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Promjene i brzina promjena u 21. stoljeću, nove tehnologije, reforma obrazovanja i novi pristupi učenju uvelike djeluju na sve segmente društva, kao i na sustav odgoja i obrazovanja te u skladu s tim i na školske knjižnice i njezine zakonske okvire. Cilj ovog preglednog rada je kroz zakonske regulative prikazati kako su se odvijale promjene u kontekstu obrazovanja školskih knjižničara, potrebne stručne spreme za rad u školi, stručnih ispita, napredovanja i stručnog usavršavanja od osnutka samostalne Republike Hrvatske do danas. Kako bi se to najzornije opisalo, uz stručnu literaturu koja je pratila cjelokupni razvoj u području školskog knjižničarstva, korišten je pristup presjeka relevantnih zakona i pravilnika koji su kroz vrijeme utvrđivali pravne okvire prateći promjene u društvu, što je naposljetku dovelo do profiliranja školskog knjižničarstva kao profesije koja ima specifičnu dvojnu ulogu unutar dvaju sustava, odgojno-obrazovnog i knjižničarskog sustava. Upravo je ta dvojnost dovela do određenih aktualnih specifičnosti koje će se prikazati u ovom radu, a koje školski knjižničari posjeduju i u usporedbi s knjižničarima drugih vrsta knjižnica, i u usporedbi s ostalim radnicima u sustavu odgoja i obrazovanja. Overall changes and the speed of changes in the 21st century, new technologies, educational reform and new approaches to learning have had a great impact on society in whole, school system, and thus consequently on school libraries and its legislation. The aim of this paper is to dispay changes in the context of school librarians, their education, required qualifications, licensing exams, professional advancement and professional development since the establishing of the Republic of Croatia. The changes were presented through professional literature and legal legislation to define the profile of a school librarian, and the profession that has a dual role within the two systems, school system and library system. The paper depicts this duality bearing specific school librarian characteristics when compared both to librarians from other types of libraries, and to other participants within the school system.

Zadovoljstvo zaposlenih je eden izmed najbolj ključnih dejavnikov, ki vplivajo na uspešnost in učinkovitost organizacije. Vsaka organizacija bi morala vlagati v svoje zaposlene, da jim zagotovi kar se da veliko zadovoljstvo, saj to prinese zadovoljstvo tudi organizaciji, hkrati pa ji zagotovi večji dobiček. Namen diplomskega dela je raziskati stopnjo zadovoljstva zaposlenih na Finančni upravi Republike Slovenije urad Ljubljana ter opredeliti, kateri dejavniki so tisti, ki prinašajo veliko zadovoljstva zaposlenim, ter kateri ga prinašajo najmanj oziroma prinašajo nezadovoljstvo. Kot pomoč pri raziskavi diplomskega dela je bila uporabljena metoda anketiranja. Rezultati analize so pokazali, da so anketiranci v organizaciji, ki so zaposleni pod 20 let s povprečno oceno 4,1 zadovoljni medtem, ko so anketiranci, ki so zaposleni nad 20 let s povprečno oceno 3,8 srednje zadovoljni. Kar pomeni, da organizacija dela v pravi smeri za zagotavljanje zadovoljstva, vendar pa bi morala nekatera področja vseeno izboljšati. Anketiranci, so najbolje ocenili dejavnika varnost pri delu (4,3) ter delovni čas (4,3). Najslabše pa so ocenili dejavnik nagrade s povprečno oceno 2,8. Anketiranci so imeli možnost ocenjevanja zadovoljstva z ocenami od 1 do 5. Employee satisfaction is one of the best key factors that affects the performance and efficiency of organization. Every organization should invest in its employees by providing them with greater satisfaction as it brings satisfaction to the organization as well maximum profits. The purpose of the diploma us to investigate the level of employee satisfaction at the Financial Administration of the Republic of Slovenia in the Ljubljana unit an also to determine which factors are those that bring a lot of satisfaction to employees and which bring the least or dissatisfaction. A survey method was used to help with the research of the diploma thesis. The results of the analysis showed that respondents in the organization who are employed under 20 years with an average grade of 4,1 are satisfied, while respondents who are employed over 20 years with an average grade of 3,8 are moderately satisfied. Which means that the organization is working in the right direction to ensure satisfaction, but some areas should still improve. Respondents rated factors safety at work (4,3) and working time (4,3) the best. The worst factor was the award factor with an average score of 2,8. Respondents had the opportunity to rate satisfaction from 1 to 5.

Motivacija je pokretač koji dovodi pojedinca do ostvarenja cilja. Važna je u svim područjima rada, a posebno je važna u učiteljskom pozivu. Jedna od primarnih zadaća učitelja je neprestano moti- viranje i poticanje učenika na učenje i napredovanje, no budući da učitelji podučavaju po svome primjeru, u tome uglavnom uspijevaju samo učitelji koji su i sami visoko motivirani za vlastiti rad i napredak. Ispred učitelja današnjeg vremena stavljene su brojne mogućnosti, a time i izazovi. U analizi motivacije za napredovanje potrebno je krenuti od razloga zbog kojih su se učitelji odlučili za taj poziv te svijesti o vlastitoj vrijednosti koja će ih poticati na napredovanje u poslu. Učitelji osnov- nih škola mogu napredovati u zvanje učitelja mentora, savjetnika i izvrsnoga savjetnika. Zvanja se obnavljaju svake pete godine, stoga je važan kontinuirani rast. S ciljem boljeg shvaćanja važnosti promicanja napredovanja učitelja osnovnih škola provedeno je empirijsko istraživanje na uzorku od 173 učitelja. Primijenjen je Upitnik o napredovanju učitelja u osnovnoj školi kojim se pokazuje razina motiviranosti učitelja za napredovanje u viša znanja te se pokazuje korelacija motivacije s financijskim i razvojnim razlozima. Rezultati pokazuju da su učitelji nisko motivirani (M = 3, 51) za napredovanje te da su više motivirani osobnim razvojem nego financijskim razlozima.

Razvoj ljudskih potencijala koji rade u neposrednom radu s djecom u predškolskim ustanovama jasno je reguliran Pravilnikom o načinima i uvjetima napredovanja u struci i promicanju u položajna zvanja odgojitelja i stručnih suradnika u dječjim vrtićima. Na ovaj način nastoji se osigurati kontinuitet u stručnom razvoju odgajatelja te primjerena razina kvalitete pružanja usluga u predškolskim ustanovama. Iz perspektive zaposlenika, ovim sustavom omogućava se napredovanje u struci kao i potencijalna mogućnost za ishođenje veće plaće.

