20.500.12556/RUL-186023 Boj za talente kako postati delodajalec po meri mladih? Battle for talent how to become the employer of choice for young people? V današnjem času je za ohranjanje konkurenčne prednosti delovnih organizacij ključnega pomena razvoj učinkovitih strategij privabljanja in zadrževanja kadra, pri čemer so pričakovanja mladih vse večji izziv za zaposlovalce. Namen te raziskave je bil ugotoviti, katere dimenzije privlačnosti delodajalca mladi na prehodu v odraslost v Sloveniji ocenjujejo kot najpomembnejše, kako se njihove preference razlikujejo od pričakovanj starejših in ali so se pričakovanja mladih v zadnjih dveh letih spremenila. V raziskavi je sodelovalo 342 prebivalcev Slovenije, od tega 135 mladih na prehodu v odraslost, starih od 18 do 29 let. Podatki so bili zbrani s pomočjo lestvice privlačnosti delodajalca (Berthon idr., 2005), dopolnjene z dimenzijami fleksibilnosti in skrbi za zdravje. Rezultati kažejo, da se pričakovanja mladih v zadnjih dveh letih niso spremenila. Mladim se zdijo pomembne vse merjene dimenzije privlačnosti, kar pomeni, da pri izbiri delodajalca ne izpostavljajo le enega ključnega dejavnika, temveč upoštevajo celovitost potencialnega delovnega okolja, vključno z odnosi na delovnem mestu, finančnimi ugodnostmi, fleksibilnostjo, možnostmi razvoja idr. V primerjavi z mladimi pa starejše pri delodajalcu bolj privlačijo interesni in uporabni vidiki dela, kot so dinamičnost in priložnosti za uporabo znanja. Ugotovitve raziskave poudarjajo pomen prilagajanja kadrovskih strategij za dolgoročno privabljanje in zadrževanje mladih talentov. In today‘s world, developing effective strategies for attracting and retaining talent is crucial for maintaining the competitive advantage of organizations, with the expectations of young people posing an increasing challenge. The purpose of this study was to determine which dimensions of employer attractiveness emerging adults in Slovenia consider the most important, how their preferences differ from the expectations of older generations and whether the expectations of emerging adults have changed in the past two years. The study included 342 working-age Slovenians 261 women and 78 men, including 135 emerging adults, aged 18 to 29. Data were collected using the Employer Attractiveness Scale (Berthon et al., 2005), with two added dimensions; flexibility and health. The results show that expectations of emerging adults have not changed in the past two years. All measured dimensions of attractiveness are important to young people, which means that when choosing an employer, they do not highlight just one key factor, but consider the entirety of the potential work environment, including workplace relationships, financial benefits, flexibility, development opportunities, and more. Compared to emerging adults, older generations are more attracted to employers who take care of the interest and application aspects of work, such as dynamic environment and opportunities to apply knowledge. These findings highlight the importance of adapting HR strategies for the long-term attraction and retention of young talent. privlačnost delodajalca znamka delodajalca mladi na prehodu v odraslost zadrževanje mladih zaposlenih employer attractiveness employer brand emerging adults retention of youth employees true false true Založba Univerze v Ljubljani Slovenski jezik Angleški jezik Neznano 2026-08-26 08:05:15 2026-08-26 08:05:20 2026-08-27 04:35:19 0000-00-00 00:00:00 2026 0 Ljubljana 0 Str. 417-443 0000-00-00 Zaloznikova Objavljeno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 159.9:331.108-053.81 288892675 271123971 Sinkovec,+Bercic,+Krajncic.pdf Sinkovec,+Bercic,+Krajncic.pdf 1 A344C6B2D1F01CEC8660A4EE8A580D3E b2f3780413d1896485762b3dd0d4edbe5f22f6171ceb624296141eb69ed059a5 09200626-a114-11f1-9b0d-0050569b8976 https://repozitorij.uni-lj.si/Dokument.php?lang=slv&id=245067 https://ebooks.uni-lj.si/ZalozbaUL/catalog/book/899/chapter/4709 1 b65fc3e7-a113-11f1-9b0d-0050569b8976 https://repozitorij.uni-lj.si/Dokument.php?lang=slv&id=245065 Filozofska fakulteta 0 0 0