KARIERNI RAZVOJ ZAPOSLENIH V POLICIJI

GRUM, TOMAŽ (author), Kozjek, Tatjana (mentor)

Razvoj kariere je pogosto odvisen od motiviranosti posameznika. Njegov interes, njegove vrednote, želje in potrebe ga pri tem spodbujajo. Posameznik, ki umesti svoja hotenja, svojo motiviranost v pričakovanja in potrebe organizacije, je na karierni poti bolj uspešen. V okviru diplomskega dela so se proučevali dejavniki kariere, potek in videnje karierne poti v policiji. Namen diplomskega dela je bil proučiti področje kariernega razvoja. Raziskava, ki je potekala z metodo anketiranja, je bila izvedena v PU Celje. Proučevalo se je mnenje zaposlenih glede kariernega razvoja v policiji. Cilji diplomskega dela so bili: proučiti domačo in tujo literaturo s področja kariernega razvoja, izvesti raziskavo v PU Celje in proučiti mnenje zaposlenih glede kariernega razvoja. Ugotavljalo se je, kako zaposleni vidijo možnost kariernega razvoja na svoji poklicni in profesionalni poti ter kateri dejavniki vplivajo na razvoj kariere. Iz raziskave je razvidno, da je za napredovanje potrebno znanje in da so zaposleni pripravljeni vložiti več truda na delovnem mestu, če vedo, da bodo s tem razvijali karierno pot. Motivacijski dejavnik je predvsem višja plača in osebni razvoj ter napredovanje. Zaposleni več možnosti vidijo za horizontalno napredovanje kakor pa za vertikalno. Izboljšave, ki so jih sodelujoči izpostavili, čeprav bi naj bilo to osnovno vodilo dobrega sodelovanja med deležniki delovnega procesa, so naslednje: več spodbujanja in podpore, več sodelovanja med zaposlenimi in nadrejenimi ter več dodatnega izobraževanja. Prav tako je iz raziskave razvidno, da obstoječi karierni sistem v policiji potrebuje spremembe. preveč avtomatiziran in ni dovolj konkretiziran, zaposlene ne motivira za boljše opravljanje dela. Na podlagi ugotovitev bodo podani predlogi izboljšav, in sicer, kako planirati karierni razvoj zaposlenih ter kako naj organizacija spodbuja karierni razvoj zaposlenih. Gre za uvajanje sprememb z vidika sooblikovanja in soustvarjanja karierne poti posameznika. Pri tem gre za zahtevo, da se tudi v policiji prične znotraj zakonskih določil spreminjanje. Prav gotovo s kvalitetnimi rednimi letnimi pogovori, kjer se prepoznavajo potenciali, interesi posameznika; načrtovanje kariernega razvoja posameznika (oblikovanje listovnika), njegovemu sledenju ter izmenjavi dobre prakse, dobrih izkušenj med vodilnimi in zaposlenimi.

• Language: Slovenian
• Keywords: kariera, karierni razvoj, načrtovanje karierne poti, zaposleni, policija
• Work type: Bachelor thesis/paper
• Organization: FU - Faculty of Administration
• Year: 2017
• PID: 20.500.12556/RUL-91838
• Publication date in RUL: 24.04.2017

Secondary language

• Language: English
• Title: CAREER DEVELOPMENT OF EMPLOYEES IN THE POLICE

Abstract

Career development often depends on individual motivation. His interest, his values, wishes and needs are encouraging him at this. An individual, who places his desires, his motivation in the expectations and the needs of the organization, is more successful on a career path. Factors of career, course and the vision of the career in the police were examined in the frame of my thesis. The purpose of the thesis was to examine the area of career development. The survey, run out with the survey method, was carried out in Celje Police Department. The opinion of employees was being investigated about career development in the police. The goals of the thesis were to examine the home and foreign literature in the field of career development, to carry out the survey in Celje Police Department and to look into the opinion of employees about career development. It was examined, how employees see career opportunities in their career and professional path, and which factors influence career development. The survey shows that advancement requires knowledge and that employees are ready to invest more effort at workplace, if they know that they will be developing a career path with this. Motivational factor is above all a higher salary and personal development and advancement. The employees see more possibilities for horizontal advancement rather than vertical. Improvements, emphasized by cooperators, although this should be the basic principle of good cooperation among participles of a working process, are the following: more encouragement and support, more cooperation among the employees and the superiors as well as several additional education. Also, the survey indicates that the existing career system in the police needs changes. It is too much automated and it isn’t sufficiently concretized as well as employees are not motivated for better performance of work. Based on the findings, the proposals of improvements will be given, namely, how to plan the career development of employees and how should the organization encourage the career development of employees. It is an introduction of changes in terms of co-design and co-creation of career paths of the individual. It is a requirement that changing inside legal provisions starts also in the police. Most certainly with quality regular annual conversations where potentials, interests are being recognised; planning career development of the individual (the creation of portfolio), its follow-up and the exchange of good practice, good experience among leaders and employees.

• Keywords: career, career development, planning a career path, employee, police