Motivacija in nagrajevanje zaposlenih v podjetju Helios Tblus d.o.o.

magistrsko delo Kadrovski management, Splošni kadrovski management

Barbara Redenšek (Avtor), Gozdana Miglič (Mentor)

Povzetek

Magistrsko delo je razdeljeno na teoretični in empirični del. V teoretičnem delu smo predstavili določena izhodiščna spoznanja s področja motivacije, vsebinskih in procesnih motivacijskih teorij ter teorije ekonomske motivacije. Podali smo tudi nekatera izhodiščna spoznanja o sistemu plač in nagrajevanja. Tako smo predstavili celovit sistem plač in nagrajevanja, opisali korake za vzpostavitev učinkovitega sistema nagrajevanja, opredelili vrste nagrad in pristope k urejanju nagrad ter opisali variabilno plačilo na osnovi uspešnosti. Povzeli smo sodobne smernice pri oblikovanju sistema plač in nagrajevanja. V empiričnem delu smo s pomočjo anketnega vprašalnika raziskali področje motivacije in nagrajevanja v uspešnem slovenskem podjetju Helios Tblus d. o. o. Ugotovili smo, da obstajajo možnosti izboljšav obstoječega sistema motivacije in nagrajevanja. Rezultati raziskave so pokazali, da zaposlene v podjetju Helios Tblus d. o. o. v največji meri motivirajo varnost zaposlitve, materialni dejavniki oz. materialne nagrade in medsebojni odnosi. Zaposleni, katerih delovno mesto spada v višji tarifni razred, pripisujejo večji pomen nematerialnim nagradam, dejavnikom, ki se nanašajo na razvoj posameznika in vpliv na delo podjetja ter nagrajevanju uspešnosti. Zaposlene, katerih delovno mesto spada v nižji tarifni razred, skladno s hierarhijo potreb po Maslowu, v največji meri motivirajo materialne nagrade in varnost zaposlitve. Ugotovili smo, da obstajajo tudi druge skupine zaposlenih – glede na starost, izobrazbo in nekatere druge socio – demografske in vsebinske spremenljivke, med katerimi obstajajo razlike med motivacijskimi dejavniki. Rezultati analize so pokazali tudi, da se mnenja vodilnih delavcev glede pomembnosti posameznih motivacijskih dejavnikov razlikujejo od mnenj njihovih podrejenih zaposlenih pri večini motivacijskih dejavnikov. Želja zaposlenih po variabilnem sistemu plač je obratno sorazmerna s percepcijo pravičnosti na delovnem mestu. Zaposleni v podjetju Helios Tblus d. o. o. so naklonjeni vzpostavitvi variabilnega sistema plač. Na osnovi ugotovitev izvedene raziskave smo predlagali izboljšave obstoječega sistema motivacije in nagrajevanja.

Ključne besede

motivacija;nagrajevanje;plače;

Podatki

Jezik:	Slovenski jezik
Leto izida:	2013
Tipologija:	2.09 - Magistrsko delo
Organizacija:	UM FOV - Fakulteta za organizacijske vede
Založnik:	[B. Redenšek]
UDK:	331.1
COBISS:	7243539
Št. ogledov:	2872
Št. prenosov:	393
Ocena:	0 (0 glasov)
Metapodatki:

Ostali podatki

Sekundarni jezik:	Angleški jezik
Sekundarni naslov:	Motivating and rewarding employees in the company Helios Tblus d.o.o.
Sekundarni povzetek:	The Master's thesis is divided into the theoretical and empirical parts. In the theoretical part, we presented certain initial findings in the fields of motivation, content and process theories of motivation, as well as theories of economic motivation. Moreover, we also presented several initial findings about the salary and remuneration system. In this way, we presented a comprehensive salary and remuneration system, described the steps to creating an effective remuneration system, defined the types of remunerations and approaches to remuneration regulation, as well as described the variable payment on the basis of performance. We summarised the contemporary guidelines in designing a salary and remuneration system. In the empirical part, we used a questionnaire to investigate the fields of motivation and remuneration in a successful Slovenian company – Helios Tblus Ltd. We discovered that there were possibilities for improvement of the existing motivation and remuneration system. The results of the research showed that the employees of the Helios Tblus Ltd. company were largely motivated by the job security, material factors, material remunerations and interpersonal relationships. The employees, whose jobs were in higher-tariff classes, assigned greater importance to intangible remunerations, factors relating to the development of the individual and the impact on the work in the company, as well as to remuneration on the basis of performance. The employees, whose jobs fell into the lower-tariff classes, according to the Maslow's hierarchy of needs, were mostly motivated by material remunerations and job security. We discovered that there were other groups of employees – regardless of age, education and some other socio-demographic and contextual variables, among which there were differences in motivational factors. The analysis results also showed that the views of menedžers on the importance of individual motivational factors differed from the views of their subordinate employees in the majority of motivational factors. The employees' desire of a variable salary system was inversely proportional to the perception of fairness in the workplace. The employees of the Helios Tblus Ltd. company were in favour of establishing a variable salary system. Based on the findings of the performed research, we made suggestions for improvement of the existing motivation and remuneration system.
Sekundarne ključne besede:	Motivation;Remuneration;Salaries;Performance;
URN:	URN:SI:UM:
Vrsta dela (COBISS):	Magistrsko delo
Komentar na gradivo:	Univ. Maribor, Fak. za organizacijske vede
Strani:	102 f.
ID:	8727195