Planiranje in razvoj kadrov v storitvenem podjetju

diplomsko delo univerzitetnega študija Organizacija dela

Nataša Mencin (Author), Mojca Bernik (Mentor)

Abstract

V teoretičnem delu diplomskega dela smo predstavili kadrovsko politiko. V nadaljevanju smo pozornost namenili planiranju kadrov v podjetju, kjer smo želeli predstaviti načela planiranja kadrov in pogoje, ki vplivajo na planiranje kadrov, ter vrste, modele, metode in tehnike planiranja kadrov. Opredelili smo pojem razvoja kadrov in cilje razvoja. Predstavili smo temeljne dejavnike razvoja kadrov, kot so izobraževanje in usposabljanje, nagrajevanje, napredovanje, motiviranost in delovna uspešnost. V praktičnem delu smo predstavili storitveno podjetje. S pomočjo intervjuja in anketnega vprašalnika smo želeli analizirati obstoječ proces planiranja in razvoja kadrov. Ugotovili smo, kako poteka proces planiranja in zaposlovanja, kaj je cilj tega procesa in zakaj sta planiranje in razvoj kadrov pomembna. Analizirali smo stopnjo zdravstvenega absentizma in fluktuacije v storitvenem podjetju. Na podlagi interne dokumentacije storitvenega podjetja smo ugotovili, kako v podjetju skrbijo za razvoj zaposlenih. S pomočjo raziskave smo prišli do zaključka, da storitveno podjetje ne izvaja ustreznega planiranja kadrov, predvsem v smislu presežka kadrov. Analiza rezultatov raziskave je pokazala, da so anketiranci v procesu razvoja kadrov zadovoljni z izbiro izobraževalnih programov. Izbirajo jih glede na svoje želje in potrebe. Manj so zadovoljni z usposabljanjem. Ugotovili smo, da v storitvenem podjetju nimajo ustreznega sistema napredovanja, ki bi omogočal, da najboljši zasedajo najboljše položaje. Anketiranci se niso znali opredeliti glede motivacijskih dejavnikov, kar pomeni, da je potrebno, da podjetje vzpostavi ustrezen sistem motiviranja in zaposlene na ta način spodbudi za nadaljnje delo. Raziskava je bila izvedena v dveh oddelkih, kar pomeni, da rezultatov zaradi majhnosti vzorca ni moč posplošiti na vse zaposlene v storitvenem podjetju. V zaključku diplomskega dela smo na podlagi ugotovitev raziskave in njene analize podali predloge, kako bi še izboljšali obstoječi sistem razvoja kadrov.

Keywords

planiranje kadrov;kadrovanje;razvoj kadrov;

Data

Language:	Slovenian
Year of publishing:	2016
Typology:	2.11 - Undergraduate Thesis
Organization:	UM FOV - Faculty of Organizational Sciences
Publisher:	[N. Mencin]
UDC:	331.108
COBISS:	7533331
Views:	1556
Downloads:	247
Average score:	0 (0 votes)
Metadata:

Other data

Secondary language:	English
Secondary title:	Planning and human resources development in service company
Secondary abstract:	The aim of the theoretical part of this thesis is to present the human resource policies. We investigate human resource planning in the company, particularly its principles and the conditions that may affect it. We review the conditions influencing the categories, models, methods and techniques of human resource management. We introduce the concept of human resource development and its goals. The fundamental human resource development factors are identified as education and training, remuneration, promotion, motivation and working efficiency. The experimental part of the thesis deals with a service company. An interview and a questionnaire are used to analyse the existent human resource planning and development. The results highlight the process of planning and employment, the objectives of the process and the importance of human resource planning and development. In addition, the results reveal the absenteeism and turnover in the company. Internal documentation provides an insight in the development of the employees. Our research reveals an inadequate human resource planning, especially regarding the human resources surplus. On the other hand, the analysis of research results indicates satisfaction of the respondents with the available education programs. They choose them according to their needs and preferences. Nonetheless, the training is considered less satisfactory. Furthermore, the results show that the company lacks a promotion system that would allow the most competent people being promoted to the highest-ranking positions. Regarding the motivation factor the respondents were undecided indicating the need for the appropriate motivation system in the company which would encourage the employees to do their best work. The research was carried out in two departments, meaning that the results cannot be generalized to all employees in the service company due to the smallness of the sample. In conclusion, based on the results of our study, we propose potential improvements of the existing human resource development in the company.
Secondary keywords:	human resource planning;staffing;human resources development;education;
URN:	URN:SI:UM:
Type (COBISS):	Undergraduate thesis
Thesis comment:	Univ. v Mariboru, Fak. za organizacijske vede
Pages:	62 f.
ID:	9127573