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The book is written from a practical perspective in a clear and engaging style. It includes full coverage of operational issues and introduces the major academic debates of relevance to the field. It is written as an introduction for students of HRM at all levels.

V tem magistrskem delu ocenjujemo osebni in eksterni donos na izobraževanje na ravni slovenskih občin za leta 2007–2009. Osebni donos merimo kot učinek števila let formalnega izobraževanja posameznika na njegov bruto dohodek iz dela, eksterni donos pa kot učinek ravni izobrazbe v občini. Kot merilo ravni izobrazbe uporabimo dva kazalca: delež terciarno izobraženih in povprečno število let šolanja v občini. Razpolagamo s panelnimi mikropodatki, v ekonometričnem ocenjevanju pa uporabimo različne cenilke, med katerimi sta pomembnejši cenilki slučajnih in fiksnih učinkov. Ocene osebnega donosa so vedno robustne, vendar eksterni donos, merjen z deležem terciarno izobraženega prebivalstva, izgubi statistično značilnost ob dodajanju kontrolnih spremenljivk, ki naj bi nadzorovale za učinek velikosti občine. Medtem pa eksterni donos v obliki povprečnega števila let šolanja obdrži statistično značilnost pri uporabi cenilke fiksnih učinkov. Kot literatura tudi mi posumimo na morebitno endogenost povprečnega števila let šolanja v občini in izvedemo ocenjevanje z dvostopenjskimi najmanjšimi kvadrati na modelu fiksnih učinkov, pri čemer kot instrumenta uporabimo pretekli delež prebivalstva v občini, star 0–4 in 5–9 let. Koeficient za povprečno število let šolanja posledično izgubi statistično značilnost, s čimer potrdimo sum o endogenosti. Eksternega učinka izobraževanja na ravni občin za Slovenijo ne moremo potrditi. In this master thesis we estimate the private and external return to education at the level of municipality in Slovenia for the years 2007-2009. We measure the private return as the effect of the number of years spent in formal education on an individual's gross yearly income and the external return as the effect of the level of education. We use two measures for the level of education: the share of population with a tertiary education and the average years of formal schooling in the municipality. Using panel micro-level data we use several estimators, two of which are the random effects and the fixed effects estimators. The estimates of the private return are always robust, although the external return measured by the share of persons having achieved tertiary education loses its significance after adding different control variables. On the other hand, the external return measured by the average years of schooling remains statistically significant using the fixed effects estimator. Suspecting endogeneity of average years of schooling we estimate a two-stage least squares regression on a fixed effect model using as instruments the past share of population aged 0-4 and 5-9. The coefficient for average years of schooling loses its significance, confirming our suspicion of endogeneity. As a result we are unable to confirm external effects of education at the level of municipality for Slovenia.

With the term human capital different economists determine "stock of knowledge, which can be economically evaluated and has been captured by individuals." In the first place, these are qualifications, gained either in the system of qualification or either through professional experience. In the wider meaning this conception grasps numerous trumps, which can be carried into effect by individual in the marketplace and can be shown by employee as a potential sources of advantage: for example physical appearance, good manners, way of life and state of mind or even good medical condition. In such manner by the opinion of OECD human capital would unite "knowledge, qualifications, competence and individual characteristics, which relieve creation of personal, social and economic welfare." Conception of human capital is not entirely original, but it has achieved enormous success among international institutions and western governments, not only because it propose a strategy of permanent development as its advocates suggests, but because economical justifies education; what is in the eyes of decision makers only valid justification. Prevailing doctrine in pedagogy and education today has a focus in the theories of human capital. These theories, although full of ideological prejudices, reflect very real tendency of modern capitalism to mobilizing a far greater number of values to their double aspects of factors of production and merchandise. Because of the pressures of global competition, in which knowledge be-comes deciding element of competition, the cycle of knowledge rotate faster. More important becomes development of new products and services, their fast transfer to production or wider usage and simultaneous