Abstract
In order for an organization to successfully operate, it is necessary to know all employees and to establish an agreement between individual and organizational goals, which means that it should follow the following business philosophy: "Great performance and great satisfaction of the individual." However, what constitutes the basis of quality work organizations are reliable employees who are satisfied with their work, are ready to progress and learn and thus profit themselves and the organization either in material or otherwise. Employees who are not satisfied will not do the job properly, giving rise to direct pecuniary damage. In addition, dissatisfied employees will want to leave the job, in which case all resources previously invested in that employee will be practically thrown into the water. For modern business, characterized by strong competition and constant change, the labor market dictates the requirements of developing personal abilities. That is why career development has become a key responsibility of individuals themselves who develop their personal abilities to actively maintain their own employability in a changing labor market. In order for the organization to function and profit profitably, it is necessary to control and improve the satisfaction of employees, because the success of each organization rests on satisfactory human resources.
Highlights
Sa aspekta upravljanja ljudskim resursima, zaposleni se sve češće tretiraju subjektima upravljačkog procesa, a manje objektima upravljanja
[13] Što pojedinac dobije više onog ishoda koji on ceni to će biti zadovoljniji
Sirgy MJ, Efraty D, Siegel P., A new measure of quality of work life (QWL) based on need satisfaction and spill over theories, Social Indicators Research, 2001, (55), р
Summary
Uspeh u karijeri je doživljaj profesionalnog iskustva. Čini ga procena prisustva poželjnih ishoda u bilo kom trenutku trajanja karijere. [1] Za pojedince, postizanje uspeha u karijeri je važno jer doprinosi njihovom ličnom zadovoljstvu, ispunjenosti, osećanju uspeha, dok je za organizacije uspeh u karijeri važan jer može doprineti ukupnom organizacionom uspehu. Uspeh u karijeri se može definisati kroz subjektivne i objektivne aspekte dostignuća i napretka pojedinca kroz organizaciju ili zanimanje. [2] Uspeh u karijeri može da se predvidi pomoću četiri grupe faktora: 1) ljudski kapital – odnosi se na edukaciju, lično i profesionalno iskustvo, 2) organizacijska sponzorstva – spremnost organizacije na ulaganje u zaposlene, često u vidu treninga i edukacija, 3) sociodemografski – pol, starost, bračni status; 4) individualne razlike – odnose se na crte ličnosti Uspeh u karijeri se može definisati kroz subjektivne i objektivne aspekte dostignuća i napretka pojedinca kroz organizaciju ili zanimanje. [2] Uspeh u karijeri može da se predvidi pomoću četiri grupe faktora: 1) ljudski kapital – odnosi se na edukaciju, lično i profesionalno iskustvo, 2) organizacijska sponzorstva – spremnost organizacije na ulaganje u zaposlene, često u vidu treninga i edukacija, 3) sociodemografski – pol, starost, bračni status; 4) individualne razlike – odnose se na crte ličnosti
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