diplomski projekt
Špela Lubej (Author), Simona Šarotar Žižek (Mentor)

Abstract

Ravnanje s starejšimi zaposlenimi je pojem, katerega se podjetja vse pogosteje zavedajo in se z njim ukvarjajo. Poseben poudarek namenjajo skupnemu in usklajenemu delovanju na področjih, ki naj bi imela ključno vlogo pri vključevanju starejših generacij. S spreminjanjem sektorske strukture gospodarstva, prihaja do manj zgodnjega upokojevanja in do uveljavljanja podaljševanja delovne aktivnosti. Podjetja iščejo možnosti za prilagajanje dela starejšim zaposlenim in za prilagajanje starejših zaposlenih na nove delovne izzive. V ta namen podjetja razvijajo dobro prakso managementa starejših s posebnim poudarkom na podaljševanju delovne aktivnosti, usposabljanju in izobraževanju ter ponovni vključitvi starejših. V diplomskem projektu smo na začetku najprej preučili management človeških virov in management starostnikov, katerih spoznavanje je ključno za naše razumevanje ravnanja s starejšimi zaposlenimi. Nato smo se pobliže seznanili s staranjem in problematiko staranja prebivalstva, opredelili kdo so starejši zaposleni in njihove lastnosti. Spoznali so najpogostejše ukrepe namenjene starejšim zaposlenim, to so pravno varstvo, upravljanje z zdravjem na delovnem mestu ter izobraževanje in usposabljanje. Več pozornosti smo namenili medgeneracijskemu sodelovanju zaposlenih, kjer smo najprej opisali in opredelili vsako generacijo posebej. Nadalje smo opisali prenos znanja na mlajše zaposlene in predstavili štiri načine prenosa znanja, in sicer po metodi mentorstva, metodi coachinga, s kroženjem zaposlenih in z delitvijo delovnih mest. Kasneje smo navedli še pomen medgeneracijskega sodelovanja ,saj je za družbeni razvoj izredno pomembno, da se dosežki preteklih rodov prenašajo s starejših na mlajše. V drugem delu diplomskega projekta je sledil empirični del, kjer smo s pomočjo anketnega vprašalnika izvedli anketo, na podlagi katere smo opravili analizo rezultatov, le te pa smo tudi grafično prikazali. Raziskavo smo izvedli v šestih delih, v prvem delu nas je zanimalo kako pogosto zaposleni koristijo bolniški stalež in ali menijo, da bodo isto delo lahko opravljali tudi pri starosti 60 let. V drugem delu smo pridobili podatke, ki se nanašajo na zdravje in zdravstveno preventivo na delovnem mestu. V tretjem delu smo pridobili podatke, ki se tičejo proaktivnih aktivnosti, v četrtem tiste, ki se nanašajo na izobraževanje in usposabljanje, v petem pa podatke, ki se nanašajo na mentorstvo. V zadnjem šestem delu smo pridobili demografske podatke s pomočjo katerih smo si laže predstavljali iz kakšne vrste zaposlenih je sestavljeno podjetje.

Keywords

management človeških virov;staranje prebivalstva;starostniki;zaposleni;medgeneracijsko sodelovanje;medosebni odnosi;

Data

Language: Slovenian
Year of publishing:
Typology: 2.11 - Undergraduate Thesis
Organization: UM EPF - Faculty of Economics and Business
Publisher: [Š. Lubej]
UDC: 331.582-053.9
COBISS: 12605980 Link will open in a new window
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Downloads: 395
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Other data

Secondary language: English
Secondary title: Age management
Secondary abstract: Business companies are more and more aware of age management and they spend more and more time dealing with this issue. They put special focus on common and harmonized action in the fields that should have a key role in integrating older generations. With changing of the population sector structure, there is less early retirement and more situations of extended working activity. Companies are looking for possibilities of how to adopt work to older employees and for acclimatizing them to new working challenges. For this purpose, companies develop good practice of age management with special focus on extending working activity, educating and training and re-integration of the older. The thesis deals with human resources management and the older workers management which are essential in order to understand how to deal with older workers. Besides, we took a close look at ageing process and the population ageing issue. We defined who the older workers are and what their characteristics are. Moreover, the thesis deals with the most common actions taken for older employees – legal protection, workplace health management, education and training. The emphasis was on cooperation of different generations of employees with firstly defining each generation respectively. Further, know-how transfer to younger workers was described including four different types: mentorship, coaching, job switching and job sharing. The importance of cooperation between generations was emphasized as it is very important for the development of the society to pass achievements of the older to the younger. The second part of the thesis is an analytical part that includes a research in six parts, conducted by means of questionnaire. The results are presented in charts. The first part of the questionnaire is about sick leave and future predictions of the employees about their position. In the second part, the data is gathered about health and health prevention on working place. The third part deals with pro-active engagement, the fourth with education and training, whereas the fifth part includes questions and answers about mentorship. In the last part of the questionnaire, demographic facts were gathered in order to see the working structure of the company.
Secondary keywords:  human resource management;older workers management;ageing of population;older workers;age management;cooperation between generations;
URN: URN:SI:UM:
Type (COBISS): Diploma project paper
Thesis comment: Univ. v Mariboru, Ekonomsko-poslovna fak.
Pages: II, 52 str., 6 str. pril.
ID: 9165797