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master's thesis
Frikcije na tržištu rada
2016. urn:nbn:hr:137:151304
Sertić, Željka
University of Pula
Faculty of economics and tourism "Dr. Mijo Mirković"

Cite this document

Sertić, Ž. (2016). Frikcije na tržištu rada (Master's thesis). Pula: University of Pula. Retrieved from https://urn.nsk.hr/urn:nbn:hr:137:151304

Sertić, Željka. "Frikcije na tržištu rada." Master's thesis, University of Pula, 2016. https://urn.nsk.hr/urn:nbn:hr:137:151304

Sertić, Željka. "Frikcije na tržištu rada." Master's thesis, University of Pula, 2016. https://urn.nsk.hr/urn:nbn:hr:137:151304

Sertić, Ž. (2016). 'Frikcije na tržištu rada', Master's thesis, University of Pula, accessed 07 April 2025, https://urn.nsk.hr/urn:nbn:hr:137:151304

Sertić Ž. Frikcije na tržištu rada [Master's thesis]. Pula: University of Pula; 2016 [cited 2025 April 07] Available at: https://urn.nsk.hr/urn:nbn:hr:137:151304

Ž. Sertić, "Frikcije na tržištu rada", Master's thesis, University of Pula, Pula, 2016. Available at: https://urn.nsk.hr/urn:nbn:hr:137:151304

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Metadata
TitleFrikcije na tržištu rada
Title (english)Friction in the labor market
AuthorŽeljka Sertić
MentorSanja Blažević (mentor)
Committee memberMarija Bušelić (predsjednik povjerenstva)
Committee memberSanja Blažević (član povjerenstva)
Committee memberLela Tijanić (član povjerenstva)
GranterUniversity of Pula
(Faculty of economics and tourism "Dr. Mijo Mirković")
Pula
Defense date and country2016-05-24, Croatia
Scientific / art field,
discipline and subdiscipline		SOCIAL SCIENCES
Economics
General Economy
Abstract
Frikcije su stanje kada radnici i poslodavci postaju neskloni promjenama jer im promjene donose veće troškove. To su posljedice koje nastaju kada je poduzećima skupo zapošljavati ili otpuštati radnike i kada je radnicima skupo mijenjati poslodavce odnosno tražiti nova radna mjesta. Kada bi svi radnici u mijenjanju radnih mjesta bili potpuno mobilni ne bi postojale razlike u plaćama jer bi radnici bili spremni prijeći u poduzeće koje isplaćuje više plaće. Do toga često ne dolazi zbog troškova... More mobilnosti, pa radnici moraju donijeti odluku kada će tražiti novi posao i snositi troškove traženja posla, a kada će pričekati s traženjem posla. Nezaposlenost je problem koji nosi troškove društvu, a mogu se razlikovati ekonomski i društveni troškovi. Mobilnost radne snage omogućava ravnotežu na tržištu rada, potiče zaposlenost i produktivnost i neizostavna je za uspješno funkcioniranje tržišta rada. Troškovi mobilnosti sastoje se od novčanih troškova koji uključuju putne troškove i troškove pretraživanja za pronalaženje posla i ne - novčanih troškova koji obuhvaćaju propuštenu zaradu i psihološke troškove koji proizlaze iz gubitka svoje okoline i suočavanje s drugim kulturama. Poslodavci se s frikcijama susreću kod traženja i zapošljavanja radnika. Pronalaženje zaposlenika jedan je od najvažnijih procesa koji se provode unutar poduzeća. Dva osnovna izvora pronalaženja zaposlenika su unutarnji i vanjski izbori pronalaženja zaposlenika. Unutarnje izvore čine kandidati koji rade na drugim radnim mjestima unutar poduzeća, s druge strane, vanjske izvore čine osobe koje su trenutno nezaposlene ili rade u drugim poduzećima. Obrazovanju i obuci zaposlenika poslodavci trebaju posvetiti pažnju jer kvalitetnim ulaganjem u znanje, vještine i sposobnosti zaposlenika i konstantnim unapređivanjem poslovanja mogu se ostvariti prednosti nad konkurencijom na tržištu. Kako bi zaposlenici stekli potrebna znanja i vještine na raspolaganju imaju različite metode obuke. Obuke se najčešće provode na radnom mjestu i izvan poduzeća. Poduzeća koja ulažu u obučavanje i usavršavanje radnika imaju prednost nad poduzećima koja ne ulažu u obučavanje. Ta poduzeća biti će privlačnija nezaposlenim osobama na tržištu rada. Sva poduzeća veliku pažnju posvećuju svojim troškovima, odnosno nastoje poslovati uz što niže troškove jer je osnovni cilj poduzeća ostvariti visoki profit, a što manje troškove. Less
Abstract (english)
Friction are situation when workers and employers do not want changes because changes brings higher costs. These are the consequences resulting when is too expensive to employ or dismiss workers for company when is too expensive to change employers for workers or looking for new work places. When all workers were fully mobile in changing jobs there wouldn't be difference in wages because the workers were ready to move to a company that paying higher wages. This often not happen because of... More the cost of mobility, so workers must make a decision when search for a new job and bear the costs of job search, and when they need to wait with search for a job. Unemployment is a problem that brings costs to society, they can be economic and social problems. The mobility of workers provides a balance in the labour market, encourages employment and productivity and it is indispensable for the successful functioning of the labor market. The costs of mobility are composed of cash expenses including travel expenses and expenses of finding a job and non - cash costs that include missed earnings and psychological costs that arising from the loss of their enviroment and coping with other cultures. Employers meet with friction in finding and hiring workers. Finding employees is one of the most important processes that are carried out within the company. There are a two main sources of finding employees: indoor and outdoor choices of finding employees. Internal sources consist of candidates who work at other jobs within the company, from the other side, external sources consist of people who are currently unemployed or working in other companies. Employers should pay attention to education and training of employees, because they can acomplish competitive advantage in the market with quality investment in knowledge, skills and abilities of employees and with continuously improvement of business. Employees have at their disposal a variety of training methods to acquire necessary knowledge and skills. Training is usually carried out in the workplace and outside the company. Companies that invest in training and development of workers have an advantage over companies that do not invest in training. These companies will be more attractive to the unemployed people on the labor market. All companies pay much attention to their cost, ie. they seeking to do business with as lower costs because the primary goal of the company is to make a high profit and lower costs. Less
Keywords
Languagecroatian
URN:NBNurn:nbn:hr:137:151304
Study programmeTitle: Economics
Study programme type: university
Study level: graduate
Academic / professional title: magistar/magistra ekonomije (magistar/magistra ekonomije)
Type of resourceText
File originBorn digital
Access conditionsOpen access
Terms of useLicence In copyright icon
Created on2016-07-20 10:05:12
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