Problematika pomanjkanja kadra v podjetjih

magistrsko delo

Andraž Logar (Avtor), Vesna Novak (Mentor), Janja Jerebic (Komentor)

Povzetek

Obdobje nenehnih sprememb, razvoj na področju tehnologije, inflacija, pandemija covida-19 in politične napetosti v svetu so le nekateri dejavniki, ki povzročajo nestabilen in nepredvidljiv trg dela. Ti za organizacije in podjetja predstavljajo kopico izzivov, ki se kažejo v dragih materialih, dolgih dobavnih rokih ipd. Enega od izzivov, če ne celo največjega, pa predstavljajo kadri oz. njihovo pomanjkanje, s čimer se srečuje večina podjetij. Stopnja brezposelnosti je izjemno nizka, povpraševanje po kadrih pa je znatno večje kot ponudba na trgu dela. Za organizacije je ključno, da se na pravilen in sistematičen način lotijo zadrževanja lastnega in pridobivanja zunanjega kadra. Namen zaključnega dela je bil predstaviti problematiko pomanjkanja kadra in vzroke za njen nastanek, prikazati možne posledice te problematike in oblikovati potencialne rešitve za izboljšanje obstoječega stanja. Proučili smo znanstveno ter strokovno literaturo s področja trga dela in upravljanja s človeškimi viri. Uporabili smo metodi deskripcije in kompilacije ter analitično, induktivno-deduktivno, sintetično in komparativno metodo. V empiričnem delu magistrskega dela pa smo uporabili kvantitativne metode raziskovanja. S pomočjo anketnega vprašalnika smo v raziskavo poskusili zajeti čim večje število slovenskih podjetjih, ki se med seboj razlikujejo po velikosti, panogi in regiji, ter pridobljene podatke statistično analizirali. Ugotovili smo, da se velika večina podjetij sooča s problematiko pomanjkanja kadra, še posebej velika in srednja ter proizvodna podjetja. Največje pomanjkanje lahko zaznamo pri nizko kvalificiranem in srednje kvalificiranem kadru, saj sta ta profila največkrat zastopana v velikih ali srednjih ter proizvodnih podjetjih. Podjetja vzroke za pomanjkanje najpogosteje vidijo v deficitarnosti določenih poklicev in nezainteresiranosti kandidatov, ki imajo hkrati previsoka pričakovanja. Organizacije nove zaposlene najpogosteje iščejo prek agencij za zaposlovanje in na neformalen način, že zaposlene pa želijo zadržati s poštenim plačilom, zdravim delovnim okoljem in skrbjo za razvoj vseh sodelavcev. Povzamemo lahko, da problematika pomanjkanja kadra igra pomembno vlogo na trenutnem trgu dela, na vseh deležnikih pa je, da se z nastalo situacijo soočijo in iščejo morebitne rešitve. Predlagamo, da podjetja med seboj sodelujejo in si izmenjujejo primere dobrih praks, saj je to edini način, da ohranimo zdravo delovno okolje. Iskati je treba rešitve, ne izgovorov.

Ključne besede

Pomanjkanje kadra;trg dela;upravljanje s človeškimi viri;podjetje.;

Podatki

Jezik:	Slovenski jezik
Leto izida:	2023
Tipologija:	2.09 - Magistrsko delo
Organizacija:	UM FOV - Fakulteta za organizacijske vede
Založnik:	[A. Logar]
UDK:	331.5
COBISS:	168585219
Št. ogledov:	29
Št. prenosov:	3
Ocena:	0 (0 glasov)
Metapodatki:

Ostali podatki

Sekundarni jezik:	Angleški jezik
Sekundarni naslov:	The problem of staff shortages in companies
Sekundarni povzetek:	A period of constant change, developments in technology, inflation, the covid-19 pandemic and political tensions in the world are just some of the factors causing an unstable and unpredictable labour market. The latter present a host of challenges for organisations and companies, manifesting themselves in expensive materials, long delivery times, etc. One of the biggest challenges, if not the biggest, is human resources, or the lack of them. This is a problem that most companies face. Unemployment rates are extremely low and the demand for human resources is significantly higher than the supply on the labour market. It is crucial for organisations to address retention and recruitment in the right and systematic way. The aim of this thesis was to present the problem of staff shortages and the reasons for it, to show the possible consequences of the problem and to formulate potential solutions to improve the current situation. We have studied the scientific and professional literature in the field of labour market and human resources management. We have used the descriptive and compilative method as well as the analytical, inductive-deductive, synthetic and comparative methods. In the empirical part of the thesis, we used quantitative research methods. Using a questionnaire, we attempted to cover as many Slovenian companies as possible, which differ in size, industry and region, and then statistically analysed the data obtained. We found that the vast majority of companies are facing staff shortages, especially those in the large and medium-sized category and those in the manufacturing category. The shortages are most acute in the low-skilled and medium-skilled categories, as the latter two profiles are most often found in large or medium-sized and manufacturing companies. Companies most often see the causes of shortages as the scarcity of certain occupations and the lack of interest of candidates who also have too high expectations. Organisations most often recruit new employees through recruitment agencies and informal recruitment, and retain current employees through fair pay, a healthy working environment and a commitment to the development of all employees. In summary, the issue of staff shortages plays an important role in the current labour market and it is up to all stakeholders to address the situation and look for possible solutions. We suggest that companies cooperate with each other and share best practices, as this is the only way to maintain a healthy working environment. We need to look for solutions, not excuses.
Sekundarne ključne besede:	Zaposleni;Trg dela;Univerzitetna in visokošolska dela;
Vrsta dela (COBISS):	Magistrsko delo/naloga
Komentar na gradivo:	Univ. v Mariboru, Fak. za organizacijske vede
Strani:	VIII, 69 f.
ID:	19831726