Kako će osobe donijeti odluku, ovisi o njihovom stilu odlučivanja, odnosno načinima na koji uobičajeno doživljavaju različite situacije, prikupljaju i obrađuju informacije (Harren, 1979). Zaposlenici unutar organizacija svojim odlukama mogu utjecati, osim na vlastitu karijeru, na mnoge radne ishode cjelokupne organizacije. Cilj ovog rada je ispitati povezanosti racionalnog i intuitivnog stila odlučivanja s osobnom reputacijom, kvalitetom donošenja odluka i napredovanjem te provjeriti utjecaj staža na odnos između navedenih varijabli. Provedeno je upitničko online istraživanje na uzorku od 182 sudionika (103 žene i 79 muškaraca) u dobi od 19 do 63 godine. Korištene su ljestvice racionalnog i intuitivnog stila iz skale General Decision Making Styles (Scott i Bruce, 1995), skala Osobne reputacije (Hochwarter, Ferris, Zinko, Arnell i James, 2007), skala Kvalitete donošenja odluka (Wood, 2012) te skala Napredovanja (Thacker i Wayne, 1995). Racionalni stil je statistički značajno pozitivno povezan s kvalitetom donošenja odluka, dok je intuitivni stil negativno povezan s kvalitetom donošenja odluka. Povezanost racionalnog stila i intuitivnog stila s osobnom reputacijom i napredovanjem nije utvrđena. Staž ne moderira odnos između racionalnog stila i kvalitete donošenja odluka te racionalnog stila i napredovanja. Suprotno očekivanjima, staž ne moderira povezanost između intuitivnog stila i radnih ishoda te moderira povezanost između racionalnog stila i osobne reputacije. How individuals make a decision depends on their decision-making style, that is, how they usually experience different situations and collect and process information (Harren, 1979). Employees within the organization can influence their decisions to their own careers and many work outcomes of the entire organization. This paper aims to examine the relationship between rational and intuitive decision-making styles and personal reputation, decision-making quality, and promotability. It is also important to test whether the experience moderates the relationship between these variables. The research was conducted as an online questionnaire survey with a sample of 182 participants (103 women and 79 men) aged 19 to 63 years. The following questionnaires were used: rational and intuitive style from General decision-making styles scale (Scoot and Bruce, 1995), a scale of Personal Reputation (Hochwarter, Ferris, Zinko, Arnell, and James, 2007), a scale of Decision-making quality (Wood, 2012) and a scale of Promotability (Thacker and Wayne, 1995). The rational style was statistically significant positively correlated with decision-making quality and the intuitive style was negatively correlated with decision-making quality. The correlation between rational style and intuitive style with personal reputation and promotability did not prove to be statistically significant. Experience does not moderate the relationship between rational style and decision-making quality, as well as rational style and promotability. Contrary to expectations, experience does not moderate the relationship between decision-making styles and work outcomes and experience moderates the relationship between rational style and personal reputation.

Javna uprava zagotavlja storitve, ki so v interesu vseh prebivalcev Slovenije. Predstavlja vmesni člen med državno oblastjo, ki sprejema in določa pravna pravila, in med uporabniki storitev, ki so ta pravila dolžni upoštevati. Želja vseh je, da je javna uprava dober servis svojim strankam, ki stopajo v stik z njo. Zato v svojih vrstah potrebuje usposobljene in strokovne zaposlene oziroma javne uslužbence, ki bodo učinkovito in dobro opravljali svoje delo. To pa pomeni, da je potrebno uslužbencem v javni upravi zagotoviti primerne pogoje za delo in ustrezno plačilo za opravljeno delo. Pri tem je pomembno, da so za svoje delo primerno nagrajeni. V javni upravi se nagrado lahko razume kot napredovanje uslužbenca na podlagi opravljenega dela. V diplomskem delu se analizira sedanji sistem napredovanja v javnem sektorju in predlog novega sistema napredovanj pristojnega ministrstva iz leta 2019 ter se ju medsebojno primerja. Pri tem se ugotavlja, kakšne so značilnosti sedanjega sistema napredovanj oziroma pod kakšnimi pogoji lahko javni uslužbenec napreduje in kakšne pogoje bi zagotovil predlog novega sistema. Pri primerjavi se delo osredotoča na štiri področja, in sicer na napredovanje, pogoje napredovanja uslužbencev, nagrajevanje po delovni uspešnosti s fleksibilnostjo pri določanju plač in na prikaz napredovanja v obeh sistemih na konkretnem primeru posameznega javnega uslužbenca. Ugotovljeno je bilo, da imata tako sedanji sistem kot predlog novega sistema napredovanj prednosti in pomanjkljivosti oziroma slabosti. Sedanji sistem omogoča večje število napredovanj po plačni lestvici in možnost, da nadrejeni z ocenjevanjem preveri upravičenost napredovanja uslužbenca. Po drugi strani določa manjši odstotek sredstev za izplačilo nagrajevanja, kot to predvideva novi predlog. V novem predlogu pa uslužbenec ne more napredovati s takšno časovno dinamiko, kot lahko v sedanjem sistemu, povečuje pa se delež sredstev, namenjenih nagrajevanju in izplačevanju le-teh na mesečni ravni. Na koncu dela je ugotovljeno, da v obeh primerih bistva, torej nagrajevanje le tistih, ki si to zaslužijo glede na opravljeno delo, ne rešujeta niti sedanji niti predlog novega sistema napredovanj. The public administration provides services that are in the interest of all the inhabitants of Slovenia. It represents an intermediate link between the state authority, which adopts and determines the legal rules and, on the other hand, the users of the services, who are obliged to comply with them. It is everyone's wish that the public administration is a good service to its customers who come into contact with it. Therefore, in its ranks, public administration needs qualified and professional employees or civil servants who will perform their work efficiently and well. This means that public administration employees need to be provided with appropriate working conditions and adequate remuneration for their work. It is important that they are appropriately rewarded for their work. In public administration, a reward can be understood as the promotion of an employee based on the work performed. This thesis examines the current system of promotion in the public sector and the proposal of a new system of promotion of the competent ministry from 2019 and compares them with each other. It determines what are the characteristics of the current promotion system or under what conditions a civil servant can be promoted, and what conditions would be provided by the proposal of the new system. In this comparison, the work focuses on four areas, namely the promotion, conditions of employee promotion, variable remuneration with flexibility in determining salaries, and on the promotion in both systems, based on a specific case of an individual civil servant. It was found that both the current system and the proposal for a new system of promotions have advantages and disadvantages. The current system allows for a higher number of promotions on the salary scale and the possibility for the superior to check the justification of the employee's promotion by assessment. On the other hand, it sets a lower percentage of the funds for the payment of remuneration than provided for in the new proposal. Conversely, in the new proposal, the staff member cannot be promoted with such time dynamics as they can in the current system, and the share of funds intended for remuneration and payment on a monthly basis is increasing. At the end of the work, it is established that in both cases the essence, i.e. rewarding only those who deserve it according to the work done, is not solved by either the current or the proposal of a new system of promotions.

