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Zaposleni v javni upravi se letno srečujejo z vrednotenjem svojega dela. V okviru naloge je bila izvedena raziskava o zadovoljstvu zaposlenih s sistemom vrednotenja. Kljub najvišjim ocenam, s sedanjim sistemom zaposleni niso zadovoljni. Kritike izpostavijo predvsem subjektivnost ocenjevalca in nejasno opredleitev delovnih nalog iz katerih ni mogoče ugotoviti koliko in kaj točno mora zaposlen opraviti, da pridobi določeno oceno. Zato je osnovni namen naloge prenova obstoječega načina ocenjevanja z razvojem enotnega okvira ocenjevanja javnih uslužbencev na osnovi metode za večkriterijsko odločanje DEXi. Predlagani večkriterijski model za vrednotenje dela javnih uslužbencev predstavlja korak k lažjemu, učinkovitejšemu in pravičnejšemu odločanju o oceni javnega uslužbenca. Omogoča ugotavljanje primerjalnih prednosti zaposlenih, njihovih šibkih področij, potreb po izobraževanju ter omogoča usmerjanje zaposlenih v dela, ki jih opravljajo najbolje. Odločitveni model je mogoče prilagoditi vsakemu sistemiziranemu delavnemu mestu z upoštevanjem specifike posameznih delovnih področij. Vzpostavitev enotne aplikacije za vnos in obravnavo ocen ter drugih lastnosti zaposlenih bi zagotovilo upravljanje s človeškimi viri v javni upravi po principu vse na enem mestu. Slednji princip omogoča vzpostavitev sistema izobraževanj, napredovanj, izbire kandidatov in drugih možnosti na državnem nivoju. Omogoča torej pametno upravljanje s človeškimi viri in izrabo njihovih potencialov, odpravo administrativnih ovir, ekonomičnost postopkov in zato lahko prispeva k boljšemu motiviranju in večjemu zadovoljstvu zaposlenih. Employees of the public administration in Slovenia encounter evaluation of their work annually. Despite the fact that they get the highest overall grades, they are not satisfied with the evaluation system. The two most notable reasons are the subjectivity of the evaluators and the vague definitions of the working tasks without clear specifications of the results and work quality that are expected for a certain grade. Hence, the main objective of this thesis is to revise the existing evaluation system by developing a unified framework for evaluating the work of public administrators in Slovenia based on DEXi method for multi-objective decision making. The proposed multi-objective decision model is a step towards simpler, more efficient and equitable decision making processes performed by the evaluators. It will also enable the identification of the comparative advantages of employees, their weaknesses, the need for their further education, and personalized counseling towards work tasks that are most fitted to individuals. The model can be tailored to each work position by considering the specifics of the corresponding work areas. Establishing a single framework for storing and analysis of the grades and other employee characteristics would lead to one-stop-shop approach to the management of the human resources. The approach enables establishing a unfied system of education, promotion, and selection of candidates and other options at the state level. Hence, the framework would eventually allow for intelligent management of human resources and the full exploitation of their potentials, the removal of administrative barriers, the cost-effectiveness of the evaluation procedures, and finally, contribute to the higher motivation and improved satisfaction of the employees. |
