HUMAN RESOURCE MANAGEMENT IN LEARNING ORGANIZATION

Izobraževanje mora biti dolžnost in pravica vsakega zaposlenega. V učeči se organizaciji se zaposleni načrtno učijo in konstantno izobražujejo za pridobitev novih znanj. Sam sistem pa omogoča varno okolje za prosti pretok znanj. Namen: Namen magistrskega dela je ugotoviti ali management človeških virov kot eden izmed ključnih procesov znotraj učeče se organizacije, vpliva na pristop ravnanja z znanjem v sami organizaciji. Prepoznati želimo ali vloga učečega se managementa z učinkovitimi načini ravnanja z zaposlenimi, spodbuja učenje in prenašanje znanja, motivira posameznike in prispeva k njihovem razvoju, da lahko s svojim delovanjem prispevajo k uresničevanju strateških ciljev učeče se organizacije. Metodologija: Uporabili smo deskriptivno metodo dela in kvantitativno metodologijo, kjer smo kot instrument uporabili anonimni anketni vprašalnik. Raziskovalni vzorec je zajemal 104 naključno izbrane anketirane, ki so zaposleni v Socialno varstvenem zavodu Hrastovec. Anketirali smo različne profile zaposlenih. Rezultati: Rezultati ki smo jih pridobili z raziskavo kažejo, da je Socialno varstveni zavod Hrastovec (v nadaljevanju SVZ Hrastovec) učeča se organizacija, ki vodi proces učenja, ustvarja zakladnico znanja in svojim zaposlenim nudi možnost izobraževanja in prenos znanja v prakso.Education should be the duty and right of every employee. In the learning organization, employees study systematically and continuously learn to acquire new skills. The system itself provides a secure environment for an unimpeded knowledge flow. The purpose: The purpose of the master’s thesis is to determine whether human resource management, as one of the key processes within the learning organization, influences the approach of knowledge management within the organization itself. We want to establish, if the application of the learning management, with its effective ways of employee-treatment, encourages learning and knowledge transfer, motivates individuals and contributes to their development towards achieving strategic goals of the learning organization. Methodology: We used the descriptive method and the quantitative methodologywe used them as an instrument of an anonymous questionnaire. The research sample consisted of 104 randomly selected respondents, who are employed in the SVZ Hrastovec. We interviewed different employee profiles. Reults: The results that we have obtained from the survey show that SVZ Hrastovec are learning organization, which leads the learning process, creats a knowledge base and offers its employees the opportunity of education and transfer of knowledge into practice