For some time now, there has been an assumption that the satisfaction of an employee is key to his productivity. His satisfaction is influenced by several factors, including salary, organized working environment, relations with colleagues, appropriate working conditions, and the presence of human resource practices (HR). Studies can be found in the literature that confirms the link between the presence of HR practices and the performance of the organization. I assumed that the implementation of HR practices indirectly affects the satisfaction of the employee in the organization, which in turn affects his productivity. In the thesis, I presented studies that proved the link between satisfaction, productivity, and HR practices. I defined what HR practices are and presented five of them which, in my opinion, treat the employee holistically, namely, reduced working hours, work from home, team building, perspective conversation, and exit interview and training. To strengthen the connection between HR practices and productivity, I also defined unwanted phenomena in the workplace because the solution for their elimination is often the implementation of HR practices, namely, presentism, absenteeism, and stress in the workplace. With the help of quantitative and qualitative research, I tried to determine whether there is a presence of HR practices and unwanted phenomena in Slovenian companies. Given the size of the research sample, I can only assume that the trend of HR practices in Slovenian companies is moving in the right direction but very slowly. I concluded that workers’ satisfaction certainly affects their productivity.
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