Menadzer Essay

2066 words - 9 pages

Nacin rada sa visokim performansama je nacin koji dovodi do visokog pojedinacnog I visoko organizovanog radnog ucinka.
Proces menadzmenta ljuskih resursa su aktivnost koje su potrebne za zaposljavanje u organizaciji I odrzavanje visokih performansi zaposlenih
Sindikat je organizacija koja predstavlja radnike I trazi zastitu njihovih interesa na osnovu kolektivnog ugovora.
Pozitivna akcja je program koji poboljsava organizacioni status clanova zasticene grupe.
Planiranje ljudskih resursa je proces kojim menadzeri obezbedjuju pravi broj I pravu vrstu ljudi, na pravim mestima I u pravo vreme, koji su sposobni da efektivno I efikasno obavljaju poverene ...view middle of the document...

Orjentacija je upoznavanje novozaposlenog sa poslom I organizacijom.
Sistem menadzmenta za performanse je postavljanje standarda ucinka I procenjivanje ucinka zaposlenog da bi se doslo do objektivne odluke o ljudskim resursima I pribavila dokumentacija kao podrska tim odlukama.
Pismeni ogled je tehnika procenjivanja koju koristi procenitelj koji pismeno opisuje snagu I slabosti kako ranijeg tako I potencijalnog ucinka zaposlenog. Procenitelj takodje daje sugestije za poboljsanje ucinka.
Kriticni incident je tehnika procenjivanja ucinaka u kojoj procenitelj usmerava paznju na kriticno ponasanje koje odvaja efektivno od neefektivnog ucinka na radnom mestu.
Graficka skala procene je tehnika procenjivanja ucinaka u kojoj se zaposleni ocenjuju na osnovu seta faktora ucinaka.
Utvrdjivanje skale u ocenjivanju ponasanja(BARS) tehnika procenjivanja ucinaka koja ocenjuje zaposlenog na osnovu primera stvarnog ponasanja na radnom mestu.
Poredjenje vise lica je tehnika procene ucinka koja poredi ucinak pojedinca sa ostalima.
Povratne informacije za 360 stepeni je metod procene ucinka koji koristi povratnu informaciju(feedback) od supervizora, zaposlenih I kolega.
Plata na bazi vestine je sistem plata koji nagradjuje zaposlenog za vestine na poslu koji moze da demonstrira.
Karijera je sekvenca polozaja na kojoj se zaposleni nalazi za vreme svog radnog veka.
Downsizing je planirano ukidanje radnih mesta u organizaciji.
Seksualno uznemiravanje je nepozeljna aktivnost seksualne prirode koja utice na zaposlenje pojedinca.
Pojedinacne beneficije su beneficije koje ispunjavaju zahteve zaposlenih radi uravnotezenja radnog zivota.

Grupa predsavlja dve ili vise osoba koje uticu jedna na drugu, medjusobno su zavisne I udruzuju se da bi ostvarile odredjene ciljeve.
Faze razvoja grupe: formiranje, sukobljavanje, normiranje, funkcionisanje, raspustanje.
Formiranje grupe je prva faza razvoja grupe u kojoj ljudi pristupaju grupi I zatim definisu namenu grupe, strukturu I liderstvo.
Sukobljavanje je druga faza razvoja grupe koju karakterisu konflikti unutar grupe.
Normiranje je treca faza razovja grupe I nji karakterisu bliski odnosi I stabilnost.
Funkcionisanje je cetvrta faza razvoja grupe u kojoj ona potpuno funkcionise.
Raspustanje je poslednja faza razvoja grupe ako su u pitanju privremene grupe tokom koje se clanovi grupe vise bave zaokruzivanjem aktivnosti nego izvrsavanjem zadataka.
Struktura grupe definise uloge clanova, norme , usaglasenost, statusne sisteme, velicinu grupe, stabilnost grupe I formalne liderske pozicije.
Uloge su modeli ponasanja koji se ocekuju od nekoga ko zauzima odredjeni polozaj u organizaciji.
Norme su prihvatljivi standardi ili ocekivanja clanova grupe.
Grupno misljenje je vid prilagodjavanja u kome clanovi grupe osecaju jak pritisak da usaglase svoje misljenje sa misljenjem drugih.
Status je gradacija prestiza, pozicije ili ranga u okviru grupe.
Lencarenje na poslu u kolektivu je...

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