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Recruitment

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Pridobivanje delavcev (ang. Recruitment)

Pridobivanje, izbiranje in uvajanje delavcev so dejavnosti, s katerimi MČV uravnava odnose organizacije s trgom delovne sile. Potreba po zaposlitvi novega delavca se najpogosteje pojavi zaradi odhoda nekoga izmed zaposlenih ali zaradi rasti organizacije. Ko se v podjetju odločijo za ohranitev ali vzpostavitev novega delovnega mesta, ter zaposlitev novega delavca, nastopi intenziven dvosmerni proces usklajevanja med kandidati in organizacijo.
Pridobivanje iz notranjih virov je usmerjeno k delavcem, ki so že zaposleni v organizaciji in bi si želeli zaposliti na drugih delovnih mestih. To je lahko za večje organizacije najbogatejši vir kandidatov. Vendar pa ima tudi notranje kadrovanje svoje prednosti in slabosti. Med prednosti bi lahko šteli naslednje: * Zaposleni vidijo, da organizacija ceni njihove sposobnosti, kar spodbuja moralo in delovno uspešnost. * Notranji kandidati so po navadi bolj privrženi organizaciji, zato je manj verjetno da jo bodo zapustili. * Notranji kadri potrebujejo manj uvajanja in usposabljanja kot zunanji. (Svetlik, 2009, str. 288)

Slabosti pa so naslednje: * Zaposleni, ki kandidirajo za prosta delovna mesta in pri tem ne uspejo, lahko postanejo nezadovoljni. * Največji problem je vse večja zaprtost organizacije, saj doma vzgojeni kadri številnih problemov ne vidijo ali pa jih neuspešno rešujejo po ustaljenih načinih. Lahko pride do pomanjkanja inovacij. (Svetlik, 2009, str. 288)

Zaradi slabosti notranjega kadrovanja in zaradi pomanjkanja kandidatov v organizaciji se organizacije, obračajo k zunanjim virom kadrov. Pri tem pa uporabljajo zelo različne metode, odvisno od delavcev, ki jih iščejo, od svoje poslovne strategije in od okolja, ki ga določa trg delovne sile.

Metode pridobivanja delavcev iz zunanjih virov: * Metoda neformalnega pridobivanja
Gre za najstarejšo in še vedno pogosto uporabljeno metodo, ki se pojavlja v različnih oblikah: od poizvedovanja pri prijateljih, znancih in profesionalnih kolegih ter previdnega nagovarjanja kandidatov, ki delajo za druge delodajalce. Delodajalci tako pridejo do delavcev, ki jih je sicer težko dobiti.

* Neposredno javljanje kandidatov pri delodajalcih
Pobuda je na strani iskalcev zaposlitve. Gre za poceni pridobivanje kadra, ki je visoko motiviran, saj se javljajo samoiniciativni kandidati.

* Stik s šolami in fakultetami, strokovne prakse
Gre za načrtno pridobivanje dobrih kadrov, zlasti tistih, ki jih primanjkuje. Oblike stikov so lahko različne, od obiskov večjih skupin študentov do omogočanja strokovne prakse v organizaciji.

* Kadrovske štipendije
Pri štipendiranju gre za strateško pridobivanje kadrov. To je posebna oblika materialne spodbude, ki zavezuje prejemnika k zaposlitvi pri štipenditorju, če jih ta po končanem šolanju potrebuje.

* Univerzitetni karierni centri
Pri nas se pojavljajo šele zadnjih nekaj let, njihov namen je študentom pomagati pri izbiri študijskih poti, predstavljati posamezne delodajalce in za njih iskati primerne kandidate.

* Javne službe za zaposlovanje (Zavod RS za zaposlovanje ZRSZ)
So pomemben vir kadrov za nova delovna mesta, njihove datoteke iskalcev zaposlitve so najobsežnejše in jih sproti dopolnjujejo, kandidati pa so takoj dostopni. Njihove storitve so za delodajalce brezplačne.

* Zasebne agencije za zaposlovanje
V primerjavi z javnimi službami so mnogo manjše, imajo manj informacij in kandidatov, ter svoje storitve zaračunajo. Njihova prednost je, da se praviloma specializirajo za določeno vrsto kandidatov in njihov strokovni profil.

* Oglasi v javnih medijih
So zelo razširjena in vsestransko uporabna metoda za pridobivanje kandidatov. Prednosti te metode so, da z njo dosežemo veliko število možnih kandidatov.

* Karierni sejmi
Predstavljajo stičišče med delodajalci in kandidati za zaposlitev. Namenjeni so organizacijam, ki se želijo na trgu dela predstaviti kot zanimivi delodajalci in tako vzpostaviti stike z najboljšimi kandidati.

* E-kadrovanje
Predstavlja eno od modernejših metod pri pridobivanju kadrov, ki se v svetu vedno bolj uveljavlja. Gre za oglaševanje potreb podjetij po novih kadrih preko spleta.

* Strokovna oz. profesionalna združenja
Preko teh združenj, lahko delodajalci, pridobivajo kandidate, ki bi si želeli zamenjati zaposlitev in ki iščejo nove karierne izzive.

Viri:
Svetlik, I. & Zupan, N. (2009). Menedžment človeških virov. Ljubljana: FDV. 226-228.

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