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1.
Analiza pričakovanih učinkov uvedbe oblačne rešitve »SAP Success Factors«
Špela Mahorič, 2019, magistrsko delo

Opis: Eden izmed najpomembnejših dejavnikov pri doseganju poslovnih ciljev podjetja so usposobljeni zaposleni, ki se uspešno spopadajo z novimi razmerami na trgu. Zato je kadrovska funkcija v podjetjih izjemnega pomena, saj izbira kandidate, ki so za dosego poslovnih ciljev najbolj primerni. Na eni strani imamo tradicionalno plat kadrovske funkcije, pri kateri podjetje zagotovi zaposlene in poskrbi, da ti zaposleni dobijo za svoje delo primerno plačilo. Na drugi strani pa imamo strateško plat kadrovske funkcije. Pri tej gre za to, da podjetje pridobi prave zaposlene na pravih delovnih mestih, ki delajo prave stvari na pravi način, hkrati pa jim omogoča pravi razvoj za prihodnost. Obe strani kadrovske funkcije lahko poenostavimo s pomočjo kadrovskih informacijskih sistemov. Ti omogočajo, da podjetje zmanjša kadrovsko papirno dokumentacijo in upravlja z zaposlenimi s pomočjo informacijskega sistema. Začetki kadrovskih informacijskih sistemov so bili v opravljanju nalog tradicionalne plati. Ob razvoju informacijske tehnologije pa so ponudniki kadrovskih informacijskih sistemov razvili tudi strateško plat kadrovske funkcije. Kadrovski informacijski sistemi so sredstvo za pridobivanje, shranjevanje, analiziranje in posredovanje informacij različnim uporabnikom. Običajno obsegajo ohranjanje zaposlenih, zaposlovanje, upravljanje z zaposlenimi, upravljanje plačilnega prometa, načrtovanje kadrovskih virov, upravljanje z izobraževanji, spremljanje uspešnosti, samoupravljanje zaposlenih, načrtovanje, upravljanje odsotnosti, analitiko, prerazporeditve zaposlenih in drugo. Na trgu obstaja veliko ponudnikov kadrovskih informacijskih sistemov. Noviteta predvsem na slovenskem trgu pa je SAP Success Factors. Rešitev še vedno omogoča opravljanje enakih kadrovskih funkcij, le da je s SAP Success Factors to poenostavljeno in dostopnejše. V magistrski nalogi je mogoče spoznati in lažje razumeti kadrovsko funkcijo v podjetju in področja upravljanja s kadri. Podrobneje so opredeljeni kadrovski informacijski sistemi, njihov razvoj in funkcije ter ponudniki kadrovskih informacijskih sistemov. Izmed vseh ponudnikov smo izbrali rešitev SAP Success Factors, ki je nastala leta 2011 ob združitvi podjetij SAP d. o. o. in Success Factors. V drugem delu je na podlagi podjetja X predstavljen obstoječi kadrovski informacijski sistem in nekatere funkcije, kot sta spremljanje uspešnosti zaposlenih in upravljanje nasledstev. Obstoječi kadrovski informacijski sistem v tem podjetju namreč ne predstavlja takšne učinkovitosti, kot bi ga podjetje z uporabo sistema želelo. Nekaterih funkcij ni mogoče informacijsko podpreti ali pa so za to potrebni zunanji zaposleni, kar prinaša podjetju visoke stroške. V magistrski nalogi smo v demo verziji programa SAP Success Factors predstavili procese, ki bi izbranemu podjetju izboljšali upravljanje s kadri. Za konec smo naredili primerjalno analizo med obstoječim kadrovskim informacijskim sistemom in programom SAP Success Factors. Ugotovili smo, da bi podjetje z vpeljavo sistema SAP Success Factors izboljšalo nekatere procese, zmanjšalo papirno dokumentacijo, izboljšalo kadrovsko poročanje, informacijsko podprlo letne pogovore, izboljšalo motivacijo zaposlenih in drugo.
Ključne besede: kadrovski informacijski sistem, SAP Success Factors, primerjalna analiza, oblikovanje ciljev, letni pogovori, upravljanje nasledstev
Objavljeno: 18.03.2019; Ogledov: 580; Prenosov: 126
.pdf Celotno besedilo (2,11 MB)

2.
Social CRM adoption and its influence on customer relationship performance -SMEs perspective
Marjeta Marolt, 2018, doktorsko delo/naloga

