Kriteriji za oceno organizacije/institucije kot učeče se organizacije

Abstract

The article presents the criteria used for evaluating a company as a learning organisation. These criteria cover management and administration, professional progress, cooperation with community and the system of human resources management. We focus our attention on the system of human resources development. A company has a significant influence on training / education of employees and their career development by activities of the system. The system of human resources development is efficient only if it is supported by the system of human resources management. The system of human resources management involves the employment process, training / education of employers, culture and atmosphere in the company, learning habits and values of employers, style when acting as teachers and the pay system. These activities must be supported by flexible administration, which keeps abreast of advances in its field and takes an active part in activities of its community. By criteria we collect data how the system of human resources management works, how the management supports it and about way, direction and dynamic of the modifications in the company at the specific time. The difference between the actual state and the concept of the learning organisation ranks business process to (dis)satisfaction, there by identifying areas that need to be improved. On the basis of results of our analysis, we can formulate our proposal for restructuring of the human resources management system and its supporting elements at the company.Prispevek predstavlja kriterije za oceno organizacije / institucije kot učeče se organizacije. Vsebinsko se kriteriji nanašajo na štiri področja in sicer na vodenje in upravljanje, spremljanje razvoja stroke, stike organizacije / institucije z zunanjim okoljem ter sistem upravljanja človeških virov. Pozornost usmerjamo v dejavnosti sistema razvoja človeških virov s katerimi organizacija / institucija ustvarja pogoje za izobraževanje oz. učenje in karierni razvoj zaposlenih. Sistem razvoja človeških virov je učinkovit le, če ga dopolnjujejo preostale dejavnosti sistema upravljanja človeških virov. Dejavnost sistema upravljanja človeških virov združuje pridobivanje, selekcijo, uvajanje, razvoj, vrednotenje, vzdrževanje in zadrževanje zaposlenih. Te pa podpira fleksibilno vodenje in upravljanje, spremljanje razvoja stroke ter sodelovanje v dejavnostih zunanjega okolja. S pomočjo kriterijev pridobimo podatke o delovanju sistema upravljanja človeških virov in podpornih elementov ter načinu, smeri in dinamiki organizacijskih sprememb v določenem obdobju. Razkorak med dejanskim stanjem in konceptom učeče se organizacije razvršča obravnavane poslovne procese po hierarhiji (ne)ustreznosti, kar posredno vodi v prepoznavo področij, potrebnih prenove in pripravo ustreznega načrta prenove poslovnih procesov