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V diplomski nalogi raziskujem proces dela socialne delavke na Wise Employment in njeno vlogo pri vključevanju ljudi z oviro na Avstraljski trg dela. V prvem delu teoretskega dela predstavim pojem ljudi z oviro, njihov položaj v družbi ter pomen in strategije zaposlovanja ljudi z oviro. V drugem delu teoretskega uvoda se osredotočim na predstavitev sistema socialnih storitev v smeri zaposlovanja in podrobno predstavim ponudnike storitev zaposlovanja. Raziskati sem želela proces dela socialne delavke na ponudniku storitev zaposlovanja ljudi z oviro Wise Employment, uporabnikove življenjske okoliščine, ovire, s katerimi se sooča v procesu iskanja službe ter podpore, ki jo je uporabnik deležen pri procesu iskanja službe. Zanimalo me je tudi, kako poteka podpora uporabnikom in delodajalcem pri zaposlitvi, s kakšnimi ovirami se delodajalci in uporabniki soočajo pri zaposlitvi in kakšne zaposlitvene programe za uporabnike izvaja Wise Employment. V okviru raziskovalnega dela sem uporabila različne metode zbiranja podatkov in sicer intervjuje s socialno delavko in uporabnikom, opazovanje z udeležbo in preučevanje spisov uporabnika. Raziskavo pa sem opravila tako z osebo z osebno izkušnjo, kot tudi z zaposleno socialno delavko. Opravljenih je bilo osem intervjujev in eno opazovanje z udeležbo uporabnika na Wise Employment ter poglobljen intervju s socialno delavko iste organizacije. Raziskala sem tudi odzive delodajalcev ob kontaktiranju socialne delavke na zavodu za zaposlovanje. Intervjuji so pokazali, da se uporabnik sooča z mnogimi ovirami v svojem okolju, pri iskanju zaposlitve kot tudi pri delu, z vrsto ovir pa se soočajo tudi delodajalci. Pomembna podpora v procesu zaposlitve so uporabnikom in delodajalcem socialne delavke na zavodu za zaposlovanje in različni zaposlitveni programi, ki jih ti izvajajo. In the graduation thesis I research a work process of a social worker at Wise Employment and the role of a social worker at including people with disabilities into Australian labour market. In the first part of the theoretical work, I present the concept of people with disabilities, their position in society, and the importance and strategies of employing people with disabilities. In the second part of the theoretical introduction, I focus on the presentation of the system of social services in the direction of employment and present the providers of employment services in detail. I researched the work process of a social worker at a provider of employment services for people with disabilities Wise Employment, the participant’s life circumstances, the obstacles they face in the job search process and the support the participant receives in the job search process. I was also interested in how support for people with disabilities and employers in employment takes place, what obstacles employers and people with disabilities face in employment, and what employment programs Wise Employment provides for their participants. As part of the research work I used various methods of data collection, namely interviews with the social worker and the participant, observation with participation and studying the files of the participant. The research was done with a person with personal experience and with employed social worker. Eight interviews and one participatory observation with a participant were conducted on Wise Employment, as well as an in-depth interview with a social worker from the same organization. I also researched the reactions of employers when contacting the social worker at the employment office. The interviews has shown that the person with disability faces many obstacles in his environment, when looking for a job as well as at work, and employers also face a number of obstacles. Important support in the employment process is provided to participants and employers by social workers at the employment provider and the various employment programs that they implement.

Introduction: Higher nursing workload increases the odds of patient deaths, as the work environment has a significant effect on patient outcomes. The aim of the study was to explore the relation between patient outcomes and nurses’ working conditions in hospitals. Methods: Administrative data on discharges of surgical patients for the year 2019 in eight general hospitals and two university medical centres in Slovenia were collected to determine in-hospital mortality within 30 days of admission. The RN4CAST survey questionnaire was used to gather data from nurses in these hospitals, with 1,010 nurses participating. Data was collected at the beginning of 2020. The number of nurses per shift and the nurse-to-patient ratio per shift were calculated. Univariate, bivariate and multivariate statistical methods were used to analyse the data. Results: The 30-day in-hospital mortality for surgical patients was 1.00% in the hospitals sampled and ranged from 0.27% to 1.62%. The odds ratio for staffing suggests that each increase of one patient per RN is associated with a 6% increase in the likelihood of a patient dying within 30 days of admission. The mean patient-to-RN ratio was 15.56 (SD=2.50) and varied from 10.29 to 19.39. Four of the 13 tasks checked were not performed on patients during the last shift. Conclusion: The results are not encouraging, with an extremely critical shortage of RNs and thus a high RN workload. The number of patients per RN is the highest in Europe and also higher than in some non-European countries, and represents an extreme risk to the quality of nursing and healthcare as a whole. The recommendation for acute non-emergency internal medicine and surgery departments is four patients per RN per shift.

