Employer\u27s expectations regarding Competences of HRM Graduates

V diplomskem delu smo primerjali kompetence, ki jih delodajalci zahtevajo za zasedbo prostih delovnih mest diplomantov s kadrovskega področja in razvitost teh iskanih kompetenc med študenti Fakultete za organizacijske vede UM. Na podlagi strokovne in znanstvene literature ter javno dostopnih statističnih podatkov smo najprej opredelili pojem kompetenca in kompetentnost, nato pa opisali razvrstitev kompetenc posameznika. V nadaljevanju smo opisali problematiko mladih na prehodu iz izobraževanja v zaposlitev. Teoretični del smo zaključili s predstavitvijo kompetenc na področju kadrovskega managementa. V empiričnem delu smo preko zaposlitvenega portala pridobili informacije o zahtevah delodajalcev na področju zaposlovanja kadrovskega profila, ki nam je približal ter potrdil dejstva in navedbe glede pomembne vloge kadrovika v podjetju. Sestavili smo seznam kompetenc, študenti pa so samoocenili v kolikšni meri so le te med njimi dejansko razvite. Rezultati raziskave so nam pokazali tudi vpliv neformalnega pridobivanja znanj ter izkušenj, ki ga te imajo na samoocene študentov. Glede na številne predloge, ki smo jih navedli menimo, da bi se sam prehod mladih diplomantov na trg dela v prihodnosti smiselno lahko olajšal že z uvedbo malih sprememb na področju izobraževanja, kot je začetek resnega sodelovanja s podjetji. Seveda pa pri tem ne smemo izključiti mladih, za katere menimo, da bi se morali tudi sami prizadevati za pridobitev ustreznega nabora kompetenc, ki bi jim olajšal prehod v zaposlitev.In the diploma thesis, we compared the competencies that employers require to fill the vacancies of graduates in the field of human resources and the development of those sought-after competencies among the students of the Faculty of Organizational Sciences of UM. Based on the professional and scientific literature and publicly available statistical data, we first defined the concept of competence and competence and then described the classification of individual competencies. In the following, we describe the problems of young people in the transition from education to employment. The theoretical part was concluded with a presentation of competencies in the field of personnel management. In the empirical part, we obtained information on the requirements of employers in the field of employment of the personnel profile through the employment portal, which approached us closer and confirmed the facts and statements regarding the important role of human resources in the company. We compiled a list of competencies, and the students self-assessed the extent to which they were developed. The results of the research also showed us the impact of the informal acquisition of knowledge and experience that they have on students\u27 self-assessments. Depending on the number of proposals that we have given, we believe that the very transition of young graduates to the labour market, in the future, could be meaningfully facilitated by the introduction of small changes in the field of education, such as the beginning of serious cooperation with companies. Of course, we should not exclude young people, for whom we believe that we should also strive to acquire an appropriate set of competencies that would facilitate their transition to employment