magistrsko delo
Silvana Šestanj (Avtor), Sonja Treven (Mentor)

Povzetek

V današnjem kriznem času je za vsako podjetje pomembno, da ima zaposlene prave ljudi na pravih delovnih mestih. Ljudje smo tisti, ki oblikujemo vizijo, določimo poslanstvo, ustvarjamo kulturo, si postavljamo vrednote in sprejemamo strategijo za njihovo uresničevanje. Če smo pri delu uspešni, je večja verjetnost, da bo uspešno tudi naše podjetje. Za vsako uspešno podjetje je pomembno, da pozna motive in kompetence, ki jih posameznik potrebuje, da uspešno opravi svoje delo. Le dobro usposobljeni in visoko motivirani zaposleni so se sposobni prilagajati hitro spreminjajočemu se poslovnemu okolju. V delu, ki je pred vami, smo se osredotočili na oblikovanje kompetenčnega profila in profila motivov za delovni mesti v Raiffeisen banki d.d. Kompetenčni profili in profili motivov se za posamezno podjetje različno oblikujejo in so odvisni od narave organizacije. Kompetence so ključne značilnosti in vedenje zaposlenih, ki so osnova za učinkovito delovanje tima. Osebna strukturna analiza motivov nam pokaže lastno izražanje ter strukturo vzgibov in osnovnih motivov. Torej vsi osnovni motivni vzgibi delujejo ob življenjskem zadovoljstvu. Če nam uspe urediti delovno okolje tako, da bomo lahko živeli svoja motivna izražanja, potem bomo zadovoljni in bomo tako lahko trajno izkoriščali svoj potencial. To, kar zmoremo, bomo uresničili s tem, kar si psihološko želimo in kar nam dobro dene. Z oblikovanjem kompetenčnih profilov in profilov motivov za delovna mesta v organizaciji izdelamo profil, ki določa, kakšna mora biti oseba, zaposlena na določenem delovnem mestu. V teoretičnem delu smo najprej pojasnili osnovne pojme o kompetencah, upravljanju s človeškimi viri in motivi. Predstavili smo Raiffeisen Banko ter analizo kompetenc in motivov. V analizi rezultatov empiričnih raziskav smo določili profil motivov in profil kompetenc ter ju primerjali z dejanskim položajem. Izdelali smo razvojni načrt zaposlenih in podali predloge za nadaljnje preučevanje. Na podlagi zbranih teoretičnih spoznanj in pridobljenih rezultatov empiričnih raziskav smo podali sklepne ugotovitve.

Ključne besede

motiviranje;motivacija;kompetence;pristojnost;človeški viri;človeški potencial;kadri;delovna uspešnost;zadovoljstvo;ocenjevanje;

Podatki

Jezik: Slovenski jezik
Leto izida:
Tipologija: 2.09 - Magistrsko delo
Organizacija: UM EPF - Ekonomsko-poslovna fakulteta
Založnik: [S. Šestanj]
UDK: 658.3
COBISS: 10389276 Povezava se bo odprla v novem oknu
Št. ogledov: 2573
Št. prenosov: 0
Ocena: 0 (0 glasov)
Metapodatki: JSON JSON-RDF JSON-LD TURTLE N-TRIPLES XML RDFA MICRODATA DC-XML DC-RDF RDF

Ostali podatki

Sekundarni jezik: Angleški jezik
Sekundarni naslov: Competency and motives profiles in Raiffeisen Bank
Sekundarni povzetek: In the current time of economic crisis it is vital for any business to ensure the right people occupy the right positions. It is the people who shape the company's vision, determine its mission, create its culture, set its values and adopt strategies for their implementation. If employees as indiviuals work effectively, it is more likely that their company as a whole will be successful, too. Therefore it is important for each successful company to know the motives and competencies individual employees should possess in order to perform their work competently. Only skilled and highly motivated staff are able to adapt in the fast changing business environment. This thesis focuses on designing competency and motive profiles for two positions at Raiffeisen Banka d.d. Competency and motive profiles for individual companies are constructed in different ways and depend on the nature of each organisation. Competencies are the key characteristics and behaviour of employees and are the basis for efficient over-all performance of the team. The personal structural motive analysis provides us with employee's own expression as well as the structure of motivational factors and fundamental motives, since the latter are the drivers of satisfaction in life. If the work environment allows expression of employees' motives, they will be satisfied and will be able to consistently use their potential. They will be able to realise what they are capable of by doing what they want on the psychological level and what pleases them. By designing competency and motive profiles for specific jobs in the organisation, a personal trait profile is created for an individual filling the position. In the theoretic part of this work, the key terminology related to competencies, human resources management and motives was presented, followed by a profile of Raiffeisen Banka and analysis of competencies and motives. During the analysis of results of the empirical survey, competency and motive profiles were constructed and compared against the actual situation. Personal development plans for employees were prepared and suggestions for further research were made. Based on the collated theoretic findings and data obtained with empirical research the final conclusions were presented.
Sekundarne ključne besede: Competencies;competency profile;motive;motivation;motive profile;
URN: URN:SI:UM:
Vrsta dela (COBISS): Magistrsko delo/naloga
Komentar na gradivo: Univ. v Mariboru, Ekonomsko-poslovna fak.
Strani: 120 str.
ID: 8715932