U razvijenim zemljama, ali i onim zemljama koje su u tranziciji, jedno od glavnih obilježja već neko vrijeme jest feminizacija radne snage. Iako su ovo značajni pozitivni pomaci, na tržištu rada položaj žena je i dalje lošiji od položaja muškaraca, kako u manje razvijenim tako i u visokorazvijenim zemljama. Za teorijski dio rada istražena je literatura koja se, osim orijentiranosti na tradicionalne pristupe poslovne etike, bavi poslovnom etikom orijentiranom prema ženama, činjenicama o njihovoj radnoj snazi te mjerama koje daju na važnosti ženama u poduzeću. Svrha rada je prikazati pozitivne promjene koje se događaju na tržištu rada već neko vrijeme, ali i ukazati na to kako se primjena etičkih načela u malim i srednjim poduzećima odražava na žene te ravnopravnost između žena i muškaraca. Iz ovoga proizlaze tri temeljna problema s kojima se žene susreću; diskriminacija prema ženama prilikom zapošljavanja, prilikom nagrađivanja i prilikom napredovanja. Ciljevi ovog istraživanja su bili teoretski objasniti koncept etike i primjenu etičkih načela, te istražiti prihvaćenost koncepta u odnosu prema ženama na području Šibensko-kninske županije. Cilj je bio istaknuti u kojoj se mjeri i na koji način se provode etička načela, te kolika je važnost primjene istih u poduzeću. Sukladno postavljenom problemu i predmetu istraživanja postavljeni su sljedeći ciljevi: - istražiti postoji li diskriminacija prema ženama u postupku zapošljavanja, - istražiti postoji li diskriminacija prema žena u sustavu napredovanja, - istražiti postoji li diskriminacija prema ženama u sustavu nagrađivanja. Dakle, svrha ovog rada, tj. empirijskog istraživanja je utvrditi postoji li diskriminacija prema ženama na tržištu rada, ali i diskriminacija prema ženama u poduzećima. Naglasak istraživanja je na zapošljavanju, napredovanju i nagrađivanju. In developed countries, but also in those countries in transition, one of the main features has been the feminization of the workforce for some time. Although these are significant positive developments, the position of women in the labor market is still worse than that of men, both in less developed and highly developed countries. For the theoretical part of the paper, the literature was researched which, in addition to focusing on traditional approaches to business ethics, deals with business ethics oriented towards women, facts about their workforce and measures that give importance to women in the company. The purpose of this paper is to show the positive changes that have been happening in the labor market for some time, but also to point out how the application of ethical principles in small and medium enterprises affects women and equality between women and men. From this arise three fundamental problems that women face; discrimination against women in employment, reward and promotion. The objectives of this research were to theoretically explain the concept of ethics and the application of ethical principles, and to investigate the acceptance of the concept in relation to women in the Šibenik-Knin County. The aim was to highlight the extent to which and how ethical principles are implemented, and the importance of their application in the company. In accordance with the set problem and the subject of the research, the following goals were set: - investigate whether there is discrimination against women in the employment process, - investigate whether there is discrimination against women in the promotion system, - investigate whether there is discrimination against women in the reward system. Thus, the purpose of this paper, ie empirical research, is to determine whether there is discrimination against women in the labor market, but also discrimination against women in companies. The emphasis of the research is on recruitment, advancement and rewarding.

U današnje vrijeme gotovo sve organizacije susreću se sa izazovima i promjenama koje nosi moderno poslovanje. Postavlja se pitanje koliko su naše organizacije evoluirale te na kojoj razini razmišljanja su današnji poslodavci, što se tiče uvođenja noviteta odnosno prihvaćanja trenutnih trendova na svjetskom tržištu rada, a koje se u ovoj disertaciji navode kao „meke“ kompetencije, odnosno socijalne kompetencije. Kompetencije općenito imaju veliki značaj kada je u pitanju zaposlenikova radna uspješnost. Temelj upravljanja ljudskim potencijalima svake organizacije počeo se zasnivati upravo na sustavu upravljanja kompetencijama. Kako bi se postigla najveća učinkovitost zaposlenika, potrebno je omogućiti osnovne predispozicije za postizanje istog, krenuvši od treninga, mentorstva, edukacija i svega potrebnog za jačanje potrebnih kompetencija za obavljanje određenog zadatka. U većini slučajeva kada se razmišljalo o potrebnim edukacijama, razmišljalo se u svrhu jačanja konkretnih znanja i vještina potrebnih za posao, no inozemno tržište je postalo sve otvorenije za jačanje nekih drugih vještina, a to su upravo „meke“ vještine bez kojih je ponekad i teško savladati konkretna znanja jer su one preduvjet uspješne komunikacije. Hrvatski poslodavci već određeno vrijeme prate trend uvođenja edukacija u svrhu jačanja socijalne kompetentnosti te su ovim putem pitani koliko je ona zaista važna za napredovanje i dugoročnu zapošljivost. Rezultati anketa namijenjenih poslodavcima otkrili su jako puno podataka, osnovna premisa je da je važnost socijalnih kompetencija u svrhu ostvarivanja napredovanja i dugoročne zapošljivosti neupitna. Postoje značajne razlike u odgovorima gledajući različite gospodarske sektore. Također, razlike u odgovorima značajne su i među voditeljima ljudskih potencijala, kao jedne ciljane skupine ispitanika i vrhovnog menadžmenta odnosno vlasnika organizacija, kao druge ciljane skupine ispitanika. Unatoč tome što gotovo sva pitanja, odnosno odgovori ukazuju na veliku važnost socijalnih kompetencija, stavljajući ih u usporedbu sa stručnim kompetencijama, rezultati su ipak na strani stručnih kompetencija. Druga strana ovog rada fokusirana je na studente ekonomskih fakulteta odnosno na visoki obrazovni sustav. Naime, u radu se spominje važnost cjeloživotnog obrazovanja kao i uloga okoline u stvaranju socijalno kompetentnih ljudi. Jasno je da socijalna kompetentnost potječe još od najranije dobi te da je najznačajniji utjecaj upravo od strane roditelja, vršnjaka i odgojitelja, no socijalni razvoj tu ne prestaje već se i nastavlja tijekom visokog obrazovanja. Rezultati pokazuju značajan razvoj empatije kroz studij, što je jedna od glavnih sastavnica socijalnih kompetencija. Rezultati studentskih anketa pokazuju da su studenti svjesni važnosti socijalnih kompetencija u poslovnom svijetu, ocjenjujući ih čak većom ocjenom nego stručne kompetencije, ali njihov osobni nivo socijalnih kompetencija, koji se temelji na samoanalizi, nije dostatan za ostvarenje poslovnog uspjeha, prema mišljenju poslodavaca i voditelja ljudskih potencijala organizacija u Hrvatskoj. Osim navedenih rezultata, u ovoj doktorskoj disertaciji prisutno je još puno ostalih relevantnih rezultata istraživanja vezanih uz socio- demografske karakteristike ispitanika, zatim razlike kod studenata javnog i privatnog fakulteta, zatim razlike kod studenata različite uspješnosti na studiju te mnoge druge. Istraživanje je podijeljeno na dva dijela. Prvi dio se odnosi na poslodavce u Republici Hrvatskoj. Njih je anketirano 113 te dolaze iz različitih veličina organizacija te različitih gospodarskih sektora. Drugi dio ankete odnosi se na studente. Njih je anketirano 665 te dolaze sa jednog velikog javnog ekonomskog fakulteta (Ekonomski fakultet Sveučilišta u Zagrebu) i velikog privatnog ekonomskog fakulteta (Veleučilište Baltazar Zaprešić). Anketirani studenti su na prvoj i petoj godini studija. Konačni rezultati istraživanja ukazuju na veliku važnost socijalnih kompetencija za postizanje napredovanja i dugoročne zapošljivosti i sa aspekta studenata i sa aspekta poslodavaca, ali isto tako ukazuju na potrebu za poboljšanjima unutar visokog obrazovnog sustava kako bi bio što usklađeniji potrebama poslodavaca.

Analizirana je važeća hrvatska regulacija kretanja u službi u upravnim tijelima jedinica lokalne i područne (regionalne) samouprave. Navedeno obuhvaća institute premještaja po potrebi službe, premještaja po zamolbi službenika, napredovanja, posebnih vrsta premještaja (kao stegovne kazne, slijedom negativne ocjene te premještaja za vrijeme raspolaganja), imenovanja i razrješenja pročelnika upravnih tijela, kao i promjena radnog mjesta do kojih dolazi u postupku preustroja upravnih tijela lokalne jedinice (preuzimanje i raspoređivanje službenika), uz dodatni osvrt na posebnosti vezane uz položaj pročelnika upravnih tijela i namještenika. Razmotren je i postupovni kontekst navedene materije, vezan uz primjenu upravnog postupka i upravnog spora. Ujedno je ponuđena pravna interpretacija u rješavanju dvojbi do kojih u praksi dolazi prilikom primjene spomenutih službeničkopravnih instituta., The author analyzes the current Croatian regulation of movement within the local and regional civil service system. This includes the institutes of transfer, promotion, appointment and removal of the heads of administrative bodies, as well as changes in the workplace that may occur in the process of reorganization of the administrative bodies, with additional references to the particularities related to the position of heads of administrative bodies and employees. The procedural context of these issues, related to the implementation of administrative procedure and administrative dispute, is also discussed. The author offers legal interpretation to resolve doubts arising in the practice of implementation of the mentioned civil service institutes.

