REWARDING AS METHOD OF MOTIVATING OF EMPLOYEES

Ker menimo, da je obravnavana tematika zelo pomembna za uspešno poslovanje podjetja, smo se odločili, da bomo podrobneje analizirali sistem nagrajevanja. Mnogi načini nagrajevanja in motiviranja zaposlenih izvirajo iz časov, ko je bil temeljni produkcijski dejavnik delo oziroma kapital. Danes je znanje gonilna sila razvoja in uspešnosti podjetja, zato je za podjetje izjemno pomembno, da delodajalci znajo ovrednotiti delo svojih zaposlenih. Nagrajevanje zaposlenih in s tem povezana motivacija sta namreč najpomembnejša dejavnika, ki ločujeta uspešna podjetja od manj uspešnih. Višina plače zaposlenega ima pri tem pomembno vlogo. Sistemi nagrajevanja v podjetju postajajo vse bolj strateško pomembna in zelo občutljiva tema za vsako podjetje. V diplomski nalogi smo najprej predstavili nagrajevanje zaposlenih s teoretičnega vidika, v katerem smo združili teoretične osnove avtorjev in jih dopolnili s svojimi mnenji. Naloga pa je predstavljena tudi s praktičnega vidika, ko smo analizirali značilnosti nagrajevanja v izbrani organizaciji. Rezultate smo nadgradili tudi z raziskavo, opravljeno z anketo, ki smo jo izvedli med zaposlenimi v podjetju Helios. Rezultate smo komentirali in podali možne rešitve problemov. Z diplomsko nalogo smo ugotavljali pomanjkljivosti sistema nagrajevanja podjetja Helios. Ugotovili smo, da je motivacija zaposlenih sicer dokaj visoka, saj zaposleni delajo z veseljem, niso pa povsem zadovoljni s sistemom nagrajevanja. Prav tako odnosi s sodelavci ter odnos vodje do zaposlenih ne pokažejo slabih rezultatov, čeprav ugotavljamo, da bi se morali vodje bolj potruditi in zaposlene spodbujati k usposabljanju in prevzemanju odgovornejšega dela, saj bodo zaposleni le tako imeli možnost večjega zaslužka. Cilj vsakega uspešnega podjetja je, da bi bili njegovi zaposleni zadovoljni, saj so ravno zadovoljni zaposleni produktivnejši, ustvarjalnejši, bolj delavni in uspešnejši.Because we believe that the subject concerned is very important for successful operation of a company, we decided to analyse the remuneration system in more detail. Many employee remuneration and motivation methods originate from the time when the primary production factor was work or capital. Today, the driving force behind the company\u27s development and success is knowledge. Therefore, it is extremely important for a company to know how to evaluate the work of its employees. Remuneration of the employees and motivation associated with it are the most important factors separating successful and less successful companies. Salary of the employees makes an important part of it. Remuneration systems are becoming more and more strategically important, and represent a very sensitive issue for any company. The diploma thesis will first present employee remuneration from a theoretical perspective, combining theoretical bases from several authors and completing them with our own considerations. The thesis also features a practical perspective analysing remuneration characteristics in the selected organisation. The results were upgraded with a survey performed among the employees in Helios. The results were commented and possible solutions to the problems were given. The diploma thesis aimed to establish deficiencies in the remuneration system of Helios. It was established that the motivation of the employees was rather high, as they are keen to work, but they are not entirely satisfied with the remuneration system. Results concerning relationships with colleagues and attitude of the manager towards the employees are not badhowever, it was noted that the managers should put more effort and stimulate the employees for training and assuming more responsible tasks, as this is the only way the employees will be able to earn more. The goal of each successful company is to make its employees satisfied, since satisfied employees are more productive, creative, diligent and successful