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Magistrsko delo z naslovom Ravnanje s starejšimi zaposlenimi v velikih podjetjih v Sloveniji je sestavljeno iz dveh delov. V prvem delu je opisano teoretično izhodišče, v katerem je predstavljena problematika staranja prebivalstva. Omenjen pojav prinaša veliko posledic − od pomanjkanja delovnega prebivalstva, spreminjanja pogojev upokojevanja, politike zaposlovanja, večjih izdatkov države na področju financiranja pokojnin in zdravstvene oskrbe, kot tudi do sprememb na ravni posameznika ter podjetij. Opredelili smo tudi starejšega delavca, kjer smo izpostavili stopnjo delovne aktivnosti starejših delavcev, njihove lastnosti ter zaposlovanje in pravni okvir zaposlovanja starejših delavcev. V teoretičnem delu smo izpostavili tudi ukrepe, namenjene starejšim delavcem, ki jih uveljavlja Republika Slovenija, in management starostnikov ter vidike upravljanja s starejšimi delavci. V drugem, empiričnem delu magistrskega dela smo predstavili raziskavo, s pomočjo katere smo preučevali ravnanje s starejšimi zaposlenimi v velikih podjetjih v Sloveniji, glede na pogostost izvajanja posameznih vidikov upravljanja s starejšimi delavci. Ugotovili smo, da imajo podjetja največji delež zaposlenih, starih med 30 in 44 let. Najmanjši delež zaposlenih pa predstavljajo zaposleni, stari od 29 let in starejši zaposleni. Rezultati so pokazali, da prevladujejo podjetja, ki zaposlujejo med 5 % in 20 % starejših zaposlenih. Največ starejših zaposlenih ima poklicno ali srednješolsko izobrazbo ali manj. Lastnosti, s katerimi anketirana podjetja opisujejo starejše zaposlene, so: veliko delovnih izkušenj, pripadnost in lojalnost delodajalcu ter delu, modrost in razum ter strokovno znanje. Lastnosti, za katere pa podjetja mislijo, da niso značilne za starejše zaposlene, so: dobro znanje tujih jezikov, visoka produktivnost in visoka motiviranost za učenje. Ugotovili smo tudi, da podjetja v povprečju najbolj pogosto izvajajo ukrepe, ki se nanašajo na analize v podjetju ter prenosu znanja, prerazporeditev starejših in karierni razvoj sledijo jim ukrepi, ki se nanašajo na upravljanje z zdravjem na delovnem mestu in izobraževanje ter usposabljanje v podjetju. Povprečno najmanj pogosto pa sodelujoča podjetja v raziskavi izvajajo ukrepe, ki se nanašajo na reorganizacijo delovnega postopka, prožni delovni čas in kulturo ter odnos v podjetju. The Master’s thesis, titled Management of older human resources in larger companies in Slovenia, consists of two parts. The first part describes the theoretical origin, where the issue of population aging is presented. This phenomenon has several consequences, reaching from the lack of active population, alteration of the conditions for retirement, employment policy, larger state expenditures for the financing of pensions and health care to changes at the level of the individual or company. We also defined the concept of the older worker, where we emphasized the level of performance of older workers, their characteristics and employment features and the legal aspects of the employment of older workers. In the theoretical part we also emphasized measures in favour of older workers, executed by the Republic of Slovenia, the management of the elderly and views on the management of older human resources. In the second, empirical part of the thesis we presented the research with which we analysed the management of older human resources in larger companies in Slovenia regarding the execution frequency of individual approaches of older human resources management. We found that the majority of employees in companies are aged from 33 to 44 years. The lowest rate of employees represent employees, aged up to 29 years and older employees. The results showed that companies, that are employing from 5 to 20% of older employees, prevail. The majority of employees have a vocational or secondary education or bellow. The questioned companies describe older employees with the following characteristics: many work experiences, loyalty to the employer, wisdom and intellect and professional knowledge. On the other side, companies think that older employees do not have the following characteristics: good foreign language knowledge, high productivity and high motivation for education. We also found, that companies averagely most often execute measures, concerning analyses in the company, transfer of knowledge, redistribution of the elderly and career development, followed by measures, concerning health management at workplaces, education and training in the company. The participating companies averagely least often execute measures, concerning the reorganization of the work procedure, flexible working hours, culture and relations in the company.

