MENADŽMENT I PLANIRANJE LJUDSKIH RESURSA - MANAGEMENT AND PLANING HUMAN RESOURCES
Journal Title: EMC Review: Časopis za ekonomiju i tržišne komunikacije - Year 2016, Vol 6, Issue 1
Abstract
The importance study shows is based on the possibility of a company that throughproper human resources management strategy achieved an increase in effectiveness and efficiency, and therefore the productivity of business in the conditions of high competition. Strategic management of human resources is an important part of the sphere of management, and is based on a theoretical - practical knowledge in the field of work psychology. Human resource management can significantly influence the behavior of employees, their attitudes and success. People, their skills, knowledge and information are the characteristic of the each organizationand can not be copied. It must be borne in mind that human resource management can fail if the pursuit organitzacija hire the wrong people, or if they are not motivated enough to their employed. Human resources management strategy needs to be aligned with the company’s strategy. Basic objectives and methods of human resource management needs to ensure the success of the company. Human resources management strategy has an important operational and managerial function carried out by managers of human reusrse. Management Strategy managers aredetermined by the quality of employees and their potential. The objectives of human resources management in the organization is directly related to the individual indicators work and results achieved by the employees. From the quality of motivation and stimulation of employees rise toits productivity, loyalty and quality of work. At the organizational level, human resource management strategy should be aimed at increasing the level of average productivity, improving quality, improving working conditions. Planing human resources is achieved competitive strategy of the organization. All of that contribute the most to employees and their productive possibility. Značaj istraživanja bazira se na mogućnosti jedne kompanije da kroz pravilnustrategiju upravljanja ljudskim resursima ostvari povećanje efektivnosti i efi kasnosti, a samimtim i produktivnost poslovanja u uslovima velike tržišne konkurencije. Strategijskoupravljanje ljudskim resursima je značajan deo sfere rukovođenja, a zasniva se na teorijsko– praktičnim znanjima iz oblasti psihologije rada. Upravljanje ljudskim resursima značajnomože uticati na ponašanje zaposlenih, njihove stavove i uspeh. Ljudi, njihove veštine, znanjai informacije su karakteristika koja je jedinstena za svaku organizaciju i ne može se kopirati.Mora se imati u vidu da menadžment ljudskih resursa može doživeti neuspeh ukolkoorganizacija zaposli pogrešne ljude ili ukoliko ne motiviše dovoljno svoje zaposlene. Strategijaupravljanja ljudskim resursima treba da bude usklađena sa strategijom kompanije. Osnovnimciljom i načinom upravljanja ljudskim resursima treba osigurati uspešnost kompanije.Strategija upravljanja ljudskim resursima ima važnu operativnu i menadžersku funkcijukoju obavljaju menadžeri za ljudske reusrse. Strategiju upravljanja menadžeri određuju naosnovu kvaliteta zaposlenih i njihovog potencijala. Ciljevi upravljanja ljudskim resursima uorganizaciji u neposrednoj su vezi sa individualnim pokazateljima rada, kao i rezultatimakoje postižu zaposleni. Iz kvalitetne motivacije i stimulacije zaposlenih proističe njihovaproduktivnost, lojalnost i kvalitet rada. Na organizacionom nivou, strategija upravljanjaljudskim resursima treba da bude usmerena na povećanje nivoa prosečne produktivnosti,unapređenju kvaliteta i poboljšanje uslova rada. Planiranjem ljudskih resursa ostvaruje sekonkurenstka strategija organizacije. Svemu tome najviše doprinose zaposleni i njihova produktivnost.
Authors and Affiliations
Biljana Panić, Jana Cvijić, Nadica Petrović
Keywords
Related Articles
- EP ID EP247397
- DOI 10.7251/EMC16153P
- Views 99
- Downloads 0
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