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Title:RAZVOJ ČLOVEŠKIH VIROV V JAVNI UPRAVI: PRIMER SLOVENSKI PODJETNIŠKI SKLAD
Authors:Kujavec, Petra (Author)
Treven, Sonja (Mentor) More about this mentor... New window
Files:.pdf VS_Kujavec_Petra_2010.pdf (775,26 KB)
 
Language:Slovenian
Work type:Undergraduate thesis (m5)
Organization:EPF - Faculty of Business and Economics
Abstract:Znanje predstavlja ključ do uspešnega konkuriranja, doseganja tržne diferenciacije ter donosnosti v globalni ekonomiji. Je temeljni pogoj za opravljanje kakršnega koli celovitega dela. Zato ni presenetljivo, da številna uspešna podjetja vlagajo v razvoj aktivnosti na področju pridobivanja, ohranjanja in razvoja svojih zaposlenih, ki z uporabo znanja pomembno prispevajo k povečanju konkurenčne prednosti podjetja. Upravno delo je dandanes prav gotovo izjemno kompleksno in zahteva dobro usposobljene javne uslužbence. Razvoj človeških virov je nepogrešljiva dejavnost pri doseganju strateških ciljev podjetja, ki v današnjem času deluje v vse težjih tržnih pogojih z močno konkurenco. Hitrim spremembam v okolju so lahko ustrezno prilagodijo le tisti, ki so na to dobro pripravljeni. Zato mora podjetje poskrbeti, da razpolaga s primerno izobraženim in usposobljenim kadrom. Področja delovanja razvoja človeških virov se osredotočajo predvsem na: usmerjanje zaposlenih, strokovno uvajanje novo zaposlenih delavcev, zagotavljanje managerskih in ključnih strokovnih kadrov ter njihova priprava za prevzem določenih funkcij, sistematičen in stalen strokovni, delovni in osebnostni razvoj zaposlenih, skladen z zahtevami dela, spodbujanje ustvarjalnosti zaposlenih , zagotavljanje prenosa znanja na vseh ravneh in med njimi in razvoj čuta pripadnosti zaposlenih. Pomena zlasti izobraževanja in usposabljanja javnih uslužbencev oziroma pomena razširitve in dopolnjevanja njihove strokovnosti ni treba posebej utemeljevati, saj brez znanja ni mogoče vzdrževati niti obstoječega stanja, sploh pa ni mogoče zagotavljati nadaljnjega razvoja sistema javne uprave. Vlaganje v njihovo znanje je daljnosežna naložba, ki že v razmeroma kratkem času prinaša vidne rezultate — kakovostno, učinkovito in zakonito delo javnih uslužbencev., kar v povratni zvezi ravno vpliva na gospodarno porabo proračunskih sredstev.
Keywords:razvoj, izobraževanje, usposabljanje, človeški viri, učenje, delovna kariera, kadrovska, organizacijska in izobrazbena struktura zaposlenih, Slovenski podjetniški sklad
Year of publishing:2010
Publisher:[P. Kujavec]
Source:Zgornja Kungota
UDC:658.3
COBISS_ID:10470940 Link is opened in a new window
NUK URN:URN:SI:UM:DK:M8NVDRTD
Views:1974
Downloads:266
Metadata:XML RDF-CHPDL DC-XML DC-RDF
Categories:EPF
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Secondary language

Language:English
Title:HUMAN RESOURCE DEVELOPMENT IN A PUBLIC ADMINISTRATION: SLOVENE ENTERPRISE FUND EXAMPLE
Abstract:Development of human resources is the key meaning for getting and keeping competitive advantage of a company. Human resources became one of the most important factors of success of a company within today's time as well organizations in general goverment. However there are no advantages for the company if these potentials stay unexploited. The basic intention of developing human resources is to assure that company has at disposal with properly trained people who will be capable of performing its goals and with their own work contribute to more successful business. These activities can be achieved in the way that the company assures the following: every employee in the company must have a knowledge, skills and abilities for efficient performing of his work, the quality of individual's and team's work is permanently getting better and the employees are developing in the direction in which their personal progress and growth is made. The company must have clear goals about development of human resources which must be objective and realistic. The process of development comprises four phases and it starts with finding of needs for education and training. The program of education and training must be carefully planed so that goals can be achieved. The third phase of development refers to realisation of program, the fourth phase is concerned with assessment of successfulness of education. Education and training of the employees in organization is efficient only if systematical approach is being used at their formulation. Such approach includes clear answer to the question, why to invest into development, it defines goals of education and proper choice of candidates and also systematic assessment so the results as also the efficiency.
Keywords:development, training, education, human resources, learning, working career, human resources structure, educational structure of employees, Slovene Enterprise Fund


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