Model ocenjevanja institucij za izobraževanje odraslih

Recently, exposed is the process of lifelong learning as a process of individu­als’ continuing education. In this process of education, the individual often faces the dilemma of which educational institution should choose to get an optimal knowledge according to his requirements. In Slovenia, the number of educational institutions has recently increased significantly, and the individual can easily lose an overview upon their content and quality. Therefore, we developed in this article an evaluation model of institutions for adults’ education using multi-attribute decision making methods. On the basis of rules that represents a com­bination of the required values of different parameters, we defined a knowledge base in expert system Dex-i, and we analyzed an individual educational institutions accord­ing to their offer. The article represents usage of decision support model in four chosen educational institutions.V zadnjem času se izpostavlja proces vseživljenjskega učenja kot proces permanentnega izobraževanja posameznikov. V tem procesu izobraževanja se posameznik velikokrat srečuje z dilemo, katero izobraževalno institucijo izbrati, da bo dobil optimalno znanje glede na svoje zahteve. V Sloveniji se je število izobraževalnih institucij v zadnjem času močno povečalo in posameznik tako zlahka zgubi pregled nad njihovo vsebino in kakovostjo. Zato smo v prispevku oblikovali model ocenje­vanja institucij za izobraževanje odraslih s pomočjo večparametrske odločitvene metode. Na osnovi pravil, ki predstavljajo kombinacije zahtevanih vrednosti različnih parametrov, smo definirali bazo znanja znotraj ekspertnega sistema Dex-i, ter tako analizirali posamezne izobraževalne institucije glede na njihovo ponudbo. V prispevku je prikazana uporaba odločitvenega modela na izbranih štirih izobraževalnih institucijah

Critical Analysis of an Information System for Community Nursing

The paper presents results of a critical analysis of an information system (IS) for community nursing (CN) which has been developed to improve health care in Slovenia. The goal of IS is to support CN practice and to encourage research and development in the field. The developed IS will: increase work efficiency, introduce process-oriented nursing doctrine, support integrated treatment of the subjects and enable data communication. In the paper main stages of IS development are shown with detailed explanation of functional model, data model, user interface, testing phase and implementation. Critical analysis is based on SWOT techique

Medosebna vloga ravnatelja - managerja v procesu dela in funkciji humanistično-antropocentričnega managementa človeških virov

The paper represents principal's interacting role and definition of key factors in the process of work and function of humanistic – antrophocentrical management. The essence is humanization of management, where principal - manager assume more roles: cooperational, research and development, coordination – integrational, advisory, organizational and active strategic role. The model of principal's interacting in the process of work and function of humanistic – antrophocentrical management in education area is represented.Prispevek se osredotoča na medosebno vlogo ravnatelja in definiranje ključnih dejavnikov v procesu dela in funkciji humanistično – antropocentričnega managementa. Pri tem je ključnega pomena humanizacija managementa, kjer ravnatelj – manager prevzema več vlog: sodelovalna, razvojno – raziskovalna, koordinacijska – povezovalna, svetovalna, organizacijska ter vloga aktivnega stratega. Predstavljen je model medsebojne vloge ravnatelja v funkciji humanistično-antropocentričnega managementa človeških virov na področju vzgoje in izobraževanja

Razvoj kadrov v malem podjetju

The small business sector is often overlooked in human resource development researches, despite representing a large portion of the total economy. Very few studies exist on the subject of human resources development needs analysis in small organisations. Development plans remain mostly unwritten, which can lead to the impression that development is not being implemented or planned and is therefore not valid. This paper presents case study of the existing human resource development system in a small company PAN -JAN d.o.o. The research included 80% of all employees, which is 20 out of 25. The research examined the correlation between the additional education and better business performance, analysis of variance on age and number of courses and discriminant analysis on age, years of service, levels of education and legally required education and training programmes. In discussion are proposed changes or improvements, as well as a human resource development model.Ko govorimo o razvoju kadrov, pogosto spregledamo mala podjetja, kljub temu, da predstavljajo največji delež podjetij v gospodarstvu. Na področju razvoja kadrov v malih podjetij ne obstaja veliko raziskav. Plani razvoja kadrov v malih podjetjihobičajno niso definirani, kar ustvarja občutek, da razvoj kadrov v malih podjetjih ne obstaja. Članek predstavlja študijo primera obstoječega sistema razvoja kadrov v malem podjetju PAN -JAN d.o.o. Raziskava je zajela 80% zaposlenih, kar predstavlja 25 zaposlenih od 25. Izdelana je bila korelacija med dodatnim izobraževanjem in boljšim poslovanjem podjetja, analiza variance glede starosti in številom izobraževanj ter diskriminatorna analiza glede starosti, delovne dobe, stopnje iC“Cobrazbe ter zahtevane izobrazbe in usposabljanjem. V sklepu so predlagane spremembe in izboljšave obstoječega sistema kot tudi sam model razvoja kadrov