V članku z lastno analizo opazujemo spremembe na treh različnih kariernih stopnjah menedžerjev človeških virov: v procesu izobraževanja, prehodu na trg dela ter pri profesionalnem delu. Rezultati pokažejo na sorodnosti in razlike timskega dela med posameznimi kariernimi stopnjami ter na prepletenost opazovane generične kompetence z drugimi. Pojasnimo, da menedžer človeških virov s svojim delom pomembno vpliva na to, kaj se s timskim delom dogaja v organizaciji, hkrati pa razvoj timskega dela predstavlja pomemben izziv tudi za same izvajalce tega poklica. Poleg tega v članku prikažemo inovativen metodološki pristop pri analizi poklicev, izobraževalnih programov in na širšem področju razvoja človeških virov. Based on analysis, in the article we consider changes in three career stages of human resource managers: in the process of education, labour market transition, and professional work. The results indicate similarities and differences in teamwork between certain career stages as well as interrelations between competencies. We explain that the work of a human resource manager importantly impacts teamwork within the organisation, while also noting that teamwork is in itself an important challenge for the performance of this occupation. Moreover, we demonstrate an innovative methodological approach for analysis of occupations, educational programmes, and the wider area of human resource development.

Magistrska naloga obravnava mrežo organizacij in institucij, tako vladnih kot nevladnih, ki brezdomcem v Sloveniji ponujajo kakršno koli obliko zaposlitvene možnosti za (ponovni) vstop na trg dela. V prvem delu so predstavljena teoretična spoznanja in koncepti o brezdomstvu, socialni izključenosti in ranljivih skupinah, prav tako so zbrani pomembni dokumenti, ki urejajo brezdomsko problematiko v Sloveniji. Na koncu teoretičnega dela so predstavljene tudi smernice in predlogi za boj proti brezdomstvu. Empirični del je namenjen raziskovanju zaposlitvenih možnosti brezdomnih oseb kje in kako se lahko osebe z izkušnjo brezdomstva ponovno vključijo na trg dela v Sloveniji, katere organizacije in institucije pri nas nudijo to možnost in v kakšni obliki. Magistrska naloga obravnava potrebe in omejitve brezdomnih posameznikov s področja zaposljivosti v očeh strokovnih delavcev, vključenih v raziskavo, ter preučuje njihovo mnenje o naboru zaposlitvenih možnostih za brezdomce v Sloveniji. Delo se prav tako dotika vloge države Republike Slovenije pri reševanju brezdomske problematike ter na koncu predstavlja predloge za izboljšanje kvalitete izvajanih zaposlitvenih možnosti. Za namen pridobitve celostne slike in okvirja zaposlitvenih možnosti za osebe z izkušnjo brezdomstva v Sloveniji je uporabljen kvalitativni raziskovalni pristop. The master's thesis deals with a network of organizations and institutions, both governmental and non-governmental, that offer homeless people in Slovenia any form of employment opportunity for (re)entry into the labor market. The first part presents theoretical findings and concepts on homelessness, social exclusion, and vulnerable groups, as well as some important documents governing homelessness in Slovenia. Guidelines and proposals for combating homelessness are presented at the end of the theoretical part. The empirical part aims to explore the employment opportunities of the homeless where and how people with experience of homelessness can re-enter the labor market in Slovenia, which organizations and institutions in Slovenia offer the opportunity to do so, and in what form. This master's thesis deals with the needs and limitations of homeless individuals in the field of employability in the eyes of professionals involved in the research and examines their opinion on the range of employment opportunities for the homeless in Slovenia. The work also deals with the role of the Republic of Slovenia in solving homelessness, and finally presents proposals for improving the quality of employment opportunities. A qualitative research approach was used for the purpose of obtaining a holistic picture and a framework of employment opportunities for people with experience of homelessness in Slovenia.

Z odraščanjem v različnih obdobjih ter ob spremljanju različnih tehnoloških odkritij in zgodovinskih dogodkov je do sprememb prišlo tudi na področju pričakovanj generacij na trgu delovne sile. Do nedavnega je trg dela krojila generacija, ki so jo delodajalci poznali kot bolj prilagodljivo in obvladljivo. Danes na trgu delovne sile prevladuje generacija milenijcev, za katero je značilno drugačno razmišljanje in vrednotenje dela. Močna želja po hitrih rezultatih vpliva na njihove drugačne zahteve do delodajalca. Generacija milenijcev predstavlja velik izziv tudi za delodajalca. Če želi delodajalec v prihodnosti uspešno poslovati in obdržati ustrezen kader, prinašajo nove generacije tudi nove zahteve po spremembah v delovnem okolju in zaposlovanju. Da bi delodajalci delovno mesto bolj približali novim generacijam in zaposlili ustrezne kandidate, je potreben drugačen pristop in bolj podrobno poznavanje novih generacij, njihovih vrednot, pričakovanj in sposobnosti. Ker sem tudi sama del generacije, ki se ravno vključuje na trg delovne sile, se v diplomskem delu želim bolj podrobno posvetiti področju pričakovanj delavcev in delodajalcev ter generaciji milenijcev. Cilj diplomskega dela je natančneje predstaviti generacijo milenijcev, pridobiti širši vpogled v pričakovanja generacije milenijcev do svojih trenutnih in bodočih delodajalcev ter ugotoviti, kakšna so pričakovanja in pogled delodajalcev pri zaposlovanju generacije milenijcev. Growing up at different times with various technological discoveries and historical events, also caused changes in the expectations of generations in the labor market. Unitl recently, the labor market was dominated by generation, which was knew as more flexible anad manageable for the employers. Today, the labor market is dominated by the millennial generation, which is characterized by a different way of thinking and valuing work. Their strong desire for quick results and independence also influences their requirements from their employers. The millennial generation is a big challenge fort he employers. If the employer wants to keep the right workforce and operate successfully in the future, they must confront with new demands from new generations, and take care for constant changes in work environment and employment. In order for employers to bring the job closer to new generations and to recruit suitable candidates, this also requires a different approach and a more detailed knowledge of new generations, their values, expectations and competencies. As I am also part of the generation that is just entering the labor market, in my dissertation I want to focus more specifically on the research of the workers expectations, employers and generation of millennials on the labor market. The aim of my thesis is to present the millennial generation more specifically and to acquire broader knowledge of the expectations of the millennial generation towards their current and future employers, and also to present te expectations of employers and their aspects in employing the millennial generation.

