ANALYSIS OF OPINIONS ON PUBLIC AND PRIVATE SECTOR EMPLOYEE REMUNERATION

Nagrajevanje je zelo pomemben del življenja ljudi tako v zasebnem življenju kot tudi na delovnem mestu. Z nagrajevanjem so nas že od malega učili, kaj je prav oziroma kaj smo naredili dobro in točno tako se nadaljuje tudi kasneje, v službi, na delovnem mestu. Zaposleni so tisti, ki so motor vsake organizacije, in ta motor je treba negovati in zanj skrbeti. Nihče se ne bo trudil, dal vse od sebe za prazen nič. Področje nagrajevanja se deli na finančno in nefinančno nagrajevanje, v diplomskem delu pa smo proučevali, katero ima večji vpliv. V teoretičnem delu smo ugotovili, da je pomembno zagotoviti tako finančno kot nefinančno nagrajevanje. Finančno je sicer res tisto, ki zaposlenim več pomeni, vendar nima dolgoročnega učinka, zato je treba posvetiti pozornost tudi nefinančnemu nagrajevanju, ki ima prav tako lahko velik vpliv na zaposlene oziroma na njihovo delo. Namen diplomskega dela je bil proučiti področje nagrajevanja, prikazati primere dobrih praks in izvesti raziskavo mnenj glede nagrajevanja v javnem in zasebnem sektorju med naključno izbranimi zaposlenimi v javnem in zasebnem sektorju ter ugotoviti, kakšen sistem nagrajevanja imajo v javnem in zasebnem sektorju ter kakšno mnenje imajo o tem zaposleni tako v javnem kot v zasebnem sektorju. Uporabljeni sta bili metodi študija domače in tuje literature ter anketiranja. Sodelujoči v raziskavi pa so bili naključno izbrani zaposleni v organizacijah javnega in zasebnega sektorja. Raziskava je pokazala, da imajo zaposleni v zasebnem sektorju nagrajevanja več oziroma da so z njim bolj zadovoljni. Prav tako se veliko bolj uporablja finančno nagrajevanje, kar je morda razlog za manj nagrajevanja v javnem sektorju, ker so tam finančna sredstva omenjena. Zaposlenim glede na rezultate raziskave pomenijo več finančne nagrade, nefinančne pa imajo nanje manjši vpliv. Finančne nagrade so minljive, zato se bo sčasoma vpliv oziroma zadovoljstvo s finančnimi nagradami zmanjšalo in bo treba nameniti več pozornosti nefinančnim nagradam. Nefinančne nagrade so namreč tiste, ki so dolgotrajne, dajejo ljudem nek občutek ponosa, zadovoljstva in to bo pripeljalo do tega, da bodo zaposleni še naprej svoje delo opravljali dobro oziroma se trudili, da bo vedno boljše, kar pomeni tudi dolgoročen uspeh za poslovanje organizacije.Rewarding is an important aspect of people\u27s private and work life. Everyone learns from a very early age what is right and what has been done properly and well, which is something that continues later in life and at work. Employees are the drivers of every organisation and as such require attention and care. No one will make an effort and give their all for nothing. Rewarding can be divided into financial and non-financial rewarding. This thesis explores which of the two is more effective. The theoretical part finds that both financial and non-financial incentives are very important. Although employees generally prefer financial rewards, they only bring short-term effects. To this end, it is very important to focus on non-financial rewards that can have a strong impact on employees and their performance. The purpose of this thesis is to explore the area of rewards, discuss some examples of good practice and carry out a survey among randomly selected employees from the public and private sector. The goal is to identify the reward systems in the public and private sector and collect employees\u27 opinion about them. The research was based on studying domestic and foreign literature and surveying. The sample of respondents consisted of randomly selected employees of organisations from the public and private sector. The findings indicate that private sector employees receive more rewards and are more satisfied with the reward system. Financial incentives are more common than in the public sector, which has limited financial resources. Moreover, the results show that employees appreciate financial rewards more than non-financial rewards. That being said, financial incentives are only temporary, which means that their impact and satisfaction with them will gradually wean. It is thus vital to pay more attention to non-financial incentives because they have long-term effects, inspire a sense of pride and satisfaction, and encourage employees to keep up the good work and improve themselves. In turn, every organisation\u27s operation would be more successful in the long run