Zadovoljstvo zaposlenih z letnimi pogovori v neprofitni organizaciji

magistrsko delo Organizacija in management kadrovskih in izobraževalnih sistemov

Karmen Mattias Klemen (Avtor), Eva Jereb (Mentor)

Povzetek

Osnova za izdelavo magistrskega dela je, da se kadrovska politika razvija z usmeritvijo, ki daje vedno večji pomen raziskovanju razvoja kadrov, organizacijske kulture in klime in s tem tudi letnih pogovorov. Letni pogovori prispevajo k izboljšanju dela, saj gre za obliko rednega medosebnega poslovnega komuniciranja vodje z zaposlenim. Glavni namen letnega pogovora je analiza preteklega in sedanjega stanja dela zaposlenih ter načrtovanje ciljev za prihodnost. Namen usmerjenega razvoja kadrov in organizacijske klime pa je uspešnejše in učinkovitejše vodenje organizacije. V magistrski nalogi sem ugotavljala zadovoljstvo zaposlenih z že uvedenimi letnimi pogovori. Raziskavo sem izvedla v neprofitni organizaciji, zavodu za vzgojo in izobraževanje, kjer sem zaposlena. Institucija je namenjena vzgoji in izobraževanju mladostnikov z motnjami vedenja in čustvovanja. S sodobnimi metodami vzgoje in izobraževanja poskušamo pomagati mladostnikom pri odpravljanju težav, ki so jih pripeljale v zavod, in pri pripravljanju za vrnitev v primarno socialno okolje. S tovrstnim delom pa smo zaposleni izpostavljeni tudi večjemu tveganju izgorelosti pri delu, zato je tudi letni pogovor ena od oblik preprečevanja le-tega. Magistrsko delo Zadovoljstvo zaposlenih z letnimi pogovori v neprofitni organizaciji je sestavljeno iz teoretičnega in raziskovalnega dela. V teoretičnem delu sem s pomočjo domače in tuje literature opredelila pomen letnega pogovora, ki ga v delu obravnavam v sklopu sistemskega pristopa. Letne pogovore sem umestila v proces razvoja kadrov, opisala namen in cilj letnih pogovorov v javni upravi/šolstvu, opisala postopke izvajanja letnih pogovorov ter podala pomembno vlogo kadrovskemu informacijskemu sistemu, predvsem modulu letnih pogovorov. V raziskovalnem delu sem rezultate raziskave o stopnji zadovoljstva zaposlenih z letnimi pogovori predstavila v treh delih. Prvi del obsega demografske podatke anketiranih, drugi del analizo podatkov, ki jih lahko razberemo iz vsake trditve posebej, in tretji del, ki vključuje testiranje postavljenih hipotez. Na osnovi mojega spoznavanja področja letnih pogovorov v organizaciji sem v dodatnem poglavju magistrskega dela oblikovala predlog za uvedbo kadrovskega informacijskega sistema – modul letni pogovori (KIS − LP). To področje je tudi potencialno področje, kjer je možen napredek. V zaključnem delu sem poleg zaključkov predlagala možnosti nadaljnjega razvoja, ki se nanašajo na posodobitev načinov vodenja v vzgojno-izobraževalnih zavodih, saj je bilo na področju vzgoje in izobraževanja na temo letnih pogovorov napisanih le manjše število del.

Ključne besede

razvoj kadrov;letni pogovor;kompetence;

Podatki

Jezik:	Slovenski jezik
Leto izida:	2011
Tipologija:	2.09 - Magistrsko delo
Organizacija:	UM FOV - Fakulteta za organizacijske vede
Založnik:	[K. Mattias Klemen]
UDK:	331.108
COBISS:	7292691
Št. ogledov:	1184
Št. prenosov:	149
Ocena:	0 (0 glasov)
Metapodatki:

Ostali podatki

Sekundarni jezik:	Angleški jezik
Sekundarni naslov:	EMPLOYEE SATISFACTION WITH THE ANNUAL INTERVIEW WITHIN THE NON-PROFIT ORGANIZATION
Sekundarni povzetek:	The thesis is based on the fact that the human resources management evolves following a trend, which puts increasingly more significance to the evaluation of human resources development and organizational culture, and therefore the annual appraisals. Being a form of regular interpersonal business communication between the manager and the employee, the annual appraisals help improve job performance. The main purpose of annual appraisals is to analyse the past, present and future job performance, while the purpose of focused human resources and organizational climate development is a more efficient organization management. In my thesis, I aimed to assess the level of employee satisfaction with the already implemented annual appraisal interviews. The research was conducted within the non-profit organization where I am employed, i.e. an institution of education and schooling. The institution deals in education and schooling of adolescents with behavioural or emotional disorders. Applying modern methods of education, we try to help the adolescents overcome the problems they have been institutionalized for, as well as prepare them for the return to their primary social environment. This kind of work, however, exposes the employees to an increased risk of job burnout, and annual appraisals are a form of burnout prevention. The thesis, named Employee satisfaction with annual appraisals in a non-profit organization, consists of two parts, a theoretical and a research one. In the theoretical part, using domestic and foreign literature I define the significance of annual appraisals, which are further discussed in the systematic approach section. Annual appraisals are placed within the process of human resources development. I describe the purpose and goals, as well as the procedures of conducting of annual appraisals in civil service and educational system. I emphasize the significance of the human resources information system, especially the annual appraisal module. The research part consists of a three-part presentation of results of the assessment of employee satisfaction with the annual appraisal interviews. The first part contains demographic data of poll participants; the second part contains the analysis of data that had been collected from poll responses; and the third part contains a test of derived hypotheses. In the next section of my thesis, based on my observation of annual appraisals in the organization I presented a proposition to implement an annual appraisals module within the human resources information system (KIS – LP). This is also an area that offers much room for improvement. The final section contains my conclusions, as well as my propositions of management modernization in education and schooling institutions, as there is very little literature available on the subject of annual appraisals in the field of education and schooling.
Sekundarne ključne besede:	Human Resources Development;Annual Performance Appraisal;Competence;Civil Service;HR Information System;
URN:	URN:SI:UM:
Vrsta dela (COBISS):	Magistrsko delo/naloga
Komentar na gradivo:	Univ. v Mariboru, Fak. za organizacijske vede
Strani:	71 f., pril.
ID:	8716462