On the basis of a systematic review of the literature, this article addresses the issue of employment of people with disabilities and analyzes current trends in disability employment to classify employment in social enterprises in the typology of employment models for people with disabilities. For the purpose of classification, the article also identifies individual models of disability which coincide with the characteristics of employment in social enterprises. The upgraded typology is the main contribution of the article it could serve as an important classification tool for individual approaches to this issue, and thus help to develop appropriate policies for the employment of people with disabilities through a comparative analysis of individual countries Članek na podlagi sistematičnega pregleda literature obravnava problematiko zaposlovanja oseb z invalidnostjo ter na podlagi analize sodobnih trendov zaposlovanja oseb z invalidnostjo umešča zaposlovanje v socialnih podjetjih v tipologijo modelov zaposlovanja oseb z invalidnostjo. Za namene umestitve članek dodatno identificira tudi posamezne modele oz. kategorije razumevanja invalidnosti, ki sovpadajo s karakteristikami zaposlovanja v socialnih podjetjih. Nadgrajena tipologija kot glavni doprinos članka v prihodnje lahko služi kot pomembno klasifikacijsko orodje za razvrščanje posameznih pristopov k tej problematiki ter tako s pomočjo primerjalne analize med posameznimi državami pripomore k oblikovanju ustreznih politik za zaposlovanje oseb z invalidnostjo

Zaposlovanje in izbiranje kandidatov, ki najbolj ustrezajo definiciji ustreznega kadra za podjetje, je zapleten in kompleksen proces, zato danes v veliki meri podjetja oziroma organizacije vse bolj posegajo po drugih, novejših in fleksibilnejših oblikah zaposlovanja in izbora kadra. Vse pomembnejšo vlogo tako pridobivajo agencije za posredovanje delovne sile, kar je tudi glavna tema moje diplomske naloge, v kateri se osredotočam predvsem na delovanje agencij za posredovanje dela in njihovo vlogo na slovenskem trgu dela, ki jo opravljajo tako za delodajalce kot tudi iskalce zaposlitve. V teoretičnem delu najprej preučim, kako in na kakšen način agencije za posredovanje dela sploh delujejo, kakšna je njihova osnovna zakonska ureditev v Sloveniji, kakšna je definicija ustreznega kadra, ki ga agencije za posredovanje dela pravzaprav iščejo, ter katere so torej njihove glavne prednosti in slabosti. V empiričnem delu pa sem s pomočjo intervjujev z agencijami za posredovanje dela odgovorila na raziskovalno vprašanje, ki se navezuje na problematiko reševanja osnovnih težav agencij za posredovanje dela pri iskanju ustreznega kadra. Recruiting and selecting the candidates who best fit the definition of the right person for a company is a complex and difficult process, which is why companies and organisations are now increasingly turning to other, newer and more flexible forms of recruitment and selection. Employment agencies are gaining an increasingly important role, which is also the main theme of my thesis. The thesis focuses mainly on the functioning of employment agencies and their role in the Slovenian labour market, for employers and jobseekers. In the theoretical part of the thesis, I first focused on how and in what way employment agencies work, what is their basic legal regulation in Slovenia, what is the definition of suitable personnel that employment agencies are actually looking for, and what are their main advantages and weaknesses. In the empirical part, with the help of interviews with employment agencies, I answered the main research question, which is related to the issue of the basic problems of employment agencies, to find suitable personnel for companies and organisations.

The theoretical relationship between student work and post-college probability of employment is ambiguous, due to the opposing direct and indirect effects on human capital accumulation. Student work may on one hand lower academic performance and thus harm the likelihood of getting a job, while on the other hand enabling students to acquire skills that increase their labour market odds. In this paper, we provide an answer to the question, whether the policy should encourage or limit student work, by using rich data which allow us to compare the effects of the two investments in human capital on the likelihood of employment. We use personal characteristics, socio-economic background, and academic performance in the propensity score matching to calculate the differences in the probability of employment for different amounts of student work. We find that only work experiences up to two years have a beneficial effect on employment prospects, while much larger effects are observed for improvements in educational attainment, like graduation and improvement in GPA. In the end, our results provide support for setting limits to the extent of student work during college, but certainly not for its prohibition.

