20.500.12556/RUL-118597 Obravnava starejših oseb pri zaposlovanju magistrsko delo Treatment of older people in the employment process Staranje je naravni proces, ki mu ni moč uiti. Četudi je proces naraven, smo kot družba nenaklonjeni starejšim osebam. Ta nenaklonjenost se odraža tudi na trgu delovne sile. Starejše osebe so pogosteje brezposelne in so manjkrat povabljene na razgovor za zaposlitev. Starejši kandidati in zaposleni so po zakonu varovana kategorija in starost je ena od lastnosti, glede na katero je prepovedano diskriminirati. A kljub temu prihaja do različne obravnave. Za starejše kandidate in zaposlene veljajo stereotipi, da si ne želijo sprememb in novega znanja ter se s težavo učijo uporabe nove tehnologije. Stereotip je le ena od napak zaznavanja kadrovikov, ki prihajajo na površje v procesu zaposlovanja. Ta negativna zaznava starejših oseb najbolje osvetljuje raziskovalni problem – obravnavo starejših oseb pri zaposlovanju. Zaradi človeškega faktorja pri selekcijskem intervjuju je v procesu zaposlovanja veliko možnosti za pojavljanje napak zaznavanja in posledično subjektivnih odločitev kadrovikov. Najpogostejše napake zaznavanja starejših so stereotipi, halo efekt, selektivno zaznavanje in samoizpolnjujoča se napoved. Tako iz teoretične kot empirične raziskave je razvidno, da so starejši kandidati in kandidatke v procesu selekcije in zaposlovanja diskriminirani. Ageing is a natural process no one can escape. Natural as it is, our society is mistreating older people nonetheless. This mistreatment can also be seen in the labor market. Older people are more likely to be unemployed and receive fewer calls for a job interview. Older people are protected by law, stating it is illegal to discriminate on the grounds of age. Even with it being illegal, discrimination based on age still exists. There are three main sterotypes regarding older people. They are not prone to change, they do not want to learn new skills and they struggle with new technology. A stereotype is only one of HR manager's perceptual distortions that happen during the employment process. This negative perception of older people is the foundation and reason for my research. The human factor in conducting a job interview allows the perceptual distortions to appear, consequently making HR manager's decisions biased. The most common perceptual distortions regarding age are stereotypes, halo effects, selective perception and self-fulfilling prophecies. The theoretical and empirical research in this thesis made apparent that older job candidates are discriminated against in the process of candidate selection and employment. starejše osebe napake zaznavanja stereotipi selekcija diskriminacija older people perceptual distortion stereotypes selection discrimination true true false [T. Kolar] Slovenski jezik Angleški jezik Magistrsko delo/naloga 2020-08-28 08:30:10 2020-08-28 08:30:15 2022-08-30 04:04:40 0000-00-00 00:00:00 2020 0 Ljubljana 0 Ljubljana 70 str. 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 331.5-053.9(043.2) 119557 27819523 3454.pdf 3454.pdf 1 F5628E5D2C7D52C3E59A33CC326A5083 6430fef6e1a6d15926225fd44d7906fda336eb6794a2e830deffca64444a2e36 89006c72-a1b9-11eb-a523-00155dcfd717 https://repozitorij.uni-lj.si/Dokument.php?lang=slv&id=132974 Fakulteta za družbene vede 0 0 0