Competencies of managers in the selected company

V magistrski nalogi smo predstavili kompetence, kompetenčni model ter uvajanje kompetenčnega modela. Na podlagi raziskav različnih avtorjev smo podrobneje predstavili kompetence vodij, proces vodenja ter naloge vodenja. V magistrsko nalogo smo vključili tudi raziskavo, saj nas je zanimalo, katere kompetence imajo razvite vodje v izbranem podjetju. Za okolje raziskovalnega dela naloge smo izbrali vodje v izbranem podjetju Alpe Panon, d. o. o., – McDonald\u27s. McDonald\u27s je ena najbolj prepoznavnih blagovnih znamk v svetu in pri nas. Je sinonim za hitro in kakovostno postreženo hrano in pijačo. Anketirali smo 106 vodij in pridobili 96 ustrezno izpolnjenih anketnih vprašalnikov. Pridobljene podatke smo statistično obdelali v programu SPSS in jih nato interpretirali. Ugotovili smo, da imajo vodje v izbranem podjetju najbolj razvito kompetenco čustvene inteligence in kompetenco timsko delo. Na kakovost dela vodij v izbranem podjetju najbolj vpliva kompetenca komunikacije, takoj za njo pa kompetenca vizija in cilji. Med kompetenco komunikacije obstaja statistična povezanost glede na kompetenco motivacije. Glede na spol vodij v podjetju najbolj izstopa kompetenca obvladovanja sprememb, in sicer pri moških. Delovna doba v podjetju je statistično najbolj povezana s kompetenco o medsebojnih odnosih in kompetenco delegiranja. Izobrazba v podjetju ni pomembna, vendar na njo vseeno vpliva šest kompetenc: medosebni odnosi, motivacija, reševanje problemov, delegiranje, obvladovanje sprememb in skrb za razvoj. Glede na ugotovitve raziskave smo predlagali, da bi vodje morali bolj izoblikovati kompetenco komunikacije in kompetenco motivacije. Treba bi bilo oblikovati enoten model kompetenc vodij, s tem bi natančno proučili kompetence vodij v restavraciji. Predlagali smo, da se v vodje vlaga več časa, izobraževanja, komuniciranja in vključevanja v sam proces dela v podjetju, kar bi doprineslo k še boljšim rezultatom in k večanju pripadnosti podjetju.In the master thesis we have presented competencies, competency model and introduction of competency model. Based on researches of different authors, we have presented in more detail competencies of leaders, leadership process and leadership tasks. We have also included research in our master thesis, as we were interested in the competencies of developed leaders in the selected company. For the research part of the master thesis we have chosen shift leaders in the selected company Alpe Panon – McDonald\u27s. McDonald\u27s is one of the best known brands in Slovenia and also worldwide. It is synonymous with fast and high quality food and drinks. We interviewed 106 shift managers and received 96 properly completed surveys. The data were collected with a questionnaire, statistically processed in the SPSS program and then interpreted. The research showed that shift supervisors in the selected company have the most pronounced competence of emotional intelligence and competence of teamwork. The quality of work of shift leaders in the selected company is most influenced by the competence of communication, followed by the competence of vision and goals. There is a statistical correlation between communication competence and motivation competence. Depending on the gender of the shift leaders in the selected company, the competence to deal with change is more pronounced in men than in women. The length of service in the company is statistically most strongly related to the competence of interpersonal relations and the competence of delegation. Education in the company does not matter, but is still influenced by 6 competencies: interpersonal relations, motivation, problem solving, delegation, change management, and development maintenance. Based on the research findings, we would suggest managers to focus and invest more on developing communication skills and motivating employees. In my opinion, it would be necessary to create a standardised competency model for shift managers to closely examine the competencies of restaurant shift managers. Investing more time in training and communication and involving team leaders in more work processes in the company usually leads to better results and increases loyalty to the company