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master's thesis
ANALIZA I VAŽNOST PLAĆA U NAGRAĐIVANJU ZAPOSLENIKA JAVNOG SEKTORA
Diplomski rad
2022. urn:nbn:hr:145:555669
Ivković, Ines
Josip Juraj Strossmayer University of Osijek
Faculty of Economics and Business in Osijek

Cite this document

Ivković, I. (2022). ANALIZA I VAŽNOST PLAĆA U NAGRAĐIVANJU ZAPOSLENIKA JAVNOG SEKTORA : Diplomski rad (Master's thesis). Osijek: Josip Juraj Strossmayer University of Osijek, Faculty of Economics and Business in Osijek. Retrieved from https://urn.nsk.hr/urn:nbn:hr:145:555669

Ivković, Ines. "ANALIZA I VAŽNOST PLAĆA U NAGRAĐIVANJU ZAPOSLENIKA JAVNOG SEKTORA : Diplomski rad." Master's thesis, Josip Juraj Strossmayer University of Osijek, Faculty of Economics and Business in Osijek, 2022. https://urn.nsk.hr/urn:nbn:hr:145:555669

Ivković, Ines. "ANALIZA I VAŽNOST PLAĆA U NAGRAĐIVANJU ZAPOSLENIKA JAVNOG SEKTORA : Diplomski rad." Master's thesis, Josip Juraj Strossmayer University of Osijek, Faculty of Economics and Business in Osijek, 2022. https://urn.nsk.hr/urn:nbn:hr:145:555669

Ivković, I. (2022). 'ANALIZA I VAŽNOST PLAĆA U NAGRAĐIVANJU ZAPOSLENIKA JAVNOG SEKTORA : Diplomski rad', Master's thesis, Josip Juraj Strossmayer University of Osijek, Faculty of Economics and Business in Osijek, accessed 02 April 2025, https://urn.nsk.hr/urn:nbn:hr:145:555669

Ivković I. ANALIZA I VAŽNOST PLAĆA U NAGRAĐIVANJU ZAPOSLENIKA JAVNOG SEKTORA : Diplomski rad [Master's thesis]. Osijek: Josip Juraj Strossmayer University of Osijek, Faculty of Economics and Business in Osijek; 2022 [cited 2025 April 02] Available at: https://urn.nsk.hr/urn:nbn:hr:145:555669

I. Ivković, "ANALIZA I VAŽNOST PLAĆA U NAGRAĐIVANJU ZAPOSLENIKA JAVNOG SEKTORA : Diplomski rad", Master's thesis, Josip Juraj Strossmayer University of Osijek, Faculty of Economics and Business in Osijek, Osijek, 2022. Available at: https://urn.nsk.hr/urn:nbn:hr:145:555669

