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master's thesis
MJERENJE PERFORMANSI
2023. urn:nbn:hr:228:944181
Perišić, Veronika
University of Split
University Department of Professional Studies
Department of Management, Trade and Tourism

Cite this document

Perišić, V. (2023). MJERENJE PERFORMANSI (Master's thesis). Split: University of Split. Retrieved from https://urn.nsk.hr/urn:nbn:hr:228:944181

Perišić, Veronika. "MJERENJE PERFORMANSI." Master's thesis, University of Split, 2023. https://urn.nsk.hr/urn:nbn:hr:228:944181

Perišić, Veronika. "MJERENJE PERFORMANSI." Master's thesis, University of Split, 2023. https://urn.nsk.hr/urn:nbn:hr:228:944181

Perišić, V. (2023). 'MJERENJE PERFORMANSI', Master's thesis, University of Split, accessed 14 November 2024, https://urn.nsk.hr/urn:nbn:hr:228:944181

Perišić V. MJERENJE PERFORMANSI [Master's thesis]. Split: University of Split; 2023 [cited 2024 November 14] Available at: https://urn.nsk.hr/urn:nbn:hr:228:944181

V. Perišić, "MJERENJE PERFORMANSI", Master's thesis, University of Split, Split, 2023. Available at: https://urn.nsk.hr/urn:nbn:hr:228:944181

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Metadata
TitleMJERENJE PERFORMANSI
Title (english)PERFORMANCE MEASUREMENT
AuthorVeronika Perišić
MentorAnita Krolo - Crvelin (mentor)
Committee memberIvona Jukić (član povjerenstva)
Committee memberMijana Matošević Radić (član povjerenstva)
GranterUniversity of Split
(University Department of Professional Studies)
(Department of Management, Trade and Tourism)
Split
Defense date and country2023-05-22, Croatia
Scientific / art field,
discipline and subdiscipline		SOCIAL SCIENCES
Economics
Abstract
Menadžment ljudskih potencijala uključuje mnogobrojne pojmove vezane za zapošljavanje ljudi te same odnose između pojedinca i organizacije. Upravljanje performansama je jako važno, a osnovni cilj im je postizanje boljih individualnih, timskih i organizacijskih performansi povećavajući posvećenost zaposlenika i njihove uključenosti u poboljšanje rezultata rada. Postoje brojne metode mjerenja performansi ili upravljanje učinkom, što rade menadžeri kako bi osigurali da se na radnom mjestu stvari obavljaju na pravi način, tj. da imamo pravog zaposlenika na pravom mjestu. Način mjerenja uspješnosti razlikuje se ovisno o radnom okruženju, vrsti poslovanja i, u određenoj mjeri, zanimanju zaposlenika. Grafičke ljestvice ocjenjivanja, upravljanje prema ciljevima i prisilno rangiranje tri su metode koje se koriste za mjerenje učinka zaposlenika.
Abstract (english)
Human resources management includes numerous termsrelated to theemploymentofpeopleandtherelationshipsbetweentheindividualandtheorganization. Performance management isveryimportant, andtheirmaingoalis to achievebetterindividual, teamandorganizationalperformancebyincreasingthededicationofemployeesandtheirinvolvemen tinimprovingworkresults. There are numerousmethodsofperformancemeasurementorperformance management, whichmanagers do to ensurethatin a random place things are doneintherightway, i.e. wehavetherightemployeeintheright place. Thewayperformanceismeasuredvariesdepending on theworkenvironment, thetypeofbusinessand, to a certainextent, theoccupationoftheemployee. Graphical rating scales, management byobjectives, andforcedranking are threemethodsused to measureemployeeperformance.
Keywords
Keywords (english)
Languagecroatian
URN:NBNurn:nbn:hr:228:944181
Study programmeTitle: Business Trade – specialist graduate - professional
Study programme type: professional
Study level: specialist graduate
Academic / professional title: stručni/a specijalist/ specijalistica ekonomije (stručni/a specijalist/ specijalistica ekonomije)
Type of resourceText
File originBorn digital
Access conditionsAccess restricted to authenticated users
Terms of useLicence In copyright icon
Created on2023-05-23 07:03:56