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Human Resource Management (HR/HRM) is closely connected to the social and economic environment in which a given organization or company operates. On this basis it may be interesting for foreign potential investors to understand both the differences and similarities in the application of HRM methods in a group of countries which had lived for a long period of time in a federation which had finally disintegrated. Such investors usually come from different environments and backgrounds and have previous experience in the application of specific forms of HRM practice. In this paper the authors try to present the development and changes in the theories and practice of Human Resource Management in most of the countries established on the territory of the former Socialist Federal Republic of Yugoslavia: Bosnia and Herzegovina, Croatia, Macedonia, Serbia and Slovenia.

In the article we assume that globalisation is an irreversible process associated with the profound structural changes in the economic and social tissue of contemporary societies. Its main characteristic is proliferation of the world markets of capital, goods and labour which have been enabled by new information and communication technologies and enhanced by the inadequate distribution of incomes between labour and capital and by financialisation. In the developed countries we can observe slow down of economic growth, loss of jobs and a strong pressure exerted on living standard and welfare state. In the developing countries economic growth and entry of millions of people in economic activities and consumption is evident. The focus of conflict has been shifted from the relation between less and more developed countries to the relation between social classes. The conflict could be solved rather by means of globalisation of labour than by de-globalisation. In spite of global market pressures small countries, such as Slovenia, could find ways of prosperity. Prispevek izhaja iz podmene, da je globalizacija v doglednem času nepovraten proces, ki ga spremljajo globoke strukturne spremembe v gospodarskem in socialnem tkivu sodobnih družb. Kaže se v vzpostavitvi svetovnih trgov kapitala, blaga in delovne sile, omogoča jo razvoj tehnologije, pospešujeta pa jo zlasti neustrezna delitev dohodka med delom in kapitalom ter financializacija. V razvitih državah prihaja do zastoja gospodarske rasti, izgube delovnih mest in pritiskov na osebni standard in socialno državo. V državah v razvoju se učinki kažejo v gospodarski rasti in v vključevanju milijonov ljudi v delo in potrošništvo. Težišče konflikta se prenaša z razmerja med bolj in manj razvitimi državami na razmerje med razredi. Konflikt bo rešljiv z globalizacijo dela in ne z deglobalizacijo. Kljub globalnim tržnim pritiskom majhne države, kot je Slovenija, niso brez možnosti.

The article analyses the ways how various experiences with educational system,personal interests, material factors, friends and parents impact the choice of educational programme and vocational path. It is established that the impact of material factors decreases and the role of personal interests increases with the higher level of education. We further analysed how the stated factors influence the reality of vocational ideas, which consequently after the education leads to better results and working effectiveness. We found out that the stronger the influence of, on the first sight diametrical factors, personal interest and material factor, the better the reality of vocational ideas. In addition we show that besides the stated factors of educational programme choice, there is noted the influence of "external elements of vocational professionalisation rather than the influence of the nature of vocational work itself. This represents a special problem at the new and rapidly changing vocations, especially in the field of natural science and mechanics. V prispevku proučujemo, kako različne izkušnje z izobraževalnim sistemom, osebni interes, materialni dejavniki in prijatelji ter starši vplivajo na izbiro izobraževalnega programa in poklicno pot. Ugotavljamo, da z višjo stopnjo izobrazbe popušča vpliv materialnih dejavnikov, krepi pa se vloga osebnega interesa. Nadalje smo proučevali, kako omenjeni dejavniki vplivajo na realnost poklicnih predstav, kar posledično po koncu izobraževanja vodi do boljših rezultatov in delovne učinkovitosti. Ugotovili smo, da bolj kot sta na poklicno odločanje vplivala na prvi pogled diametralna si dejavnika osebni interes in materialni dejavniki, boljša je bila realnost poklicnih predstav. Poleg tega smo pokazali, da ob omenjenih dejavnikih na izbiro izobraževalnega programa bolj kot sama narava poklicnega dela vplivajo "zunanji" elementi poklicne profesionaliziranosti. To predstavlja poseben problem pri novih in hitro spreminjajočih se poklicih, kamor še posebno sodijo tisti s področja naravoslovja in tehnike.