We build on the configurational approach to identify patterns of macro contextual factors leading to high country-level employee overqualification. We differentiate between subjective and objective employee overqualification and establish that each is caused by different configurations of macro factors. We also identify country-level overqualification arechetypes and link specific countries with respective archetypes. We find that a country’s non-vocational education system is a necessary condition for high objective overqualification, while objective overqualification itself is not a necessary condition for perceived overqualification. We discuss theoretical implications and offer policy implications.

Dejstvo je, da je na sodobnem trgu vedno večja konkurenca, kar pomeni, da je nadvse pomembno, da imajo podjetja oziroma organizacije prave kadre na pravih mestih, to pa predstavlja temeljno izhodišče na poti do uspeha. Drugi, ravno tako pomemben dejavnik predstavlja zadovoljstvo zaposlenih. Očitno pa je tudi dejstvo, da se kar nekaj organizacij ne zaveda pomembnosti omenjenega dejavnika. Iskanje ter izbor potencialnih kandidatov je tudi nadvse ena pomembnejših naloga, saj morajo izbrani ustrezati kadrovskim kriterijem organizacije, kar izraža kultura organizacije. Ob zaposlitvi je treba izbrani kader ustrezno pripraviti za začetek izvajanja dela, kar obsega temeljne informacije o dejavnosti podjetja, jasno postavljene in delavcem predstavljene naloge, ki jih bodo izvajali, način dela in ustrezne povratne informacije o uspešnosti posameznega zaposlenega. Ob tem ne smemo pozabiti na nujnost priprave izobraževalnih programov, ki bodo kontinuirano dvigovali in izboljševali kompetentnost vseh zaposlenih. Do teh se najpogosteje pride na podlagi tako imenovanih »letnih pogovorov«, ki potekajo med vodjo in zaposlenimi. Vodje s pomočjo letnih razgovorov najlažje pridejo do pomanjkljivih in zaželenih kompetenc zaposlenih in so jim v pomoč pri snovanju nujnih in zaželenih programov izobraževanja. Prav tako ne smemo pozabiti na dejstvo, da je pogoj, da se novo pridobljena znanja uporabljajo v vsakodnevni praksi v kakovostnem, motivirajočem in zavzetem vodenju, kar je v neposredni pristojnosti vodij. Gre za ustrezno vsakodnevno komunicirane s posameznimi zaposlenimi oziroma s kolektivom kot celoto. Nowadays, there is more and more competition in the modern market which means it is extremely important that companies or organizations put the right staff in the right places, as this is a fundamental starting point on their path to success. Another, equally important factor, is employee satisfaction. Quite a few organizations do not realize the importance of this factor. The search and selection of potential candidates are also one of the most important tasks, as the selected candidates must meet the personnel criteria of the organization, which is reflected in the organizational culture of the company. Upon employment, the selected staff must be adequately prepared to start work, which includes basic information on the company's activities, work tasks set and presented to the new employees, the method of work, and appropriate feedback on the performance of each employee. At the same time, we must not forget the company’s need to execute educational programs that will continuously raise and improve the competence of all employees. These are most often obtained based on so-called "annual interviews" which take place between the business manager and the employees. With the help of annual interviews, managers easily acquire the needed and desirable employee skills and help the employees in designing urgent and desirable training programs. We must also not forget the fact that the condition for newly acquired knowledge to be used in everyday practice is quality, motivation, and a committed leadership, which is the direct responsibility of business managers. Daily, these rules are properly communicated with individual employees or with the collective as a whole.