Visokošolski učitelji so uvrščeni v sistem visokega šolstva, kar za njih pomeni, da je njihov razvoj in napredovanje v izvolitvene nazive - habilitacijo odvisno od številnih dejavnikov, ki jih narekuje politika visokega šolstva, globalne družbene potrebe in številni drugi dejavniki, ki lahko delujejo kot motivatorji ali demotivatorji v razvoju visokošolskega učitelja, oziroma pri uresničevanju njegove akademske kariere. Visokošolski učitelj svojo karierno pot gradi v skladu z nazivom, ki ga pridobi z izpolnjevanjem zakonsko določenih pogojev ter delovanjem tako na pedagoškem kot tudi znanstvenoraziskovalnem področju. Cilj naše raziskave je ugotoviti, ali so visokošolski učitelji na Biotehniški fakulteti dovolj seznanjeni z Merili za volitve v nazive visokošolskih učiteljev, znanstvenih delavcev in sodelavcev in kaj jim predstavlja oviro pri razvoju in napredovanju v habilitacijske nazive. Teachers in higher education are placed into the system of tertiary education, which means that their development and promotion to academic titles, i.e. habilitation, depends on numerous factors. These factors are dictated by the politics of higher education, the global needs of society, and numerous other factors, which can function either as motivating devices or as deterrents in the development of teachers in higher education or in the realization of their academic careers. Teachers in higher education build their career paths according to the academic title, which they receive upon fulfillment of the conditions set by the law and when they are active both in the pedagogical and scientific research domain. The objective of our research is to deduce whether the teachers of higher education at the Biotechnical Faculty are familiarized with the Criteria for Appointment to the Titles of University Teacher, Researcher and Associate, and what hinders them to develop further and receive academic titles.

Teorija rezilientnosti preučuje dejavnike, ki večajo učinkovitost posameznika pri preseganju ovir, ki se v obdobju odraščanja povezujejo s šolanjem. Spodbujanje razvoja rezilientnosti je najučinkovitejše, ko poteka neposredno prek izkustvenega učenja. Literatura kot ključne dejavnike izpostavlja: vključujoče, varno in skrbno učno okolje, ki postavlja realno visoka pričakovanja, zagotavlja ustrezno pomoč in podporo, razvija vseživljenjske kompetence ter omogoča samostojno in aktivno participacijo. Te dejavnike poudarjajo tudi sodobna didaktično-metodična načela, zato nas je zanimalo, v kolikšni meri rezilientnost v šoli spodbujajo slovenski učitelji, čeprav s teorijo rezilientnosti niso seznanjeni. Oblikovali smo Model spodbujanja rezilientnosti v šolskem okolju in ga evalvirali na vzorcu 429 učiteljev različnih strokovnih profilov. Resiliency theory examines the factors that increase the efficiency of the individual to overcome the obstacles that in adolescence are associated with schooling. Promoting the development of resiliency is the most effective when conducted directly through experiential learning. Literature highlights an inclusive, safe and sound learning environment that sets high but realistic expectations, provides assistance and support to develop lifelong competences, and allows an independent and active participation as key factors. These factors are also highlighted by the modern didactic and methodical principles, so we were interested in the extent to which at school resiliency is promoted by Slovenian teachers, although not being familiar with the theory of resiliency. We designed a model to promote resiliency in the school environment and evaluated it on a sample of 429 teachers of different professional profiles.

V Sloveniji na temelju pravnih podlag, v katerih so določena pravila in metode, ugotavljamo učinkovitost in uspešnost zaposlenih v javnem sektorju. Vendar je delo v določnih delih javnega sektorja težko izmeriti. Sem spada tudi policija, ki je specifična organizacija, saj varuje ljudi in njihovo premoženje. Za učinkovito in uspešno organizacijo dela v javnem sektorju so pomembni tudi predhodno oblikovani cilji, ki jih je potrebno v določenem časovnem obdobju doseči. Merjenje učinkovitosti in uspešnosti v policiji je že dolgo pomembna tema na mizi vodilnih na pristojnem ministrstvu. Vendar je policijsko delo tako zelo specifično, da ga je težko meriti. Namen in cilj magistrskega dela je ovrednotiti delo policistov na izbranih policijskih postajah v obdobju 2010 - 2015 ter ugotoviti, kako so določene policijske postaje v Sloveniji učinkovite pri svojem delu. Raziskava je osredotočena na preučevanja statističnih podatkov, ki so javno dostopni na internetu in pridobljeni s strani policije. V magistrskem delu je tudi prikazan način merjenja uspešnosti javne uprave in njihove policije v Veliki Britaniji in v Republiki Hrvaški. Določene policijske postaje pokrivajo območja, ki so zelo obremenjena z varnostno problematiko, na drugi strani pa imamo postaje, ki beležijo relativno ugodno delovno okolje. V magistrski nalogi sem zbral statistične podatke o delu največjih in najbolj obremenjenih policijskih postaj v Republiki Sloveniji in jih primerjal med seboj tako, da sem različne kazalnike razvrstil med vložke, učinke in izide. Ugotovil sem, da so policijske postaje, ki pokrivajo območje Ljubljane, najbolj učinkovite pri svojem delu. In Slovenia, based on legal grounds with a set of rules and methods, efficiency and performance of employees in public sector are measured. However, certain segments of public sector are difficult to measure. One of those segments is the police force, protecting people and their possessions. Predefined goals that have to be achieved in a certain time period are crucial in order to regulate work in public sector efficiently and successfully. Measuring work performance and efficiency in the police has been an important topic on the table of the leaders at the responsible ministry. However, the police work is very specific and difficult to measure. The aim of the thesis is to evaluate work of police officers at selected police stations in the period of 2010 to 2015 and to determine how effective different Slovene police stations at their work really are. The study is based on examining statistical data, both available to public and acquired through the police itself. The thesis also describes practices of measuring work performance of public sector and the police in Great Britain and in Croatia. Certain police stations are covering areas heavily affected by security issues while some others have a record of relatively favourable work environment. The thesis comprises statistical data about the work at the biggest and most strained police stations in Slovenia and compares them by segmenting different indicators among investments, effects and results. The results show that the police stations covering the Ljubljana area are the most efficient.

V teoretičnem delu predstavljamo sistem predšolske vzgoje, vzgojne programe in njihove značilnosti, cilje in načela, zaposlene kadre, njihovo nagrajevanje in napredovanje in podobno. V empiričnem delu predstavljamo Vrtec Murska Sobota, njegovo organizacijsko in kadrovsko strukturo in postopek pri zaposlitvi novega delavca. Posebno pozornost smo posvetili izobrazbeni in starostni strukturi zaposlenega osebja ter težav, ki se pri tem pojavljajo. Zaključujemo z nekaj predlogi za izboljšanje stanja na področju zaposlovanja. In the theoretical part we are presenting the system of preschool education, educational programs and their characteristics, objectives and principles, employed personnel, their remuneration and promotion, and the like. In the empirical part we are presenting Kindergarten Murska Sobota, its organizational and personnel structure and the procedure for employment of new workers. Particular attention was paid to the educational and age structure of the personnel and the problems that arise from this. We conclude with some suggestions to improve the employment situation.

