UVAJANJE NOVIH SODELAVCEV NA BENCINSKIH SERVISIH PETROL D.D. - Pirc, Suzana (2011)
V diplomski nalogi smo v prvem delu predstavili teoretične osnove o uvajanju, povzeli definicije, predstavili cilje uvajanja ter kako sestaviti učinkovit program s pomočjo modelov uvajanja v povezavi s socializacijo. Uvajanje praviloma poteka v treh fazah, program pa je potrebno dobro načrtovati, zato smo povzeli načine, ki so najpogostejši pri izdelavi fleksibilnega uvajalnega programa, ki ga je mogoče prilagajati posameznikom. Predstavili smo tudi posledice površnega uvajanja, do katerih pride, kadar so delavci v praksi pogosto prepuščeni sami sebi. Drugi del diplomske naloge zajema praktični del, kjer smo predstavili, kako poteka uvajanje v podjetju Petrol, d. d., in katerih izobraževanj so deležni novi sodelavci ob pričetku dela. Z izvedbo intervjuja na enem izmed bencinskih servisov smo ugotavljali razkorak med predpisanim sistemom uvajanja in dejansko izvedbo v praksi. Na podlagi ugotovitev smo podali predloge za izboljšavo programa uvajanja, da bi se tako lažje izognili posledicam površnega uvajanja. In the first part of this diploma paper we presented some theoretical background about introducing new employees, summarized some definitions and presented the aims of the intruduction. We also presented ways of preparing an efficient programme with the help of models of introducing new employees. The introduction usually takes place in three phases. The programme must be carefully planned, so we summarized the most common ways of preparing a flexible introduction programme that can be adapted to individual employees. We also presented the consequences of sloppy introduction, as employees are usually usually left to themsleves. The second part of the diploma paper includes an empirical part, which presents the introduction of new employees in Petrol Ltd. and the training that they attend when they join the company. By interviewing employees at a Petrol gas station we foud the gap between the prescribed way of introducing new employees and the real one. Based on the results we gave suggestions for improving the introduction programme in order to avoid the consequences of a sloppy introduction.