Private employment agencies as an external recruitment source for companies in slovenia

Kadar je sistematizacija delovnih mest dobro opredeljena, managerji hitro ugotovijo nepokrita delovna opravila. Ta je možno razdeliti med obveznosti obstoječih delavcev, jih reševati s pogodbenim ali nadurnim delom, prerazporeditvijo delovnega časa, mehanizacijo ali reorganizacijo dela. Če zapolnitev nepokritih delovnih opravil s prej naštetimi alternativnimi možnostmi ni možna oziroma je preobsežna, se določi razpis za prosto delovno mesto. Obsežnost iskanja in doseg kandidatov sta odvisna od uporabe virov pridobivanja kadra, ki jih podjetje uporabi. V magistrskem delu smo raziskovali področje kadrovanja v procesu pridobivanja kadra podjetij v Sloveniji z uporabo zasebnih agencij za zaposlovanje kot virom pridobivanja kadra. Preverili pa smo tudi obsežnost in zadovoljstvo z uporabo drugih virov pridobivanja kadra. Raziskava temelji na odgovorih stotih podjetij s sedežem oziroma izvajanjem dejavnosti v Sloveniji. S statistično obdelavo podatkov ugotavljamo, da se podjetja najpogosteje odločajo za objavo prostih delovnih mest na Zavodu Republike Slovenije za zaposlovanje. Veliko podjetij uporablja tudi metodo iskanja kadra preko objav na zaposlitvenih portalih in spletnih straneh podjetja. Več podjetij se obrne na družbena omrežja in posredovanje kandidatov s strani Zavoda Republike Slovenije za zaposlovanje kot na zasebne agencije za zaposlovanje, vendar pa razlika ni velika. Anketiranci navajajo, da prepoznavajo agencije za zaposlovanje kot ustreznejši vir pridobivanja kadra v primerjavi z Zavodom Republike Slovenije za zaposlovanje. Z zasebnimi agencijami za zaposlovanje je sodelovalo že 44 % obravnavanih podjetij. Ugotavljamo tudi, da 75 % podjetij, ki je v preteklosti že sodelovalo z agencijami, z njimi še naprej redno sodeluje oz. je sodelovalo večkrat. Prav tako več kot polovica podjetij prepoznava zasebne agencije za zaposlovanje kot nov vir pridobivanja kadrov.When job classification is well-defined, managers can quickly identify uncovered work tasks. These can be divided between the obligations of existing workersthey can be dealt with contact work, working overtime, reallocation of working time, mechanization or reorganization of work. If it’s not possible to fill uncovered work tasks with these alternative options, a vacancy notice shall be issued. The size of the search and the reach of the candidates depend on the use of recruiting resources used by the company. In the master’s thesis we explored the field of human resources in the process of acquiring personnel in the companies in Slovenia, using private employment agencies as a source of staffing. We also checked the extend and satisfaction with the use of other sources of recruitment. The survey is based on the answers of hundred companies with headquarters or activities based in Slovenia. With statistical data processing it’s reviled that companies most often decide to publish vacancies at the Employment Service of Slovenia. Many companies also use the method of finding staff through posts on job portals and company websites. More companies turn to social networks and recruitment of candidates from the Employment Service of Slovenia than to private employment agencies but the difference is not large. The respondents state they recognize employment agencies as a more appropriate source of recruitment compared to the Employment Service of Slovenia. With private employment agencies were involved 44% of the companies. We also note that 75% of companies that have previously worked with agencies will continue to work with them on a regular basis or they participated several times. Also, more than half of the companies recognize private recruitment agencies as a new source of staffing