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Title:Sistem nagrajevanja javnih uslužbencev kot element sodobnega menedžmenta : magistrsko delo
Authors:ID Lukše, Karmen (Author)
ID Dujić, Slobodan (Mentor) More about this mentor... New window
Files:.pdf RAZ_Lukse_Karmen_i2016.pdf (2,75 MB)
MD5: D5CC3A922AE5DA7B4EC7D0CA363F5788
 
Language:Slovenian
Work type:Master's thesis/paper
Typology:2.09 - Master's Thesis
Organization:FDŠ - Nova Univerza - The Graduate School of Government and European Studies
Abstract:Javni sektor je vse bolj pod pritiskom pričakovanj in zahtev po modernizaciji, inovativnosti, povečanju kakovosti, učinkovitosti, uspešnosti ter večji prilagodljivosti okolju, s čimer bi se približal zahtevam, potrebam in pričakovanjem prebivalstva oziroma uporabnikov. Glede na to, da gre v javnem sektorju predvsem za storitveno dejavnost, so najpomembnejši člen sistema zaposleni. Da pa bi ljudje svoje delo dobro in učinkovito opravljali ter z veseljem prihajali v službo, morajo biti motivirani.Če dosegajo oziroma presegajo postavljene cilje, jih je treba primerno nagraditi. Da bo sistem nagrajevanja deloval tudi motivacijsko, je treba poznati potrebe zaposlenih. Nagraditi jih je treba z nagradami, ki so za njih privlačne. Sistem nagrajevanja mora biti zastavljen tako, da zaposlenim nudi zadovoljstvo ter občutek pripadnosti in pomembnosti, organizaciji pa dolgoročen obstoj in razvoj. Višina in vrsta nagrade mora biti odvisna od dela zaposlenih, zaposleni pa morajo jasno videti povezavo med prejeto nagrado in rezultati dela. V magistrskem delu smo podrobneje predstavili sistem nagrajevanja v javnem sektorju kot del kadrovskega menedžmenta. Obstoječa zakonodaja predvideva, da bo javni uslužbenec denarno nagrajen ali pa bo napredoval le v primeru, če bo ugotovljeno, da je svoje delo opravil nadpovprečno uspešno.
Keywords:javni uslužbenci, javni sektor, plačni sistem, motivacija, nagrajevanje, napredovanje, delovna uspešnost, Slovenija, magistrske naloge
Place of publishing:Kranj
Place of performance:Kranj
Publisher:[K. Lukše]
Year of publishing:2016
Year of performance:2016
Number of pages:V, 152 str.
PID:20.500.12556/ReVIS-1631 New window
COBISS.SI-ID:1024555873 New window
UDC:35.08:331.225(497.4)(043.2)
Note:Mag. delo 2. stopnje bolonjskega študija;
Publication date in ReVIS:24.08.2017
Views:5737
Downloads:316
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Secondary language

Language:English
Abstract:The public sector is under increasing pressure from the expectations and requirements of modernisation and innovation, increased quality, efficiency, effectiveness and greater adaptability to the environment in order to be closer to the demands, needs and expectations of the population or users. Given the fact that the public sector mainly consists of service activities, the most important part of the system are employees. In order to perform their work well and efficiently and to be glad to come to work, people must be motivated. If they achieve or exceed the set objectives, they should be properly rewarded. If the reward system is to have a motivational effect, it is necessary to know the needs of employees. They should be rewarded with rewards that are attractive for them. The reward system must be set so that it provides satisfaction and a sense of belonging and importance to employees and the long-term existence and development to the organisation. The amount and type of the reward must depend on the work of employees; the employees must clearly see the connection between the received reward and the results of their work. In the thesis, the reward system in the public sector as a part of personnel management is presented in detail. The existing legislation provides that a public employee is monetary rewarded or promoted only if it is established that he has carried out his work exceptionally successfully.


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