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Abstract: Diplomsko delo obravnava skladnost proizvodnega podjetja z direktivo NIS2, ki določa strožje zahteve za kibernetsko varnost bistvenih subjektov. Namen naloge je bil ugotoviti do kake mere obravnavano proizvodno podjetje izpolnjuje zahteve NIS2 in katere ukrepe mora uvesti za dosego skladnosti. Za oceno skladnosti sta bili izvedeni sistematična analiza obstoječega stanja in analiza vrzeli. Metodologija je temeljila na 21. členu direktive NIS2, modelih zrelosti (ENISA, NIST CSF) ter priporočilih ISO 27001 in ISO 27005. Rezultati kažejo, da podjetje dosega srednjo stopnjo skladnosti. Največje pomanjkljivosti so na področjih poročanja o incidentih, varnosti dobavne verige, ozaveščanja zaposlenih in upravljanja ranljivosti v OT-okolju. Med dobro urejena področja sodijo nadzor dostopov, segmentacija IT/OT in kriptografska zaščita. Na podlagi ugotovitev so bili oblikovani organizacijski, tehnični in procesni ukrepi ter načrt njihove uvedbe po prioritetah. Priporočila vključujejo krepitev povezovanja IT in OT, specializirana usposabljanja za proizvodnjo ter redne presoje skladnosti. Zaključek potrjuje, da ima podjetje dobro osnovo, vendar mora ukrepe nadgraditi, da bo doseglo polno skladnost z direktivo.
Keywords: proizvodno podjetje, operativna tehnologija, kibernetska varnost, direktiva NIS2, skladnost
Published in DKUM: 23.10.2025; Views: 0; Downloads: 9
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Abstract: Background and Purpose: Most developed societies are facing the challenge of an ageing population, which poses several issues, including low labour force participation and financial pressures on the sustainability of the pension system. Countries typically address this situation by raising the retirement age, which often results in dissatisfaction among workers as such decisions are perceived as imposed. Therefore, our work’s main purpose was to research the analysis of implementing measures for managing older workers in companies, which would indirectly influence workers’ decisions to voluntarily choose longer work participation. Design/Methodology/Approach: We designed our study on the assumption that companies that more frequently conduct various analyses of their employees also pay greater attention to measures for managing older workers. In doing so, we focused on the measures that the literature identifies as important for keeping older workers employed for longer. The data source was a study from 2020, which sampled large companies in Slovenia with more than 100 employees. We posed the questions to the person responsible for human resource management in the company. The initial question was whether conducting employee analyses is associated with the implementation of measures focused on education and training, skills transfer, and career development as well as managing the health of older workers. We formulated three main hypotheses, which we confirmed using linear correlation analysis. Results: We found that companies that conduct more frequent analyses of employees’ qualifications and competencies, on average, also more frequently implement measures related to the area of education and training of older workers and to the area of knowledge transfer and career development of older workers. We confirmed statistically significant correlations in general as well as at the level of particular measures. Furthermore, we found that companies that more frequently conduct analyses of the health structure of employees, on average, also more frequently implement measures in the field of managing the health of older workers. We concluded that companies that conduct employee analyses more frequently demonstrate a higher level of commitment to implementing measures for managing older workers, which subsequently impacts their decision to retire later. Conclusion: By conducting employee analyses, companies gain important information that leads to the timely and sufficiently frequent implementation of measures for managing older employees. With empirical data, we have supported our prediction that the frequency of implementing measures through which companies can influence older workers’ decisions for later retirement is associated with the frequent conduction of employee analyses. This article has contributed to our understanding of ageing and the treatment of older workers. It has also highlighted a softer approach to promoting prolonged work engagement for older employees as an alternative to unwanted, legally imposed later retirement.
