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HUMAN RESOURCES MANAGEMENT IN SPORTS ORGANIZATIONS
Mihaela Breznik, 2014, magistrsko delo

Opis: Human resources in sport organizations is a challenging task in the context of changing technologies, workforce composition and work patterns, community expectations, employee expectations, employment legislation, and the increasing impact of global competition. This master’s thesis took a brief look at different approaches to human resource management that can help sport organizations respond to these challenges. We attempted to locate these approaches within various theoretical and regulatory contexts. We explored the activities of front line managers and supervisors in hiring, motivating, rewarding, and retaining both employees and volunteers. Human resources management is about the overall process of managing people in organizations, so that they are motivated and able to perform to their potential and thus maximize the overall effectiveness of the organization in meeting its goals. It provides an integrated framework for making decisions about the people in an organization, who to appoint, how to reward good performance, what motivates people to perform to their full capacity, how to determine training and development needs, and when to let people go. We tried to explore the basics of human resources management in sports organizations and how the human resources approach conceptualizes the fundamentals of hiring, performance appraisal, compensation systems, and other human resources functions in sports organizations. We discussed the contemporary sport organization and how a human resources perspective can help it to attain its goals. In parallel with this, it considers today’s people management challenges and opportunities and the effective management of individuals who come to work and volunteer in sport organizations, by addressing such aspects as their competencies, personality, needs, values, and beliefs. The nature and attributes of workgroups in which individuals find themselves are also considered as this is a fundamental part of the context of human resources in sport organizations. However, some sports organizations have had paid employees, often coaches, for years. Increasingly, sport is employing a variety of resource people to support and extend the work of club volunteers – these include operating staff, managers and coaches. They are becoming more and more important to the smooth operation of the club, league or association. At the same time, human resource management has become more complex and can make a significant impact on employee productivity and the bottom line. More organizations need to pay attention to human resources by ensuring their business planning process includes human resource issues. Whether you’re implementing new technology, reducing costs, expanding, or experiencing a major change within your organization – all of these impact your human resources and should be addressed in your strategic plan.
Ključne besede: human resources management, sport, sport management, sports organizations, non-profit organizations, volunteers
Objavljeno: 27.01.2015; Ogledov: 985; Prenosov: 126
.pdf Celotno besedilo (1,32 MB)

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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: 24.04.2015; Ogledov: 1073; Prenosov: 107
.pdf Celotno besedilo (2,38 MB)

5.
Competency management in Central Europe
Jürgen Mühlbacher, Jure Kovač, Adam Novotny, Ana Putnová, 2013, izvirni znanstveni članek

Opis: After a strong focus on transition processes in Central East European countries (CEE), this topic has been displaced by more dramatic merger and reorganization processes or the recent financial crisis. This obscures the fact that we know almost nothing about the management competencies in these countries, which is an important building or stumbling block for future development. Therefore, we will examine the individual competencies of almost 300 top and middle managers in the Czech Republic, Hungary and Slovenia, and we will compare the different sets of competencies and interpret them according to the given economic situation in these countries
Ključne besede: competency management, human resources, transition economies
Objavljeno: 30.12.2015; Ogledov: 403; Prenosov: 33
.pdf Celotno besedilo (341,73 KB)
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6.
Human resource management in international organizations
Sonja Treven, 2001, pregledni znanstveni članek

Opis: In the paper, the author first presents various approaches to the management and recruitment of employees in subsidiaries that the company has established in different countries. Then, she turns her attention to the basic functions of international human resource management, among them recruitment and selection of new employees, development and training of employees, assessment of work efficiency, as well as remuneration of employees. As the expatriates are often given special attention by their work organizations, she concludes the paper with the description of the additional challanges occuring in the management of these employees.
Ključne besede: management, use of human resources, employment, international company, work performance, human potential, international organizations, company
Objavljeno: 04.07.2017; Ogledov: 320; Prenosov: 48
.pdf Celotno besedilo (545,95 KB)
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7.
HRM model in tourism, based on Dialectical systems theory
Simona Šarotar Žižek, Sonja Treven, Matjaž Mulej, 2015, izvirni znanstveni članek

Opis: A human resources management (HRM) model integrating trends in HRM with trends in tourism into a dialectical system by the Dialectical Systems Theory (DST). HRM strategy, integrated within the tourism organization´s (TO´S) strategy is implemented through functional strategies helping their users to achieve a requisitely holistic (RH) HRM strategy replacing the prevailing one-sided ones. TO´S strategy covers: employees (1) planning, (2) acquisition and selection, (3) development and training, (4) diversity management, (5) teamwork and creativity, (6) motivation and rewarding, (7) stress reduction and health, (8) relationships, (9) personal holism, (10) well-being, (11) work and results assessment; etc. Everyone matters; their synergy is crucial. An innovated HRM model for TOs, which applies employees´, organizations´ RH and integrates new knowledge about HRM. HRM belongs to central managers´ tools. Their HRM must be adapted for TOs, where employees are crucial.
Ključne besede: tourism, human resources management, well-being, Dialectical Systems Theory, social responsibility, organizational cybernetics
Objavljeno: 13.07.2017; Ogledov: 261; Prenosov: 29
.pdf Celotno besedilo (126,73 KB)
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8.
Training in diversity management
Sonja Treven, Urška Treven, 2007, izvirni znanstveni članek

Opis: The labor force all around the world is becoming increasingly diverse. Thus, organizations that can manage employee diversity effectively gain a competitive advantage. In such organizations diversity training is a necessity. Diversity training helps managers understand and value individual differences and develop strong diagnostic skills. The paper explores various approaches to training, like awareness-based and skill-based diversity training. A special attention to potential problems that may occur in the process of diversity training is given.
Ključne besede: diversity management, training, employment, competitiveness, human resources, management
Objavljeno: 26.07.2017; Ogledov: 387; Prenosov: 92
.pdf Celotno besedilo (304,67 KB)
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