Opis: Social media (SM) is challenging the traditional relationship between enterprises and customers. The flow of information has become multidirectional, interconnected and difficult to predict. In order to create superior customer experiences, enterprises need to systematically use SM together with other customer relationship management (CRM) technologies. Customer loyalty and satisfaction can only be achieved through effective use of social media. Despite a rich body of literature on CRM innovation adoption, there is lack of research on social CRM adoption and its use, especially with regard to micro, small and medium-sized enterprises (SMEs). Specifically, studies focus either on the of social CRM adoption factors or on the impact of social CRM use on customer relationship performance. Therefore, there is a need for comprehensive representation of the entire chain of social CRM adoption constituted by the adoption factors, the extent of social CRM adoption and its influence on customer relationship performance. The aim of this research is to provide a conceptual clarity of the extent of social CRM adoption and develop a research model for exploring the effect of different factors on the extent of social CRM adoption and the impact of the extent of social CRM adoption on customer relationship performance in the context of B2C SMEs. In order to achieve a more comprehensive overview of the phenomenon under investigation, this study employed an exploratory, sequential mixed method approach. Based on the literature review, semi-structured interviews were conducted with six purposefully selected B2C SMEs. The findings from the qualitative phase of the study were used to develop a research model that guided the quantitative phase of the study. The empirical data were collected using self-administrated questionnaires. The data analysis was based on 119 B2C SMEs in Slovenia. The findings confirmed that social CRM is a complex phenomenon even for SMEs and suggest two-dimensional conceptualization of the extent of social CRM use: customer-facing processes and relational information processes. Regarding the factors of the extent of social CRM use our findings revealed that they are diverse, ranging from technological, organizational, to environmental. Furthermore, empirical evidence from this research also suggests that extensive use of social CRM positively affects customer relationship performance. All in all, through the theoretical discussion and empirical assessment, the thesis provides more detailed insights into the B2C SMEs social CRM adoption situation and provides a basis for further research.
Ključne besede: social CRM, extent of social CRM adoption, adoption factors, customer relationship performance
Objavljeno: 24.07.2018; Ogledov: 1030; Prenosov: 159
.pdf Celotno besedilo (2,70 MB)

3.
Evaluation of the influence of the macro-environment on the social innovation activity of enterprises
Liliya Satalkina, Nestor Shpak, 2018, izvirni znanstveni članek

Opis: Background: Nowadays the emphasis on social components in the general mainstream of innovation activity is one of the strongest grounds for the successful functioning and development of enterprises. In several countries, social innovation activity is becoming a product of business in general, with associated expectations regarding profit. Objectives: The goal of the article is to develop a toolkit for the evaluation of the influence of the macro-environment on the social innovation activity (SIA) of enterprises. Method: The methodology includes elements of theoretical and empirical research with the implementation of methods such as a literature review, all types of analysis, and methods of aggregation and integration. Questionnaires were used as a means of data collection. Results: The general methodological framework of diagnostics of the SIA macro-environment is distinguished. Based on a theoretical analysis of the SIA ecosystem and the experience of operating enterprises, the main factors of SIA macro-environment are determined. The general integrated index and its five-level interpretational model are proposed as a measure for the evaluation of the SIA macro-environment. Conclusion: The results presented provide data necessary for the argumentation of SIA strategy and tactics, as well as investment policy in this sphere.
Ključne besede: enterprise, social innovation activity, diagnostics, macro-environment, factors
Objavljeno: 07.05.2018; Ogledov: 719; Prenosov: 251
.pdf Celotno besedilo (1,18 MB)
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4.
Innovation leaders, modest innovators and non-innovative SMEs in Slovakia
Ľubica Lesáková, Petra Gundová, Pavol Kráľ, Andrea Ondrušová, 2017, izvirni znanstveni članek

