JOB SYSTEMIZATION IN THE BUSINESS SYSTEM

V diplomski nalogi smo se osredotočili na pomembno kadrovsko področje, sistemizacijo delovnih mest v konkretnem delovnem okolju – Poslovnem sistemu, ki zaposluje precejšnje število ljudi in urejenost takšnega področja je lahko izjemnega pomena, tako za zaposlene kot tudi uspešnost samega poslovanja. Naloga je sestavljena iz teoretičnega in empiričnega dela. V teoretičnem delu smo upoštevajoč različne vire, opredelili vse pomembnejše segmente sistemiziranja delovnih mest in povzeli, do kakšnih napak v organizacijah najpogosteje prihaja. V empiričnem delu smo v izhodišču predstavili okolje oziroma Poslovni sistem, ki ga preučujemo, nato pa pripravili analizo obstoječega stanja sistemizacije delovnih mest. Navedbe teoretičnega dela o najpogostejših pomanjkljivostih smo primerjali z obstoječim stanjem in izpostavili napake. Osredotočili smo se na opise delovnih mest, saj so v obstoječi sistemizaciji ti najbolj kritični in predstavljajo osnovo za nadaljnje potrebne nadgradnje. V zaključku empiričnega dela smo predstavili predlog opisa delovnega mesta, kot bi ga v takšni organizaciji želeli uvesti. Izboljšave, ki bi jih v Poslovni sistem prinesla uvedba novih opisov delovnega mesta po predlaganem vzorcu, bi vplivale na kvalitetnejšo izvedbo kadrovskih procesov, kot tudi na boljše počutje in delovanje posameznikov na delovnih mestih. Učinkoviteje bi potekalo kadrovanje novih delavcev, saj so podatki ustrezni in zanesljivi, posledično je izbor kadra natančnejši. Povečano število uporabnih podatkov v opisu delovnega mesta bi predstavljalo boljšo osnovo za razvoj kadra in planiranje usposabljanj ter izobraževanj, kot tudi opozorilo na morebitne nepravilnosti pri izvajanju predpisov iz varnosti pri delu in varstva pred požarom. Z uvedbo določenih podatkov v opis, kot na primer namen delovnega mesta, pristojnosti in odgovornosti na delovnem mestu, bi v zaposlenih spodbudili večjo samostojnost pri delu in jim izrazili večjo stopnjo zaupanja, posledično lahko pričakujemo, da bodo pri delu uspešnejši. Opredelitev zahtevanih kompetenc v opisu pa v zaposlenih vzbuja večjo ustvarjalnost in zajema podatke o več kot le zahtevanih znanjih, ampak tudi veščinah, potencialih in sposobnostih, ki iz samih navedb nalog niso razvidne. Odločitev vodstva o prenovi sistemizacije delovnih mest bi odlično vplivala tudi na same medosebne odnose med zaposlenimi ter poslovno uspešnost. Prenova bi namreč zahtevala aktivnejše vključevanje zaposlenih na vodilnih delovnih mestih, ki bi na ta način bolje spoznali procese dela, ki jih izvajajo njihovi podrejeni. Preverila bi se trenutna ovrednotenja delovnih mest in se po potrebi popravila. Postopoma bi se lahko uvedel kompetenčni model in bi se določile potrebne stopnje razvoja zaposlenih. Prenova sistemizacije delovnih mest bi v Poslovnem sistemu lahko odprla vrata k odličnosti poslovanja.In this diploma paper we focus on an important area of human resources, that is, work systematization in a specific working environment – business system, employing a significant number of people. The regulations of such areas may be extremely important for both, employees as well as the company\u27s success. The paper consists of theoretical and empirical part. In the theoretical part we identify all major segments of work systematization and summarize errors of organizations that occur most often in this field. In the empirical part we present the bussiness system and how it is organized in the area of work systematization. We compare the data included in the theoretical part with exsisting situation in the bussiness system and point out the errors. We focus on job descriptions, since they seem to be the most critical and form the basis for further upgrades of work systematization. In the conclusion of the empirical part we present our proposition of a job description for which we believe it should be used in such organization. Improvements, brought to the bussiness system by new presented job descriptions, would affect the quality of HR processes, as well as well-being and functioning of individuals at workplace. Recruitment of new workers would be more effective, since the informations in job descriptions are more reliable. In that event, the selection of staff would become more accurate. Increased number of useful information in job description represents a better basis for employees development and training plannification, as well as a warning concerning possible irregularities in the area of staff health issues at workplace. By including certain information in description, for example the purpose of job or responsibilities, employees would gain a greater autonomy at their work and in this way a higher degree of confidence would be accorded to them. Consequently, a better performance at work could be expected. Moreover, the competencies in job description would increase employees creativity and offer them more information about our expectations. Not only required knowledge but also skills, potential and ability would become more defined in order to complete demanded tasks in the most efficient way. If management of bussiness system decides to rebuild work systematization and job descriptions, it also produces and re-evaluates interpersonal relations between employees and contributes to company\u27s success. Renovation would require an active involvement of managers who improve their understanding of work processes (carried out by their subordinates). Throughout the process, current job evaluations would be verified and repaired if necessary. Gradually, a competence model could be introduced into organization: this would permit to determine the form of development that employees need. Finnaly, the renovation of work systematization in bussiness system would influence its successfulness