magistrsko delo
Povzetek
Javni sektor je vse bolj pod pritiskom pričakovanj in zahtev po modernizaciji, inovativnosti, povečanju kakovosti, učinkovitosti, uspešnosti ter večji prilagodljivosti okolju, s čimer bi se približal zahtevam, potrebam in pričakovanjem prebivalstva oziroma uporabnikov. Glede na to, da gre v javnem sektorju predvsem za storitveno dejavnost, so najpomembnejši člen sistema zaposleni. Da pa bi ljudje svoje delo dobro in učinkovito opravljali ter z veseljem prihajali v službo, morajo biti motivirani.Če dosegajo oziroma presegajo postavljene cilje, jih je treba primerno nagraditi. Da bo sistem nagrajevanja deloval tudi motivacijsko, je treba poznati potrebe zaposlenih. Nagraditi jih je treba z nagradami, ki so za njih privlačne. Sistem nagrajevanja mora biti zastavljen tako, da zaposlenim nudi zadovoljstvo ter občutek pripadnosti in pomembnosti, organizaciji pa dolgoročen obstoj in razvoj. Višina in vrsta nagrade mora biti odvisna od dela zaposlenih, zaposleni pa morajo jasno videti povezavo med prejeto nagrado in rezultati dela. V magistrskem delu smo podrobneje predstavili sistem nagrajevanja v javnem sektorju kot del kadrovskega menedžmenta. Obstoječa zakonodaja predvideva, da bo javni uslužbenec denarno nagrajen ali pa bo napredoval le v primeru, če bo ugotovljeno, da je svoje delo opravil nadpovprečno uspešno.
Ključne besede
javni uslužbenci;javni sektor;plačni sistem;motivacija;nagrajevanje;napredovanje;delovna uspešnost;Slovenija;magistrske naloge;
Podatki
Jezik: |
Slovenski jezik |
Leto izida: |
2016 |
Tipologija: |
2.09 - Magistrsko delo |
Organizacija: |
FDŠ - Fakulteta za državne in evropske študije |
Založnik: |
[K. Lukše] |
UDK: |
35.08:331.225(497.4)(043.2) |
COBISS: |
1024555873
|
Št. ogledov: |
5004 |
Št. prenosov: |
314 |
Ocena: |
0 (0 glasov) |
Metapodatki: |
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Ostali podatki
Sekundarni jezik: |
Angleški jezik |
Sekundarni povzetek: |
The public sector is under increasing pressure from the expectations and requirements of modernisation and innovation, increased quality, efficiency, effectiveness and greater adaptability to the environment in order to be closer to the demands, needs and expectations of the population or users. Given the fact that the public sector mainly consists of service activities, the most important part of the system are employees. In order to perform their work well and efficiently and to be glad to come to work, people must be motivated. If they achieve or exceed the set objectives, they should be properly rewarded. If the reward system is to have a motivational effect, it is necessary to know the needs of employees. They should be rewarded with rewards that are attractive for them. The reward system must be set so that it provides satisfaction and a sense of belonging and importance to employees and the long-term existence and development to the organisation. The amount and type of the reward must depend on the work of employees; the employees must clearly see the connection between the received reward and the results of their work. In the thesis, the reward system in the public sector as a part of personnel management is presented in detail. The existing legislation provides that a public employee is monetary rewarded or promoted only if it is established that he has carried out his work exceptionally successfully. |
Vrsta dela (COBISS): |
Magistrsko delo/naloga |
Komentar na gradivo: |
Fak. za državne in evropske študije |
Komentar vira: |
Mag. delo 2. stopnje bolonjskega študija;
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Strani: |
V, 152 str. |
ID: |
10860047 |