RAZVOJ KADROV V ZAVODU ZA ZDRAVSTVENO ZAVAROVANJE SLOVENIJE - OE MARIBOR

• Main Author: Bercko, Marjetka
• Other Authors: Vukovič, Goran
• Format: Bachelor Thesis
• Language: Slovenian
• Published: 2010
• Subjects: razvoj kadrov; izobraževanj; motivacija; Development of human resources; Education; Motivation; Zavod; sami
• Online Access: https://dk.um.si/IzpisGradiva.php?id=14100; https://dk.um.si/Dokument.php?id=14782&dn=; https://plus.si.cobiss.net/opac7/bib/6691603?lang=sl

V današnjem času je izobraževanje in sposobnost to pridobljeno znanje čimbolj uporabiti nujnost in tudi privilegij. Kajti, kdor nima možnosti ali pa dovolj motivacije za vključevanje v izobraževanje in se tako seznaniti z nenehnimi spremembami, ga čas hitro prehiti, ostane za sodelavci . Zato moramo v hitro razvijajočem se svetu, v katerem se nenehno spreminja način dela, tem spremembam slediti in se nenehno izobraževati in izpopolnjevati. Če želimo biti uspešni, napredovati na delovnem mestu in si tako zagotoviti boljšo socialno varnost, moramo biti sami dovolj motivirani in aktivni v samem procesu izobraževanja. Podjetja posvečajo vedno večjo pozornost izobraževanju in usposabljanju zaposlenih, saj se zavedajo, da so primerno strokovno izobraženi in usposobljeni delavci ključni dejavnik razvoja, kakovosti in uspešnosti organizacije. Temeljno izhodišče za načrtovanje izobraževanja je plan razvoja kadrov. S planiranjem izobraževanja se na podlagi izobraževalnih potreb in možnosti odločimo za določene vrste izobraževanja, za njihov obseg, število udeležencev, ki jih bo izobraževanje zajelo, za časovne termine izobraževalnih dejavnosti, o nosilcih dejavnosti ter o potrebnih finančnih sredstvih. V uvodnem delu diplomskega dela smo se osredotočili na teoretične osnove razvoja kadrov in izobraževanje. V drugem delu diplomskega dela pa smo s pomočjo ankete želeli dobiti mnenja zaposlenih na Zavodu za zdravstveno zavarovanje Slovenije (v nadaljevanju Zavod) o izobraževanju s strani Zavoda in posameznika Today are the education and the ability to apply that obtained knowledge a necessity and a privilege. If someone does not have the opportunity or the motivation to pursue education and get acquainted with ongoing changes, time can run them over and consequently they can get behind their colleagues. In this quickly developing world where the manner of work is constantly changing, we have to be up-to-date with those changes by constantly educating and upgrading our knowledge. In order to be successful at our work place and to ensure better social security, we have to be motivated and active enough in the process of education. Nowadays companies devote greater attention to educating and qualifying their employees, because they are aware that suitable expertise and qualified employees are a key element for the development, quality, and successfulness of an organization. A basic starting point for planning education is a plan for development of human resources. With planned education, we can, on the basis of educational needs and possibilities, decide for a specific type of education, its extent, number of participants, time tables, operations, and needed financial means. In the theoretical part of this diploma thesis we focused on the theoretical basis of human resources development and education. In the empirical part of this diploma thesis we analyzed opinions of the employees in The Health Insurance Institute of Slovenia (the Institute) about the education by the Institute and an individual. We got all the answers with the help of a pole research.