Problematika zadržanja mladega kadra v podjetjih

magistrsko delo

Lucija Sirk (Avtor), Vesna Novak (Mentor)

Povzetek

Sodobne organizacije se soočajo z izzivom zadržanja zaposlenih, zlasti mladih, ki pogosto zapuščajo delovna mesta zaradi pomanjkanja vlaganja v njihov razvoj, neustreznega vodenja ali slabega delovnega okolja. Prvi del magistrskega dela zajema pregled obstoječe literature o zadrževanju mladega kadra v podjetjih, razlikah med zaposlenimi milenijci in generacijo Z, zavzetosti zaposlenih in dobrih vodjah. Drugi del zajema empirično raziskavo vzrokov za odhod mladih zaposlenih iz podjetij. Raziskavo smo izvedli med naključno izbranimi posamezniki, mlajšimi od 35 let, ki so v zadnjih dveh letih zapustili podjetje, v katerem so bili zaposleni. Zastavili smo si tri cilje, in sicer smo pri prvem raziskali, kako vodenje, kompetence vodij in komunikacija v obliki letnih oziroma polletnih razgovorov vplivajo na zadovoljstvo in zadržanje mladih zaposlenih v podjetju. Pri drugem cilju smo ugotavljali, v kolikšni meri vpliva na odločitev posameznika za menjavo delodajalca plača, pri tretjem cilju pa smo preverjali, kateri so najpogostejši razlogi, da mladi odhajajo iz podjetij v Sloveniji. Ugotovili smo, da imata največjo vlogo za zadržanje mladega kadra v podjetjih vodja in management podjetij. Ugotovili smo, da kompetence vodje vplivajo na zadovoljstvo zaposlenih. Analiza je pokazala, da zadovoljstvo s plačo ni odvisno od spola in da je največji dejavnik za odhod iz prejšnjega podjetja plača. Glavni dejavnik, zaradi katerega bi mladi zaposleni v naslednjih 12 mesecih zapustili trenutno podjetje, je vodenje in management. Predlagamo, da podjetja vlagajo v razvoj vodij z uporabo coachinga, ki izboljša njihove veščine poslušanja, postavljanja vprašanj in sodelovalnega vodenja. Redni razgovori z mladimi zaposlenimi ter personaliziran pristop krepijo njihovo motivacijo, zadovoljstvo pri delu in zadrževanje talentov.

Ključne besede

zadržanje mladega kadra;fluktuacija;zavzetost zaposlenih;vzroki za odhod mladega kadra;

Podatki

Jezik:	Slovenski jezik
Leto izida:	2025
Tipologija:	2.09 - Magistrsko delo
Organizacija:	UM FOV - Fakulteta za organizacijske vede
Založnik:	[L. Sirk]
UDK:	331.108
COBISS:	232770563
Št. ogledov:	0
Št. prenosov:	5
Ocena:	0 (0 glasov)
Metapodatki:

Ostali podatki

Sekundarni jezik:	Angleški jezik
Sekundarni naslov:	The problem of retaining young employees in companies
Sekundarni povzetek:	Modern organizations face the challenge of retaining employees, especially young professionals, who often leave their positions due to insufficient investment in their development, inadequate leadership, or an unsupportive work environment. The first part of this master's thesis reviews existing literature on retaining young talent in companies, the differences between Millennials and Generation Z employees, employee engagement, and the characteristics of effective leadership. The second part presents an empirical study on the reasons young employees leave organizations. The research was conducted among randomly selected individuals under the age of 35 who had left their jobs in the past two years. Three objectives were set, first, to investigate how leadership, managerial competencies, and communication (in the form of annual or semi-annual reviews) affect the satisfaction and retention of young employees, second, to determine the extent to which salary influences an individual’s decision to change employers and third identify the most common reasons young employees leave companies in Slovenia. The findings revealed that leadership and management are the most significant factors in retaining young employees. Leadership competencies were found to have a direct impact on employee satisfaction. The analysis also showed that salary satisfaction is not dependent on gender, and salary was identified as the primary reason for leaving a previous organization.The leading factor that could drive young employees to leave their current organization within the next 12 months is leadership and management. We recommend that companies invest in leadership development through coaching, which enhances skills, such as active listening, effective questioning, and collaborative leadership. Regular reviews with young employees and a personalized approach strengthen their motivation, job satisfaction, and talent retention.
Sekundarne ključne besede:	Zaposleni;Univerzitetna in visokošolska dela;
Vrsta dela (COBISS):	Magistrsko delo/naloga
Komentar na gradivo:	Univ. v Mariboru, Fak. za organizacijske vede
Strani:	VII, 105 f.
ID:	25791280