Employee development as an investment in the future

Okolje ne samo, da organizacije prisili v neprestano odzivanje na vse intenzivnejše spremembe iz okolja, jih tudi izziva, da same iščejo načine soustvarjanja sprememb. Prisiljene so iskati načine s pomočjo katerih poslovnemu okolju, pa tudi okolju nasploh, pokažejo, da zmorejo, da so lahko in da so boljše od svojih konkurentov. Glavni ključ tega je upravljanje s človeškimi viri. Zaposleni so tisti, ki organizaciji prinašajo učinkovitost in uspešnost. Vlaganje v razvoj zaposlenih ni le trenuten strošek, če je pravilno izveden, je dobra naložba v prihodnost organizacije. Res je, da je tudi najbolj tvegana naložba v organizaciji, saj lahko zaposleni odidejo drugam. A, če zaposleni čuti, da organizacija misli nanj, vlaga v njegov razvoj, ceni njegove dosežke, čuti do organizacije posebno pripadnost in le redko odide. Tudi Univerzitetna knjižnica Maribor je vsak dan bolj pod pritiskom zaradi sprememb v okolju. Hiter razvoj stroke, informacijske in komunikacijske tehnologije, nosilcev zapisov informacij in kar je tudi najpomembneje spreminjanje potreb uporabnikov od zaposlenih zahtevajo neprestano izobraževanje in izpopolnjevanje veščin. Magistrska naloga je sestavljena iz dveh delov, teoretičnega in empiričnega dela. V teoretičnem delu smo opredelili temeljne pojme upravljanja s človeškimi viri, pomen razvoja zaposlenih ter proces izobraževanja in usposabljanja v organizacijah. Pridobljeno znanje iz teoretičnega dela, smo želeli preveriti še v praksi. Tako smo s pomočjo Univerzitetne knjižnice Maribor izvedli raziskavo, s katero smo želeli izvedeti kako v knjižnici skrbijo za razvoj zaposlenih in ali se zaposleni zavedajo pomembnosti izobraževanja in razvoja. Kljub pozitivnim rezultatom raziskave, smo mnenja, da bi podobno raziskavo morali v knjižnici izvesti še med uporabniki. Z rezultati obeh raziskav bi namreč pridobili širši in celovitejši pogled na ključne dejavnike razvoja zaposlenih.The environment forces organisations to constantly react to the intensive changes of the environment and challenges them to find ways of co-creating these changes. Organisations are forced to find ways to show the business environment and the environment in general that they can do it, that they are better than their competition. The key to doing so is human resource management. Employees present an organisation\u27s efficiency and success. Investing in the employees\u27 development is a momentary cost and a good investment into the organisation\u27s future. It is true that this is the riskiest investment an organisation can make, for the employees may decide to change organisations. On the other hand, if employees feel that their development is being supported, they may be incredibly loyal to the organisation and rarely decide to go elsewhere. The University of Maribor Library is also under more pressure due to the changes in the environment. The rapid development of librarianship, ICT, carriers of information, and most crucial changed need of its users demand the staff\u27s constant education and skills perfection. The master\u27s thesis consists of two parts, the theoretical and the empirical. The theoretical part defines the fundamental concepts of human resource management, the importance of staff development, and the process of their education and training. The gained knowledge from the theoretical part was proved in practice. In the University of Maribor Library, we surveyed the employees, asking them about how the library takes care of their development and whether they are aware of the importance of their education and development. Despite positive results, we think that such a survey should be carried out also among the library users. The results of both surveys would provide a broader and more complex overview of the key factors of staff development