Diplomsko delo obravnava problematiko zaposlovanja invalidnih oseb, njihovo vključevanje na trg dela in nenazadnje tudi ohranjanje njihove zaposlitve iz pravnega vidika. Invalidne osebe v evidenci brezposelnih oseb še vedno predstavljajo velik delež. Najbolj zaskrbljujoče je dejstvo, da se ta delež z leti ne zmanjšuje, trenutno stanje na trgu dela pa je zaradi epidemije še slabše. Diplomsko delo se osredotoča predvsem na ukrepe reševanja problematike vključevanja invalidnih oseb na trg dela ter na pravno ureditev položaja invalidnih oseb na trgu dela. Zanimalo nas je predvsem, kakšna je pravna ureditev položaja invalidnih oseb na področju dela in zaposlovanja ter kakšno vlogo imajo ukrepi aktivne politike zaposlovanja pri vključevanju invalidnih oseb na trg dela. Za dosego ciljev diplomskega dela in za odgovore na zastavljena raziskovalna vprašanja smo uporabili deskriptivno metodo, analizo sekundarnih virov podatkov, za konec pa smo vse ugotovitve z metodo sinteze strnili v povzetek ključnih ugotovitev. Ugotovili smo, da zakonodaja na področju zaposlovanja invalidnih oseb določene institute, kot na primer odpoved pogodbe o zaposlitvi delavcu invalidu ali odrejanje delovnega časa, ureja na splošno, posamezni zakoni pa tovrstne institute urejajo podrobneje. Zakonodaja ureja tudi ukrepe in vzpodbude, ki so namenjeni tako delodajalcem kot tudi invalidnim osebam za njihovo lažje vključevanje na trg dela. V diplomskem delu smo tudi ugotovili, da se v ukrepe aktivne politike zaposlovanja ne vključuje veliko invalidnih oseb. Izmed vseh ukrepov se največ invalidnih oseb vključuje v ukrepe kreiranja delovnih mest, natančneje v program javnih del. The thesis explores the issue of employing disabled people, inclusion in labour market for disabled people and last but not least also keeping their employment from the legal aspect. Disabled people still present a large share in the register of unemployed people. The most worrying is the fact that this share has not decreased over the years, meanwhile current situation on the labour market is even worse due to the epidemic. The thesis focuses mainly on measures of solving the issue of inclusion in labour market for disabled people and on legal regulation of position of unemployed people on the labour market. We were mainly interested in the legal regulation of position of disabled people in the labour field and employment, as well as in the role of measures of active labour market policies in including disabled people in the labour market. We used the descriptive method and secondary data source analysis to achieve the goals of the thesis and to get answers for posed research questions in the end we summarized all findings into a summary of key findings with the synthesis method. We have found that in field of employing disabled people, legislation regulates specific institutes in general, such as notice of contract termination for a disabled worker or determining working hours, meanwhile individual acts regulate such institutes in more detail. Legislation also regulates measures and incentives that are intended for employers, as well as for disabled people for easier inclusion in the labour market for disabled people. In the thesis we also found that many disabled people are not included in measures of active labour market policies. Among all measures, the most people with disabilities are included in measures of creating workplaces, more specifically in community work programs.

V diplomskem delu želim predstaviti temo invalidnosti na Japonskem, se poskušati poistovetiti z manjšino invalidnih oseb in pri bralcu spodbuditi razmisleke, ki bodo omogočili boljšo ozaveščenost o problematiki ter razbili morebitne predsodke. Naloga je zasnovana v treh delih. V prvem delu sem na podlagi sekundarne neempirične raziskave ter interpretacije virov in literature opredelil pojem invalidnosti in kaj vse pojem zajema. V nadaljevanju sem s pomočjo zgodovinske metode naredil podrobnejši zgodovinski oris položaja invalidnih oseb v japonski družbi. V osrednjem delu sem opisal dva zelo pomembna aspekta v življenju invalidnih oseb: izobraževanje in zaposlovanje. V zadnjem delu pa sem na podlagi empirične metode prikazal njihov trenutni družbeni položaj in to, kako jih sodobna neinvalidna družba dojema danes. Na pogovor sem povabil ameriškega doktorja Marka Bookmana, ki je zgodovinar invalidske politike in družbenih gibanj tako na japonskem kot tudi v mednarodnem prostoru in je tudi sam oseba s posebnimi potrebami. Med pogovorom z doktorjem Bookmanom sem dobil novo perspektivo o dojemanju invalidnih oseb na Japonskem. Pri proučevanju sem si zastavil dve hipotezi. Prvič, položaj invalidnih oseb na Japonskem se je v zadnjih 50-ih letih izboljšal, kar je posledica spremenjenih reform in zakonov s strani države. Drugič, sodobna družba na Japonskem ima še vedno veliko predsodkov do oseb s posebnimi potrebami, kar se kaže v predsodkih in stigmatizaciji. Tako tema invalidnosti še vedno ostaja tabu. Prvo hipotezo sem s pomočjo teoretične raziskave in zgodovinske metode potrdil. Drugo pa na podlagi empirične metode delno zavrnil, saj je bila njena problematika bolj kompleksna. The aim of my thesis is to shed light on the topic of disability in Japan try to identify with people with disabilities and encourage reflection amongst readers, which will raise awareness of the topic and eradicate possible prejudices. The thesis consists of three parts. In the first part, which is based on secondary non-empirical research and interpretation of source materials, the concept of disability and what the term encompasses is defined. Additionally, the changes in the social status of people with disabilities in Japan throughout history are presented. Next, two very important aspects of their daily lives: education and employment are analyzed. In the last part, which is empirical, the current social position of people with disabilities is presented. Furthermore, the society’s perception of people with disabilities is depicted. The above was achieved by conducting an interview with Dr. Mark Bookman, a historian of disability policy and connected social movements in Japanese and transnational contexts, who is also a person with a physical disability. During our conversation, I gained a new perspective on the perception of people with disabilities in Japan. Before I started to write my thesis, I formulated two research hypotheses. Firstly, the social position of people with disabilities in Japan has improved in the past fifty years, which is the result of newly established reforms and laws. Secondly, there is still a lot of prejudice against people with disabilities in Japan, which is reflected in the stigma surrounding the topic. With the help of the theoretical part, I was able to confirm the first hypothesis. The latter, however, I partially rejected and partially confirmed due to its complexity.

