APPLYING THE CONCEPT OF THE LEARNING COMPANY TO SLOVENSKE ŽELEZNICE D.O.O.

Cilj vsake sodobne organizacije je razviti sposobnost prilagajanja nenehnim spremembam okolja in soočanja z izzivi sodobne družbe, kot so ravnanje z znanjem, globalna konkurenca ter nove informacijske in komunikacijske tehnologije. Da bi se bile organizacije sposobne prilagajati hitro spreminjajočemu se okolju, morajo biti prilagodljive, prožne in hitro odzivne. Sodobna organizacija mora biti sposobna hitro in stalno pridobivati nova znanja in jih uspešno uporabljati znotraj organizacije, saj je le pravilno izkoriščanje znanja ključ do konkurenčne prednosti v globalnem svetu. Vsaka organizacija, ki želi biti konkurenčnejša od ostalih organizacij na tržišču, bi zato morala pristopiti h konceptu učeče se organizacije, ki je v svetu že dodobra poznan. Učeče se organizacije se zavedajo vrednosti intelektualnega kapitala, torej znanja zaposlenih, zato iščejo nove načine ravnanja z znanjem, ki ni nič manj pomembno kot racionalno ravnanje s finančnimi ali drugimi sredstvi. Strokovno usposobljen in motiviran delavec, ki ima v podjetju možnost stalnega učenja, izpopolnjevanja in nadgrajevanja lastnega znanja, je ključnega pomena za organizacijo, ki mora izobražene kadre v čim večjem številu obdržati v podjetju. Model, ki omogoča doseganje takšnih rezultatov, je t. i. učeča se organizacija, kjer sta učenje in pridobivanje znanja osrednji cilj. Prvi od uveljavljenih modelov uvajanja učeče se organizacije je model v osmih korakih, imenovan USP 8K, drugi pa je model osemkoračnega uvajanja, FUTURE-O®. Sistematični del obeh modelov se začne s strateškim premislekom ožjega vodstva in nadaljuje s sodelovanjem vseh zaposlenih. V diplomskem delu bomo preverili, ali je konceptualni model učeče se organizacije ustrezen organizacijski model za tako veliko podjetje, kot so Slovenske železnice, d. o. o.The goal of every modern organization is to develop the capability to adapt to constant changes in the environment and to cope with the challenges of the modern society such as knowledge management, global competition as well as new informational and communicational technologies. In order to achieve this goal, organizations must be adaptable, flexible and responsive. A modern organization needs to be able to obtain new knowledge quickly and persistently and successfully integrate it into its internal organization as proper management of knowledge holds the key to competitive advantage in the global world. For these reasons, every organization wishing to achieve greater competitiveness should embrace the concept of a learning organization, which is widely known around the world. Learning companies are aware of the values of intellectual capital, i.e. the knowledge of their employees, and therefore search for new ways of knowledge management, which is no less important than sensible management of financial or other resources. A professionally qualified and motivated employee, who has the possibility of permanent learning, improving and upgrading their knowledge while at the same time being sufficiently motivated and rewarded by their management, is of key importance for the company, which must be able to retain in their midst a well educated staff. A model that enables obtainment of such results is the so-called learning organization, where learning and knowledge acquisition is an essential goal. The first of the established models of introducing a learning organization is an eight-step model called USP 8K whereas the other is a seven-step model called FUTURE-O®. The systematic part of both models starts with a strategic consideration by the top management and continues with the participation of all employees. In this diploma thesis we will inquire if the conceptual model of the learning organization is an appropriate organizational model for companies as large as the Slovenske železnice d.o.o