education and training of individuals in the way that they are able to include in the new product environment and use new products. Lisbon? If educational and research organizations, especially uni¬versities will try to stay important factor in the cycle of knowledge they will have to improve and innovate their educational technology and become more dynamic. In this moment they lose monopoly over creation and transfer of knowledge in the society of knowledge. Lisbon´ s goals and strategy (2000) gives us the answers to the question how EU can be competitive in long term and at the same time preserve European model of life. That means a balance between economical, social and environmental goals., Razvoj človeških virov je zadnja desetletja prevladujoča pedagoška doktrina. Slovenija je bila v mednarodnih raziskavah (Human Resources Report od 1998 do 2001) vključena v proučevanje človeških virov. S tako imenovanim indeksom HDI (poprečno število let šolanja, zdravje in bruto družbeni proizvod na glavo prebivalca). Te mednarodne primerjave za Slovenijo niso bile laskave. Drucker P. (1993) je v devetdesetih letih 20. stoletja je trdil, da vstopamo v družbo znanja, kjer osnovni ekonomski vir ne bodo le ekonomski kapital, naravni viri in delovna sila, temveč znanje in da bodo nosilci znanja odigrali ključno vlogo. Uspešnejša bodo tista podjetja, ki bodo bolje upravljala z znanjem in znanje znala poiskati, zavarovati, porazdeliti po podjetju, izkoristiti, itd. Odločilno vlogo pri razvoju Slovenije ima razvoj človeških virov (Černetič 2002, 478).V današnjem času se poudarjajo lastnosti, ki niso neposredno povezane s kapitalom kot materialno dobrino, ki je, mimogrede, vladal predolgo. Še vedno igra denar vodilno vlogo, vendar se vse bolj uveljavlja tudi znanje in z njim povezane izkušnje, talent in ustvarjalnost, ki veljajo za vrlino oz. bogastvo, ki bo zaznamovalo prihodnost. Pomen človeškega razvojnega dejavnika narašča skladno z vlogo, ki jo imajo pri globalni konkurenčnosti znanje, inovativnost, ustvarjalno izkoriščanje in obvladovanje informacij, organizacija in vodenje ter drugi kakovostni dejavniki. Narašča pomen infrastrukture in institucij, ki omogočajo mobilnost in prilagodljivost delovne sile ter njeno vseživljenjsko učenje. Spreminja se tudi vsebina človeškega razvojnega dejavnika. Poleg individualnih lastnosti, kot sta izobraženost in zdravje posameznika (človeški kapital), narašča tudi pomen socialnih odnosov, ki se oblikujejo v interakcijah med ljudmi (socialni kapital). Na vprašanja v članku je EU poskušala na institucionalni ravni odgovoriti z t.i. Bolonjsko reformo visoko šolskega in univerzitetnega izobraževanja. Ta reforma je trenutno v t.i. postsocialističnih novih članicah EU praviloma neuspešna. EU ne zagotavlja dosega t.i. Lizbonskih ciljev. Krog znanja - cycle of knowledge- ni zaokrožen.

Danes se intelektualnemu kapitalu kot obliki neopredmetenega sredstva v podjetju pripisuje vedno večji pomen. K temu pripomore dejstvo, da so podjetja vedno bolj znanjsko naravnana in jim intelektualni kapital kot sredstvo povečuje tržno vrednost. V širšem smislu se intelektualni kapital deli na človeški in strukturni kapital. Metode za merjenje razdelimo v štiri kategorije: metode tržne kapitalizacije, metode dobičkonosnosti sredstev, metode zbirk kazalnikov in direktne metode. Podjetje naj izbere metodo, ki bo posredovala natančno tiste podatke, ki jih potrebuje. Velikost podjetja glede na število zaposlenih in vrednost poslovnih prihodkov naj ne vpliva na izbiro. Enako velja za dejavnost podjetja. Metode namreč niso naravnane tako, da bi ta dva dejavnika vplivala na njihovo izbiro. Računovodsko vrednotenje intelektualnega kapitala je še v pripravljalni fazi. Trenutno se pripoznavajo le določene oblike intelektualnega kapitala, kot so npr. dobro ime in patenti. Today, intellectual capital as a form of intangible assets in the company is becoming increasingly important. This is because companies are increasingly knowledge oriented and intellectual capital as an asset is increasing their market value. In a broader sense, intellectual capital is divided into human capital and structural capital. Methods for measuring are divided into four categories: market capitalization methods, return on assets methods, scorecard methods and direct intellectual capital methods. The company should choose the method which will expose exactly the information they need. Company size by number of employees and value of operating income should not affect their selection. The same goes business activities. The methods for measuring intellectual capital are not oriented in the way that these two factors would influence their choice. Accounting valuation of intellectual capital is still at a preliminary stage. Currently, there are only certain types of intellectual capital such as a good name and patents being recognized.