This paper looks at psychological contracts in small and medium-sized enterprises, an underrepresented topic in the psychological contract literature. Adopting a multi-perspective approach, we explore what employers and young professionals expect regarding their employment obligations. The results of a qualitative research design and interviews conducted in four European countries reveal the importance of competence and performance-enhancing behaviours on one side and support for performance and development, good working conditions, autonomy, flexibility, workelife balance, and relationships on the other. Moreover, we identify what is offered and expected by both members of the dyad and shed light on the changing dynamics of today's psychological contracts. Our findings hold implications for both employers wishing to retain their best young professionals and individuals interested in understanding what small and medium-sized enterprises are offering prospective candidates.

Pomen delovnih izkušenj, pridobljenih tekom študentskih let, je v današnjih sodobnih družbah vse večji. Vse pogosteje se namreč izpostavlja dejstvo, da izobrazba nikakor ni več edina ločnica pri razlikovanju med »boljšimi« in »slabšimi« zaposlitvami oziroma boljše ter slabše plačanimi delovnimi mesti. Ravno zato je, ko govorimo o kakovosti tranzicije mladih na trg delovne sile, o že osvojenih znanjih in veščinah zelo pomembno raziskovati. Pri tem je cilj diplomske naloge (poleg predstavitve dosedanjih teoretičnih dognanj s tega področja) pridobitev mnenj oziroma stališč študentov kadrovskega menedžmenta in zaposlenih kadrovskih menedžerjev o vplivu študentskih delovnih izkušenj s področja kadrovanja na opravljanje poklica kadrovski menedžer. Podatki so bili pridobljeni preko izvedbe 20-ih pol strukturiranih intervjujev. Ugotovljeno je bilo, da izkušnje kot prvič krajšajo dolžino dobe iskanja kasnejše zaposlitve. Kot drugič, večinoma krajšajo dolžino uvajalne dobe in kot tretjič pozitivno vplivajo na samo kakovost opravljanja tega poklica. Natančneje, povečujejo hitrost, kakovost izvajanja delovnih nalog, ki se pojavljajo na tem delovnem mestu (četrti pomen) in zvišujejo stopnjo razvitosti tistih splošnih kompetenc (peti pomen) ter tistih predmetno-specifičnih kompetenc, ki kadrovske menedžerje vsakodnevno spremljajo (šesti pomen). The importance of the work experience gained during the student years is growing in today’s modern societies. It is becoming increasingly more obvious that the education is no longer the only dividing line between "better" and "worse" jobs or higher and lower paid jobs. That is why it is very important to research the field of knowledge and skills that had already been acquired when talking about the quality of the transition of young people to the labor market. In addition to the presentation of current theoretical findings in this field, diploma thesis gathers opinions or views of Human Resources Management students and employed Human Resources Managers on the impact of student work experience in HR on Human Resources Manager profession. The data was collected using 20 semi - structured interviews. Firstly, it was found that experiences shorten the length of the job search period. Secondly, they shorten the length of the onboarding process and thirdly, they also have a positive impact on the quality of the work performance (as Human Resources Manager). Specifically, they increase the speed, quality of completing work tasks that are part of the job (fourth meaning) and increase the level of development of those general competencies (fifth meaning) and those subject-specific competencies that HR managers need on a daily basis (sixth meaning).

V okviru magistrskega dela sem se osredotočila na področje zaposlovanja oseb z ovirami v Sloveniji, poseben poudarek je namenjen zaposlitveni integraciji oseb z MAS (motnja avtističnega spektra). Pri zaposlovanju oseb z MAS je treba upoštevati več dejavnikov, eden izmed pomembnih in ključnih dejavnikov predstavljajo seveda delodajalci. Prav »mostu« od brezposelnosti do delodajalca in posledično zaposlitve je v omenjenem magistrskem delu namenjene največ pozornosti. V okviru raziskovalnega dela naloge je vključen raznolik spekter delodajalcev. Uporabljena je kvantitativna oblika raziskave. Podatke sem zbirala s pomočjo anketnega vprašalnika. Delodajalec je bil v okviru raziskave mišljena tista oseba, ki ima v določenem podjetju vlogo odločevalca pri zaposlovanju kadrov. V okviru raziskave nas je predvsem zanimalo, koliko delodajalci poznajo specifike avtizma, kakšna je njihova pripravljenost za zaposlovanje oseb z MAS, kakšna so stališča delodajalcev do oseb z MAS in kakšni so morebitni razlogi, ki osebam z MAS otežujejo vključevanje na trg dela. As part of my Master's thesis, I focused on the field of employment of people with disabilities in Slovenia, with special emphasis placed on the employment integration of people with ASP (Autism Spectrum Disorder). There are several factors to consider when hiring people with ASP, one of the important and key factors being, of course, employers. It is the "bridge" from unemployment to the employer and consequently employment that I would pay the most attention to in the mentioned research project. In the research part of the assignment, I involved a diverse range of employers. I used a quantitative form of research. I collected the data using a survey questionnaire. In the context of the survey, an employer was a person who has the role of a decision-maker in the employment of human resources in a certain company. In the research, I was mainly interested in how much employers know about the specifics of autism, what is their willingness to hire people with ASP, what are the attitudes of employers towards people with ASP and what are the possible reasons that make it difficult for people with ASP to enter the labor market.