Opis: Background and Purpose: The field of innovation represents for small and medium enterprises (SMEs) a fundamental challenge. If the number of innovative SMEs is to rise, it is necessary to identify key factors determining their innovation activity and eliminate the innovation barriers. The main purpose of the paper is to present the results of primary research focused on identification (evaluation) of key factors and barriers determining innovation activities in Slovak SMEs. The division of SMEs into three groups of enterprises: innovation leaders, modest innovators and non-innovators enables to identify the differences in managers’ perception of the main factors and barriers determining innovation activities in various types of SMEs and to formulate policy implications for Slovak SMEs. Design/Methodology/Approach: Results of the empirical research were processed using MS Excel and the statistical analysis of the data in R3.2.4. statistical system was done. For statistical tests we assumed significance level (α = 0.1). Results: Evaluating the importance of the key factors a majority of enterprises (64.71%) indicated financial resources as the most important factor for the innovations. There is no statistically significant difference in individual (analysed) factors between innovation leaders, non-innovators and innovation followers (modest innovators). The results gained from Fisher exact test (p-value = 0.11) indicated a small difference in evaluating the significance of individual barriers between innovation leaders, non-innovators and modest innovators. Majority of enterprises also see as the main barriers to develop innovation activities bureaucracy and corruption and inappropriate state support of innovation activities. Conclusion: The main implications (conclusion) coming from the research are basic recommendations for state policy makers as well as SME’s managers to foster innovation activities in enterprises. They refer to the areas of financial resources, high-quality human resources, cooperation and participation of SMEs in different networks and clusters, systematic institutional support to SMEs, well-created vision and clearly formulated aims, and willingness of enterprises to innovate. Recommendations are summarised following the results of factor’s and barrier’s evaluation.
Ključne besede: innovations, small and medium enterprises, factors, barriers, Slovak Republic
Objavljeno: 04.05.2018; Ogledov: 652; Prenosov: 53
.pdf Celotno besedilo (815,32 KB)
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5.
The influence of personality characteristics on individual competencies of work group members
Georg Kodydek, Ronald Hochreiter, 2013, izvirni znanstveni članek

Opis: In this article, we investigate how college students and graduates with diverse backgrounds experience working in groups by focusing on their perceptions regarding group work, attribution of leader coaching, and self-perspectives of personality traits. Moreover, this article explores relationships between personality factors (using the Big Five factors) and selected individual competencies from Bartram’s Great Eight Competencies (2005). We furthermore review current management research on competency management, personality, and also identify current trends for young professionals who are about to enter the job market. This study was conducted in an experimental setting at a large European business school. Participants were 80 business students from Austria, Turkey, China, and the United States of America with a fairly even gender split who had to work on tasks in homogeneous and heterogeneous settings. We assess participants’ ratings following Rammstedt and John’s Big Five Inventory (2007) and a modified version of Wageman, Hackman and Lehman’s Team Diagnostic Survey (2005) that we enhanced accordingly. Results are analyzed and discussed with relation to global challenges and developments regarding competencies, diversity, and group work.
Ključne besede: competency management, personality factors, individual competencies
Objavljeno: 22.01.2018; Ogledov: 796; Prenosov: 69
.pdf Celotno besedilo (306,17 KB)
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6.
The impact of managers on successful ERP implementation
Franc Ravnikar, 2010, izvirni znanstveni članek

Opis: Lately, Enterprise Resource Planning (ERP) has been implemented in public organizations and organizations without competition in the marketplace. It is the ERP system that is almost as badly needed for the competitiveness and success of those organizations in the marketplace. The main reason lies in the fact that operating costs have to be reduced and the optimization of business processes is an option which nowadays is normally implemented together with new ERP. The success rate of ERP implementation remains very low with up to a 90% failure rate, as it is quoted in a lot of researches. Critical success factors (CSF) which influence successful ERP implementation are identical in all organizations. The main goal of this research is to find out the managers' impact on the critical success factors and thus their impact on the successful ERP implementation. Top management support is the most important critical success factor for successful ERP implementation, regardless of the fact whether the organization is on the market or not.
Ključne besede: enterprise resource planning, ERP, critical success factors, business process reengineering, the success rate of ERP implementation
Objavljeno: 22.01.2018; Ogledov: 531; Prenosov: 272
.pdf Celotno besedilo (490,60 KB)
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7.
Psychosocial factors in the development of low back pain among professional drivers
Friderika Kresal, Tine Bertoncel, Maja Meško, 2017, izvirni znanstveni članek

Opis: Background and purpose: Professional drivers as a group are exposed to high risk of developing low back pain due to ergonomic factors and work conditions. The purpose of the study was to examine to what extent the low back pain occurs among Slovene professional drivers as a result of the development of various psychosocial factors. Methodology: The study involved 275 respondents (professional bus drivers, car/van drivers, international truck/ lorry drivers, and ambulance car drivers). Hypotheses were tested using multivariate statistical method (regression analysis) and analysis of variance. Data were collected by structured questionnaire comprised of three parts: socio-demographic data, basic psychosocial factors causing low back pain, and incidence, duration and severity of low back pain as a result of psychosocial risk factors, was implemented. Results: The results of quantitative survey suggest that low back pain is mostly caused by lifting and carrying heavy loads, inadequate working conditions, poor physical fitness, regular nights out, shift work, and stress. Only the impact of gender on low back pain distress among professional drivers was confirmed, predominantly among bus drivers and lorry drivers on international routes. Low back pain occurrence was less common, albeit not statistically significant, among professional drivers of vans and passenger cars. Conclusion: Our study suggests that psychosocial factors are also important cause for the development of low back pain among professional drivers and can limit the quality of their social and professional lives.
Ključne besede: low back pain, psychosocial factors, professional drivers, prevention, Slovenia
Objavljeno: 18.01.2018; Ogledov: 652; Prenosov: 266
.pdf Celotno besedilo (629,96 KB)
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8.
Perceived factors and obstacles to cognitive schema change during economic crisis
Ana Arzenšek, 2011, izvirni znanstveni članek