Diplomski seminar »Analiza motivacije zaposlenih v organizaciji« je razdeljen na dva dela. V prvem teoretične delu razlagamo kaj je motivacija, kako jo razlagajo različni avtorji in strokovnjaki na tem področju, motivacijske teorije in predstavljamo mehke dejavnike motiviranja. Predstavljamo tudi pomembnost človeškega kapitala v organizacijah in njegove značilnosti. Za zaposlene, ki so vir človeškega kapitala je v organizaciji pomembna možnost izobraževanja, razvoja, vzpodbujanja s strani nadrejenih. Zelo pomembna pa je tudi preventiva ali pomoč pred stresom ali stanjem izgorevanja zaposlenih. Vse navedeno je del nalog, ki jih opravlja management v sodobnih organizacijah in se počasi uveljavlja tudi v javnem sektorju, kar je predstavljeno v zadnjem delu teoretične razlage. V drugem aplikativnem delu diplomskega seminarja je opravljena raziskava na zgoraj omenjeno temo. Najprej smo predstavili opis organizacije, opredelitev segmenta anketirancev, predstavili rezultate opravljene raziskave in jih povzeli v ugotovitvah ter predlogih. Naše ugotovitve so, da so zaposleni v organizaciji nezadovoljni, vendar za stanje niso odgovorni samo vodilni, temveč tudi sistem organiziranosti javnega sektorja katerega del je tudi okrožno sodišče. Dejansko stanje je zaskrbljujoče, vendar ne brez rešitve. Rešitve so, potreben je le trud in veliko volje do želenih sprememb za boljšo učinkovitost, višjo kakovost ter večje zadovoljstvo do dela. The graduate seminar ˝Analysis of employee motivation in an organization˝ is divided into two parts. In the first theoretical part we are explaining what motivation is and how it is explained by different authors and experts in this filed, motivational theories and soft factors of motivating. We are introducing the importance of human capital in organizations and its characteristics, as well. For employees who are a source of human capital, an option of education, development and encouragement by the superiors in the organization is very important. As well, the prevention or assistance from the stress or from the state of burnout of the employees is very important. All that is already a part of the functions carried out by management in contemporary organization and is slowly asserted in the public sector, what is presented in the last part of the theoretical explanation. In the second applicative part of the thesis there is a survey on the above topic. We first presented the description of the organization, definition of the segment of respondents, presented the results of the study and summarized the findings and proposals. Our findings reveal that employees of the organization are unhappy, but the leaders are not the only responsible for the state, but also the structure of the public sector part of which is the District Court. The actual situation is worrying, but not without solutions. There are solutions, what is needed is a lot of effort and will for the desired changes for better efficiency, higher quality and greater satisfaction in work.

