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Title:Model zaposlovanja po opravljenem pripravništvu v zdravstveni negi
Authors:Trifoni, Nina (Author)
Novak, Vesna (Mentor) More about this mentor... New window
Žnidaršič, Anja (Co-mentor)
Files:.pdf SPEC_Trifoni_Nina_2016.pdf (1,85 MB)
 
Language:Slovenian
Work type:Specialist thesis (m3)
Organization:FOV - Faculty of Organizational Sciences in Kranj
Abstract:Trenutna kriza v Sloveniji in nezaposlovanje močno vplivata na ustanove oziroma organizacije v zdravstvu. Kadri so tisti, ki omogočajo organizacijam razvoj in uspeh. Ti s svojimi zmožnostmi, sposobnostmi, znanjem in ustvarjalnostjo bistveno prispevajo k uspehu podjetja. Zato je potrebno posebno pozornost usmeriti prav v kadre in njihovo zadovoljstvo. Vsaka bolnišnica želi biti čimbolj uspešna in nuditi kakovostne storitve. Bolnišnice med seboj konkurirajo v zdravstvenih storitvah, da se čim več pacientov odloča za njihovo zdravstveno oskrbo. Da bi lahko izvajale kakovostne storitve, potrebujejo kader, vendar pa imajo pa vse isti problem, nezmožnost zaposlovanja novih sodelavcev. Izjemoma se zaposluje le pripravnike za tehnika zdravstvene nege, kar se financira iz drugega proračuna. Proces iskanja in izbiranja kandidata je dolgotrajen in mora biti dobro zasnovan in premišljen. Glede na število brezposelnih v zdravstveni negi ni težko dobiti formalno izobraženih kadrov, problem je, ali se bo izbran kandidat dobro ujel v delovnem timu. Napačna izbira kandidata povzroča organizaciji velik strošek, ker to pomeni, da bo potrebno iskati in uvajati novega zaposlenega. Pri tem ne gre samo za denar, temveč tudi za čas in energijo, ki so jo drugi vložili v proces. V teoretičnem delu specialistične naloge smo s pomočjo pregleda domače in tuje literature opisali proces kadrovanja, metode pridobivanja in izbiranje kadra ter proces pripravništva. Nato smo predstavili Splošno bolnišnico Jesenice in njen proces kadrovanja. V empiričnem delu smo ugotavljali stališče in mnenje zaposlenih do opravljanja pripravništva, kakšne sodelavce si želimo zaposleni v zdravstveni negi v Splošni bolnišnici Jesenice, katere kompetence mora obvladati tehnik zdravstvene nege pri svojem delu. Ugotavljali smo zadovoljstvo zaposlenih s svojim delom in delovno organizacijo. S pomočjo anketnega vprašalnika smo anketirali medicinske sestre in tehnike zdravstvene nege v Splošni bolnišnici Jesenice. Rezultati raziskave so pripomogli k preoblikovanju vprašalnika pred razgovorom za službo ter obrazca poročilo mentorja in pripravnika o poteku pripravništva. Ugotovili smo, da je pripravništvo zaželeno, zaposleni z zadovoljstvom opravljajo svoj poklic, kompetence za delo so primerljive s tujo literaturo. Oblikovali smo model zaposlovanja tehnikov zdravstvene nege po opravljenem pripravništvu.
Keywords:- kadrovanje - zaposlovanje - izbira kandidata - pripravništvo - zdravstvena nega
Year of publishing:2016
Source:Maribor
COBISS_ID:7791891  Link is opened in a new window
NUK URN:URN:SI:UM:DK:DY56HTHV
Views:1235
Downloads:92
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Categories:FOV
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Secondary language

Language:English
Title:Employment model after completing a nursing internship
Abstract:Current economic situation and low employment rates have a strong impact on organisations in health sector. Human resources with their abilities, skills, knowledge and creativity significantly contribute to success of the organisations and allows them to develop and prosper. Hence it is of high importance to pay special attention to staff and their satisfaction.Every hospital tries to be successful and provide quality services. Hospitals compete with each other in health care services with aim, that as many as possible number of patients decides to consume their medical care. In order to assure high quality services, hospitals need staff, but in current situation they experience the same problem, inability to recruit new employees. But exceptionally, financed from another budget, hospitals can employ nurse trainees. Recruitment proces is lenghty and must be well designed and thought out. Because of high unemployment rate in health care, it is not difficult to find formally educated people. The problem is, if the coosen candidate will be good to fit into working existing team. Incorrect choice of candidate can causes costs to organisations, because they will need to undergo same recruitment and onboarding process again. It is not just about money but also about time and enery other participant invest into recruitment. In theoretical part of thesis, we conducted the review of domestic and foreign literature and described the process of recruitment, methods of recruitnment, staff selection and process of traineeship. In the next section, there is introduction of Jesenice General Hospital and its process of recruitment. In the empirical part of thesis we examined the current employees statement about traineeship and which skills, knowldge and competencies are desirable for new employees in hospital. We also examined current employees satisfaction with their work and organisation. For this reason we conducted survey within nursing staff in Jesenice General Hospital. The results of survey contributed to transformation of recruitment interview questionnaire and tutors report form about trainees course of traineeship. Results of survey also revealed, that traineeship is desirable, existing staff are satisfied with their work and that required working competencies are comparable with foreign literature. As result, we designed of nurse employment after completing traineeship.
Keywords:- recruitment - employment - employee selection - traineeships - nursing care


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