SPECIFIČNOSTI MENADŽMENTA I LJUDSKIH RESURSA TURISTIČKOM UGOSTITELJSKOM POSLOVANJU S IZRAŽENOM SEZONSKOM KOMPONENTOM : Diplomski rad

Informiranje javnosti o sezonskom zaposljavanju u glasilima i medijskom okruzenju zapocinje sve ranije tijekom kalendarske godine, a informiranjem se stvara dojam kako je u sezoni poslodavcima problem pronaci radnike. Postavilo se pitanje o menadžmentu ljudskih resursa kod poslodavaca (hotela i restorana) sa sezonskim poslovnim ciklusom. Utvrđeno je da hoteli i restorani u Splitsko-dalmatinskoj županiji zapošljavaju sezonske radnike i da se pri tome organizacija visestruko povecava. Menadzment ljudskih resursa najveCim dijelom se detektira kroz planiranje potrebnih radnika, informiranje 0 plaCi i uvjetima rada te uvodenje u posao. Na temelju statisticke analize proizlazi da poslodavci ne pridaju vaznost motivatorima: materijalnim kompenzacijama (niske place), a problem zaposljavanja nije detektiran u smislu nedostatka sezonskih radnika, vec u dijelu motivacije zaposlenika da kod poslodavca budu do kraja sezone, te da motivacija pod pritiskom rada slabi, sto poslodavcima stvara dodatne probleme u radu zbog odlaska radnika i trazenja novih. Sveukupno se doslo do uvida da je sezonsko zaposljavanje privlacno radnicima iz kontinentalnih dijelova zemlje, pa je u tom kontekstu i "rad na moru" motivacija koja pokrece radni kontingent sa kopna prema priobalju, a poslodavci imaju prostora i za selekciju.Informing the public about seasonal employment in the newspapers and other media starts earlier every year and there is the impression that in the season employers have a problem finding workers. There is a question about human resources management with employers (hotels and restaurants) with a seasonal business cycle. It was found that both hotels and restaurants in the Split-Dalmatia County employ seasonal workers and that the organization is multiplying. Human Resource Management was mostly detected through the planning of required workers, infonnation on salary and working conditions and introduction into the job. Based on the statistical analysis it turns out employers don't care about material compensations (low wages) as an important motivator and that their problem is not the lack of seasonal workers. The problem is that they don't motivate employees to stay working for them until the end of the season. Also, motivation under pressure is weak. All that creates additional problems for employers, because they have to find new employees. Overall, it became clear that seasonal employment is appealing to workers from continental parts of the country, and that working on the coast area is motivating labor contingent from continental parts of the country, what makes room for employers to select employees