V okviru diplomskega seminarja smo se posvetili primerjavi človeškega in socialnega kapitala med slovenskimi podjetniki in podjetnicami, torej nas je zanimalo ali je spol eden od dejavnikov, ki vplivajo na človeški in socialni kapital. V teoretičnem delu smo predhodno predstavili pojma podjetništvo ter podjetnik, nato smo predstavili nekatere razlike med podjetniki in podjetnicami, v nadaljevanju pa smo s teoretičnega vidika podrobneje predstavili človeški in socialni kapital. Aplikativni del smo izpeljali s pomočjo anketnega vprašalnika, na katerega so odgovarjali slovenski podjetniki in podjetnice. Razdeljen je bil v dva sklopa vprašanj, in sicer na vprašanja o človeškem ter na vprašanja o socialnem kapitalu. Ugotovili smo, da je spol eden izmed dejavnikov, ki vplivajo na človeški in socialni kapital, saj imajo podjetnice večji človeški kapital, medtem ko imajo podjetniki večji socialni kapital. Ugotovili pa smo tudi, splošno gledano, da tako moški kot ženske dobro izkoriščajo obe obliki kapitala za dobrobit svojega podjetja in poslovanja. S pomočjo raziskave smo želeli prispevati k boljšemu razumevanju konceptov človeškega in socialnega kapitala, ter na ta način dodati delček k nadaljnjim razmišljanjem in opredeljevanjem omenjenih področij. In the frame of the diploma work we compared human and social capital among Slovenian male and female entrepreneurs, so we wanted to know whether the sex is one of the factors that affect human and social capital. In the theoretical part, we previously presented the concept of entrepreneurship and entrepreneurs, then we presented some of the differences between male and female entrepreneurs, and then in theory we presented in detail human and social capital. Applied part was carried out through questionnaires, which were answered by Slovenian male and female entrepreneurs. Questionnaire was divided into two sets of questions, in questions about the human and social capital issues. We found that gender is one of the factors that affect human and social capital because female entrepreneurs have more human capital, while male entrepreneurs have more social capital. We also found, generally speaking, that both men and women as well take advantage of both the capital for the benefit of their company and business. Through research, we want to contribute to a better understanding of the concepts of human and social capital, and thereby add a piece to further thinking and identifying those areas.

Danes se vsa podjetja soočajo z mnogimi izzivi in spreminjajočimi se pogoji poslovanja. Na trgu delovne sile prevladuje vedno večja konkurenca, ki od podjetij in zaposlenih zahteva večjo kakovost dela, izdelkov in storitev. V takšnem nepredvidljivem okolju je zahteva po vse večji kakovosti izziv, ki ga je brez ustreznih kadrov nemogoče uresničiti, kajti prav oni so tisti, ki oblikujejo in proizvajajo najrazličnejše storitve in izdelke. Zato je pomembno, da imamo v podjetju prave ljudi na pravem mestu. Le človek s svojo edinstvenostjo lahko zagotovi drugačnost in neposnemljivost, ki je dandanes temelj uspešnosti slehernega podjetja. Vse drugo je mogoče kopirati. Večja podjetja se vedno bolj zavedajo pomena zaposlenih, zato vlagajo vedno več časa in truda v pridobivanje in izbiro kadrov. Zavedajo se, da je trud, čas in denar, ki ga vložijo v proces pridobivanja in izbiranja pravega kandidata mnogo manjši, kot pa posledice zaposlitve osebe, ki ne ustreza merilom. Bistvo načrtovanja človeških virov je torej v doseganju znosne uspešnosti podjetja in odgovornosti s pomočjo razvoja sposobne delovne sile. Magistrsko delo obravnava problematiko managementa človeških virov v malih podjetjih, s posebnim poudarkom na načrtovanju človeških virov. Mala podjetja se v veliki meri še ne zavedajo pomena človeških virov ter posledično človeške vire tudi ne načrtujejo. Celotno magistrsko delo je vsebinsko logično umeščeno v najsodobnejše trende na področju managementa in načrtovanja človeških virov. V tej luči so človeški viri obravnavani kot gonilna sila podjetja. Mala podjetja kot glavni aspekt gospodarstva vsake države zaposlujejo veliko ljudi in imajo možnost rasti, vendar pa so informacije s področja managementa in načrtovanja človeških virov v malih podjetij tako skope, da je zelo težko opredeliti vlogo samega managementa človeških virov v teh podjetjih. V okviru teoretičnega dela magistrskega dela so človeški viri, management človeških virov in načrtovanje človeških virov proučevani v širšem kontekstu. Pri tem je poseben poudarek namenjen proučitvi pomena človeških virov za podjetje, saj so le-ti vreden, redek, neposnemljiv in nezamenljiv vir vsakega podjetja. Teoretični diskurz se nadaljuje z značilnostmi, okoljskimi in kontekstualnimi spremembami v povezavi z managementom človeških virov, opredelitvi načrtovanja človeških virov kot funkciji managementa, opredelitvi njegovega pomena, komponent, prepletenosti z vsemi