efficiency, working conditions, communication, career/personal development, relationship with the manager, work/personal goals, etc.).
Secondary keywords:	regular annual interview;University Medical Centre Ljubljana;human resource development;
URN:	URN:SI:UM:
Type (COBISS):	Undergraduate thesis
Thesis comment:	Univ. v Mariboru, Fak. za organizacijske vede
Pages:	67 f.
ID:	9127542