PROBLEMATIKA POSREDOVANJA DELA IN ZAPOSLITEV V AGENCIJAH ZA ZAPOSLOVANJE - Škraba, Tinka (2013)
Iskanje in selekcija kandidatov, ki bi bili najbolj primerni za določeno delovno mesto zahteva od svetovalca veliko časa, znanja, zbranosti in natančnosti ter izkušenj na tem področju. Kandidatov na trgu je dovolj, ki bi ustrezali pogojem in zahtevam prostega delovnega mesta. Da svetovalci pridejo do izbora primernih kandidatov se poslužujejo različnih metod pri selekcioniranju in se različno odločajo. Diplomsko delo smo razdelili na teoretični in raziskovalni del. V teoretičnem delu smo opredelili osnovne pojme kot so: trg delovne sile, zaposlovanje, metode iskanja zaposlitev, kadrovanje in opis celotnega postopka selekcije in izbora kadrov ter možnih metod za izvedbo le tega, pa vse do nekaj zapisanih besed o nastanku agencij za zaposlovanje in njihovih dejavnosti ter načinu dela. Opisali smo tudi nekaj besed o najemu delovne sile oziroma o tako imenovanem tripartitnem zaposlovanju. V raziskovalnem delu pa smo na kratko predstavili izbrano agencijo za zaposlovanje in njen postopek posredovanja dela, ki smo ga deloma podprli tudi s teorijo. V tej agenciji smo izvedli anketni vprašalnik z vprašanji, katere odgovori so nam služili za raziskovalno delo. Nato smo interpretirali rezultate izvedene ankete v agenciji X. S pomočjo pridobljenih podatkov raziskave smo odgovorili na raziskovalna vprašanja in v zaključnem delu podali ugotovitve ter predloge za izboljšanje stanja. Ugotovili smo, da bi svetovalci hitreje in bolj uspešno prišli do rezultatov oziroma do primernih kandidatov, če bi naredili nekaj sprememb pri svojem načinu dela, delovnih nalogah, v sami organizaciji agencije ter odločanju in zavzetosti svetovalca. Ko bi se pokazala večja uspešnost svetovalcev na tem področju, bi si lahko privoščili tudi nekaj sprememb na področju plačila agenciji in stimulaciji svetovalcev. A lot of time, knowledge, focus, accuracy and experience in this field is requested from a counsellor in his search and selection of candidates most suitable for a specific workplace. There are plenty of candidates on the market which would suit the conditions and demands of the available workplace. Counsellors use different methods in their selection process to get to the selection of appropriate candidates and make different decisions. This thesis is divided into theoretical and research part. In the theoretical part we present the basic elements such as job market, employment, methods of finding employment, personnel filtering and a description of the entire process of selection of personnel and possible methods for its implementation, and on to a few written words about the origin of employment agencies and their activities and work process. We have also written some words on workforce for hire or about the so called triangular employment. In the research part we briefly present the chosen employment agency and its procedure of job proposal which we partly supported through theory. We applied a question survey in the agency with the answers serving for our research work. Later we interpreted the results of the survey in the employment agency X. With the help of gathered research data we answered the research questions and offered findings and propositions for improvement of current condition in the concluding part. We discovered that counsellors could reach their results or suitable candidates faster and with more success if they would make some changes to their work process, work assignments, to the organization of agency in general and to the decision making and enthusiasm of the counsellor. With a greater successfulness of counsellors in this field we could afford some changes to the field of agency payment and stimulation of counsellors as well.