The main purpose of the paper is to identify the occupational changes and explain how vulnerable is the structure of occupational assignments and competencies in the knowledge society. The paper is a case study of a middle manager in the hotel industry of the tourist centre Krakow in Poland. The article begins with the presentation of classical theory of professions and continues with a discussion of de-professionalisation. It continues with a description of sectoral trends and on the basis of the case study it attempts to identify the key factors that affect changes of the occupational roles. We conclude with an assessment on how these factors are related to different dimensions of occupational professionalisation: working assignments that are relatively continuous and sustainable, and how they are connected to the occupational identity, occupational ethic and occupational organisation. Glavni namen članka je na študiji primera identificirati poklicne spremembe in razložiti, kako ranljiva je v družbi znanja struktura poklicnih nalog in kompetenc. Opisana problematika je zasnovana na primeru srednjega menedžerja v hotelski dejavnosti poljskega turističnega središča Krakov. V začetku članka predstavimo klasične teorije sociologije profesij in nadaljujemo z razpravo o poklicni deprofesionalizaciji. Sledi opis panožnih trendov in na podlagi omenjene študije primera identifikacija ključnih dejavnikov, ki vplivajo na spreminjanje poklicnih nalog. V zadnjem poglavju ugotavljamo, kako so ti dejavniki povezani z različnimi dimenzijami poklicne profesionaliziranosti: relativno trajnimi in v času obstojnimi delovnimi nalogami, poklicno identiteto, poklicno etiko ter poklicno organiziranostjo.

Monográfico sobre la formación profesional en los nuevos países de la Unión Europea En Eslovenia, a pesar de la reforma de la FP derivada del acceso a la UE, muchos jóvenes abandonan la formación profesional en favor de la enseñanza general que les promete mayores niveles educativos y más movilidad social. Diversos factores como la valoración del trabajo, la transición hacia el sector servicios, el descenso demográfico y la red escolar permiten explicar estas tendencias, señala posibles vías para adaptar la FP a esos cambios, por medio de otra reforma que haga posible la transición a la enseñanza superior y acentúe la información y orientación profesional, abriendo la FP a los adultos y a los inmigrantes. LUX

Setting up a placement, traineeship or entrepreneurship modules or learning units require a clear procedure. This paper offers a step-by-step approach to define, validate and evaluate both the design and its implementation. It offers insight how to select the set of competences and to formulate these as measurable learning outcomes for a specific mode of work-based learning (WBL), to relate these to the set of activities available and required in a practical setting, e.g. the work place, to validate / check the match between learning outcomes and assignments and to evaluate the experience. Key in this process is the need to design the experience in such a way that students can achieve the intended learning outcomes in the time reserved for this mode of learning expressed in ECTS credits. The focus in this guideline paper is on the work placement and in particular the integrated approach. The integrated approach is the most advanced form of a placement model, because it makes the WBL experience a regulated part of a degree programme. This tool should be read as an introduction of the much more comprehensive WEXHE work package report on work placements / integrated approach.3 This document and other relevant ones have been published on the WEXHE website and can be downloaded at https://wexhe.eu. In particular the full work package report offers the detail which is absent in this short guideline.