Purpose: Administrative barriers to employment pose a problem in Small and Medium-sized Enterprises (SMEs) which have an essential role in the European economy, compared to large ones. The existing rigidity and inflexibility of the labor market have further slowed down their position in creating new jobs. Therefore, the main goal of this paper is to evaluate the current state of administrative barriers to employment for SMEs in Croatia and Slovenia. Design/methodology/approach: Applying descriptive statistics and one-way analysis of variance (ANOVA) on a survey data for 699 Croatian and 747 Slovenian SMEs. Findings: The empirical results on a sample of about 700 SMEs for both countries expose some differences between them. In respect of administrative barriers to employment for SMEs, the most noticeable problem in Croatia is associated to frequent changes in the regulation, while in Slovenia the most highlighted problem is associated to additional time and unnecessary number of documents. Moreover, the empirical results reveal significant differences concerning the perception of the extent of administrative barriers to employment between different groups of SMEs, whereby not all of the characteristics have the same implications on this perception. Practical Implications: The overall findings are important especially for economic policy makers, who need to consider the specific characteristics and needs of SMEs when preparing legislation. Originality/Value: The combination of primary research and comparative perspective represents the main originality and value of the paper.

Diplomsko delo obravnava, raziskuje in ugotavlja položaj žensk na trgu dela v Sloveniji v primerjavi s položajem v Evropski uniji. Zakonodaja, ki je v Evropski uniji trenutno v veljavi, slovenska Ustava, razni dokumenti mednarodnih organizacij so sprejeti in v veljavi z namenom zaščite enakosti spolov. Ključno vprašanje vsake družbe je, ali se to dejansko izvaja v praksi. V sodobni družbi je načelo enakosti med spoloma eden izmed temeljnih kazalcev, kako se v demokratičnih družbah uveljavljajo človekove pravice na osnovni ravni. To je obveza vsake države, ki je zapisana v vseh pomembnih mednarodnih oziroma nacionalnih pravnih virih držav s tega področja in jih mora izpolniti vsaka država. Skozi raziskavo se je pokazalo, da se dejansko stanje ali izvajanje načel enakosti med spoloma pogosto ne ujema z zapisanim v pravilih. Eden največjih pokazateljev neenakosti je trg dela in položaj žensk na trgu dela. Ukvarjali smo se s problematiko spolno različnih vlog, predvsem skozi obravnavanje področja plačanega dela. Namen diplomskega dela je ugotoviti dejanski položaj žensk na trgu dela pri nas in ga primerjati s položajem žensk v izbranih evropskih državah. Ugotoviti smo želeli obstoj pomembnih odstopanj v zaposlovanju med spoloma ter analizirati dejanske razlike med spoloma na trgu dela in ali so ženske diskriminirane v primerjavi z moškimi. Ugotovili smo evidentne razlike, ki kažejo manjšo udeležbo žensk kot moških na trgu dela v praktično vseh članicah Evropske unije. Razlike so vidne skozi več dejavnikov, kot so: manjše število opravljenih delovnih ur, ženske dobivajo službe pretežno v dejavnostih z nižjimi plačami in jih je veliko manj na vodstvenih ali pomembnejših položajih v organizacijah. Posledično to povzroča tudi dejanske razlike v dohodku, kjer je evidentno, da so ženske manj plačane kot moški. Te razlike so posledica zgodovinsko ukoreninjenega obravnavanja spolov, navad in načina življenja v preteklosti ter različnega gospodarskega razvoja po regijah ali panogah. Tudi v območju Evropske unije, ne glede na stopnjo njene razvitosti, je v večini njenih držav stopnja zaposlenosti nižja pri ženskah kot pri moških. Poudariti je treba, da so razlike med državami zelo velike. Ključni cilj ali prihodnja usmeritev mora biti odprava tega neravnovesja in povečanje udeležbe žensk na trgu dela. Sprejetje in uveljavljanje strategije enakosti spolov je ključnega pomena za doseganje krovnih gospodarskih in družbenih ciljev. Če primerjamo stanje v Sloveniji, lahko mirno trdimo, da pri tem bistveno ne izstopa niti v pozitivnem niti v negativnem smislu. The focus of the thesis is analysis of the position of women on the labor market in Slovenia and comparatively in the European Union. Existing legislation in the European Union, the Constitution of the Republic of Slovenia and documents of international organizations are geared towards gender equality within all aspects of life. However, we are wondering if this is actually implemented in real life. The principle of gender equality is a fundamental principle of human rights and indisputably one of the fundamental democratic provisions of modern society. It is stated in all the relevant international and national legal sources of gender equality and represents an obligation for each country to comply. The problem is that the actual situation is a lot of times different from the one that legal documents foreseen. This is also reflected in the unequal position of women in the labor market. In this thesis we dealt with the issue of gender-different roles of men and women in the field of work that is paid. The purpose of this thesis is to present the position of women on the labor market in Slovenia and in some selected European countries. We wanted to examine the existence of key gender gaps in employment and to analyze the actual gender differences in the labor market. We also wanted to determine whether women are discriminated compared to men. We find that women's participation in the labor market in all EU countries is lower than participation of men. Employed women work fewer hours, work in lower-wage sectors, and occupy lower positions compared to men, causing significant wage and gender disparities. These differences are, to some extent, the result of deep-rooted traditional gender roles as well as economic incentives. In all Member States, employment rates are lower for women than for men, with large differences across the EU. Slovenia does not significantly stand out in either positive or negative terms. Increasing women's participation in the labor market and their employment rates are key to achieving the overarching goals of European gender equality strategies.

