Razvoj modela ranog upravljanja inželjerskim ljudskim resursima u Lean industrijskim sistemima
Докторанд
Vukadinović, SavetaМентор
Mačužić, IvanЧланови комисије
Gračanin, DanijelaErić, Milan
Stefanović, Miladin
Tadić, Danijela
Метаподаци
Приказ свих података о дисертацијиСажетак
REZIME
Osnovna svrha doktorske disertacije je da ukaže na dodatnu mogućnost za unapređenje
načina na koji se tretira ljudski faktor u Lean industrijskim sistemima koristeći
princip ranog menadžmenta u upravljanju ljudskim resursima. Kandidat je predstavio
model i ideju Ranog upravljanja ljudskim resursima (EHRM model), osmišljenog kroz
integraciju koncepata Ranog upravljanja i Razvoja ljudskih resursa (koncentrisan u
pilaru Razvoj ljudi u WCM, odnosno Obrazovanje i obuka u TPM sistemima).
Inovativan pristup problemu obezbeđivanja, razvoja i integracije ljudskih resursa u
Lean industrijske sisteme i stvaranje novog, poboljšanog modela zasniva se na
primeni osnovnih principa Lean proizvodne filozofije. Principi i ideje Lean-a
korišteni su kao platforma za unapređenje procesa obrazovanja i obuke, kako bi se
postigao racionalan i optimalan sistem, lišen svih oblika gubitaka, rasipanja i
neracionalnog angažovanja ljudskog rada.
Predloženi EHRM model neophodan je savremenim Lean... (WCM/TPM) industrijskim
sistemima da napuste svoj trenutni pasivan pristup i, intenziviranjem saradnje sa
obrazovnim institucijama, aktivno se uključe u proces obezbeđivanja, razvoja i
integracije inženjerskih ljudskih resursa potrebnog nivoa znanja i kompetencija.
EHRM model koristi princip vertikalnog startovanja (VSU) kako bi omogućio
drastično smanjenje vremena od početnog razvoja inženjerskih ljudskih resursa u
obrazovnim institucijama do dostizanja njihovog punog potencijala i postizanja
željenog nivoa kompetencija pre stvarnog zapošljavanja u Lean industrijskim
sistemima.
Na ovaj način će Lean preduzeća sprovoditi rano upravljanje ljudskim resursima kroz
aktivno učešće u procesu obuke i obrazovanja ljudskog faktora u obrazovnim
institucijama i omogućiti njihovu efektivnu i efikasnu tranziciju iz akademskog u
industrijsko okruženje. Novozaposleni inženjeri će već pri dolasku u kompaniju
početi da rade punim kapacitetom i neće biti potrebne nikakve dodatne obuke. Time
će se rešiti aktuelan i urgentan problem neadekvatnog obrazovanja i neusklađenosti
između znanja, veština i kompetencija koje zahteva industrija i onih koje poseduju
inženjerski ljudski resursi nakon diplomiranja.
ABSTRACT
The main purpose of this PhD thesis was to point out at the additional possibility to improve
the ways Human Factors are treated in Lean industrial systems using the Early Management
principle in managing Human Resources. Therefore, the candidate has introduced the model
and idea of Early Human Resources Management (EHRM model), which is designed through
the integration of concepts of Early Management and Human Resources development
(concentrated in the pillar of People Development in WCM and pillar Education and Training
in TPM).
An innovative approach to the problem of providing, developing and integrating human
resources into Lean industrial systems and designing a new, improved model is based on the
application of fundamental principles of Lean manufacturing philosophy. Principles and ideas
of Lean were used as a platform for improving training and education process in order to
achieve a rational and optimal system, deprived of all forms of losses, dissipation ...and
irrational engagement of human work.
The proposed EHRM model is a necessary for modern Lean (WCM/TPM) industrial systems
to leave their current passive approach and, by intensifying cooperation with educational
institutions, actively engage in the process of providing, developing and integrating
engineering human resources of the required level of knowledge and competencies. EHRM
model is using the Vertical start-up (VSU) principle to enable drastic reduction of time from
initial development of engineering human resources at the educational institutions until
reaching their full potential and achieving the desired level of competencies before actual
employment in Lean industrial systems.
Thus, Lean companies will conduct Early Management of human resources throughout active
participation in the process of human factor training and education at educational institutions
and empower their effective and efficient transition from academic to industrial environment.
New engineering employees will start operating at full capacity and no additional training will
be needed upon arrival in the company. That way, the current and urgent problem of
inadequate preparation and mismatch between the knowledge, skills, and competencies
required by the industry and those possessed by engineering human resources right after
graduation will be solved.