ravnmi managementa v podjetju, opredelitvi okoljskih, kontekstualnih in organizacijskih sprememb pri načrtovanju človeških virov ter opredelitvi trendov, izzivov, nalog in vlog managerjev pri načrtovanju človeških virov. Posebno poglavje je namenjeno tudi predstavitvi trendov v zaposlovanju in spreminjajočih se vzorcev dela. V okviru raziskovalnega dela magistrskega dela so predstavljeni rezultati raziskave o obstoju in pomenu načrtovanja človeških virov v malih podjetjih, v kateri je sodelovalo sto malih slovenskih podjetij. Izvedena raziskava je rezultirala v preveritvi zavedanja pomena načrtovanja človeških virov ter obstoju ali neobstoju tovrstnega načrtovanja v malih podjetjih. Drugi del raziskovalnega dela predstavlja osnutek modela načrtovanja človeških virov za podjetje X, d.o.o., ki spada med mala podjetja. Model obsega štiri korake, ki si sledijo v zaporedju, in sicer: postavitev strateških smernic, izvedba analize delovne sile, implementacija načrta ter kontroliranje, ocenjevanje in revizija načrta. Večina načrtov človeških virov ne zahteva kompliciranih tehnik ali programskih orodij, prav tako podjetja ne uporabljajo kompleksne statistične metode, saj je okolje podjetja preveč nestabilno in zato ni mogoče natančno napovedati povpraševanja po delovni sili. Today business are fronted with many challenges and changing business conditions. There is ongoing competition in the workforce market, which from companies and employees demand quality of work, products and services. In this unpredictable environment is quality the challenge, which can't be met without proper workforce. Employees are those who design and produce various products and services. Therefore, is very important for a company to have the right people on the right place. Only human with its uniqueness and non-substitutable factor is key success factor of every company. Everything else can be copied. Middle size and large company are becoming more aware of the importance of human resources. That is why they are spending more money, time and effort in recruiting right personnel. They know that the time, effort and money that is used for recruiting and selecting the right person is a lot less damaging than hiring the wrong person. Essence of human resource planning lies in reaching tolerable success of company and responsibility with help of capable workforce. The master thesis deals with the entire problematics of human resource management in small business, with special emphasis on human resource planning. Small businesses don't realize the importance of human resources and consequently don't plan them. The entire thesis is, regarding the contents, included in the most modern trends of human resource management and human resource planning. In this sense, human resources are presented as leading force of every company. Small business, as main economic aspect of every county, are employing many people and have ability to grow, but because of lack of information about management and human resource planning, the importance of the role of human resource in small businesses is very hard to define. Within the theoretical discourse of this master thesis, human resources, human resource management and human resource planning are studied in the broader context. Special emphasis is on studying the value of human resources as they are valuable, rare, inimitable and non-substitutable asset of every company. Theoretical discourse continues with characteristics, environmental and contextual changes in management of human resources, defining of human resource planning as main function of human resource management, its meaning to a company, its components, involvement of every level of management, environmental, contextual and organizational changes in human resource planning, defining future trends, challenges, functions and roles of managers in human resource planning process. Special chapter is intended for presenting future trends in employment and changing patterns of work. Within the empirical discourse of the thesis the results of the survey on the existence and the meaning of human resource planning in small businesses are presented. There participated hundred small businesses. The research involved examining degree of realization of the importance of human resource planning and whether such planning exist or not in studied companies. Second part of empirical discourse presents draft of model for human resource planning in company X, d.o.o., which is a small business. The model has four steps, which follows: defining strategic guidelines, workforce analysis, implementation and controlling, evaluation and audition of developed plan. Most human resource plans don't require complicated techniques and program tools. Neither do company use complex statistical methods because business environment is too unstable and therefore is impossible to thoroughly predict workforce demand.