Opis: The main objective is to present the perceived factors in cognitive schema change as experienced by participants from two Slovenian sectors and to compare them with factors from schema change theory in order to evaluate specific circumstances and obstacles to effective cognitive schema change. 31 interviews with participants from six companies were conducted twice during the 2008 economic crisis. The prevalent perceived antecedents of schema change lie within an organisation and in the business environment. Stimulating factors are also economic and financial crises and personal characteristics. The prevalent obstacles to schema change, as perceived by participants, are stability of current cognitive schemas, personal characteristics of management, and rigidity.
Ključne besede: cognitive schema, change, factors, obstacles, economic crisis
Objavljeno: 10.01.2018; Ogledov: 548; Prenosov: 262
.pdf Celotno besedilo (544,86 KB)
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9.
Organisational factors of rapid growth of Slovenian dynamic enterprises
Viljem Pšeničny, Riko Novak, 2013, izvirni znanstveni članek

Opis: The authors provide key findings on the internal and external environmental factors of growth that affect the rapid growth of dynamic enterprises in relation to individual key organisational factors or functions. The key organisational relationships in a growing enterprise are upgraded with previous research findings and identified key factors of rapid growth through qualitative and quantitative analysis based on the analysis of 4,511 dynamic Slovenian enterprises exhibiting growth potential. More than 250 descriptive attributes of a sample of firms from 2011 were also used for further qualitative analysis and verification of key growth factors. On the basis of the sample (the study was conducted with 131 Slovenian dynamic enterprises), the authors verify whether these factors are the same as the factors that were studied in previous researches. They also provide empirical findings on rapid growth factors in relation to individual organisational functions: administration - management - implementation (entrepreneur - manager - employees). Through factor analysis they look for the correlation strength between individual variables (attributes) that best describe each factor of rapid growth and that relate to the aforementioned organisational functions in dynamic enterprises. The research findings on rapid growth factors offer companies the opportunity to consider these factors during the planning and implementation phases of their business, to choose appropriate instruments for the transition from a small fast growing firm to a professionally managed growing company, to stimulate growth and to choose an appropriate growth strategy and organisational factors in order to remain, or become, dynamic enterprises that can further contribute to the preservation, growth and development of the Slovenian economy.
Ključne besede: entrepreneurship, dinamic enterprises, environment, organisational factors
Objavljeno: 10.01.2018; Ogledov: 690; Prenosov: 269
.pdf Celotno besedilo (203,30 KB)
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10.
Model of knowledge management factors and their impact on the organizations' success
Domen Kozjek, Marija Ovsenik, 2017, izvirni znanstveni članek

Opis: Purpose: The purpose of this research is to identify the factors of knowledge which have a significant impact on the outcome (measured as value added per employee) of the company. The existence, long-term survival, profitability, etc. of the company depends on the competitiveness of the products and services (regardless of industry or economic branch). Transformation of “raw materials” into competitive products is possible only with the knowledge of employees. Therefore, it is necessary to identify the factors of knowledge which can influence a positive result of the company. Methodology: We reviewed the relevant literature in the field of knowledge management. On this basis, we summarized the factors of knowledge. We performed a survey among the 69 largest Slovenian commercial companies (public and banking sectors excluded). Based on the research, we developed a regression model of value added per employee in euros. Results: The study showed that, of all factors studied, motivation in the form of assessing employees’ performance has the largest positive correlation with the value added per employee. Furthemore, training for the performance, the use of technological tools and organizational climate can bring significant value added per employee. The most important factor that affects the value added per employee is the industry branch which the company deals with. The factors which follow are the simplicity of using IT tools and the example that the managers give to the employees. Conclusion: A model of knowledge management factors helps to identify which knowledge factors should be given priority to for increasing the company’s performance. The model also considers the industry in which the company operates.
Ključne besede: knowledge management, knowledge factors, human capital
Objavljeno: 04.12.2017; Ogledov: 729; Prenosov: 305
.pdf Celotno besedilo (1013,90 KB)
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