Primerjava ravnanja z ljudmi pri delu v slovenskih družinskih in nedružinskih podjetjih

The room to reach a competitive advantage in today\u27s dynamic world, companies have in unutilized and even unknown human abilities of own employees. Treatment of people at work in large organizations is well analyzed, but little focus is directed at small and medium-sized enterprises. This is particularly true for family businesses. Small and medium-sized enterprises are largely owned by individual families and are an extremely important part of developed economies. Complexity of internal relationships and interplay between the two systems: families and businesses, which often lead to conflicts in interaction, however, is the reason that many managers and professionals are not willing to work in family businesses. It is justified to set the research questionAre we obligate to treated family businesses as a special case when considering the management of people at work? This paper presents the need to address the family businesses as a special case. In a successful and long living family businesses undoubtedly are closely and carefully working with the employees. It is little known about dealing with people in a Slovenian family businesses and how management practices differ from non-family firms. Based on the study of literature and conclusions from a qualitative empirical study the differences are presented in this article. There are also presented differences in practices of dealing with people at work in foreign and Slovenian non-family and family businesses. At the end there are exposed a good practices of each type of business and recommendations for their use.Manevrski prostor za pridobitev konkurenčnih prednosti podjetja v današnjem dinamičnem svetu je v neizkoriščenih in celo neznanih človeških zmožnostih. Ravnanje z ljudmi pri delu v velikih organizacijah je dobro analizirano, majhen fokus pa je usmerjen na majhna in srednje velika podjetja. To še posebej velja za družinska podjetja. Majhna in srednje velika podjetja so v svetu v veliki meri v lasti posameznih družin in so izredno pomemben del razvitih gospodarstev. Zapletenosti notranjih razmerij in prepletanja dveh sistemov: družine in podjetja, ki nemalokrat v interakciji povzročata konflikte, pa je vzrok, da mnogi managerji in strokovnjaki niso pripravljeni delati v družinskih podjetjih. Tako je upravičeno postaviti raziskovalno vprašanjeAli naj družinska podjetja obravnavamo kot poseben primer pri proučevanju ravnanja z ljudmi pri delu? V prispevku je predstavljeno, da je potrebno obravnavati družinska podjetja kot poseben primer. Uspešna ter skozi več generacij živeča družinska podjetja nedvomno skrbno ravnajo z zaposlenimi. Malo pa je znanega, kako ravnajo z ljudmi v slovenskih družinskih podjetjih in kako se prakse ravnanja razlikujejo od nedružinskih podjetij. Na podlagi študija literature ter opravljene empirične kvalitativne raziskave so v prispevku predstavljene razlike v praksah ravnanja z ljudmi pri delu v tujih in v slovenskih družinskih in nedružinskih podjetjih ter izpostavljene dobre prakse tako enega kot drugega tipa podjetja in priporočila za njihovo uporabo

Veščine vodenja dela na daljavo za kadrovike

The handbook “Remote working management skills for HR professionals-HANDBOOK FOR TRAINERS” is related to online training for HR professionals. In the handbook, we present the curricular aspects of the training. The emphasis is on the following: list of skills for mangerslist of learning outcomeslist of learning contentslearning strategies and methodslearning materialsinstructions for examination and gradinginstructions for implementation. There are six learning modules in the list of learning contents: Communicational skills, Digital skills, Work-life balance, skills, Organizational skills, Leadership skills and HRM skills. For each learning module, we prepared the learning material: Case studiesPractical exercisesQuestions and answeresMultiple choice questions. The trainer also has available for each learning module: Power point presentations (5 files for each learning module)Lecture notes (10-15 pages for each learning module). Presentations and lecture notes are not included in this handbook. They are published separately.Delo je nastalo v okviru ERASMUS projekta ERASMUS+: 2020-1-PL01-KA202-082239-Remote working management skills for HR professionals (“projekt REMOWA”). Ena od nalog projekta je ila izdelava vsega potrebnega za izvedbo izobraževanja (seveda na daljavo) kadrovskih strokovnjakov. Avtorji so potrebna znanja, katera morajo imeti managerji in kadrovski specialisti, ki vodijo delavce, ki delajo na daljavo, strukturirali na šest vsebinskih sklopov: (v angleščini): Communicational skills, Digital skills, Work-life balance, skills, Organizational skills, Leadership skills and HRM skills. Na tak način so strukturirani tudi bloki (moduli) oziroma vsebinski sklopi izobraževanja. Struktura osrednjega dela priročnika sledi tem šestim vsebinskim sklopom. Za vsak vsebinski sklop (modul) je popisano: potrebna znanja modulapopis učne snovipopis uporabljenih strategij in metodpopis materialov za izobraževanjenavodila za izvedbo ocenjevanja znanjanavodila za izvedbo. Izobraževanje poteka preko spleta na naslovu: https://www.openlearning.com/courses/remote-working-management-skills-for-hr-professionals/homepage/?cl=1 Pričujoče delo je priročnik za uporabo vsega omenjenega

