| Abstract | Ljudski kadrovi predstavljaju radnu snagu jedne organizacije, poslovnog sektora ili gospodarstva, te predstavljaju nematerijalnu komponentu organizacije. Proces pribavljanja ljudsih kadrova se sastoji od planiranja kadrova, selekcije kadrova, obuke kadrova, i razvoja karijere kadrova. Putem ovog zavšrnog rada pažnju ćemo usmjeriti na proces obuke kadrova i razvoja karijere zaposlenika OTP Splitske banke. Splitska banka d.d. je hrvatska tvrtka koja se bavi bankarstvom i koja je u 100-postotnom vlasništvu mađarske banke OTP Group. Obuka zaposlenika predstavlja pripremu kako zaposlenika, tako i poduzeća, na budućnost i stjecanje veće odgovornosti u radu, te konačno ispunjavanju zahtijevnijih ciljeva. U današnjem modernom poslovnom svijetu, sve veći broj radnika veliku važnost pridaje razvoju vlastite karijere, jer to za njih predstavlja dugoroćni razvoj i dugoroćnu vremensku perspektivu. Razvoj karijere omogućava pojedincu da stekne nova znanja, vještine i sposobnosti te da ga pripreme za stjecanje zahtjevnijih poslova u budućnosti. Osim zaposlenika, od programa razvoja karijere profitira i sama organizacija jer tim postupkom dobiva zaposlenike koji su spremni ispuniti zahtijevnije ciljeve, te ujedno su efikasniji na svojem radnom mjestu. Unutar Splitske banke od samog početka rada zaposlenika, se sustavno planira njihova daljna obuka i razvoj, te se obuka vrši od strane ovlaštenih instruktora, koristeći se metodama koje najviše odgovaraju potrebnom obliku obuke. Splitska banka uvelike cijeni talente na radnome mjestu, te nastoje prepoznati takve, te im pružiti priliku za daljne razvijanje i usavršavanje. Kako bi uspješno pratili efikasnost svojih programa obuke i razvoja kadrova, Splitska banka mnogo ozbiljno shvaća povratne informacije svih uključenih, te sama provodi analiziranja kvalitete obavljenog posla. |
| Abstract (english) | Human staff represent the workforce of an organization, the business sector or the economy, and represent an intangible component of the organization. The process of obtaining human composition consists of staffing, personnel selection, personnel training, and career development. Through this final work, we are focusing on the personnel training and development process of OTP Splitska banka. Splitska banka d.d. is a Croatian banking company and 100% owned by the Hungarian bank OTP Group.Employee training represents preparation for both employees and companies to the future and gaining greater accountability in work, and ultimately meeting more demanding goals. In today's modern business world, an increasing number of workers attach great importance to the development of their own career, as it represents long-term development and long-term perspective for them. Career development enables an individual to acquire new knowledge, skills and abilities and to prepare for the acquisition of more demanding jobs in the future. In addition to its employees, career development programs benefit from the organization itself, as it provides employees who are ready to meet more demanding goals and are more efficient in their workplace. Within Splitska banka since the beginning of the employee's work, their further training and development is systematically planned, and the training is done by authorized instructors, using the methods that best suit the required training form. Splitska banka greatly appreciates talents at the workplace, trying to identify them and give them the opportunity to further develop and improve. In order to successfully monitor the effectiveness of its training programs and staff development, Splitska banka is very serious about the feedback of all involved and analyzes the quality of the work itself. |