V podjetju MKL Systems je pridobivanje, izbira in usposabljanje primernih kadrov pomemben ali celo ključni dejavnik pri kvalitetnem opravljanju storitev in zadovoljstvu strank. To je hkrati pogoj, da bo sicer dokaj hitro rastoče podjetje še povečevalo svoj dohodek in pridobivalo na ugledu. V tem diplomskem delu najprej predstavljamo osnovna teoretična spoznanja o pomembnih fazah v procesu zaposlovanja kadrov. Glavnina pa je posvečena predstavitvi podjetja MKL Systems, d.o.o. in praktični izvedbi pri načrtovanju, pridobivanju, izbiri in usposabljanju kadrov. Posebej obravnavamo problem dodatnega zaposlovanja ob montaži novih izdelkov (hitro tekočih montažnih vrat) in možne rešitve s kombinacijo med notranjim prerazporejanjem in napredovanjem kadrov ter zaposlovanjem iz zunanjih virov. In the company MKL Systems recruiting, selection and training of appropriate personnel is important or even key factor in the high quality service and customer satisfaction. That is also a condition that otherwise fairly fast growing company increases its income and gain on reputation. In this thesis we present the basic theoretical knowledge on important stages in the process of recruitment of staff. The bulk of it is devoted to the presentation of company MKL Systems d.o.o. and the practical implementation of the planning, recruitment, selection and training of personnel. Specially treat the problem of additional employment at the installation of new products (high speed assembly door) and possible solutions through a combination between internal redeployment and promotion of personnel and employment from external resources.

V zadnjih desetletjih so hiter tehnološki razvoj, spremenjeni načini organizacije dela, globalizacija in večja konkurenčnost, bistveno vplivali tudi na razmerja v zvezi z delom. Pogosteje so se začele uporabljati prožnejše oblike delovnih razmerij – predvsem pogodba o zaposlitvi za določen čas. Nestandardne oblike zaposlitve so se zelo razmahnile tudi v javnem sektorju, zato je pregled položaja javnega uslužbenca, zaposlenega za določen čas in ugotavljanje, ali je različna obravnava upravičena, aktualna tematika. Delavcem in javnim uslužbencem v fleksibilnih oblikah zaposlitve je namreč potrebno zagotoviti enake oziroma primerljive pravice, kot delavcem in javnim uslužbencem, zaposlenim za nedoločen čas. V magistrski nalogi obravanavam položaj javnega uslužbenca, zaposlenega za določen čas ter analiziram ali je njegov položaj (zlasti njegovo plačilo za delo ter možnosti napredovanja in razvoja kariere) primerljiv s položajem javnega uslužbenca, zaposlenega za nedoločen čas ter kakšna so razlikovanja med njihovimi pravicami in obveznostmi. Glede na ugotovljena razlikovanja glede možnosti napredovanja in razvoja kariere je bila opravljena analiza, tudi s pregledom sodne prakse sodišča Evropske Unije, ali je za različno obravnavanje podan dopusten, upravičen in utemeljen razlog. Opravljena je bila ocena trenutnega sistema ocenjevanja (tudi s metodo komparacije) in napredovanja javnih uslužbencev ter predlagana ustrezna sprememba zakonodaje. V zvezi s položajem javnega uslužbenca je bilo nadalje opozorjeno, da Zakon o javnih uslužbencih trenutno ne dopušča niti začasne premestitve strokovno-tehničnega javnega uslužbenca na uradniško delovno mesto. Zakon določa, da je premestitev mogoča na ustrezno delovno mesto, za katero javni uslužbenec izpolnjuje predpisane pogoje in ga je sposoben opravljati. Ker strokovno-tehnični javni uslužbenec ni imenovan v uradniški naziv, tako ne izpolnjuje zahtevanega pogoja – imenovanja v naziv in ga tako trenutno po obstoječi zakonski ureditvi ni moč niti začasno premestiti na uradniško delovno mesto. Naziv, ki je pogoj za zasedbo uradniškega delovnega mesta, pa se lahko pridobi le na javnem natečaju ali z napredovanjem v višji naziv, če ima javni uslužbenec že status uradnika. Navedena določba Zakona o javnih uslužbencih je v praksi pogosto kritizirana, saj onemogoča tudi zgolj začasno premestitev uslužbenca, ki pogosto pozna delo, delovni proces ipd., na uradniško delovno mesto, ki je npr. prosto zaradi začasno odsotnega javnega uslužbenca. V okviru magistrske naloge je bila opravljena primerjava med zadostno kvalificiranostjo javnega uslužbenca, zaposlenega za določen čas za opravljanje uradniških nalog, v primerjavi z nezadostno kvalificiranostjo javnega uslužbenca, zaposlenega za nedoločen čas na strokovno-tehničnem delovnem mestu ter predlagana ustrezna sprememba zakonodaje, ki bi omogočala začasne premestitve strokovno tehničnih javnih uslužbencev na uradniška delovna mesta. Navedena možnost začasne premestitve bi namreč delodajalcem olajšala organizacijo delovnega procesa, hitro reagiranje na začasno spremenjene pogoje in racionalnejše delo ter tudi zaposlenim za nedoločen čas na strokovno tehničnih delovnih mestih predstavljala motivacijski dejavnik za njihovo nadaljnje angažirano in uspešno delo. Posebna pozornost je namenjena tudi odgovoru na vprašanje ali lahko nezakonito sklenjena pogodba o zaposlitvi za uradniško delovno mesto transformira v pogodbo o zaposlitvi za nedoločen čas. Stališči teorije, ki daje prednost postopku javnega natečaja in z njim povezane želje zakonodajalca in širše družbene skupnosti po zagotovitvi enakopravne dostopnosti delovnih mest v javnem sektorju, strokovnosti in transparentnosti zaposlovanja in sodne prakse, ki zastopa načelo zakonitosti ter načelo varstva šibkejše strani delovnega oz. uslužbeniškega razmerja, sta si namreč nasprotujoči. Rapid technological development, changes in the work organisation, globalisation and greater competitiveness have crucially influenced the employment relationships in the last decades. Flexible forms of employment relationships have been applied more often – especially a fixed-term employment contract. Since non-standard employment forms have largely expanded also in the public sector, it is important to observe the position of a public employee who is employed for a fixed term and to try to see if a different treatment is justified here. It is necessary to provide the same or comparable rights for the workers and public employees in flexible forms of employment and the workers and public employees on a permanent basis. In the thesis, I have analysed the position of a public employee who is employed for a fixed term and if his position is comparable to the position of a public employee on a permanent basis and what are the differences in their rights and obligations like (particularly in regard to salaries, opportunities of promotion and career development). Regarding the found differences in the opportunities of promotion and career development, I have performed an analysis also with an overview of the Court of Justice of the European Union judicial practice about the fact if there is an acceptable, a reasonable and justified reason for such differences. I have conducted an assessment of the current evaluation system (also using the comparative method) and promotion of Civil Servants, and proposed an adequate change of legislation. In reference to the position of a public employee it was further pointed out that the Civil Servants Act currently does not enable even a temporary transfer of an administrative-technical public employee to a work place of an official. The Act states that the transfer is only possible to a work place for which the public employee meets the required conditions and is capable of performing. Since the administrative-technical public employee is not appointed an official, he does not meet the required condition – the appointment in grade and therefore he cannot be transferred to the work place of an official. The professional title, required for the work can be obtained only in an open competition or by a promotion if the public employee already has the status on an official. The mentioned provision of the Civil Servants Act has often been criticized because it does not enable even a temporary transfer of an employee, who is familiar with the work, working process, etc., to the work place of an official which is e.g. free due to the temporary absence of the official. For the aims of the thesis, a comparison has been made between the sufficient qualification of a public employee who is employed for a fixed term to perform the tasks of an official and the insufficient qualification of a public employee on a permanent basis in administrative-technical work place moreover, an amendment of the legislation has been proposed that would enable temporary transfers of administrative-technical public employees to the work places of officials. The possibility of the temporary transfer would help the employers in the organisation of the work process, fast reaction to the temporarily changed conditions and more rational work it would also serve as a motivational factor for successful future work of workers in the administrative-technical fields, employed on a permanent basis. Special attention has also been given to the question if an illegally concluded contract of employment for a work place of an official can be transformed into employment contract of indefinite duration. The positions of the theory that gives priority to the open competition and the related employer’s wish and that of the broader community to ensure an equal access to work places in the public sector, professionalism and transparency of employment and the case law that represents the principle of legality and the principle of the protectio