Keywords: an ageing population, management of older workers, education and training, knowledge transfer and career, health management
Published in DKUM: 26.09.2025; Views: 0; Downloads: 5
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Abstract: Diplomsko delo obravnava vzpostavitev virtualnega požarnega zidu Sophos. Področje, na katero se nanaša delo, zajema računalniška omrežja, virtualizacijo, požarne zidove in varnost omrežij. Namen diplomskega dela je bil prikazati vzpostavitev požarnega zidu v virtualni obliki, brez potrebe po namenski strojni opremi ter predstaviti težave in omejitve pri implementaciji takšne rešitve. V delu so uporabljene metode načrtovanja implementacije, implementacija rešitve, testiranje delovanja in varnostno testiranje. Rezultat diplomskega dela je implementacija požarnega zidu Sophos Home Edition kot virtualnega stroja v hipervizorju Proxmox. Izvedeno varnostno testiranje je pokazalo, da je požarni zid pravilno nastavljen in ne vsebuje večjih varnostnih pomanjkljivosti.
Keywords: virtualizacija, požarni zid, Sophos, varnost omrežja
Published in DKUM: 10.09.2025; Views: 0; Downloads: 15
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Abstract: Umetna inteligenca (UI) je ena ključnih tehnologij četrte industrijske revolucije, ki že povzroča pomembne spremembe v družbi in na trgu dela. Magistrska naloga obravnava vpliv UI na zaposlovanje ter preoblikovanje delovnih okolij v različnih gospodarskih sektorjih. Raziskava se osredotoča na proizvodni, storitveni in razvojni sektor, pri čemer analiziramo, kako zaposleni in vodstvo zaznavajo prisotnost UI v organizacijah ter kakšne izzive in priložnosti prinaša njena implementacija. Cilj raziskave je ugotoviti, v kolikšni meri so zaposleni in vodstvo seznanjeni z vplivom tehnologije na delovna mesta ter kako se kadrovski management sooča s spremembami v zaposlovanju. V teoretičnem delu smo predstavili zgodovinski razvoj tehnologij, opredelili ključne inovacije in preučili sodobne trende v zaposlovanju. Poseben poudarek smo namenili kadrovskemu managementu v kontekstu UI, kjer smo analizirali vpliv tehnologije na procese zaposlovanja, izbire kandidatov in upravljanje talentov. Empirični del temelji na kombinaciji kvantitativnih in kvalitativnih metod. Izvedli smo anketno raziskavo ter opravili intervjuja s predstavnikoma izbranih podjetij. Rezultati raziskave nakazujejo, da je dejanska uporaba UI v trenutnem delovnem okolju še vedno omejena. Vodstva organizacij sicer prepoznavajo njen potencial, vendar niso v celoti pripravljena na spremembe. Ključni izzivi, s katerimi se soočajo, vključujejo etične dileme, varnost podatkov in transparentnost algoritmov pri izbiri kandidatov. Prav tako še niso vzpostavljene ustrezne strategije za krepitev medgeneracijske pomoči pri usposabljanju zaposlenih za delo z UI. Za uspešno implementacijo so ključni vlaganje v usposabljanje zaposlenih, razvoj organizacijske kulture ter prilagoditev regulativnih okvirjev, ki bodo zagotavljali etično in pravično uporabo UI v procesih zaposlovanja.
Keywords: Prihodnost dela, zaposlovanje, umetna inteligenca, kadrovski management, zaposleni.
Published in DKUM: 20.06.2025; Views: 0; Downloads: 38
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Abstract: Diplomsko delo obravnava optimizacijo sponzorskih strategij in sodelovanja med košarkarskim klubom Triglav Kranj in sponzorji. Sodelovanje med športno organizacijo in sponzorjem je uspešno, kadar imajo športne organizacije jasno opredeljene in merljive cilje, vzpostavijo učinkovito in transparentno komunikacijo ter delijo vrednote s sponzorji. Sponzorji, ki dajejo poudarek na merjenje učinkov sponzorstva, izražajo višjo stopnjo zadovoljstva in so bolj naklonjeni k dolgoročnemu partnerstvu. Profesionalen pristop športnih organizacij, ki vključuje dobro strukturiran strateški načrt in natančno zastavljene cilje, bistveno pripomore k večji finančni podpori s strani sponzorjev ter k uspešnemu pridobivanju novih partnerstev. S pomočjo narejenega postopkovnika bo Košarkarski klub Triglav Kranj lažje prišel do strategije za uspešno pridobivanje novih sponzorstev.
Keywords: sponzorstvo, športna organizacija, košarkarski klub, marketing
Published in DKUM: 04.06.2025; Views: 0; Downloads: 12
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