In this thesis I was trying to compare HRM practices between profit and non-profit organizations by exposing similarities and differences between the two. As my research method I used a structured interview. The research questions refered to the HRM procedure, that is establishing your personnel needs, the gaining and assortment of applicants, informal HRM levels, training, cooperation with educationas institutions, motivation, work assessment and the presence of strategic management. Through my research I have learned that the basic HRM philosophy, which is obtaining the best possible personnel at the lowest cost, is rpevelent throughout the developed world. The part which differentiates profit from non-profit organoizations is motivating and rewarding employees since the latter are (also legally) restricted to additionally reimburse their top employees. Generally there are more similarities then differences, most of which pretain to the non-existance of any form of informal HRM (with one exception, Spina d.o.o.) and at least one form of on-the-job training.
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