Napovedovanje nihanja vrednosti klasičnih finančnih inštrumentov je znan in široko obravnavan problem. Raziskovalci so v preteklosti ta problem reševali s tehnično in temeljno analizo. Prva se pri napovedovanju opira na zgodovinske podatke o valuti oziroma delnici (tržna vrednost delnice oziroma valute ter obseg trgovanja), druga pa analizira zunanje informacije, ki lahko vplivajo na nihanje vrednosti delnice/valute (npr.: predstavitev novega izdelka v podjetju lahko zviša vrednost delnice tega podjetja, medtem ko nižja bonitetna ocena neke države lahko zmanjša vrednost njene valute). V tej magistrski nalogi se bomo osredotočili predvsem na slednjo – temeljno analizo. Uspešnost le-te pa bomo prikazali na dokaj novem, še ne povsem uveljavljenem trgu digitalnih valut. Glavna prednost, ki jo predstavlja trg digitalnih valut v primerjavi s klasičnimi finančnimi trgi, je predvsem njena P2P narava delovanja. To pomeni, da ima vsak uporabnik vpogled v celotni potek trgovanja (naročila, povpraševanja, ponudbe, transakcije). Poleg tega pa so javno dostopne tudi informacije o delovanju omrežja (porabljena računska moč, količina valute v obtoku, število rudarjev …). V prvem, uvodnem delu bo narejen pregled obstoječih metod za napovedovanje nihanja valut, ki jih bomo prevzeli predvsem s področja trgovanja vrednostnih papirjev. V tem delu bomo tudi okvirno predstavili naše izboljšave ter prednosti, ki jih nudi trg digitalnih valut. V nadaljevanju bo podrobno opisano delovanje trga digitalnih valut opisan bo potek posamezne transakcije, kakšna je vloga rudarjev v omrežju Bitcoin, kako poteka verifikacija uporabnikov in transakcij ter tudi kako je mogoče trgovati z digitalnimi valutami. V naslednjem poglavju bo opisano uporabljeno razvojno okolje (zgradba aplikacije, uporabljena orodja ter knjižnice). V osrednjem delu bo predstavljen razvoj naše predlagane metode, s katero želimo napovedati nihanje valute Bitcoin. Ta del bo razdeljen na tri osrednje sklope: podatkovno rudarjenje, analiza zajetih podatkov ter izvedba simulacije. V prvem sklopu bodo opredeljeni spletni viri ter metode, s katerimi se bo izvajal zajem. V drugem sklopu bo izvedena analiza zajetih podatkov, iz katerih bodo izbrani tisti, ki bi lahko vplivali na vrednost valute. V zadnji fazi bodo izbrani podatki uporabljeni v simulaciji napovedovanja nihanja valute, kjer bomo uporabili dva pristopa, večkratno linearno regresijo ter umetno nevronsko mrežo. Forecasting volatility of traditional financial instruments is a well known and widely addressed problem. In the past, researches addressed it by using technical and fundamental analysis. The former looks at the past price movement of a currency or a stock (their market value and trading volumes), while the latter analyses outside information which can cause fluctuations in the currency or stock value (e.g.: introducing a new product in the company can increase the value of company’s stocks, while lower rating of a country can reduce the value of its currency). The present master’s thesis focuses on the latter, i.e. fundamental analysis. Its effectiveness will be demonstrated on a fairly new and not yet well established digital currency market. The main advantage introduced by the digital currency market — in comparison with traditional financial markets — is its P2P nature. This means that every user has an insight into the entire trading process (market orders, demands, offers, transactions). Moreover, the user has access to all the information regarding the functioning of the network (computer power consumption, amount of currency in circulation, numbers of miners...). The first, introductory part of the thesis offers an overview of existing methods for predicting currency fluctuations that were adopted which mostly come from the field of trading with securities. Moreover, a rough presentation of our improvements and the advantages of the digital currency market are presented. Follows a detailed description on how the digital currency market functions: the process of transactions is described, the role of miners in the Bitcoin Network and the process of verification of users and transactions are explained, and the possibilities of trading with digital currencies are shown. In the next chapter the adopted development environment is described (how the application is built, tools that were used and libraries). The central part of the thesis demonstrates the development of our proposed method, the goal of which is to predict price movements of Bitcoin. This part is divided into three main parts: data mining, analysis of the considered data and the simulation. In the first part the web resources and methods of data collecting are defined. In the second part, an analysis of the data collected is conducted, on the basis of which only the data that could influence the value of currency is selected. Lastly, the selected data is implemented in a tool simulation which predicts currency fluctuations in which two models were applied: multiple linear regression and artificial neural network.

„Stakleni strop“ pojam je koji se koristi kada se govori o sprječavanju napredovanja žena na više hijerarhijske razine na radnom mjestu. Razvojem društva mijenja se i položaj žena u društvu, koje postaju sve obrazovanije i koje žele participirati u rukovodećim poslovima. Bolje plaćena rukovodeća mjesta u većini slučajeva su dodijeljena muškim kolegama, iako obrazovane žene vrlo otvoreno iskazuju svoju ambiciju i znanje. Pitanje ravnopravnosti spolova, prava žena i njihovo mjesto u radnoj okolini postaje izrazito aktualno za cjeloku¬pan društveni život. Cilj i svrha ovog rada jest istražiti zastupljenost žena na rukovodećim mjestima u sustavu znanosti te ocijeniti postojeću spolnu strukturu. Istraživanje je prove¬deno putem Interneta, slučajnim uzorkom te se uz pomoć statističke metode utvrdio posto¬tak žena na visoko rukovodećim mjestima. Rezultati istraživanja upućuju na zaključak da su žene podzastupljene na visoko pozicioniranim radnim mjestima u sustavu znanosti na odabranom fakultetima, što ukazuje na potrebu ozbiljnijeg shvaćanja tog problema kao i preispitivanje uloge žena u poslovnom okruženju. Iako postoje mali pomaci, neosporno je da žene danas vrlo teško probijaju stakleni strop, odnosno nevidljive barijere koje spreča¬vaju njihov napredak u poslu., The term ‘’glass ceiling“ is a term used in reference to obstacles hindering the advance¬ment of women to the upper rungs of the corporate ladder. Societal development includes changes in the position of women within the society, who become more and more educa¬ted and who want to participate in management business. Management workplaces with higher salaries are most often assigned to their male colleagues, although many educa¬ted women express their ambition and knowledge very openly. The question of gender equality, women’s rights and their position in the working environment have become an important social issues on the whole. The aim and purpose of the paper is to explore the representation of women in management positions in science, and to assess the existing gender structure. The surveys have been randomly conducted through the Internet. Sta¬tistical methods have been used in order to determine the percentage of women in higher management positions. The research results suggest that women are underrepresented in high-ranking positions in science in selected universities, which points to the need for more serious understanding of the problem as well as a review of the role of women in the business environment. Although there are small improvements, it is undeniable that wo¬men today are very difficult to break through the glass ceiling: those invisible barriers that prevent their progress in work.

