Title Problematika pronalaska radne snage u sektoru trgovine Title (english) The issue of workforce shortages in the trade sector Author Katarina Vidović Mentor Kristina Petljak (mentor)Committee member Ivana Štulec (predsjednik povjerenstva)Committee member Dora Naletina (član povjerenstva)Granter University of Zagreb Defense date and country 2024-06-27, Croatia Scientific / art field, SOCIAL SCIENCES Abstract U radu su analizirani procesi zapošljavanja i uvođenja zaposlenika u trgovačkim lancima Lidl i Spar, koristeći kombinaciju kvantitativnih i kvalitativnih metoda. U istraživanju je sudjelovalo 16 ispitanika, od kojih 7 iz Lidla i 9 iz Spara, uključujući prodavače i voditelje poslovnica. Korišteni su anketni upitnici za prikupljanje kvantitativnih podataka te dubinski intervjui s menadžerima za kvalitativne uvide. Socio-demografska analiza pokazala je uravnoteženu spolnu strukturu među ispitanicima i raznoliku dobnu i obrazovnu strukturu. Glavni izazovi u zapošljavanju radne snage u sektoru trgovine uključuju nedostatak domaće radne snage i potrebu za oslanjanjem na strane radnike. Rezultati ankete pokazali su da zaposlenici Spara nešto više ocjenjuju efikasnost i organizaciju procesa zapošljavanja, kao i jasnost i privlačnost oglasa za posao. Proces zapošljavanja u oba poduzeća ocijenjen je relativno visoko, ali postoji prostor za poboljšanje u podršci i obuci novih zaposlenika te u privlačenju domaće radne snage poboljšanjem uvjeta rada i plaća. Dubinski intervjui s menadžerima otkrili su da se oba poduzeća suočavaju s izazovima u privlačenju radne snage te da koriste razne kanale i metode za oglašavanje radnih mjesta. Menadžeri iz Lidla i Spara istaknuli su važnost kontinuirane obuke i prilagodbe radnog okruženja za strane radnike. Regulativa i migracijske politike imaju ključnu ulogu u dostupnosti radne snage, a složenost i promjenjivost tih politika često otežava proces zapošljavanja stranih radnika. Ključne vještine i kompetencije koje poslodavci traže uključuju komunikacijske vještine, sposobnost rada s kupcima, fleksibilnost i osnovne tehničke vještine. Kontinuirana obuka i razvoj zaposlenika smatraju se ključnima za prilagodbu promjenjivim zahtjevima tržišta. Međutim, nailazi se na potrebu za sveobuhvatnim pristupom u rješavanju problema zapošljavanja u sektoru trgovine, uključujući poboljšanje uvjeta rada, prilagodbu regulative, usmjeravanje na kontinuiranu obuku i razvoj radne snage te promjenu percepcije sektora trgovine kao atraktivnog poslodavca. Ove mjere mogu značajno doprinijeti privlačenju i zadržavanju kvalificirane radne snage, što je ključno za dugoročni uspjeh trgovačkih lanaca.
Abstract (english) In this study, the recruitment and onboarding processes in the retail chains Lidl and Spar were analysed using a combination of quantitative and qualitative methods. The study involved 16 respondents, including 7 from Lidl and 9 from Spar, comprising both sales staff and store managers. Quantitative data were collected using survey questionnaires, and in-depth interviews with managers provided qualitative insights. The socio-demographic analysis showed a balanced gender structure among the respondents and a diverse age and educational structure. The main challenges in recruiting workforce in the retail sector include a shortage of domestic labour and the need to rely on foreign workers. The perception of the retail sector as an employer also affects the attraction of potential workers, with respondents from Spar rating working conditions and opportunities for advancement somewhat more favourably compared to those from Lidl. Survey results indicated that Spar employees slightly rated the efficiency and organization of the recruitment process, as well as the clarity and attractiveness of job advertisements, higher. The recruitment process in both companies was rated relatively high, but there is room for improvement in the support and training of new employees and in attracting domestic labour by improving working conditions and wages. In-depth interviews with managers revealed that both companies face challenges in attracting workforce and use various channels and methods for job advertising. Managers from Lidl and Spar emphasized the importance of continuous training and adaptation of the work environment for foreign workers. Regulations and migration policies have a crucial role in the availability of labour, and the complexity and variability of these policies often hinder the recruitment process of foreign workers. Key skills and competencies that employers seek include communication skills, the ability to work with customers, flexibility, and basic technical skills. Continuous training and employee development are considered essential for adapting to changing market demands. However, a comprehensive approach to solving recruitment problems in the retail sector is needed, including improving working conditions, adjusting regulations, focusing on continuous training and workforce development, and changing the perception of the retail sector as an attractive employer. These measures can significantly contribute to attracting and retaining qualified workforce, which is crucial for the long-term success of retail chains.
Keywords
sektor trgovine
poboljšanje rad
zapošljavanje
Keywords (english)
retail sector
workforce
work improvement
recruitment.
Language croatian URN:NBN urn:nbn:hr:148:830734 Study programme Title: Business economics Type of resource Text File origin Born digital Access conditions Open access Terms of use Created on 2024-07-02 13:30:41