V doktorski disertaciji obravnavamo temeljne komponente, ki vodijo k doseganju poslovne odličnosti organizacij. Glavni namen raziskave je, pokazati, kako načrtno, sistematično vlaganje v razvoj človeškega kapitala in spodbujanje stalnih izboljšav vpliva na poslovno odličnost organizacije. V začetnih poglavjih smo podrobneje predstavili temeljne pojme, nadaljevali pa s pregledom literature ter z izsledki predhodnih relevantnih raziskav, ki proučujejo vpliv spodbujanja stalnih izboljšav in vpliv razvoja človeškega kapitala na management kakovosti in poslovne odličnosti v organizacijah. Pri proučevanju povezav med vlaganjem v razvoj človeškega kapitala, v stalne izboljšave in poslovno odličnostjo organizacij, smo se osredotočili predvsem na eno vrsto organizacij v zasebnem sektorju, na velika slovenska podjetja. Podatki za raziskavo so bili zbrani s pomočjo anketnega vprašalnika in intervjujev, ki so potekali od junija 2007 do septembra 2007. Skupno smo proučili rezultate sto desetih slovenskih velikih organizacij. Proučili smo značilnosti celotnega vzorca podjetij ter znotraj le-tega obravnavali razlike med tremi skupinami po finančnih kazalcih najboljših slovenski podjetij, t. i. »top podjetij«, in kontrolno skupino podjetij, ki je bila naključno izbrana, ter skupino podjetij, ki se je prijavljala na tekmovanje za slovensko nagrado za poslovno odličnost »Priznanje Republike Slovenije za poslovno odličnost — PRSPO«. Na podlagi pridobljenih rezultatov celotne raziskave smo z uporabo faktorske analize in analize hierarhičnega združevanja oblikovali model stanja in modelno rešitev vpliva managementa stalnih izboljšav in človeškega kapitala na poslovno odličnost organizacije. Izsledki raziskave kažejo znatno boljše rezultate pri Skupini organizacij 1 (ki vsebuje 59 % PRSPO prijaviteljev, od tega vse finaliste in zmagovalce PRSPO, ki so v raziskavi sodelovali) v primerjavi z drugimi organizacijami. Rezultati naše raziskave so pokazali, da model obstoječega stanja uporabe orodij za stalne izboljšave v slovenskih organizacijah temelji pretežno na vplivih orodij za spremljanje in merjenje kakovosti poslovanja, manjši vpliv pa imajo komponente, povezane z managementom zaposlenih. V doktorski disertaciji smo dokazali, da v organizacijah, kjer načrtno, sistemsko spodbujajo proces stalnih izboljšav in hkrati vlagajo v človeški kapital, dosegajo višjo raven poslovne odličnosti. Zaključki raziskave potrjujejo, da je za doseganje poslovne odličnosti v organizaciji poleg orodij in pristopov za merjenje in spremljanje poslovanja, bistven človek, njegovo edinstveno znanje, ustvarjalnost in potencial, ki s pravim načinom vodenja lahko naredi razliko, ustvari dodano vrednost in tako pripomore k dvigu konkurenčnosti. The doctoral thesis addresses the fundamental components that lead to the achievement of business excellence in organisations. The main focus and purpose of the research was to show how planned, systematic investment into human capital development and into promoting continuous improvement affects an organisation's business excellence. The initial chapters present in more detail the basic concepts follow a review of the literature and the results of previous relevant studies exploring into the impact of promoting continuous improvement and development of human capital management on organisation's quality and business excellence. In examining the links between investment into human capital development, continuous improvement and business excellence in organisations, we focused on one type of organisations in the private sector, i.e. on large Slovenian companies. Data for the survey were collected through questionnaires and interviews, which took place between June 2007 and September 2007. Altogether, we studied the results of 110 large Slovenian organisations. We considered the characteristics of the complete sample of companies, and – within it – we addressed the differences between three groups of companies, i.e. the best Slovenian companies according to financial indicators – the so-called "top companies", a randomly chosen control group of companies, and a group of companies who have applied for the Slovenian