V diplomski nalogi z naslovom Razvoj kadrov v podjetju Adria Airways smo raziskali, kako slabši poslovni rezultati največje slovenske letalske družbe, do katerih je v zadnjih letih privedla ekonomska oziroma finančna kriza, vplivajo na razvoj kadrov v tem podjetju. Ker je razvoj kadrov v letalstvu še posebej pomemben, saj je treba zaposlene nenehno izobraževati in jih uriti v odzivih na različne stresne situacije, nas je zanimalo, kako so člani kabinskega osebja na letalih Adrie Airways zadovoljni z vsakoletnimi izobraževanji in usposabljanji, in sploh z možnostmi za razvijanje in nadgradnjo svojih znanj in sposobnosti na delovnem mestu. Z vprašalnikom smo preverili tudi, kako so zaposleni zadovoljni z delovnimi pogoji in s sistemom napredovanja v podjetju, ter kako jih ta motivira k boljšemu opravljanju dela. Kot so pokazali rezultati empiričnega dela diplomske naloge, si člani kabinskega osebja želijo več strokovnih izobraževanj in kakovostnih programov dodatnega usposabljanja, boljše delovne pogoje, predvsem pa bolj transparenten sistem napredovanja v podjetju, saj le redki poznajo kriterije in svoje možnosti zanj. Zaradi tega so pri svojem delu slabo motivirani, obenem pa občutijo, da v podjetju nimajo nikakršne možnosti soodločanja, kar njihovo motivacijo še slabi. Motivirani in usposobljeni kadri pa so temelj vsake uspešne organizacije, zato mislimo, da bi morali vodilni v Adrii Airways zaposlene motivirati z večjimi možnostmi izobraževanja in posledično napredovanja na delovnem mestu, saj bi višja kakovost njihovega dela zagotovo pomembno prispevala tudi k boljšim poslovnim rezultatom družbe. The following thesis, entitled Human Resource Development in Adria Airways Company focuses on the impact of Slovenia's biggest airline business results, which were worsened by the economical financial crisis in recent years, on company's human resource development. Considering the great importance of human resource development in aviation industry, linked to the constant need to train the employees to respond to various stressful situations, there search was focused on how Adria Airways airline cabin crew staff members are satisfied with continuous annual education and training as well as with their possibilities to develop and upgrade their professional knowledge and skills. The questionnaire was used to establish the level of employees' satisfaction with working conditions and career advancement in the company and the way the latter motivates the employees to perform better at work. Results of the empirical part of the thesis showed that cabin crew members lack professional education and quality continuing training programs, better working conditions, and most of all, a more transparent company career advancement system, since only few are familiar with the criteria and their chances for advancement. That causes low motivation levels and furthermore, a feeling, that they have absolutely no part in company's decision-making, which further decreases their motivation. Motivated and trained staff is the foundation to every successful organization, therefore the leading management of Adria Airways airline should motivate its employees with wider training possibilities, leading towards career advancement. Higher quality of their work would certainly significantly improve the company's business results.

Zadovoljstvo zaposlenih je eden izmed najpomembnejših dejavnikov za vsako uspešno podjetje. Zadovoljni zaposleni opravljajo delo kvalitetno, dosegajo cilje, s tem pa dvigujejo ugled podjetja in doprinesejo k dobičku. Zelo pomembno je, da se v svojem delovnem okolju počutijo dobro in da so zadovoljni, saj bodo le tako lahko uspešni pri svojem delu, samo podjetje pa bo tako dosegalo le najboljše rezultate. Ker trenutno živimo v času gospodarske krize je vse manj zadovoljnih zaposlenih v podjetjih. Ljudje so vse manj zadovoljni z delom, saj jim podjetje ne nudi več primernih sredstev za opravljanje dela, s strani vodstva se izvaja pritisk nad zaposlene, ni zadosti motivacijskih dejavnikov, ki bi spodbudili človekovo zadovoljstvo na delovnem mestu, kar pa je lahko vzrok za slabo in neustrezno opravljanje dela, zamujanje in izostajanje z dela in celo odpoved delovnega razmerja. V diplomski nalogi smo se dotaknili zadovoljstva zaposlenih v trgovskem centru podjetja X. V teoretičnem delu smo opredelili pojem zadovoljstva zaposlenih, predstavili oblike ter dejavnike, ki vplivajo nanj. Ti so delovni čas, delovno okolje, odnosi med nadrejenimi in podrejenimi, možnost napredovanja, plača in nagrajevanje, pohvale, graje, varnost zaposlitve ter varnost pri delu. Posledica nezadovoljstva zaposlenih pa sta lahko absentizem in fluktuacija. V nadaljnjem teoretičnem delu smo predstavili vrste in vzroke danih dejavnikov. V empiričnem delu smo predstavili konkretno podjetje s kadrovsko strukturo zaposlenih, nato smo izračunali stopnjo absentizma in fluktuacije za zadnja štiri leta, temu pa je sledila raziskava, s katero smo ugotavljali vzroke za visok % fluktuacije. Z rezultati raziskave smo ugotovili, da večino nezadovoljstva med zaposlenimi povzroča plača, delovni čas med vikendi ter slaba možnost napredovanja, večina zaposlenih pa je zadovoljnih z odnosom, ki ga imajo s sodelavci, nekateri tudi z vodstvom. Na podlagi pridobljenih rezultatov raziskave smo podali predloge in poskušali najti ustrezne izboljšave trenutnega stanja. The satisfaction of the employees is one of the most important factors in every successful company. Happy employees do their job with quality, they achieve many goals and so raise the reputation and contribute to the profit of the company. It is very important that they feel good and satisfied in their working environment , because only that helps them being successful by the work they do and that is how company itself can achieve only the best results. We currently live in a time of economic crisis which is the reason for less and less happy employees in the companies. People are becoming less content with their work, because the company is not offering the right working resources, there is a lot of pressure made on them by the leadership of the company, there are not enough motivational factors, which would encourage the satisfaction on the workplace, which represents the reason for bad and inappropriate working process, delaying, ditching of work and even dismissal. In the thesis we spoke about the satisfaction of the employees in the shopping center of the X company. In the theoretical part we have defined the concept of the satisfaction of the employees and introduced the forms and factors which affect it. Those are working time, working environment, relations between superiors and subordinates, chance of promotion, pay and rewarding system, compliments, criticism, safety of the employment and work. The result of dissatisfaction can be absenteeism and fluctuation. In the following theoretical part we have introduced the forms and reasons of the given factors. In the empirical part we have introduced the particular company with staff structure of the employees and then calculated the rate of the absenteeism and fluctuation for the last four years. This was followed by the research, where we wanted to determine the reasons of high percentage of the fluctuation. The results show that most of the dissatisfaction among the employees is caused by payment, working time during weekends and bad chance of promotion, however most of the employees are satisfied with the relationship between them and co-workers, some of them even with the leadership of the company. Based on given results of the research we have given some suggestions and tried to find appropriate improvements of the current condition.