Vsi zaposlitveni oglasi imajo skupen cilj — seznaniti čim več ljudi in pritegniti pravega kandidata za prosto delovno mesto. Z dobrim zaposlitvenim oglasom lahko bistveno vplivamo na uspešnost oglasa, ki je odvisna od njegove oblike in vsebine. Oglasi morajo biti čim bolj izvirni in vpadljivi, da pritegnejo pozornost potencialnih kandidatov. Dober oglas in primeren kandidat za zaposlitev sta namreč močno povezana. V diplomskem delu smo raziskali, kakšna je povezava med velikostjo podjetja in merljivimi atributi zaposlitvenega oglasa. Velikost podjetja smo določili glede na število zaposlenih v podjetju. Atributi, ki smo jih vključili v raziskavo, so površina, cena, barve, število ponovitev in število prijav na zaposlitveni oglas. Diplomsko delo je sestavljeno iz dveh delov, teoretičnega in raziskovalnega. V teoretičnem delu smo predstavili tržno komuniciranje, nato smo podrobneje opisali oglaševanje in odnose z javnostmi. Opisali smo, kako se oglaševanje uporablja tudi kot oblika vabljenja potencialnih kandidatov za zaposlitev. Na koncu smo opredelili zaposlitvene oglase. Z njimi podjetje komunicira z javnostmi, daje vedeti, da živi, raste in zaposluje. Raziskovalni del je bil namenjen analiziranju podatkov in teoriji, ki je bila pomembna za razumevanje raziskave. Podatke, ki smo jih pridobili s pomočjo preučevanja zaposlitvenih oglasov in anketnega vprašalnika, smo statistično obdelali s pomočjo programa SPSS in Microsoft Excel. Pri testiranju hipotez smo ugotovili, da med velikostjo podjetja in atributi zaposlitvenih oglasov obstaja pozitivna odvisnost. Odstopal je le atribut število ponovitev zaposlitvenega oglasa, kjer je raziskava pokazala, da povezanost ne obstaja. Najvišja povezanost se je pokazala med spremenljivkama velikost podjetja in število prijav na zaposlitveni oglas. Ugotovili smo tudi visoko povezanost med velikostjo podjetja in površino, ceno ter številom barv v zaposlitvenem oglasu. Testirali smo tudi, kakšna je povezava med samimi atributi. Ponovno je izstopal atribut število ponovitev zaposlitvenega oglasa, saj je analiza pokazala, da med njim in površino, ceno, bravo obstaja negativna odvisnost. Med številom ponovitev in številom prijav na zaposlitveni oglas pa povezave ni. Pogledali smo si tudi, katere medije podjetja največ uporabljajo za oglaševanje. Analiza podatkov je pokazala, da podjetja za oglaševanje zaposlitvenih oglasov poleg časopisov največ uporabljajo internet. Za najmanj uporabljen medij pa sta se pokazala radio in TV sprejemnik. All employment ads have a common objective – inform as many people as possible and attract the right candidate for the free position of employment. With a good employment add we can have a significant influence on the success of the ad. The success depends on the ad’s form and content. The ads must be original and attractive in order to draw attention of potential candidates. A good ad and an appropriate candidate for the position of employment are actually strongly connected. In the thesis we researched the connection between the size of the company and the measurable attributes of the employment ad. The size of the company was determined on the basis of number of employees. The attributes that were included in the research were the following: surface, price, colors, number of repetitions and number of applications per employment ad. The thesis consists of two parts, the theoretical part and the research. In the theoretical part we presented marketing communication. Then we described advertising and public relations in details. We described how to use the advertising as a form of inviting potential employment candidates. In the end we defined employment ads. They are used by companies to communicate with the publics, to let them know, that they live, grow and employ. The research part was intended for the analysis of the data and the theory, which was important for the understanding of the research. The data, that we acquired by studying employment ads and questionnaire, was statistically processed with the help of the SPSS and Microsoft Excel programs. At testing of the hypotheses we established that there is a positive dependence between the size of the company and the attributes of employment ads. The only deviating attribute was the number of repetitions of the ad, where the research showed that there is no connection. The highest connection occurred between the variables company size and number of applications per employment ad. We also established a connection between the size of the company and the surface, price and number of colors in the employment ad. We also tested the connection between the attributes themselves. Again, the attribute “number of repetitions of employment ad” stood out, as the analysis showed that there is a negative dependence of this attribute with the surface, price and color of the ad. There were no connections between the number of repetitions and the number of applications to the employment ad. We also examined which media is most used for the advertising. The data analysis showed that the companies placing an employment add mostly use newspapers and internet. The least used media are the radio and the television.