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Title:PRIMERJAVA IZOBRAŽEVANJA IN USPOSABLJANJA ZAPOSLENIH V PODJETJU A IN B
Authors:ID Horvat, Silvija (Author)
ID Šarotar Žižek, Simona (Mentor) More about this mentor... New window
ID Čančer, Vesna (Comentor)
Files:.pdf MAG_Horvat_Silvija_2016.pdf (1,32 MB)
MD5: 6A6E43E3BD89203731637FBE9F1FDD3F
 
Language:Slovenian
Work type:Master's thesis/paper
Typology:2.09 - Master's Thesis
Organization:EPF - Faculty of Business and Economics
Abstract:Podjetja ne morejo obstajati brez zaposlenih, prav zaradi tega morajo vlagati v zaposlene. To pomeni, da zaposlenim omogočijo, da se izobražujejo in usposabljajo ter da povečujejo in poglabljajo znanje. S tem bo podjetje dosegalo boljše rezultate in bo bolj uspešno, zaposleni pa bodo bolj zadovoljni na svojem delu in bodo le-to opravljali z veseljem in bolj strokovno. To pomeni za podjetje tudi manj izostankov zaposlenih z dela. Podjetja bi se morale zavedati, da vložen denar v izobraževanje pomeni boljši rezultat delovanja kratkoročno in dolgoročno, s tem pa tudi večjo konkurenčnost na trgu. Magistrska naloga obravnava izobraževanje in usposabljanje zaposlenih v podjetju A in B, predvsem pa primerjavo med njima. Zato je magistrska naloga razdeljena na dva dela. Prvi del zajema pregled literature, ki se nanaša na temo magistrske naloge in empirični del, kjer smo s pomočjo raziskave predstavili rezultate statističnih analiz. V teoretičnem delu smo predstavili management človeških virov, vlogo managementa človeških virov pri odzivanju na konkurenčne izzive, kamor spadata tudi izobraževanje in usposabljanje. Prav tako smo opredelili in predstavili izobraževanje in usposabljanje. V empiričnem delu smo najprej predstavili podjetje A in podjetje B, nato pa izobraževanje in usposabljanje v naših izbranih podjetjih. Raziskavo smo izvedli v obeh podjetjih in tako prišli do želenih podatkov. Glede na dobljene podatke smo zavrnili hipotezo 1, ki se navezuje na to, da so zaposleni v podjetju A v povprečju bolj zadovoljni z vsebino predavanih tem na izobraževanju kot v podjetju B. Prav tako smo zavrnili hipotezo 2, da so zaposleni v podjetju A v povprečju bolj zadovoljni s časovnim trajanjem izobraževanj kot v podjetju B. V celoti smo zavrnili hipotezo 4 in sicer da v podjetju A zaznavajo večjo učinkovitost izobraževanja kot v podjetju B. Zavrnili smo podhipotezo H4a, da večji delež anketiranih zaposlenih v podjetju A kot v podjetju B lahko uporabi pridobljeno znanje pri svojem delu, in tudi podhipotezo H4b, ki se navezuje na to, da je podjetje A imelo v preteklem letu večji dobiček kot podjetje B. Potrdili smo le hipotezo 3, ki se je nanašala na to, da je podjetje A v izobraževanje vložilo več finančnih sredstev v obdobju enega leta kot podjetje B. Zato smo prišli do zaključka, da so glede na podatke v podjetju B na splošno bolj zadovoljni z izobraževanji. Ne glede na hipotezo 3, ki smo jo potrdili, da je podjetje A v izobraževanje vložilo več finančnih sredstev, pa menimo, da je težava v podjetju A zmanjševanje delovnih mest in s tem nezadovoljstvo in strah delavcev, da bodo izgubili zaposlitev. Za podjetje B pa lahko rečemo, da glede na podatke vidimo nenehno rast, tako dobička kot zaposlenih.
Keywords:management človeških virov, izobraževanje, usposabljanje, podjetje A in podjetje B
Place of publishing:Maribor
Publisher:[S. Horvat]
Year of publishing:2016
PID:20.500.12556/DKUM-64550 New window
UDC:331.108
COBISS.SI-ID:12672028 New window
NUK URN:URN:SI:UM:DK:LJTSUXRV
Publication date in DKUM:10.01.2017
Views:1702
Downloads:203
Metadata:XML DC-XML DC-RDF
Categories:EPF
:
HORVAT, Silvija, 2016, PRIMERJAVA IZOBRAŽEVANJA IN USPOSABLJANJA ZAPOSLENIH V PODJETJU A IN B [online]. Master’s thesis. Maribor : S. Horvat. [Accessed 25 April 2025]. Retrieved from: https://dk.um.si/IzpisGradiva.php?lang=eng&id=64550
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Secondary language

Language:English
Title:COMPARISON OF EMPLOYEES EDUCATION AND TRAINING IN COMPANIES A AND B
Abstract:Companies can not exist without employees and that is why it’s important to invest in employees. By that we mean that we enable employees to educate themselves and to train themselves and to broaden and deepen their knowledge. The company will get better results and will be more successful and the employees will be more satisfied and will be happier and more professional. This also means less absence of the employees from work. Companies should realize that investing money in education means a better result of the company, long and short term, as well as bigger competitiveness on the market. In the master’s thesis we discuss education and training of the employees in companies A and B and their comparison. The master’s thesis has two parts. In the first part we discuss the literature that concerns the master’s thesis. The second part is empirical where we introduced the results of statistical analysis. In theoretical part we introduced management of human resources, role of managing human resources while responding to competitive challenges with education and training. Then we introduced education and training. In empirical part of the thesis we first introduced company A and company B, then we introduced education and training in our chosen companies. We did the research in both companies to get the wanted results. Based on the results we rejected hypothesis 1, which says that employees in company A are more satisfied with content of their education than in company B. We also rejected hypothesis 2, which says that employees in company A are more satisfied by the length of their education than in company B. We also rejected hypothesis 4, which says that company A’s education is more efficient than in company B. We rejected the subhypothesis H4a, which says that more employees in company A can use the knowledge they gained at their trainings at their job than employees in company B. We also rejected subhypothesis H4b, which says that company A had bigger profit in the past year than company B. We accepted hypothesis 3, which said that company A invested more financial means in the training and education of their employees in one year than company B. We came to the conclusion that company B is generally more satisfied with their education and training. Despite accepting hypothesis 3, which says that company A invested more financial means in the education, we think that the problem in company A is cutting workplace, employees are therefor fearing of losing their jobs. And in company B there’s a gradual growth of the number of employees as well as growth of income.
Keywords:Human resources management, education, training, company A and company B


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