V doktorski nalogi smo povezali koncepte osebnostnih lastnosti, osebne učinkovitosti in timske uspešnosti ter pri tem uporabili tako kvalitativne kot kvantitativne metode raziskovanja. Ideja za raziskavo izhaja iz prakse, saj smo v organizaciji, v kateri delujemo, v preteklih letih opazili vse večjo pomembnost timskega dela in posledično timske uspešnosti. Pregled teorije je oblikoval pričakovanje, da imajo osebnostne lastnosti pomemben vpliv in veliko vlogo na osebno učinkovitost in timsko uspešnost. V prvem koraku smo izvedli pilotno študijo z metodo polstrukturiranih intervjujev na vzorcu 18 vodij. V drugem koraku smo uporabili mešano metodo raziskovanja. Izvedli smo kvalitativni del, in sicer šest fokusnih skupin s 35 zaposlenimi, in kvantitativni del, v katerem smo uporabili vprašalnike osebnostnih lastnosti, osebne učinkovitosti in timske uspešnosti. Naknadno smo vzorec še povečali, in sicer na 120 udeležencev, kar nam je omogočilo izvedbo regresijske analize oziroma napovedovanje timske uspešnosti. Ugotovili smo, da se osebnostne lastnosti odprtost, sprejemljivost in vestnost povezujejo z osebno učinkovitostjo. Sprejemljivost in odprtost pa sta bili ključni osebnostni lastnosti, ki se povezujeta s timsko uspešnostjo. Zanimivo je, da se v kvalitativnem delu čustvena stabilnost oziroma nevroticizem ni pokazal kot pomemben tako pri osebni učinkovitosti kot pri timski uspešnosti, kljub temu pa smo odkrili nekatere pomembne negativne povezanosti z osebno učinkovitostjo in timsko uspešnostjo. Raziskava je pokazala, da poleg osebnostnih lastnosti obstajajo še drugi dejavniki, ki pomembno vplivajo na osebno učinkovitost in timsko uspešnost. Kot najpomembnejši za osebno učinkovitost so se pokazali podpora vodje, motivacija posameznika in cilji. Drugi dejavniki, pomembni za timsko uspešnost, so bili vodenje, cilji, vizija in namen tima, motivacija, organizacijska kultura, klima in okolje, sodelovanje, neformalno povezovanje in odnosi med člani tima, raznolikost, strokovnost in znanje ter timske vloge. Posebno je treba izpostaviti pomen zaupanja med člani tima. Prav tako smo poskušali povezati osebno učinkovitost in timsko uspešnost. Tukaj se je pokazala pomembnost notranjega lokusa kontrole članov tima in samozavesti pri osebni učinkovitosti ter vloga vodenja pri timski uspešnosti. Zanimale so nas tudi razlike med skupinami različno uspešnih posameznikov v osebnostnih lastnostih, samooceni osebne učinkovitosti in razumevanju timske uspešnosti. Ključna ugotovitev je, da med različno uspešnimi posamezniki ni razlik v osebnostnih lastnostih. Kljub temu pa obstajajo razlike med manj uspešnimi in zelo uspešnimi posamezniki v razumevanju osebne učinkovitosti in timske uspešnosti. In the doctoral dissertation, we linked the concepts of personality traits, personal efficacy, and team effectiveness, using both qualitative and quantitative research methods. The idea for the research comes from practice because over the years we noticed the increasing importance of teamwork and team performance in the organization where we work. A review of theory has formed the expectation that personality traits have a great influence on personal efficacy and team effectiveness. In the first step, we conducted a pilot study using semi-structured interviews on a sample of 18 managers. In the second step, we used a mixed-research method. We performed a qualitative part on six focus groups of employees, and a quantitative part, using questionnaires on personality traits, personal efficacy, and team performance. In addition, we enlarged our participant group to 120 respondents, which enabled us to do statistical lienar regression for predicting team effectiveness. We found that the personality traits of openness, agreeableness and conscientiousness are correlated with personal efficacy. Agreeableness and openness were the key personality traits associated with team performance. Interestingly, emotional stability has not been shown to be important for both personal efficacy and team effectiveness in qualitative part of the research, however we did find some important negative correlations of pesonal efficacy and team effectiveness. Research showed that there are other factors besides personality traits that have a significant impact on personal efficacy and team effectiveness. The most important factors for personal efficacy were the support of the leader, the motivation of the individual and the goals. Other factors important for team effectiveness were leadership, goals, vision and purpose of the team, motivation, organizational culture, climate and environment, collaboration, informal networking and relationships between team members, diversity, expertise and knowledge, and team roles. Also, it is important to expose the importance of trust between team members. We tried to link personal efficacy and team effectiveness. Here, the importance of internal locus of control and self-confidence in personal efficacy and the role of leadership in team effectiveness were highlighted. We were also interested in differences between groups of differently performing individuals in personality traits, self-assessment of personal efficacy and understanding of team effectiveness. The key finding is that there are no differences in personality traits between differently performing individuals. However, there are differences between low-performing and high-performing individuals in their perceptions of personal efficacy and team effectiveness.