Business Excellence Prize ("PRSPO"). On the basis of the results obtained from the complete research using factor analysis and hierarchical cluster analysis, we created a model of the current situation and also a model solution on the impact of continuous improvement and human capital management on organisation's business excellence. The results of our research show that the current model of continuous improvement tools in Slovenian organisations is mainly based on the impact of tools for monitoring and measuring the quality of business, whereas the components related to people management have a minor impact. The results show significantly better outcomes in the companies belonging to »Group organisations 1« (containing 59% PRSPO applicants and all PRSPO finalists and winners, who participated in the survey) as compared to the other two groups of organisations. In the doctoral thesis, we have shown that a higher level of business excellence is achieved by those organisations in which a planned, systematic process of promoting continuous improvement and at the same time investment into human capital is taking place. The conclusions of the research affirm that to achieve business excellence in the organization in addition to tools and approaches for measuring and monitoring of performance is essential in human being, his unique skills, creativity and potential that the proper way of leadership can make a difference, create added value and thus help to raise competitiveness.

Gospodarska rast je eden izmed procesov v ekonomiji, katero lahko spodbujamo z ukrepi tehnološkega razvoja, izobraževanja in usposabljanja. Dejavniki gospodarske rasti so predvsem delovna sila, človeški kapital, kapital in investicije ter tehnološki napredek. Endogene teorije rasti dajejo prednost predvsem tehnološkemu napredku, katerega lahko dosežemo z učenjem skozi delo ter raziskavami in razvojem, in človeškemu kapitalu. Endogene teorije rasti so se razvile iz neoklasičnih teorij rasti, katerih osnovni model je Solow-Swan model. V Solow-Swan modelu je agregatni proizvod funkcija treh proizvodnih faktorjev: fizičnega kapitala, delovne sile in razpoložljive tehnologije. Tehnološki napredek je v neoklasični teoriji rasti eksogena spremenljivka. Poglavitni model endogene teorije rasti je Uzawa-Lucas model. H gospodarski rasti lahko prispeva tudi država, predvsem z izboljšanjem učinkovitosti, spodbujanjem pravičnosti in z ohranjanjem makroekonomske stabilnosti in rasti. Poglavitne slabosti slovenske konkurenčnosti so predvsem nizek priliv tujih investicij, tehnološko sodelovanje med podjetji, nizek delež visokotehnološkega izvoza in nezadostno financiranje tehnološkega razvoja. Da bi izboljšali konkurenčnost slovenskega gospodarstva, je treba oblikovati spodbudno inovacijsko okolje. Prav tako je treba spodbujati raziskave in razvoj ter tehnološki razvoj. Economic growth is a process which can be stimulated by means of technological development, education and training. The key factors of economic growth are the work force, human capital, physical capital, investments and technological inovations. Endogenous growth theories focus mainly on technological development, which is achievable by gaining practical knowledge, and on research and development as well as on human capital. Endogenous growth theories are developed from neoclassical growth theory for which the basic model is Solow-Swan model. Solow-Swan model is a function of three production factors: physical capital, work force and available technology. Technological progress in the neoclassical growth theory is an exogenous variable. The state can also contribute economic growth, most of all by increasing efficiency, encouraging justice and preserving macro economical stability and growth. Key weaknesses of Slovene competitiveness are low income of foreign investments, technological cooperation among companies, small portion of high tech exports and insufficient financing. In order to improve competitiveness of the Slovene economy, an encouraging environment for innovations needs to be established. Encouraging research and development, as well as technological development is also necessary.