Načrtovanje in izbira kadrov v podjetju "X"

delo diplomskega seminarja

Hasan Zilić (Avtor), Simona Šarotar Žižek (Mentor)

Povzetek

Sodobno tržno okolje zahteva od podjetij hitro prilagodljivost tržnim smernicam in ostalim spremembam, sploh če gledamo na trg ne samo lokalno, ampak predvsem globalno. Če želi organizacija uspešno poslovati, potem je primorana spremljati dinamiko tako domačega kakor tujih trgov, saj lahko drugače relativno hitro izpade iz konkurenčnega boja. Zaradi hitro spreminjajočega se okolja pa je hkrati vedno težje izpolniti kakovostne norme in pričakovanja sodobnega kupca. Tematika diplomskega seminarja prikazuje človeka kot tisti najpomembnejši in najbolj osnovni člen v podjetju. Podrobneje v ospredje postavlja človeške kompetence, ki so gonilo številka ena za doseganje konkurenčne prednosti in stabilnosti podjetja na trgu. Globalizacija trga je tudi povzročila hitrejši pretok informacij, tehnologij in tehnik, prav zato pa igrajo ključno vlogo ustrezne kompetence zaposlenih, saj so le-te tista razlika med organizacijami, ki nekatere izmed njih postavi pred druge. Zaposleni v podjetju v veliki meri vplivajo na rast in razvoj podjetja in doseganje zastavljenih ciljev. Drži pa tudi, da je med vso ponudbo dela na trgu tudi vedno težje najti in pridobiti, pozneje pa tudi obdržati takšne zaposlene, ki s seboj prinašajo določene specifične kompetence. V nasprotnem primeru pa se lahko podjetje z zgrešeno kadrovsko politiko sčasoma prične soočati z različnimi notranjimi težavami, ki se posledično odražajo tudi pri poslovanju podjetja in višji fluktuaciji zaposlenih, kar povzroča še dodatne stroške in s tem pritiske na poslovno uspešnost podjetja. Načrtovanje kadrov je ključni del managementa človeških virov, ki ima v osnovi dve nalogi: določanje oz. načrtovanje potreb po zaposlenih v prihodnosti, zagotavljanje optimalne kadrovske zasedenosti delovnih mest ter oblikovanje strategije, kako priti do tega optimuma. Podjetje mora izbirati kakovosten kader, ki bo imel znanje, sposobnosti, ideje, inovativnost, motivacijo, cilje in potrebe, obenem pa mora imeti takšen kader sposobnost integriranja v organizacijsko kulturo in predpise. Poleg načrtovanja pa obsega management človeških virov razne dejavnosti, kot so nagrajevanje, razvoj, izobraževanje, ocenjevanje, analiziranje itd. V diplomskem seminarju smo predstavili pomen načrtovanja in izbiranja kadrov, metode pridobivanja in izbire kadrov ter opisali, kako celoten kadrovski proces poteka v podjetju »X«, ki je srednje veliko domače podjetje z več desetletno tradicijo poslovanja. Primer tega podjetja se nam zdi primeren predvsem zato, ker je podjetje zadosti veliko, lokalno in obenem tudi globalno usmerjeno, ima pa tudi natančno dodelano kadrovsko politiko, kar smo tudi podrobneje predstavili v predzadnjem poglavju diplomskega seminarja.

Ključne besede

človeški viri;management človeških virov;človeški potencial;kadri;kadrovska politika;načrtovanje;

Podatki

Jezik:	Slovenski jezik
Leto izida:	2014
Tipologija:	2.11 - Diplomsko delo
Organizacija:	UM EPF - Ekonomsko-poslovna fakulteta
Založnik:	[H. Zilić]
UDK:	658.3(043.2)
COBISS:	11870748
Št. ogledov:	1506
Št. prenosov:	207
Ocena:	0 (0 glasov)
Metapodatki:

Ostali podatki

Sekundarni jezik:	Angleški jezik
Sekundarni naslov:	Planning and choosing of employees in company "X"
Sekundarni povzetek:	A modern market environment requires, that companies fastly adapt to market trends and other changes, especially if we look at the market, not only locally but also in global terms. If an organization wishes to operate successfully, then it is obliged to monitor the dynamics of both domestic and foreign markets, otherwise it could relatively quickly fall out of the competitive fight. Due to the rapidly changing environment, it is also increasingly difficult to meet quality norms and expectations of the modern customer. The topic of the thesis shows human resources as one of the most basic and most important link in the company. Specifically, puts human competences that are number one reason for achieving competitive advantage and stability of the company in the market. The globalization of markets has also led to faster flow of information, technologies and techniques, and because of that appropriate skills of employees emerge as a difference maker between organizations and their success. Employees of the company to a large extent influence the developement of the company and the achievements of its objectives. It's also true that during the whole range of labor market it is increasingly difficult to find, acquire and later also to keep such employees who bring with them certain, specifical skills. Otherwise, the wrong personnel policy could led the company to the situation, where could it begin to deal with various internal problems, which are subsequently reflected in the company's operations and higher staff turnover, which causes additional costs and pressures on the business success. Human resource planning is a crucial part of human resource management, which has basically two functions: setting or. planning needs of employees in the future and providing optimal staffing and developing a strategy on how to reach this optimum. Company must choose quality personel who will have the knowledge, skills, ideas, innovation, motivation, goals and needs, but must also be able to integrate into the organizational culture and regulations. Besides planning, human resource management activities also include remuneration, development, education, evaluation, analysis, etc.. In the graduate seminar we are going to present the importance of planning and staff selection methods recruitment and selection of personnel and describe how the whole process is established in the company "X", which is a medium-sized domestic company with over ten year tradition of business. An example of this company was found to be particularly suitable because the company is sufficiently large, locally and at the same time globally oriented, but it also has precise sculptured human resources policy, which will also be presented in detail in the penultimate chapter of the thesis.
Sekundarne ključne besede:	Management of human resources;competences;human resources;planning and recruitment;design methods and selection of staff.;
URN:	URN:SI:UM:
Vrsta dela (COBISS):	Delo diplomskega seminarja/zaključno seminarsko delo/naloga
Komentar na gradivo:	Univ. v Mariboru, Ekonomsko-poslovna fak.
Strani:	43 str.
ID:	8730031