20.500.12556/ReVIS-8146 Sistem nagrajevanja zaposlenih v organizaciji diplomska naloga Ljudje so bili vedno ključni segment organizacije, vendar njihov pomen narašča v današnjem svetu, ki temelji na znanju kot še nikoli prej. Ključni način motiviranja ljudi za delo je sistem nagrajevanja – to je tema, ki smo jo preučevali v tej diplomski nalogi. Drugi segment preučevanja je motivacija. Motivacija neposredno vpliva na delovno uspešnost zaposlenih, produktivnost in zadovoljstvo. Da lahko podjetje doseže svoje cilje, je potreben popoln razvoj zaposlenih. Lastniki podjetij morajo na izplačana in dana nadomestila gledati kot na naložbo, saj lahko potem od zaposlenih pričakujejo kakovostno delo, zavzetost, želene dosežke in izboljšanje poslovanja podjetja; dolgoročno spodbujanje zaposlenih prispeva k doseganju ciljev podjetja, spodbuja razvoj novih proizvodnih procesov, izdelkov in trgov. Z ustvarjanjem in oblikovanjem kakovostnega sistema nagrajevanja lahko podjetje poveča svojo konkurenčno prednost in tržno vrednost. Vsako podjetje ima posebej oblikovano nagrajevanje in ga prilagodi svojim zaposlenim. Uspeh organizacije je v veliki meri odvisen od znanja, veščin in sposobnosti njenih zaposlenih. Zato je treba vlagati v ljudi in njihov nenehen razvoj. Za preučevanje te teme na ravni prakse smo izbrali kvantitativno metodo – ankete. Ankete smo opravili v podjetju X, na vzorcu 30 respondentov. Raziskava je pokazala stopnjo zadovoljstva zaposlenih s sistemom nagrajevanja, najbolj motivacijske nedenarne spodbude ter želen sistem nagrajevanja v podjetju. People have always been a key segment of the organization, but their importance is growing in today’s knowledge-based world like never before. A key way to motivate people to work is the reward system, and this is a topic I have studied in this thesis. The second segment of study is motivation. Motivation directly affects employee performance, productivity and satisfaction. In order for a company to achieve its goals, full employee development is required. Business owners must view paid compensation as an investment, then they can expect quality work, commitment, desired achievements and improved business performance from employees; long-term employee promotion contributes to the achievement of the company's goals, encourages the development of new production processes, products and markets. By creating and designing a quality reward system, a company can increase its competitive advantage and market value. Each company has a specially designed reward system and adapts it to its employees. The success of an organization largely depends on the knowledge, skills and abilities of its employees. That is why it is necessary to invest in people and their constant development. To study this topic at the level of practice, as a research method I chose quantitative method - surveys. I conducted the surveys in one company X , on a population of 30 respondents. The survey showed the level of employee satisfaction with the reward system, the most motivating non-financial incentives and the desired reward system in the company. motivacija nagrajevanje organizacija produktivnost zaposleni diplomske naloge true true false [A. Šakanović] Slovenski jezik Angleški jezik Diplomsko delo/naloga 2021-08-13 11:03:47 2021-08-13 11:03:47 2024-06-12 16:58:56 0000-00-00 00:00:00 2020 0 Ljubljana 2020 Ljubljana Študijski program Uporabne družbene študije; 48 str., [3] str. pril. 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 331.2 56598019 RAZ_Sakanovic_Asmira_i2020.pdf RAZ_Sakanovic_Asmira_i2020.pdf 1 ECE3509E371796E7ECB7164226510F32 e44df7b9995b1912b30fefe111cebf6d339db308c40f6fae696be58deaab10ba fe40db51-2898-11ef-9c9e-001a4af901a5 https://revis.openscience.si/Dokument.php?lang=slv&id=8548 Fakulteta za uporabne družbene študije 0 0 0