Abstract | U radu se analizira proces pribavljanja i selekcije kandidata. Naime, pribavljanje je proces privlačenja za slobodna radna mjesta kandidata koji imaju sposobnost, vještine i osobine potrebne za uspješno obavljanje poslova i postizanje ciljeva. Strategije zapošljavanja danas su znatno drugačije nego prije samo nekoliko godina. Navode se neki od novih trendova privlačenja kandidata. Također se navode dva osnovna izvora pribavljanja djelatnika. Radi se o vanjskim i unutarnjim izvorima koji se detaljnije pojašnjavaju. Nakon pribavljanja kandidata, provodi se selekcija. Selekcija jest proces kojim se između većeg broja kandidata za posao opredjeljujemo za one koji imaju najviše vjerojatnosti da će u poslu uspjeti. Detaljnije su pojašnjeni psihološki testovi kao jedan su od najvažnijih i najrazvijenijih selekcijskih instrumenata te intervju kao najstariji i najčešće korišteni izvor informacija pri odabiru osoblja. Nakon izbora kandidata za određeni posao, potrebno je razraditi proces njegovog uvođenja u posao. Uvođenje u posao može se obaviti na dva načina i to: kroz pripravnički (vježbenički) staž za one koji se prvi put zapošljavaju u struci ili standardnom procedurom uvođenja u posao djelatnika s iskustvom, koja može biti s probnim rokom na određeno vrijeme ili bez njega. S obzirom na to da su zaposlenici ti koji organizacijama donose konkurentsku prednost oni trebaju biti motivirani. Postoje materijalne i nematerijalne strategije motiviranja koje se nadalje pojašnjavaju. Osnovni je cilj rada bio analizirati aktivnosti menadžmenta ljudskih potencijala sa svim svojim specifičnostima na dva primjera iz prakse i to, s jedne strane u maloj organizaciji Mediatoolkit koja broji 22 zaposlenika i s druge strane, u velikoj Kraš d.d. u kojoj je zaposleno oko 2500 zaposlenika. |
Abstract (english) | The given paper analyzes the processes of recruiting and selecting future employees. Recruitment is the process of attracting candidates with necessary competencies, skills and personality traits to a job opening, who will be able to successfully complete their tasks and achieve goals. In recent years the employment strategies have changed significantly. Therefore, the given paper states some of the new candidate attraction trends, as well as two basic sources for the recruitment of employees – internal and external sources, which are explained in more detail. The recruitment of candidates is followed by the selection process. The selection process is a process which results in hiring the candidates that are most likely to succeed in the given job. Furthermore, the paper gives a detailed description of psychological tests, as they are one of the most important and most developed selection instruments. It elaborates interviews, as well, which are the oldest and most widely used sources of information in the personnel recruitment. After a candidate has been chosen for a certain position, he or she goes through the onboarding process. There are two types of onboarding processes – internship (traineeship), designed for graduates getting their first job in their professional field, and the standard procedure, during which experienced employees are introduced into business. They may or may not include a fixed-term probationary period. Since employees bring competitive advantage to organizations, they are the ones who should be motivated. There are monetary and non-monetary incentives, which are also described in more detail. The main goal of the given paper is to analyze human resource management activities together with their specificities, and to illustrate them using two practical examples – Mediatoolkit, a small organization with only 22 employees on one side, and Kraš d.d., a large organization which employs about 2500 people, on the other. |