Cilj vseh podjetij je postati in ostati uspešen na trgu. Zaradi konkurenčnosti na trgu pa se morajo podjetja zavedati, da so za uspeh zaslužni zaposleni. Z dobro razvitim sistemom razvoja kadrov podjetje ostane uspešno in konkurenčno ostalim podjetjem. Podjetje bo z zaposlenimi, ki čutijo pripadnost podjetju, še lažje uresničevalo cilje in vizijo organizacije. Zato smo raziskali, kakšen sistem razvoja kadrov predlaga teorija in kakšen sistem razvoja kadrov imajo v podjetju Calcit d.o.o. Diplomska naloga je razdeljena na teoretični in empirični del. V teoretičnem delu smo opredelili razvoj kadrov in natančneje predstavili sistem spremljanja razvoja kadrov. Predstavili smo tudi pristope k razvoju zaposlenih, pri katerih smo se najbolj posvetili izobraževanju in usposabljanju. Kot orodje za spremljanje razvoja kadrov pa smo opisali še napredovanje in letni razgovor. V empiričnem delu smo predstavili podjetje Calcit do.o. in prikazali rezultate anonimne ankete, ki smo jo izvedli med zaposlenimi v podjetju. Anketo smo razdelili na posamezne sklope, ki so se opredeljevali na napredovanje, izobraževanje in razvoj v podjetju ter odnose med sodelavci in vodji. Ugotovili smo, kaj menijo zaposleni o napredovanju in izobraževanju v podjetju ter kakšen je njihov odnos do sodelavcev in vodij. Podali smo tudi predloge za izboljšanje stanja v podjetju. The aim of any business is to become and remain successful in the market. Due to competition in the market, companies need to be aware that credits for the success go also to the employees. With a well- developed system of personnel development company remain viable and competitive to other companies. The company will with employees loyal to the company even better achieve the objectives and vision of the organization. So we found out what the theory is saying about human resource development and how the human resource development takes place in the company Calcit d.o.o. The thesis is divided and theoretical and empirical work. In the theoretical part we present the human resource development and introduce monitoring system of personnel development. We have also presented approaches to employee development, where we were more emphasis on education and training. As a tool to monitor the development of human resources, we have described promotion and the annual interview. In the empirical part we presented the company Calcit do.o. and show the results of an anonymous survey, which was conducted among employees of the company. The survey was divided into several parts, which was characterized on the progression and training and development of the company and relationships with colleagues and leaders. We examined how employees feel about education in the company and what is their attitude towards colleagues and leaders. We have also made proposals for improving the situation within the company.

Magistrsko delo obravnava celoten proces razvoja kadrov in posamezne faze procesa, kjer se izvajajo izobraževanja in usposabljanja zaposlenih v organizaciji PAN-JAN d.o.o. The paper deals with the whole proces of educating and training personnel and the individual phases of this process in the organisation PAN-JAN d.o.o.

Sleherna organizacija bi morala posvečati veliko pozornosti zadovoljstvu zaposlenih. Zadovoljni delavci so bolj motivirani in čutijo močnejšo pripadnost organizaciji, to pa se odraža v kakovosti njihovega dela. V diplomskem delu smo raziskovali zadovoljstvo zaposlenih v podjetju X. Njihovo delo je zelo zahtevno, saj so v nenehnem stiku s strankami, poleg tega pa delajo v različnih delovnih izmenah, kar predstavlja tudi veliko fizično obremenitev. Cilj diplomske naloge je bil ugotoviti, kakšno je zadovoljstvo s posameznimi dejavniki zadovoljstva v organizaciji X. Zanimalo nas je, kateri so tisti dejavniki, ki so najbolj potrebni izboljšav, in kaj motivira zaposlene, da ostajajo na trenutnem delovnem mestu. Diplomska naloga je sestavljena iz teoretičnega in empiričnega dela. V teoretičnem delu smo predstavili motivacijske teorije in opisali posamezne dejavnike zadovoljstva zaposlenih. Raziskavo smo izvedli s pomočjo vprašalnika o zadovoljstvu zaposlenih, ki smo ga razdelili med tiste zaposlene, ki se nahajajo na najnižjem nivoju v organizacijski strukturi in ne opravljajo nobene vodstvene funkcije. Na podlagi rezultatov smo ugotovili, kateri dejavniki pri zaposlenih povzročajo občutke zadovoljstva in kateri občutke nezadovoljstva. Želeli smo poudariti razlike med zadovoljstvom redno zaposlenih in tistih, ki opravljajo študentsko delo. Ugotovljeno je bilo, da se nezadovoljstvo večinoma nanaša na sistem nagrajevanja, možnosti za napredovanje in odnose z nadrejenimi. Kot je pokazala raziskava, veliko število zaposlenih v podjetju X ostaja zato, ker ne najdejo druge zaposlitve. Zadnji del diplomske naloge opisuje možne rešitve za izboljšanje trenutnega stanja. Every organization should pay more attention to employee satisfaction. Satisfied employees are more motivated and feel a stronger affiliation to the organization, and this is reflected in the quality of their work. In the diploma, we have studied the satisfaction of employees in the organization X. Their work is very demanding, as they are in constant contact with customers and in addition they work in different shifts, which represents a significant physical stress. The goal of the diploma was to find out what kind of satisfaction with individual factors of employee satisfaction we have in organization X. We wanted to know which are the factors that are most in need of improvement and what motivates employees to remain at the current job position. The diploma work was divided to theoretical and empirical work. In the theoretical part we introduced the motivational theories and described the individual factors of employee satisfaction. The research was performed by employee satisfaction questionnaire, which was distributed among those employees who are at the lowest level in the organizational structure and do not perform any management functions. Based on the results, we found out which factors are causing the employees' feelings of satisfaction and which feelings of dissatisfaction. We wanted to emphasize the difference between the satisfaction of full-time employees and those engaged in a student work. It has been found that dissatisfaction mainly relates to the system of rewarding, opportunities for promotion and relationships with superiors. As shown by the survey, many employees insists in the company X because they do not find another job. The last part of the diploma describes the possibilities to improve the current situation.

Diplomsko delo je razdeljeno na teoretični in praktični del. V teoretičnem delu sem podrobneje definirala pojem managementa človeških virov in pojem kadrovske politike ter razložila, da je potrebno kadrovsko politiko in njeno izvajanje opredeliti kot sistem norm, načel in temeljnih odločitev o kadrovskih zadevah, ki morajo temeljiti na strokovnih dogajanjih in morajo biti sprejete po demokratični poti. V praktičnem delu, sem podrobneje predstavila začetke podjetja Knauf Insulation, njegov razvoj, vizijo, vpetost v širše okolje in njeno organizacijsko strukturo. Grafično sem predstavila analizo absentizma in strukturo zaposlenih po starosti, spolu in izobrazbi, ter izračunala stopnjo fluktuacije za obdobje 2009 do 2011. Degree work is divided into theoretical and practical part. In the theoretical part I define the concept of human resource management, concept of human resource policy and explained that it was necessary personnel policy and its implementation defined as a system of norms, principles and fundamental decisions about personnel matters which should be based on professional events and should be taken in a democratic way. In the practical part I have studied the beginnings of Knauf Insulation, its development vision, involvement into the wider environment and its organizational structure. I present chart analysis of absenteeism and structure of employees by age, gender and education to calculate the turnover rate for years from 2009 to 2011.