SPLETNI KARIERNI CENTER

• Main Author: Kovačič, Domen
• Other Authors: Mayer, Janez
• Format: Bachelor Thesis
• Language: Slovenian
• Published: 2009
• Subjects: Spletni karierni center; Kariera; Kompetentnost za vodenje; Kompetence; Web career center; Career; Leading competences; Competences; sami
• Online Access: https://dk.um.si/IzpisGradiva.php?id=11570; https://dk.um.si/Dokument.php?id=10402&dn=; https://plus.si.cobiss.net/opac7/bib/6524435?lang=sl

Domnevali smo, da posamezniki ne vedo, kako bi izvedeli, ali so kompetentni za določeno delovno področje ali organizacijsko vlogo in če se lahko sami, ali s kadrovskimi strokovnjaki odločijo za nadaljnje korake v karieri. V ta namen smo opisali, kako bi lahko izdelali spletni karierni center, s pomočjo katerega bi posameznik preveril razvitost svojih potencialov oziroma kompetenc in bi se na osnovi tega odločal za ustrezne kandidature. Lahko bi dobil oceno svojih sposobnosti, osebnostnih lastnosti, potenciala za vodenje idr. Ta izdelek bi lahko uporabljali tudi v malih in srednjih podjetjih, kjer nimajo za ta namen usposobljenih kadrovskih služb in strokovnjakov. Vse to bi pripomoglo k temu, da bi podjetja postavljala na delovna mesta ustrezne ljudi in imela dobro osnovo za usmerjanje kariernega razvoja glede na še neizrabljene potenciale zaposlenih. Našo domnevo smo želeli dokazati, zato smo naredili raziskavo o smiselnosti ustanovitve spletnega kariernega centra. Na podlagi rezultatov lahko sklepamo, da je smiselno ustvariti spletni karierni center in da bi ljudje bili pripravljeni plačati za to vrsto storitve. Ugotovili smo, da so ljudje pripravljeni plačati okrog 50 evrov za posamezno testiranje. Izmed testov si najbolj želijo celovitega ocenjevalnega postopka za usmerjanje kariernega razvoja. Spletni karierni center bi omogočal, da bi se uporabnik po želji vpisal v bazo podatkov, do katere bi imeli dostop želeni delodajalci. Več kot polovica anketiranih bi uporabila to opcijo, v večji mere ženske kot moški. Kandidati bi se še v večji meri odločali za testiranje, če bi s tem pridobili tudi veljavno potrdilo in rezultate o opravljenem testiranju, ker verjamejo, da bi to pripomoglo pri lažjem pridobivanju zaposlitve. Sedemdeset odstotkov anketirancev se je v preteklosti želelo testirati, pa niso vedeli, kje bi se lahko. Tako smo prišli do ugotovitve, da bi bilo smiselno ustanoviti spletni karierni center. Vse postavljene hipoteze smo sprejeli. Naše predvidevanje je bilo pravilno, da se ljudje zanimajo za različna psihološka testiranja preko spleta, da ne vedo, kje bi se testirali, da so za kvaliteto pripravljeni plačati in da sta stopnja izobrazbe in želja po testiranju povezani. We have assumed that individuals do not know how to find out if they are competent for particular working field or organizational role in order to decide for further steps in their career by themselves or other human resource specialists. Therefore, we have described how to establish a web career center. This would help the individual to check the development of his potentials, competences in order to make decisions for his or her applications. The individual could get a mark of his abilities, personal characteristics, potential for leading etc. This product could be used in little and middle companies where they lack human resources and professionals. As a consequence, the companies would employ suitable people. In addition, they would have good basics for guidance of career development according to unexploited potentials of the employees. We wanted to prove our assumptions. We have made a research about the sense of establishing a web career centre. Regarding the results, it can be concluded that the web career centre has sense, and that people are willing to pay for this kind of service. We have found out that people are willing to pay round 50 euro for each testing. They wish to have complete testing for their career guidance. The web career centre would enable the user to sign in data base. Particular employers would have access to it. More than a half would use this option, higher numbers are with women. Candidates would choose this kind of testing in higher numbers if they would get written confirmation and the results. They think this would make getting an employment easier. 70 percent of the inquired wanted to get tested in the past, but they did not know where they could be tested. Therefore, we suggest that establishing a web career centre would make sense. We have proved all the hypotheses. Our assumption was right, as lots of people are interested in psychological tests through web. However, they do not know where they could be tested. They are prepared to pay for good quality. The educational degree and the wish for testing are connected.