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Podjetja, ki želijo obstati v današnjem konkurenčnem boju na trgu, se morajo zavedati, da je okolje nepredvidljivo in se hitro spreminja, kar pomeni, da se morajo podjetja z njim. Še posebej prilagodljiva morajo biti mala podjetja, če želijo preživeti v tem morju možnosti. Mala podjetja morajo pravočasno spoznati poslovno priložnost in se hitro odzvati na spremembe v okolju. Da pa bo uspeh zagotovljen, mora podjetje oziroma manager izbirati ljudi, ki so se pripravljeni spreminjati in prilagajati z njim. Razumljivo je, da si mala podjetja ne morejo privoščiti kadrovskega strokovnjaka, zato v večji meri to odgovornost prevzema kar vodja oziroma direktor sam. Mora pa biti sposoben se prilagoditi hitrim spremembam in prav tako biti pripravljen prisluhniti in uslišati želje njegovih zaposlenih. Magistrsko delo zajema v teoretičnem delu osnovne opredelitve oziroma definicije kadrovskega managementa za lažje razumevanje kadrovskih procesov. V nadaljevanju sledi opredelitev strateškega kadrovskega managementa, kadrovskih procesov, ki smo jih uporabili v anketni raziskavi ter opredelitev malih podjetij, saj smo se v raziskavi omejili le na mala podjetja Gorenjske regije. Cilj raziskave je bil ugotoviti, kdo se ukvarja s kadrovskimi procesi v malih podjetjih, kateri kadrovski procesi se izvajajo ter kako se izvajajo. Zanimalo nas je, ali se planiranje kadrov, uvajanje kadrov, izobraževanje kadrov, usmerjanje kadrov, koordiniranje kadrov, razvoj kadrov ter mnenje o odgovornosti kadrovske službe razlikujejo med malimi podjetji na Gorenjskem, ki delujejo v proizvodnji in storitveni dejavnosti. Skladno s tem smo si nato zastavili sedem raziskovalnih vprašanj. Rezultati raziskave so pokazali, da so prevladovala anketirana podjetja, ki se ukvarjajo s storitveno dejavnostjo. V slabi polovici anketiranih podjetij je anketo izpolnjeval direktor oziroma lastnik, v ostalih podjetjih pa nekdo drug. Podjetja imajo v povprečju 25 zaposlenih. Najbolj so se strinjali s trditvami, da se potreba po novem delavcu načrtuje vnaprej, da se z novo zaposlenim najprej opravi razgovor, za zaposlene imajo v večini podjetij organizirana izobraževanja, zaposleni pogosto uporabljajo navodila za opravljanje svojih nalog, fluktuacija je nizka, zaradi nezadovoljstva zaposlenih na delovnem mestu, direktor oziroma lastnik obvešča svoje zaposlene o ciljih podjetja in pri zadnjem anketnem vprašanju, so se anketirana podjetja najbolj strinjala s trditvijo, da se s kadrovsko dejavnostjo ukvarja lastnik oziroma direktor podjetja. Companies that want to be in today's competitive market battle should be aware that the environment is unpredictable and is changing rapidly, which means companies must be with him. Small businesses need to be particularly adaptable if they want to survive in this sea of opportunities. Small businesses need to get to know the business opportunity in a timely manner and quickly respond to changes in the environment. To ensure success, the company or manager must choose people who are ready to change and adapt to it. It is understandable that small businesses can not afford an expert in human resources, and that is why this responsibility is assumed to a greater extent by the head or the director himself. But it must be able to adapt to rapid changes and also be willing to listen and listen to the wishes of its employees. The master's thesis covers in the theoretical part of the basic definition or definition of personnel management for easier understanding of personnel processes. Below is the definition of strategic human resources management, personnel processes that were used in the survey survey and the definition of small enterprises, since we limited ourselves to small companies in the Gorenjska region. The aim of the research was to determine who is involved in human resources processes in small enterprises, which personnel processes are being implemented and how they are implemented. We were interested in whether personnel planning, staffing, staff training, staffing, staff coordination, staff development and opinion on the responsibility of the HR department are different among small companies in Gorenjska, which are involved in production and service activities. Accordingly, we then asked seven research questions. The results of the survey showed that the surveyed companies that are engaged in the service activity prevailed. In the poor half of the surveyed companies, the survey was completed by the director or the owner, while in other companies, someone else. On average, companies have 25 employees. They most strongly agreed with the claims that the need for a new worker is planned in advance to start interviewing new employees employees in most companies have organized trainings, employees often use instructions to carry out their tasks, fluctuation is low due to employees' dissatisfaction In the workplace, the director or the owner informs his employees about the company's goals and the last survey question, the surveyed companies most strongly agreed with the claim that the owner of the company is the owner of the company. |