Osebe z zmernimi motnjami v duševnem razvoju (ZMDR) se v odrasli dobi soočajo z enakimi potrebami in željami kot sleherni odrasli človek – želijo si povečati samostojnost, se osamosvojiti od staršev, najti svoje mesto v družbi, se zaposliti in raziskovati lastno vrednost. Starši igrajo pomembno vlogo pri sprejemanju odločitev za svoje sinove in hčere z ZMDR tudi v odraslosti. Zakonodaja se počasi premika v prid zaposlovanju osebam z ZMDR, pri čemer sta najpomembnejša Zakon o socialnem vključevanju invalidov, ki ob morebitni zaposlitvi in izgubi delovnega mesta osebe z ZMDR predvideva ponovno izplačilo nadomestila za invalidnost v polnem znesku, ter Družinski zakonik, ki odpravlja odvzem poslovne sposobnosti in podaljšanje roditeljskih pravic čez polnoletnost. Kljub temu in pričujočim pozitivnim vidikom podpornega zaposlovanja za osebe z ZMDR ostaja prevladujoča oblika zaposlovanja zaposlitev pod posebnimi pogoji. V empiričnem delu nas je zanimalo, v kolikšni meri starši odraslih oseb z ZMDR poznajo zaposlitvene možnosti svojih otrok in zakonodaje s področja zaposlovanja oseb z ZMDR ter kako naklonjeni so starši odraslih oseb z ZMDR zaposlitvi svojih odraslih otrok v običajnem delovnem okolju. Opravili smo 8 polstrukturiranih intervjujev s starši iz Gorenjske in Osrednjeslovenske regije, katerih odrasli otroci so vključeni v zaposlitev pod posebnimi pogoji. Raziskava je pokazala, da intervjuvanci v pretežni meri slabo poznavajo zakonodajno področje in različne oblike zaposlovanja oseb z ZMDR. Ugotovili smo, da starši v večini primerov zaposlitve v običajnem delovnem okolju ne vidijo kot boljše možnosti v primerjavi z zaposlitvijo pod posebnimi pogoji. V slednji vidijo varnost, stabilnost, delovno in dnevno rutino ter najpomembnejše, možnost socialne vključenosti njihovih odraslih otrok. Nasprotno, zaposlitev v običajnem delovnem okolju, četudi izpostavljajo zmožnosti njihovih sinov in hčera, povezujejo predvsem s pomisleki. To so nesprejemanje oseb z ZMDR s strani zaposlenih, slab vpliv družbe, dobiček kot prioriteta delodajalca, neprilagojena hitrost dela in strah pred neuspehom. Starši kot nujno za uspeh v morebitni zaposlitvi v običajnem delovnem okolju vidijo prilagoditve na delovnem mestu – skrajšan delovni čas, strukturiranost nalog, vnovične ponovitve, prilagojena hitrost dela ter mentorja na delovnem mestu. People with moderate intellectual disabilities (MID) have the same needs and desires in their adulthood as every other people – they want to have independent living, find their spot within society, find employment and identify their value. Parents have a crucial role in decision making for their children with (MID) also in their adulthood. National legislation is slowly improving in favour of employing people with moderate intellectual disabilities. The most important Acts are: Social Inclusion of Disabled Persons Act, which foresees reintroduction of full disability compensation for adults with MID in case of their employment and job loss, and Family Code, which regulates the removal of legal capacity and extensions of parental rights beyond the age of majority. Despite these regulations and positive effects of supported employment for people with moderate intellectual disabilities, the prevalent form of employment remains employment under special conditions. Empirical research investigates to what extend are the parents of individuals with MID familiar with the employment possibilities for their grown-up children and with the legal Acts regulating the employment of people with MID and how keen are the parents of grown-up children with MID on their competitive employment. The researcher conducted eight semi-structured interviews with parents from the Gorenjska region and from Central Slovenia whose grown-up children are employed under special conditions. The research has shown that the interviewees have mostly limited knowledge about the legislation in this field or about the types of employment for people with MID. The research reveals that in most cases, parents do not consider the competitive employment as better option in comparison to the employment under special conditions. The latter is regarded as the one offering more security, stability, work and daily routine and what is the most important, the possibility for social inclusion of their grown-up children. In the contrary, the competitive employment is associated mostly with hesitations even though the parents point out many capabilities of their children. Their hesitations are related to the acceptance and inclusion of people with MID by other employees, bad influence of society, the profit as employer’s priority, unadjusted working speed and fear of failure. The parents express that the key to successful competitive employment would be adapted working conditions such as short-time work, structured tasks, repetitions, adjusted working speed and the presence of job-coach.