| Popis: |
Ljudi su najveća vrijednost na Zemlji, njihove se karakteristike i znanja ne mogu kopirati, ukrasti ili zamijeniti. Svaka ozbiljna organizacija zna koliko su ljudi bitni za posao i napredovanje te za postizanje kvalitetnih rezultata na svim razinama. Stoga, u 21. stoljeću, pored svih novih i naprednih tehnika, tehnologije, digitalizacije i automatizacije, ne smiju se zaboraviti ljudski potencijali jer ljudi su ključan čimbenik sa kojima sve počinje i završava. Planiranje i predviđanje broja zaposlenih je vrlo važan elemenat jer svako poduzeće mora unaprijed dobro sve isplanirati i predvidjeti koliko ljudi je potrebno da bi mogli kvalitetno funkcionirati. Dakako, uz to se povezuje i analiza te kreiranje radnih mjesta, budući da se mora znati kakva su radna mjesta potrebna, koja su zauzeta, a kojima je potreban svježi ljudski kapital. Ne smije se zaboraviti da se ljudski potencijali moraju kontinuirano pratiti, odnosno mora se pratiti uspješnost kako bi se znalo gdje su poduzeća, što moraju raditi da bi bila bolja, učinkovitija i napredovala u svakom segmentu. Jasno je da svaki čovjek mora imati i neki određeni motiv kako bi mogao raditi i napredovati. Kako su ljudi različiti, tako su i motivi različiti, međutim, moraju postojati jer su oni ključni za postizanje dobrih rezultata. Uz dobre i kvalitetne rezultate moraju doći adekvatne nagrade, što poduzeća moraju uraditi kako bi se pokazalo poštovanje i zahvalnost radnicima koji marljivo rade i doprinose poduzeću. Svaka zajednica dobro funkcionira ako su ljudski odnosi dobri. Stoga, radni odnosi u poduzeću moraju biti kvalitetni i na dobroj razini, jer inače može doći do velikih sukoba i neslaganja, što vodi poduzeće u lošem i krivom pravcu. Svi djelatnici moraju dobivati kvalitetno pružanje usluga, što svaka organizacija mora imati kako bi ljudi mogli raditi u normalnim uvjetima. U svakom poduzeću ljudi žele napraviti i kvalitetnu karijeru. Ako postoji kvalitetan interes pojedinca, može napraviti značajnu karijeru u nekom poduzeću te tako ostvariti i privatni i poslovni interes. Elektroničko učenje je od velike važnosti te predstavlja kako sadašnjost tako i budućnost u smislu učenja i savladavanja gradiva. Sigurnost i zdravlje svakog radnika mora biti imperativ i temeljna zadaća svakom poduzeću, jer ljudi su ključan čimbenik uspjeha. Gdje su ljudi, tu su i konflikti. Uvijek se zna dogoditi situacija da se netko ne slaže, ima drugačiju viziju, mišljenje ili tumačenje, stoga uvijek može doći do nekog nesporazuma ili malog konflikta, što poduzeće mora znati regulirati. Također, postoje i oblici poremećenog ponašanja ljudskih potencijala tijekom radnog vremena, što svaka tvrtka mora znati riješiti ispravno. Postoje još i teorije uspjeha organizacija koje su navedene u radu te mogu poslužiti svim djelatnicima da dobiju drugačiji pogled na uspjeh. Cilj istraživanja je bio da se istraže te prošire sve aktualne činjenice, znanja i spoznaje, odnosno teorijske spoznaje o ljudskim potencijalima, u smislu kako i na koji način se oni mogu najbolje iskoristiti i kvalitetno upotrijebiti za dobrobit organizacija i to na svim razinama. Rezultati istraživanja su vrlo kvalitetni i pozitivni. Na kraju se potvrdila hipoteza da uspjeh svakog poduzeća ili organizacije najviše ovisi o kvaliteti ljudskih potencijala, stoga je evidentno da poduzeća moraju ulagati u razvoj ljudskih potencijala kako bi postigla određena konkurentska prednost na tržištu pred drugima. Human resources are the greatest value on Earth, their characteristics and knowledge cannot be copied, stolen or replaced by something else. It can be said that people are like wine - the older they are, the better and better they are. Every serious organization knows how important people are for work and advancement and for achieving quality results at all levels. Therefore, in the 21st century, in addition to all new and advanced techniques, technology, digitalization and automation, we must not forget the quality of human resources because people are the key factor with which everything begins and ends. Planning and forecasting the number of employees is a very important element because every company must plan everything well in advance and predict how many people are needed to be able to function well. Of course, this is immediately linked to the analysis and creation of jobs, since it is necessary to know what kind of jobs are needed, which are occupied, and which need fresh human capital. It must not be forgotten, of course, that human resources must be continuously monitored, ie performance must be monitored in order to know where companies are, what they must do to be better, more efficient and progress in each segment. It is clear that every man must also have a certain motive in order to be able to work and progress in his business and company. As people are different, so are motives, but they must exist because they are key to achieving good results. Along with good and quality results must come beautiful and adequate rewards, which companies must do to show respect and gratitude to workers who work hard and contribute to the company. Every community works well if human relationships are good. Therefore, working relationships in the company must be of good quality and at a good level, because otherwise there can be major conflicts and disagreements, which leads the company in the wrong and wrong direction. All employees must have and receive quality service delivery, which every organization must have in order for people to be able to work in normal conditions. In every company, people want to make a quality career. If there is a quality interest of an individual, he can make a beautiful and significant career in a company and thus achieve both private and business interest. E-learning is of great importance and represents both the present and the future in terms of learning and mastering the material. The safety and health of every worker must be an imperative and a fundamental task for every company, because people are a key factor in success. Where there are people, there are conflicts. There is always a situation where someone disagrees, has a different vision, opinion or interpretation, so there can always be a misunderstanding or a small conflict, which the company must know how to regulate. There are also forms of disordered behavior of human resources during working hours, which every company must know how to solve properly. There are also theories of company success that are listed in the paper and can serve all employees to get a different view of success. The aim of the research was to investigate and expand all current facts, knowledge and insights, ie theoretical knowledge about human resources, in terms of how and in what way they can be best used and used for the benefit of the company at all levels. The research results are very high quality and positive. In the end, the hypothesis turned out that the success of any company or organization depends most on the quality of human resources, so it is evident that companies must invest in human resources development to achieve a certain competitive advantage in the market over others. |