Uporaba spletnih socialnih omrežij je iz leta v leto bolj razširjena. Vpletla so se v velik del naših življenj, zato jih ne moremo prezreti niti na področju zaposlovanja. Z razvojem in uporabo spletnih socialnih omrežij so se posledično spremenile tudi prakse kadrovskih služb. Vse več je namreč kadrovskih delavcev, ki pri iskanju in selekciji novih kadrov uporabljajo tovrstne metode. Omogočajo jim hitrejši in cenejši način pridobivanja ustreznih kadrov. Uporabniki si na spletu ustvarijo svoj profil in na njem delijo svoje hobije, interese, zanimanja, kompetence in številne druge informacije, ki lahko pritegnejo pozornost delodajalcev. Cilj magistrskega dela je ugotoviti, kakšno vlogo imajo spletna socialna omrežja pri kadrovanju. Predvsem me je zanimalo, ali podjetja pogosto izbirajo socialna omrežja kot ključno orodje za pridobivanje kadrov, ali se še vedno raje poslužujejo bolj tradicionalnih načinov iskanja ustreznih kandidatov. Predstavila sem prednosti, slabosti in značilnosti uporabe spletnih socialnih omrežij pri procesu kadrovanja. Zanimalo me je tudi, ali podjetja pri iskanju novih delavcev preverijo njihove osebne profile na socialnih omrežjih, kot je npr. Facebook, da tako dobijo vpogled v kandidatovo zasebno življenje. V raziskovalnem delu naloge sem uporabila kvantitativno metodo raziskovanja, in sicer vprašalnik odprtega tipa. Za obdelavo podatkov pa sem uporabila metodo analize teksta, s pomočjo katere sem iz zbranih odgovorov lahko izpostavila ključne poudarke in posebnosti. The common use of social networks is becoming more and more widespread from year to year. They are a big part of our everyday lives, so we cannot ignore them in the human resources fields. Namely this fields have greatly changed with development and usage of online social networks. There are more and more human resources workers that are using those advantages in the search and selection of new staff members. This is one of the cheapest in fastest way to get the right staff. Job seekers namely creates their own profile online and share their hobbies, interests, competencies and many other information that attract the attention of employers. The aim of the master’s degree is to determine the role that online social networks play in staffing. I was mostly interested in whether the companies are making the use of social networks as a key tool for recruiting staff, or whether they still prefer the more traditional ways of finding the right candidates. I presented the advantages, disadvantages and characteristics of using social networks in recruitment process. I was also interested in whether the companies do background check of the job seeker's personal profiles on social medias, e.g. Facebook, to gain insight into his or hers »private« life. In the research part of the thesis, I used a quantitative method, namely an open-ended questionnaire. However, I used text analysis method for data processing, because it enabled me to highlight key emphasis and peculiarities from the collected answers.

Pridobivanje in izbira človeških virov po različnih kanalih in upravljanje človeških virov je za podjetja ključnega pomena. Kadroviki v podjetjih, kjer je zaposlenih več sto ljudi, se dnevno srečujejo s težavo pridobivanja in iskanja ustreznega kadra. Glede na močno konkurenco pri vseh profilih delovnih mest se organizacije poslužujejo različnih metod oziroma kanalov pridobivanja kandidatov. Ker je za organizacije ključnega pomena pridobitev ustreznega in usposobljenega kadra, morajo biti metode izbire kandidatov temu ustrezno prilagojene. Različne organizacije se poslužujejo različnih metod iskanja kadra in njihove izbire. Še bolj pomembno pa je poznavanje trga delovne sile. Če so organizacije s svojo poslovno taktiko glede pridobivanja in iskanja uspešne, delojemalci pa ostanejo na svojih položajih dlje časa in imajo pri tem tudi možnost napredovanja, usposabljanja in nagrade na delovnem mestu, podjetja pridobivajo status uglednega delodajalca in postajajo vzor na trgu iskalcev zaposlitve. Takšne organizacije potem pridobijo najuspešnejši in najbolj iskan kader lažje kot organizacije, ki sistema nimajo izdelanega, ne vložijo dovolj truda in ne uporabijo ustreznih metod iskanja in izbire kadra. V magistrski nalogi bom v okviru teoretskega dela opredelila kadre in človeške vire v organizaciji, njihovo pridobivanje in metode izbire, ki se najpogosteje uporabljajo. Metode izbire se seveda razlikujejo med poklicnimi profili oziroma delovnimi mesti. V empiričnem delu magistrske naloge bom predstavila najuspešnejše metode, ki se jih je podjetje X poslužilo za iskanje in izbiro najbolj usposobljenih, visoko motiviranih in fleksibilnih zaposlenih. Acquisition and selection of human resources through different channels, and their managing are key for every company. In companies with a hundred people or more, human resource managers face the difficulty of acquiring and finding the appropriate candidates on a daily basis. Given the strong competition in all job profiles, the companies are applying various methods or channels to acquire the candidates. As it is crucial for companies to acquire appropriate and qualified staff, the methods of selecting the candidates need to be adapted accordingly. Different companies apply different methods of searching for their staff and selecting them. It is even more important to be familiar with the labour force market. If companies are successful at using their acquisition and search tactics, and employees stay in their positions longer and have the opportunity to be promoted, trained and rewarded in their workplace, companies gain the status of a reputable employer and become a good example in the labour market. Such companies can then get hold of the most successful and most sought-after staff more easily than the ones which do not have such a system in place, do not invest enough effort, and do not use appropriate methods of finding and selecting staff. In my master’s thesis, in the theoretical part, I will define personnel and human resources in a company, their acquisition, and methods of selection that are most often used. The selection methods of course differ among job profiles and job positions. In the empirical part of my thesis, I will present the most successful methods used by a certain company to find and select the most qualified, highly motivated, adaptable, and competent employees.

