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Pridobivanje lastnih delnic po slovenski in angleški zakonodaji
Dorian Gjerkeš, 2015, diplomsko delo

Opis: Diplomsko delo »Pridobivanje lastnih delnic po slovenski in angleški zakonodaji« primerja ureditev dveh pravnih redov na področju pridobivanja lastnih delnic. V prvih poglavjih je na kratko predstavljena problematika lastnih delnic, razlogi, iz katerih se delniške družbe odločajo za njihovo pridobivanje, ter pravni viri, ki so pomembni za obravnavano temo. V nadaljevanju je predstavljena načelna prepoved pridobivanja lastnih delnic v obeh pravnih redih, izjeme od te prepovedi, pa tudi dodatni pogoji, ki morajo za dopustno pridobitev lastnih delnic biti izpolnjeni poleg izjem. Opisani so posli, s katerimi delniške družbe izigravajo prepoved pridobivanja lastnih delnic in pravna ureditev teh poslov v obeh državah. V zadnjem poglavju so predstavljene posledice pridobitve lastnih delnic, ki se razlikujejo glede na to, ali so bile lastne delnice pridobljene na dopusten ali nedopusten način. V zaključku je podana sklepna primerjava področja pridobivanja lastnih delnic v obeh pravnih redih. Ker tako angleška kot slovenska zakonodaja o pridobivanju lastnih delnic temelji na direktivi 2012/30/EU, je v posameznih poglavjih najprej na kratko predstavljena ureditev direktive, sledi ji ureditev v slovenskem, tej pa ureditev v angleškem pravu.
Ključne besede: delniška družba, delnice, lastne delnice, pridobivanje lastnih delnic, direktiva 2012/30/EU, Zakon o gospodarskih družbah, Companies Act 2006
Objavljeno v DKUM: 11.05.2016; Ogledov: 2165; Prenosov: 311
.pdf Celotno besedilo (568,46 KB)

Innovativeness as precondition for business excellence in public utiliy (communal) companies
Branko Škafar, Matjaž Mulej, 2008, izvirni znanstveni članek

Opis: This article presents a new business excellence model for PUC (PUC), especially in countries in transition as one way to business excellence. The new model has proven successful in a multinational company's daughter company in Slovenia in practice as well as in comparison with companies performing the same activity. We are aware that there are no universal models for success, but there are tools which make it easier to reach. Of course, one single tool will not make a company successful. It must have a unique (original) and requisitely holistic business model to succeed. And talking about unique, i.e. different from others, brings us to innovativeness - the main topic of this research as the background of business excellence, including the PUC. The presented new model has been evolving over ten years and proved successful in practice.
Ključne besede: business excellence, business excellence model, innovativeness, public utility companies, requisite holism
Objavljeno v DKUM: 10.07.2015; Ogledov: 1009; Prenosov: 131
.pdf Celotno besedilo (422,86 KB)
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Relationship between knowledge management information solutions and human resource management in IT companies
Jelena Horvat, 2015, doktorska disertacija