Zaposljivost diplomantov zdravstvene nege

Starting points: In Slovenia, the higher education institution for nursing started exploring employability opportunities in nursing care in connection with the achievement of competencies from students and employers point of view. This article highlights the importance of monitoring nursing graduates employability. Its aim is to examine the employability of nursing care graduates based on the self-evaluation of competences obtained during the last study year and to establish a link between the self-evaluation of competences and students academic performance. Methodology: A questionnaire was distributed to full and part time nursing care students attending the last study year at five different healthcare/health sciences faculties in Slovenia and to employers (healthcare institutions) where the majority of nursing care graduates finds employment. We examined the level of competence achieved by nursing students and the level of competences required by employers. The sample included a total of 485 students. 194 surveys were returned, which represent a 40 percent response. We used Kolmogorov-Smirnov test for each individual joined competence. Further, we compared employability skills of students and employers with Mann-Whitney and Wilcox rank-sum test. For correlation between two variables we used Spearman correlation analysis. Results: The Mann-Whitney and Wilkson Rank test show that employers generally assess competences with a higher average grade in comparison to students and these differences are statistically significant. By applying the Spearman correlation analysis, we established that a statistically significant weak correlation may be observed between the "average grade" and "competences" variables. Discussion and conclusion: Our findings show that a continuous monitoring of general and subject-specific competences gained by students, along with a periodic verification of competences demanded by employers, is necessary. It is very important to monitor the requirements of the labour market in terms of ongoing communication with employers who can best estimate special knowledge needs.Ozadje: Visokošolske inštitucije se srečujejo s problemom spremljanja zaposljivosti dipomantov zdravstvene nege in vzpostavitvijo izbranih mehanizmov, ki bi jim omogočili prehod iz izobraževalnega v delovno okolje. Namen članka je prikazati zaposljivost diplomantov zdravstvene nege s pomočjo samoocene njihovih kompetenc v zadnjem študijskem letu in ugotoviti povezanost med oceno kompetenc delodajalcev, samooceno kompetenc študentov in uspešnostjo pri študiju. Metode: Anketni vprašalnik je bil razdeljen med študente zadnjega letnika zdravstvene nege rednega in izrednega študija. Raziskava je bila izvedena na petih fakultetah za zdravstvo in zdravstvene nege v Sloveniji in med delodajalci (zdravstvene inštitucije), ki zaposlujejo diplomante zdravstvene nege. Raziskovali smo kompetence, ki si jih študentje pridobijo med študijem in kompetence, za katere delodajalci pričakujejo, da jih bodo diplomanti zdravstvene nege ob končanem študiju imeli. V vzorec je bilo vključenih 485 študentov. 194 pravilno izpolnjenih anketnih vprašalnikov je bilo vrnjenih, kar predstavlja 40 % odzivnost. Za združevanje kompetenc smo uporabili Kolmogorov-Smirnov test. S pomočjo Mann-Whitneyjevega in Wilkinsonovega rang testa smo ugotavljali statistično pomembne razlike med posameznimi spremenljivkami. Za ugotavljanje povezanosti dveh spremenljivk smo uporabili Spearmanov koeficient korelacije. Rezultati: Mann-Whitney in Wilkinsonov rang test sta pokazala, da delodajalci v povprečju višje ocenjujejo dejanske in zahtevane kompetence kot študenti zdravstvene nege, pri čemer so razlike statistično pomembne. S pomočjo Spearmanovega koeficienta korelacije je bilo ugotovljeno, da obstaja med spremeljivkama “povprečna ocena” in “kompetence” šibka povezanost, ki je statistično značilna. Zaključek: Rezultati raziskave so pokazali, da je nujno stalno spremljanje splošnih in specifičnih kompetenc študentov skupaj s periodičnim preverjanjem zahtevanih kompetenc s strani delodajalcev. Potrebno je spremljanje zahtev trga dela v smislu stalnega povezovanja z delodajalci, ki lahko posredujejo potrebe po specifičnem znanju