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Organizacijsko uglaševanje pri mladih zaposlenih : magistrsko delo
Breznik, Vika (Author), Kohont, Andrej (Mentor) More about this mentor... This link opens in a new window

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Abstract
To magistrsko delo se ukvarja s pomenom organizacijskega uglaševanja za mlade zaposlene v novi organizaciji. Cilj raziskave je ugotoviti katere značilnosti organizacijske kulture in organizacijskega uglaševanja so za mlade zaposlene pomembne, ko se odločajo za svojega prvega delodajalca ali za njegovo menjavo in, ko v novo organizacijo že vstopijo. Metodologijo raziskave smo razdelili v dva dela: prvi, teoretičen, kjer smo izvajali analizo sekundarnih virov in drugi, empiričen, kjer smo izvajali intervjuje z intervjuvanci, ki so ustrezali našim kriterijem (zaposleni največ tri leta, univerzitetna izobrazba) ter na podlagi tega primerjalno analizirali njihove odgovore. V magistrski nalogi smo ugotovili, da mladi zaposleni organizacijskemu uglaševanju dajejo velik pomen pri vstopu v novo organizacijo, saj jim le-ta pomaga pri organizacijski socializaciji, pridobivanju pomembnih informacij, definiranju delovnih nalog in grajenju odnosov s sodelavci. Univerzalen proces organizacijskega uglaševanja ne obstaja, saj sta učinkovitost in uspešnost procesa odvisna od več dejavnikov (velikost podjetja, organizacijska kultura, odnosi med sodelavci, pomembnost organizacijskega uglaševanja med vodilnimi kadri), zato organizacije svoje procese organizacijskega uglaševanja prilagajajo svoji organizacijski kulturi in potrebam v organizaciji.

Language:Slovenian
Keywords:organizacijsko uglaševanje, organizacijska kultura, mladi zaposleni
Work type:Master's thesis/paper (mb22)
Tipology:2.09 - Master's Thesis
Organization:FDV - Faculty of Social Sciences
Year:2021
Publisher:[V. Breznik]
Number of pages:57 str.
Place:Ljubljana
UDC:005.7-053.81(043.2)
COBISS.SI-ID:82677251 This link opens in a new window
Views:73
Downloads:23
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Secondary language

Language:English
Title:Onboarding of young employees
Abstract:
This master's thesis deals with the importance of onboarding for young employees in a new organization. The aim of the research is to determine which characteristics of organizational culture and onboarding are important for young employees when they decide on their first employer or in the process of changing it and when they enter a new organization. The research methodology was divided into two parts: the first, theoretical, where we performed the analysis of secondary sources and the second, empirical, where we conducted interviews with interviewees who met our criteria (employed maximum three years, university education) and based on this, we made a comparative analysis of their answers. In the master's thesis, we found that young employees attach great importance to onboarding when entering a new organization, as it helps them in organizational socialization, obtaining important information, defining work tasks, and building relationships with colleagues. There is no universal process of onboarding, as the efficiency and effectiveness of the process depend on several factors (company size, organizational culture, relationships between employees, the importance of onboarding among executives), therefore organizations adapt their onboarding processes to their organizational culture and needs.

Keywords:onboarding, organizational culture, young employees

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