Opis: Knowledge has been recognized as currency for organizational sustenance and competitive advantage and is the most prominent among traditional factors of production, such as land, labour and capital. Human resource management (HRM) includes decisions that affect the success of business, all with aim of achieving long-term goals. This thesis supports the premise of relationship between HRM and knowledge management (KM) with focus on information solutions and aims to elaborate on this link from the aspect of ICT companies. Four major parts in this thesis can be distinguished: first three concern the literature analysis of current findings and fourth part covers methodology, data analysis and conclusion. In the first part, current literature findings in the field of human resource management, its functions, applications, IT systems and previous research from Slovenia and Croatia are presented. HRM is observed through HRM functions (recruitment and selection; training and development; performance appraisal). In addition to functions, various research has been done in the field of best practices, which lead to enhancement of HR. These HR best practices are considered as important factors for successful knowledge management development. This thesis tries to present and comprehend the best practises of HRM through literature analysis and classification. Second part of the literature analysis concerns the knowledge management processes, systems and mechanisms, which are explained and supported with current research results. In the third part, findings on the relationship between HRM and KM are analysed providing a conceptual model for empirical research. This doctoral thesis focuses on two aims: the analysis of previous research findings in two perspective fields (human resource management and knowledge management) and developing and testing a conceptual model that would explain the relationship between them. Achieving these aims required a comprehensive preliminary research; involvement of experts in the field of HRM and a whole set of recent statistical techniques and findings to be applied for data analysis and interpretation. Three main hypotheses and a conceptual model regarding KM and HRM were formed based on literature findings. A total of 274 completed responses were received from companies. For data analysis and hypothesis software tool the SmartPLS is used. In ICT companies and IT departments in Slovenia and Croatia, the relationship between HRM functions and effective factors with knowledge management and information solutions is analysed. Data analysis showed that in most case there is not a large difference between Slovenian and Croatian companies when it comes to HRM functions and KM solutions. One of the major contributions is the analysis of literature evidence and providing new classification and categorization of the HRM best practice. Accordingly, after literature analysis, indicators of the HR best practice were categorized into two effective factors: Work design structures (sub-factors: Design of Work and Design of relationship) and Encouraging and opportunity structures. Second contribution are the hypothesis testing through which relationship between effective factor and knowledge management, and HRM functions, information solutions and knowledge management was analyzed. Data for this thesis was collected through online questionnaire administered to ICT companies in Slovenia and Croatia. This dissertation systemizes current literature findings in two perspective field and it offers an inside in the ICT companies form Slovenia and Croatia. Due to the fact that such research has not yet been done in Slovenia and Croatian nor systematization and classifications of best practices has been provided, this dissertation contributes to the field of human research management and knowledge management through theoretical and empirical findings.
Ključne besede: Human Resources Management, Knowledge Management, Knowledge Management Information Solutions, IT companies, Structural Equation Modelling
Objavljeno v DKUM: 24.04.2015; Ogledov: 2180; Prenosov: 211
.pdf Celotno besedilo (2,38 MB)

Impact of balanced organizational values on business performance
Ivan Malbašić, 2015, doktorska disertacija

Opis: Theories of organization and management have offered several concepts and models indicating that organizational values are an important factor in running organizations. A still unexplained question concerns the creation of balanced organizational values which can support the achievement of diversified and even seemingly incompatible goals of today's organizations. To explore balanced organizational values in contemporary business practice, we tested two most frequently used value models, i.e., the Competing Values Framework and Schwartz’s values model, on the sample of the Fortune 100 companies. This dissertation proposes a new model of balanced organizational values named Mission-based model of organizational values which proved itself to be more appropriate for researching balanced values in contemporary business practice than the two most frequently used value models (the Competing Values Framework and Schwartz’s values model), thus supporting the first hypothesis of this dissertation. Given the particularities of balanced organizational values research, an instrument for measuring organizational values was developed to suit the specific needs of this research. In order to test the research hypotheses, a research in 24 Croatian companies was conducted. In each of these companies, between 27 and 50 employees were surveyed giving a total sample size of 874 respondents. The results of statistical analysis performed to test the second hypothesis, as well as the related sub-hypotheses, indicate that the degree of imbalance of organizational values has no significant effect on the higher level of organizational commitment. The same applies to the two separate components of organizational commitment—affective and normative. However, the existence of medium-sized negative correlation between the degree of imbalance of organizational values and continuance component of organizational commitment was determined. The testing results of the third hypothesis, as well as the related sub-hypotheses, indicate that organizations with balanced organizational values are, in general, more effective than organizations with imbalanced values. Moreover, this correlation was found not only for the overall level of organizational effectiveness, but also for the most perspectives of organizational effectiveness based on the Balanced Scorecard approach. To conclude, this dissertation contributes to a better understanding of the role of organizational values in business, especially emphasizing the importance and role of balanced organizational values. Mission-based model of organizational values, developed within this dissertation, follows the findings of the most used models, integrating and upgrading them with new cognitions based on selected scientific knowledge and experience from business practice. And most importantly, this dissertation presents an empirical confirmation of the importance of balancing organizational values as one of the preconditions for successful business.
Ključne besede: organizational values, balanced values, model of organizational values, business performance, organizational effectiveness, organizational commitment, Fortune 100 companies
Objavljeno v DKUM: 14.04.2015; Ogledov: 1751; Prenosov: 293
.pdf Celotno besedilo (9,47 MB)

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