Nenehno izobraževanje zaposlenih je ključno za njihovo osebno rast na eni strani in uspešnost organizacije na drugi. Proces učenja in izobraževanja se ne zaustavlja, tudi v času izrednih razmer kot je na primer epidemija, zato se morajo organizacije čim bolje in čim hitreje prilagoditi na zunanje razmere ter čim bolj kakovostno in nemoteno izvajati izobraževalne procese za svoje zaposlene. Z razumevanjem procesa učenja in koncepta znanja lahko organizacija ustvari kakovostno okolje, v katerem bodo zaposleni izkoristili ves svoj potencial, jih motivira in ne nenazadnje tudi vpliva na uspešnost učnih rezultatov in pretoka znanja. Neformalna izobraževanja predstavljajo ključne mehanizme osebnega in profesionalnega razvoja zaposlenih v organizaciji. V magistrski nalogi sem raziskovala vpliv transformacije načina izobraževanja na Zavodu Republike Slovenije za zaposlovanje v času epidemije COVID-19 na kakovost izobraževanja, motivacijo zaposlenih za izobraževanje in njihovo participacijo v procesu izobraževanja. Ključni cilj magistrske naloge je torej prikazati prednosti in slabosti neformalnega izobraževanja zaposlenih na daljavo ter nakazati oziroma predlagati rešitve za tovrstno spremembo. Ugotovitve analize anketnega vprašalnika kažejo, da se kakovost izobraževanja kljub premiku izobraževalnega procesa iz učilnice na splet ni poslabšala. Prav tako ugotavljam, da motivacija udeležencev pri izobraževanju na daljavo ni manjša kot pri izobraževanju v živo v učilnici. Analiza prikazuje tudi, da spremembi izobraževalne strukture in procesa vplivata na aktivno participacijo zaposlenih ter, da večina zaposlenih preferira izobraževanje v živo. Continuous employee education is crucial to the personal growth of employees on one hand and organizational success on the other. The process of learning and education does not stop, even during emergencies such as the epidemic. Thus, organizations must adapt as best and as quickly as possible to external conditions and implement educational processes for their employees as efficiently and smoothly as possible. By understanding the learning process and the concept of knowledge, an organization can create a quality environment in which employees can use their full potential, motivate employees and, finally, influence the success of learning outcomes and knowledge transfer. Informal education is a key mechanism for personal and professional development of an employee in the organization. In my master's thesis, I researched the impact of education method transformation at the Employment Service of Slovenia during the COVID-19 epidemic on education quality, employee motivation for education and employee participation in the education process. The key goal of the master's thesis is therefore to show the advantages and disadvantages of informal distance education and to suggest or propose solutions for such a change. The findings from the questionnaire analysis show that the quality did not deteriorate despite the shift of the educational process from the classroom to the internet. I also found that the motivation of participants in distance education is not lower than in live education in the classroom. The analysis also shows that changes in the educational structure and process affect the active participation of employees and that most employees prefer live education.