THE HUMAN RESOURCE DEVELOPMENT SYSTEM IN THE COMPANY HRIBLES ŽAGA D.O.O.

Eden od dejavnikov, ki vplivajo na konkurenčnost podjetja, so zaposleni oziroma kadri. Pri tem se postavlja vprašanje, kako pridobiti ustrezne kadre, jih motivirati in ustrezno usposabljati ter izobraževati glede na potrebe trga. V ta namen smo izdelali model sistema razvoja kadrov, ki je podjetju lahko v pomoč pri sistematičnem izvajanju in spremljanju posameznikovega razvoja. V prvem delu diplomske naloge so predstavljene teoretične osnove, ki so pomembne za kasnejšo izdelavo modela sistema razvoja kadrov za konkretno podjetje. Teoretično so predstavljeni posamezni procesi od planiranja, pridobivanja in selekcije kadrov do uvajanja, nagrajevanja in razvoja kadrov vse do prenehanja delovnega razmerja. V drugem delu je predstavljeno podjetje Hribles žaga d.o.o., njegova organiziranost, obstoječa kadrovska dejavnost in izvedena raziskava. Rezultati ankete so pokazatelji dejanskega stanja razvoja kadrov v obravnavanem podjetju, katerega bomo poskušali izboljšati. V tretjem delu je zgrajen model sistema razvoja kadrov za podjetje Hribles žaga d.o.o., ki bi ga bilo smiselno vpeljati v podjetje, spremljati njegovo delovanje ter ga kasneje še nadgrajevati. V zadnjem delu so podane še ugotovitve in predlogi v zvezi z obstoječim stanjem ter izboljšavo oziroma prenovo le-tega v obravnavanem podjetju.One of the factors affecting the competitiveness of companies is employees or staff. That raises the question of how to obtain the relevant staffto motivate, properly train and educate them to meet market needs. As a result, we created a model of human resource development, which the company can use to assist in the systematic implementation and monitoring of human development. The first section of the thesis presents the theoretical foundations, which are important for future production models of human resource development and for an individual company. Theoretically, they are individual processes of planning, procurement and selection of personnel for deployment, remuneration and human resource development, up to termination of employment. The second section presents the company Hribles žaga d.o.o., its organizational structure, existing personnel activities and a survey. The survey results are indicators of the actual state of human resource development in this company, which we will try to improve. In the third section of the built model of human resource development for the company Hribles Žaga d.o.o. illustrates how it would be useful to introduce the company to monitoring its performance and build on it later. The last section provides the findings and suggestions relating to the existing situation and improves or reforms it in the present company