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Title:Razvoj kadrov v proizvodnem podjetju X d. o. o.
Authors:ID Balantič, Jernej (Author)
ID Jereb, Eva (Mentor) More about this mentor... New window
Files:.pdf MAG_Balantic_Jernej_2017.pdf (1,04 MB)
MD5: 5E86A30F0C2986A8337B87DD29472D81
 
Language:Slovenian
Work type:Master's thesis/paper
Organization:FOV - Faculty of Organizational Sciences in Kranj
Abstract:Magistrsko delo opisuje pomembna področja razvoja kadrov, ki pripomorejo k dobro usposobljenim, zadovoljnim, motiviranim zaposlenim, s tem pa neposredno vplivajo na učinkovito doseganje poslovnih ciljev podjetja. V prvem delu predstavljamo teoretična izhodišča, ki se nanašajo na področja izobraževanja in usposabljanja, delovno uspešnost, motivacijo, nagrajevanja in napredovanja, zadovoljstvo zaposlenih ter redne letne razgovore. V drugem (empiričnem) delu smo analizirali stanje razvoja kadrov v proizvodnem podjetju X d. o. o. Zaposleni v največji meri izražajo nezadovoljstvo s področji ocenjevanja delovne uspešnosti, nagrajevanja ter rednih letnih razgovorov, kjer so izpostavljeni problemi povratnih informacij, nezaznavanje ocenjevanja oziroma vrednotenja dela zaposlenih ter neuresničevanja in neupoštevanja dogovorov, ki so zastavljeni na letnem razgovoru. Na podlagi rezultatov raziskave smo potrdili oziroma zavrnili predpostavke magistrskega dela. Ugotovili smo, da so zaposleni, ki so bolj zadovoljni z nudenjem dodatnih izobraževanj posledično bolj motivirani za delo ter da tisti, ki so v boljših odnosih z nadrejenimi, višje ocenjujejo zadovoljstvo z ocenjevanjem delovne uspešnosti, ravno tako zaposleni, ki so bolj zadovoljni s plačo posledično bolje ocenjujejo sam sistem nagrajevanja. Pri zadovoljstvu z rednimi letnimi razgovori se kaže večje zadovoljstvo zaposlenih, pri katerih se bolje upoštevajo njihove želje in mnenja. Predpostavljali smo, da mlajši zaposleni bolje ocenjujejo sistem delovne uspešnosti, kot starejši, ampak smo s testiranjem ugotovili, da to ne drži in s tem to predpostavko zavrgli. Na koncu smo na podlagi ugotovitev podali predloge za izboljšanje sistema razvoja kadrov in s tem k doprinosu boljših rezultatov dela ter samega zadovoljstva zaposlenih.
Keywords:- Razvoj kadrov - Izobraževanje in usposabljanje - Delovna uspešnost - Motivacija - Nagrajevanje in napredovanje - Zadovoljstvo zaposlenih - Redni letni razgovori
Place of publishing:Maribor
Year of publishing:2017
PID:20.500.12556/DKUM-65026 New window
COBISS.SI-ID:7906067 New window
NUK URN:URN:SI:UM:DK:FA0ZLUXW
Publication date in DKUM:29.03.2017
Views:2622
Downloads:422
Metadata:XML RDF-CHPDL DC-XML DC-RDF
Categories:FOV
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Secondary language

Language:English
Title:Human resource development in a production company X d. o. o.
Abstract:The master's thesis describes important areas of human resource development, which contribute to the well-trained, satisfied, and motivated employees. Thus, they indirectly influencing the effective achievement of business goals. In the first part of the thesis, we have presented the theoretical baselines that are being applied to the areas of education and training, employee performance, motivation, rewarding and promotions, employee satisfaction, and annual interviews. In the second (empirical) part, we have analysed the situation of human resource development in the production company X Ltd. The employees largely express dissatisfaction with areas of performance appraisal, remuneration, and annual interviews. They are exposed to the problems of feedback, non-detecting assessment, evaluation of employees work, circumventing, and failure to comply with the agreements that are set for the annual interview. Based on the results of the research, the assumptions of the master’s thesis are confirmed or rejected. We found out that employees who are more satisfied with the provision of additional training are consequently more motivated to work and are in better relations with superiors, estimate higher satisfaction of work performance, just as employees who are more satisfied with their salaries better assess the system itself. The satisfaction of the regular annual interviews reflected higher employee satisfaction, because the interviewers consider the employees' needs and opinions more. In the conclusion, we made propositions, which can improve the system of personnel development, based on the findings of the empirical part of the thesis. The propositions we made can contribute to better work results and employee satisfaction.
Keywords:- Human resources development - Education and training - Work performance - Motivation - Rewarding and promotions - Employee satisfaction - Regular annual interviews


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