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V diplomskem delu smo prikazali proces zaposlovanja. V teoretičnem delu smo najprej predstavili načrtovanje kadrov. Temu sledi faza pridobivanja kadrov, v kateri smo predstavili interno in eksterno pridobivanje kadrov. Temu sledi opis metod in selekcije kadrov, med katerimi smo poudarili opis izbire in selekcije kadrov, pri čemer smo tudi predstavili, katere metode izbiranja poznamo. V nadaljevanju so podrobno predstavljeni načini uvajanja kadrov, kot so: informiranje, uvajalni seminarji, svetovanje, kroženje, poskusno delo in pripravništvo. Temu poglavju pa sledi predstavitev razvoja kadrov kot nadaljevanje pri uvajanja kadrov. Empirični del zajema predstavitev podjetja X. S pomočjo intervjuja zaprtega tipa smo pridobili odgovore kadrovske službe in neposredno od zaposlenih prek anketnega vprašalnika. S pomočjo raziskave smo želeli na splošno ugotoviti, zakaj podjetje ne pridobi primernega kandidata za zaposlitev. Na podlagi pridobljenih rezultatov smo ugotovili, da se težava pojavi že zelo zgodaj, in sicer že pri objavi prostega delovnega mesta. Na podlagi opravljene ankete med zaposlenimi smo preverjali zadovoljstvo zaposlenih z delovnim okoljem, zahtevnostjo dela in z razporeditvijo dela v primerjavi s tem, kako jim je bilo to predstavljeno še pred zaposlitvijo. Želeli smo preveriti morebitna neskladja pri delodajalcu, ko na razgovorih predstavljajo podjetje in delovne naloge. Ugotovili smo, da so zaposleni zadovoljni, kar pomeni, da podjetje tukaj nima težav in da to ni vzrok za težave pri zaposlovanju. Na osnovi raziskave smo ugotovili, da se podjetje preveč omejuje s tem, ko išče zaposlene v krogu poznanstev in prek internih objav oziroma profilov na Facebooku, saj s tem omeji vidnost svojih oglasov in tako posledično onemogoča vstop v podjetje popolnoma naključnim osebam. Podjetju smo na podlagi strokovne literature predlagali mogoče izboljšave, ki bi jim razširile krog iskanja primernih kandidatov. This thesis describes the process of employment. In the theoretical part, we introduce the planning of personnel recruitment, followed by the recruitment phase in which the internal and external recruitment of personnel are presented. This is followed by a description of methods for the selection of personnel, among which we highlight a description of screening and selection, and present known methods of selection. In the follow up we present ways of introducing personnel in more detail, through introductory seminars, counselling, circulation, probation and traineeship. This chapter is followed by a presentation of personnel development. The empirical part includes the presentation of company X. With the help of a closed type interview, we obtained answers through a survey questionnaire sourced from the Human Resources Department and directly from the employees themselves. The purpose of this research was to determine why a company experienced difficulties in recruiting suitable candidates for a certain period of time. Based on the gathered results, we have found that the problem appears very early in the employment process, at the publication of a job vacancy. Based on the survey conducted among employees, we checked their satisfaction with the working environment, the level of complexity and distribution of work compared to how it was presented to them before they started the job. We wanted to find possible discrepancies caused by the employer, between the presentation of the company and the work tasks in the interviews. The survey showed that current employees are well pleased with their employment, which proves that this cannot be the cause for the company’s recruitment difficulties. We came to the conclusion that the company limits itself by searching for employees within circles of acquaintances, through internal posts and Facebook profiles, which act to limit the visibility of their job advertisements and prevents the entrance of unacquainted qualified persons into the company. Based on relevant expert literature, we propose possible improvements aimed to prevent the identified recruitment difficulties. |
