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undergraduate thesis
INTERVIEW AS A METHOD OF PROFFESIONAL SELECTION

Ivan Muslim
Metadata
TitleINTERVJU KAO METODA PROFESIONALNE SELEKCIJE
AuthorIvan Muslim
Mentor(s)Ivica Poljičak (thesis advisor)
AbstractProfesionalna selekcija zaposlenika važan je dio cjelokupnog procesa pridobivanja novih kadrova u poduzeću. Poduzeća na taj način osiguravaju kvalitetne zaposlenike koji će biti spremni odgovoriti na sve moguće izazove koji se nalaze pred poduzećem, te im omogućiti postizanje bolje tržišne uspješnosti u usporedbi sa konkurencijom. Budući postupak selekcije zahtijeva određeno vremensko razdoblje da bi se što kvalitetnije provela, u današnje vrijeme poduzeća se sve češće obračaju tvrtkama koje su specijalizirane za provođenje selekcije zaposlenika i kao rezultat toga dobivaju najkvalitetnije ljude koji postoje na tržištu rada. Postoje razne metode provođenja selekcije zaposlenika kao što su pismeni i usmeni načini u što se ubraja provođenje raznih testova kojima se testira psihološko stanje zaposlenika, njihova spremnost na razne situacije do kojih može doći u poduzeću. Najčešća, ali ne i najtočnija metoda koja se koristi prilikom selekcije zaposlenika je intervju. Postoje razne vrste intervjua koje se koriste prilikom odabira kandidata, a to su intervju prema obliku, prema broju sudionika, prema vremenu obavljanja te ostale vrste intervjua. Kao i ostale metode selekcije intervju također ima svoje prednosti, ali i nedostatke koji se mogu odraziti na razne načine kod potencijalnih zaposlenika bilo na pozitivan ili negativan način, iz razloga što svaki zaposlenik posjeduje različitu osobnost. Iako je intervju najčešće korištena metoda, potrebno je koristiti i druge metode profesionalne selekcije kako bi se dobile potpune informacije o potencijalnim zaposlenicima jer ne bi bilo ispravno zaključiti na osnovi jedne metode ispunjava li taj kandidat sve uvjete za zaposlenje.
Keywordsprofessional selection interview potential employees methods
Parallel title (English)INTERVIEW AS A METHOD OF PROFFESIONAL SELECTION
Committee MembersDivna Goleš (committee chairperson)
Jelena Šišara (committee member)
Ivica Poljičak (committee member)
GranterVeleučilište u Šibeniku
Lower level organizational unitsMenadžment
PlaceŠibenik
StateCroatia
Scientific field, discipline, subdisciplineSOCIAL SCIENCES
Economics
Organization and Management
Study programme typeprofessional
Study levelundergraduate
Study programmeManagement; specializations in: Tourism Management, Information Management
Study specializationTourism Management
Academic title abbreviationbacc.oec.
Genreundergraduate thesis
Language Croatian
Defense date2016-09-26
Parallel abstract (English)Professional selection of employees is an important part of the entire process of acquiring new personnel in the company. Companies in this way ensure a quality employees who will be ready to answer all possible challenges that lie ahead of the company and enable them to achieve better market performance versus competitors. Since the selection procedure requires a certain period of time to be carried out as quality as possible, companies nowadays increasingly refer to companies specialized in conducting the selection of employees and as a result they obtain the highest quality people in the labor market. There are various methods of conducting selection of employees such as written and verbal methods which also include conducting various tests which validate the psychological state of the employees and their competence to face with the various situations that may occur in the company. The most common, but also not the most accurate method to be used in the selection of employees is an interview. There are various types of interviews thet are used in the selection of candidates such as the interview according to its form, interview according to the number of participants, according to the time of the performance and other types of interviws. Interview also has its own advantages and disadvantages just like other methods of professional selection that can be manifested in various ways with potencial employees either to the positive or negative way because each employees has a different personality. Although interviw is the most commonly used method it is necessary to use other methods of selection in order to obtain the full information about prospective employees because it would not be correct to conclude on the basis of a method whether the candidate fulfils all the conditions for employment.
Parallel keywords (Croatian)profesionalna selekcija intervju potencijalni zaposlenici metode
Resource typetext
Access conditionAccess restricted to higher education institution's students and staff
Terms of useAll rights reserved
URN:NBNhttps://urn.nsk.hr/urn:nbn:hr:143:641852
CommitterNives Paškov Milošević