Human resource development in a production company X d. o. o.

Magistrsko delo opisuje pomembna področja razvoja kadrov, ki pripomorejo k dobro usposobljenim, zadovoljnim, motiviranim zaposlenim, s tem pa neposredno vplivajo na učinkovito doseganje poslovnih ciljev podjetja. V prvem delu predstavljamo teoretična izhodišča, ki se nanašajo na področja izobraževanja in usposabljanja, delovno uspešnost, motivacijo, nagrajevanja in napredovanja, zadovoljstvo zaposlenih ter redne letne razgovore. V drugem (empiričnem) delu smo analizirali stanje razvoja kadrov v proizvodnem podjetju X d. o. o. Zaposleni v največji meri izražajo nezadovoljstvo s področji ocenjevanja delovne uspešnosti, nagrajevanja ter rednih letnih razgovorov, kjer so izpostavljeni problemi povratnih informacij, nezaznavanje ocenjevanja oziroma vrednotenja dela zaposlenih ter neuresničevanja in neupoštevanja dogovorov, ki so zastavljeni na letnem razgovoru. Na podlagi rezultatov raziskave smo potrdili oziroma zavrnili predpostavke magistrskega dela. Ugotovili smo, da so zaposleni, ki so bolj zadovoljni z nudenjem dodatnih izobraževanj posledično bolj motivirani za delo ter da tisti, ki so v boljših odnosih z nadrejenimi, višje ocenjujejo zadovoljstvo z ocenjevanjem delovne uspešnosti, ravno tako zaposleni, ki so bolj zadovoljni s plačo posledično bolje ocenjujejo sam sistem nagrajevanja. Pri zadovoljstvu z rednimi letnimi razgovori se kaže večje zadovoljstvo zaposlenih, pri katerih se bolje upoštevajo njihove želje in mnenja. Predpostavljali smo, da mlajši zaposleni bolje ocenjujejo sistem delovne uspešnosti, kot starejši, ampak smo s testiranjem ugotovili, da to ne drži in s tem to predpostavko zavrgli. Na koncu smo na podlagi ugotovitev podali predloge za izboljšanje sistema razvoja kadrov in s tem k doprinosu boljših rezultatov dela ter samega zadovoljstva zaposlenih.The master\u27s thesis describes important areas of human resource development, which contribute to the well-trained, satisfied, and motivated employees. Thus, they indirectly influencing the effective achievement of business goals. In the first part of the thesis, we have presented the theoretical baselines that are being applied to the areas of education and training, employee performance, motivation, rewarding and promotions, employee satisfaction, and annual interviews. In the second (empirical) part, we have analysed the situation of human resource development in the production company X Ltd. The employees largely express dissatisfaction with areas of performance appraisal, remuneration, and annual interviews. They are exposed to the problems of feedback, non-detecting assessment, evaluation of employees work, circumventing, and failure to comply with the agreements that are set for the annual interview. Based on the results of the research, the assumptions of the master’s thesis are confirmed or rejected. We found out that employees who are more satisfied with the provision of additional training are consequently more motivated to work and are in better relations with superiors, estimate higher satisfaction of work performance, just as employees who are more satisfied with their salaries better assess the system itself. The satisfaction of the regular annual interviews reflected higher employee satisfaction, because the interviewers consider the employees\u27 needs and opinions more. In the conclusion, we made propositions, which can improve the system of personnel development, based on the findings of the empirical part of the thesis. The propositions we made can contribute to better work results and employee satisfaction