ULOGA MODELA UKUPNE NAGRADE U PRIVLAČENJU I ZADRŽAVANJU ZAPOSLENIKA TEHNIČKE STRUKE

master's thesis

• Title (english): THE ROLE OF TOTAL REWARDS IN ATTRACTING AND RETAINING HIGH TECH EMPLOYEES
• Author: Ines Nožica
• Mentor: Maja Klindžić (mentor)
• Committee member: Lovorka Galetić (predsjednik povjerenstva)
• Committee member: Nina Pološki Vokić (član povjerenstva)
• Committee member: Maja Klindžić (član povjerenstva)
• Granter: University of Zagreb; Faculty of Economics and Business; (Department of Organization and Management); Zagreb
• Defense date and country: 2020-09-30, Croatia
• Scientific / art field, discipline and subdiscipline: SOCIAL SCIENCES; Economics; Organization and Management

Abstract

Ubrzani razvoj IT industrije prožeo je na globalnoj razini gotovo sve gospodarske grane, odnosno djelatnosti. Neki od izazova s kojima se susreću organizacije pri privlačenju zaposlenika tehničke struke su ubrzana globalizacija, multigeneracijski i internacionalni timovi, visoka transparentnost, digitalna transformacija radnih mjesta, legislativa i regulatorne promjene te trošak promjene radne snage i pritisak za upravljanjem rizicima (WillisTowersWatson, 2018). U ovom diplomskom radu prikazano je online istraživanje provedeno na uzorku od 183 ispitanika od kojih je 166 anketa prihvaćeno u obradu. Cilj istraživanja je bio ispitivanje uloge modela ukupne nagrade u privlačenju i zadržavanju zaposlenika tehničke struke s naglaskom na zaposlenike u IT i STEM području. U istraživanju su se kao najbitnije nagrade pokazale plaće iznad prosjeka, dok očekivanja prema istima rastu s iskustvom i starosnom dobi ispitanika. Od beneficija se ističe slobodno vrijeme kao najpoželjnija opcija nakon kojeg slijede preferencije prema zdravstvenom osiguranju. Nematerijalne nagrade razvoja i učenja te radne okoline generalno su ocijenjene puno višim ocjenama od materijalnih nagrada što ide u prilog prethodnim istraživanjima. U ovoj skupini ističu se prilike za rast i razvoj te pouzdano vodstvo kao najviše ocijenjeni elementi modela ukupne nagrade. Rezultati su također pokazali kako mlađi IT i STEM zaposlenici i studenti očekuju prilike za osobni rast, dok zaposlenici s više iskustva traže više odgovornosti na poslu za što očekuju priznanja i pohvale za rad, slobodu i autonomiju te otvorenu komunikaciju s nadređenima. Osim toga rezultati također pokazuju statistički značajnu povezanost novčanih nagrada i priznanja za posebna postignuća te pohvala za rad što implicira da zaposlenici za svoj rad žele biti nagrađeni materijalno i nematerijalno.

Abstract (english)

The accelerated development of the IT industry has permeated almost all branches of the economy at the global level. Some of the challenges organizations face in attracting high tech employees are multigenerational and international teams, high transparency, digital job transformation, legislation and regulatory change, turnover costs and risk management (WillisTowersWatson, 2018). This thesis presents an online survey conducted on a sample of 183 respondents, of which 166 surveys were accepted for analysis. The goal of the research was to examine the role of total rewards in attracting and retaining high tech employees with special accent on IT and STEM employees. In the research, above-average salaries proved to be the most important rewards, while expectations towards them grow with the experience and age of the respondents. Benefits category showed leisure time as the most desirable option, followed by preferences towards health insurance. Intangible rewards that include development, learning and work environment were generally rated much higher than tangible rewards, which supports previous research. In the category of development and learning the opportunities for personal growth and development were rated the highest while reliable leadership was chosen as the most important for work environment. The results also showed that younger IT and STEM employees and students expect opportunities for their personal growth, while employees with more experience seek more responsibility at work for which they expect recognition and praise, freedom and autonomy, and open communication with superiors. In addition, the results also show a statistically significant correlation between monetary awards and recognition for special achievements and praise for work, which implies that employees want to be rewarded financially and intangibly for their work.

• Keywords: model ukupne nagrade; materijalno nagrađivanje; nematerijalno nagrađivanje; ljudski resursi; IT zaposlenici
• Keywords (english): total rewards; financial rewards; intangible rewards; human resources; IT employees
• Language: croatian
• URN:NBN: urn:nbn:hr:148:460795
• Study programme: Title: Business Economics; Study programme type: university; Study level: graduate; Academic / professional title: magistar/magistra ekonomije (magistar/magistra ekonomije)
• Type of resource: Text
• File origin: Born digital
• Access conditions: Access restricted to students and staff of home institution
• Created on: 2020-10-15 09:12:46