Krepitev izku\u0161enj zaposlenih prina\u0161a \u0161tevilne koristi, ki so povezane z zadovoljstvom zaposlenih pri delu, kar vodi k ve\u010djemu dobi\u010dku in bolj\u0161emu polo\u017eaju na trgu:<\/p>\n\n\n\n
- bolj zavzeti in produktivni zaposleni,<\/li>
- ni\u017eje stopnje odsotnosti z dela,<\/li>
- ve\u010dja kakovost dela,<\/li>
- in izbolj\u0161anje odnosov s strankami.<\/li><\/ul>\n\n\n\n
Na splo\u0161no imajo podjetja, ki imajo pozitivno izku\u0161njo zaposlenih, kar ka\u017eejo barometri, kot so visoke ocene v raziskovalnih \u0161tudijah in uvrstitev na seznam najbolj\u0161ih delovnih mest, tudi visoke ocene izku\u0161enj strank in pozitivno rast prihodkov. \u0160tevilne \u0161tudije ka\u017eejo neposredno povezavo med izku\u0161njo zaposlenih in izku\u0161njo strank.<\/p>\n\n\n\n
![\"Zaposlovanje](\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\")
<\/figure>\n\n\n\nKlju\u010dni mejniki v izku\u0161njah zaposlenih<\/h2>\n\n\n\n
Zdaj, ko razumemo vpliv, se poglobimo v klju\u010dne mejnike, ki sestavljajo izku\u0161njo zaposlenih. V nadaljevanju bomo pregledali tri pomembne faze \u017eivljenjskega cikla zaposlenega.<\/p>\n\n\n\n
Faza zaposlovanja<\/h3>\n\n\n\n
Ta faza je zelo pomembna, saj je prva prilo\u017enost, da predstavite svojo kulturo podjetja in vzpostavite zaupanje pri potencialnem zaposlenem. Izku\u0161nja kandidata je tudi odli\u010dna prilo\u017enost, da zagotovite, da ljudje postanejo zagovorniki va\u0161e organizacije - ne glede na to, ali se ji pridru\u017eijo ali ne. Pridobivanje povratnih informacij na tej stopnji je odli\u010dna prilo\u017enost za izbolj\u0161anje tako postopka kot izku\u0161nje s prijavo za delo v va\u0161i organizaciji.<\/p>\n\n\n\n
Faza uvajanja<\/h3>\n\n\n\n
Spletna stran program uvajanja v delo<\/a>, ki je namenjena nemotenemu uvajanju novih zaposlenih, je klju\u010dnega pomena, saj lahko pomembno vpliva na delovno dobo zaposlenega. Za\u010dne se, ko nov zaposleni sprejme va\u0161o ponudbo, in se nadaljuje v prvih tednih, mesecih in celo v prvem letu dela novega zaposlenega. Pridobivanje povratnih informacij na tej stopnji ne pomaga le izbolj\u0161ati va\u0161 postopek vkrcavanja, temve\u010d tudi ugotoviti morebitne vrzeli ali nedoslednosti v znanje in usposabljanje<\/a>.\u00a0<\/p>\n\n\n\n
Zapustite oder<\/h3>\n\n\n\n
Tudi \u010de se trudite po najbolj\u0161ih mo\u010deh, lahko predvidevate, da bo ve\u010dina zaposlenih neko\u010d zapustila va\u0161o organizacijo. \u0160e posebej glede na to, da se povpre\u010dno trajanje zaposlitve v organizacijah zmanj\u0161uje, je bolj kot kdaj koli prej pomembno, da z zaposlenimi ohranite sodelovanje - tudi ko so na poti odhoda. Izstopna anketa vam to omogo\u010da z razumevanjem razlogov za odlo\u010ditev zaposlenega, tako da lahko izvedete potrebne prilagoditve za zmanj\u0161anje fluktuacije v prihodnosti in tudi poka\u017eete, da so njihove povratne informacije cenjene. <\/p>\n\n\n\n
Zaklju\u010dek<\/h2>\n\n\n\n
Dobra izku\u0161nja zaposlenih je ena od najmo\u010dnej\u0161ih nalo\u017eb, ki jih lahko izvede va\u0161a organizacija. Privedla bo do opaznih koristi, kot so \u0161ir\u0161i nabor talentov, bolj\u0161e zadr\u017eevanje zaposlenih in ve\u010dji prihodki. Vendar se to ne ustavi. Dobro zasnovana izku\u0161nja zaposlenih zagotavlja tudi, da so va\u0161i zaposleni - ki so najve\u010dje bogastvo va\u0161ega podjetja - pripravljeni na uspeh pred, med in po zaposlitvi v va\u0161em podjetju. Vendar to ni enkratna mo\u017enost. Oblikovanje pozitivne izku\u0161nje je zaradi nenadnega pove\u010danja dela na daljavo zaradi pandemije COVID-19 verjetno \u0161e pomembnej\u0161e.<\/p>","protected":false},"excerpt":{"rendered":"
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![\"Zaposlovanje](\"https:\/\/rewo.io\/wp-content\/uploads\/2022\/04\/hiring-1024x682.jpg\")
<\/figure>\n\n\n\n