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Metadata
TitleANALIZA I VAŽNOST PLAĆA U NAGRAĐIVANJU ZAPOSLENIKA JAVNOG SEKTORA : Diplomski rad
Title (english)ANALYSIS AND IMPORTANCE OF SALARIES IN REWARDING PUBLIC SECTOR EMPLOYEES : Graduation thesis
AuthorInes Ivković
MentorDomagoj Karačić (mentor)
Committee memberIvana Bestvina Bukvić (predsjednik povjerenstva)
Committee memberIvan Kristek (član povjerenstva)
Committee memberDomagoj Karačić (član povjerenstva)
GranterJosip Juraj Strossmayer University of Osijek
Faculty of Economics and Business in Osijek
Osijek
Defense date and country2022-09-23, Croatia
Scientific / art field,
discipline and subdiscipline		SOCIAL SCIENCES
Economics
Organization and Management
Abstract
Rad se bavi analizom plaća te njihovom važnošću u sklopu sustava nagrađivanja zaposlenika javnog sektora. Utvrđeno je kako su plaće i novčane nagrade u današnje vrijeme i dalje najjači motivacijski čimbenik. Zbog toga je važno imati kvalitetan sustav plaća i programe nagrađivanja zaposlenika. Neovisno o tome o kojoj se djelatnosti i poslu radi, svaki bi zaposlenik trebao imati priliku da za svoj izniman rad i trud bude nagrađen. Ukoliko zaposlenik nije zadovoljan plaćom i mogućnostima... More nagrađivanja, na radnom mjestu neće davati svoj maksimum, što će se odraziti i na rezultate poduzeća ili organizacije. Javni sektor pretežno pruža nestandardizirane usluge, stoga se ocjenjivanje i nagrađivanje mogu susresti i sa određenim specifičnostima. Bez obzira na to, sustavi plaća i nagrađivanja trebaju biti kvalitetno definirani. U sklopu rada izvršena je analiza sustava plaća i nagrađivanja na primjeru HEP grupe. Visina plaće ovisi o radnom mjestu, stručnoj spremi i godinama staža. Osim toga, zaposleniku je za njegovu iznadprosječnu učinkovitost moguće isplatiti i novčanu nagradu, kao dodatak uz plaću kroz razdoblje od dvanaest mjeseci ili kao jednokratni dodatak. Postoje i novčane nagrade za inovacije, izum i tehničko dostignuće, otpremnine, i dr. Nematerijalne kompenzacije ponajviše se odnose na mogućnosti obrazovanja i usavršavanja, stoga je sustav nagrađivanja pretežno materijalan. Bez obzira na to, može se ocijeniti kao kvalitetan jer na zaposlenike djeluje motivirajuće te svakom pruža priliku da za svoj dodatan trud i napor bude nagrađen. Izvršena je i usporedba sustava plaća i nagrađivanja u HEP-u d.d. s drugim subjektima u istoj djelatnosti, koja je pokazala kako se HEP d.d. prema isplaćenim prosječnim nadoknadama troškova, darovima i potporama zaposlenicima može mjeriti i sa drugim velikim subjektima u djelatnosti pa tako i onima iz privatnog sektora. Less
Abstract (english)
The paper deals with the analysis of salaries and their importance within the system of rewarding public sector employees. Salaries and monetary rewards have been found to remain the strongest motivating factor today. That is why it is important to have a quality salary system and employee reward programs. Regardless of the activity and job, every employee should have the opportunity to be rewarded for their exceptional work and effort. If the employee is not satisfied with the... More salary and reward opportunities, he will not give his maximum in the workplace, which will be reflected in the results of the company or organization. The public sector mostly provides non-standardized services, so evaluation and rewarding may also meet certain specifics. Nonetheless, salary and remuneration systems need to be well defined. As part of the paper, an analysis of the salary and remuneration system was performed on the example of the HEP Group. The amount of salary depends on the job, education, and years of service. In addition, an employee may be paid a cash reward for his or her above-average performance, as a salary supplement for a period of twelve months or as a one-off bonus. There are also monetary rewards for innovation, invention and technical achievement, severance pay, etc. Intangible compensations are mostly related to opportunities for education and training, so the remuneration system is mostly material. Regardless of that, it can be assessed as quality because it has a motivating effect on employees and gives everyone the opportunity to be rewarded for their extra effort and effort. A comparison of the salary and remuneration system in HEP d.d. with other entities in the same industry, which showed that HEP d.d. according to the paid average compensations of expenses, gifts, and grants to employees, can also compete with other large entities in the industry, including those from the private sector. Less
Keywords
Keywords (english)
Languagecroatian
URN:NBNurn:nbn:hr:145:555669
Study programmeTitle: Financial Management
Study programme type: university
Study level: graduate
Academic / professional title: sveučilišni magistar/magistra ekonomije (sveučilišni magistar/magistra ekonomije)
Type of resourceText
File originBorn digital
Access conditionsOpen access
Terms of useLicence In copyright icon
Created on2023-05-04 07:13:42
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