• Management models supporting industry 4.0,
• Key performance indicators and industry 4.0,
• Business processes and organization of companies in the digital environment,
• E-HRM development,
• Human resource organization in digital era,
• Use of artificial intelligence in human resource management,
• Competency models for industry 4.0,
• Models of individual work performance in 4.0,
• Employee development in industry 4.0.
• CHATGPT use for employee development,
• Optimal work organization for remote and hybrid work.

ACADEMY “SMART COMPANY” (managerial and organizational aspect, employee aspect and communication)

• Objectives: Participants will be able to describe the process, set KPIs, develop, motivate, reward employees, set up business intelligence systems and conduct marketing and communicate.
• Who is the training designed for: company directors, CEOs and board members, production directors / managers, R&D directors / managers, HR directors / general managers, production staff and informatics professionals
• Duration and structure: 9 modules and each lasts 4 school hours and is based on a combination of lectures, workshops and counselling
  1. module: DIGITALIZATION AND THEORETICAL BASIS OF INDUSTRY 4.0
  2. module: PROCESSES AND MANAGEMENT SOLUTIONS AS A STARTING POINT FOR COMPANY DIGITALIZATION
  3. module: KEY PERFORMANCE INDICATORS (KPIs)
  4. module: AGILE ORGANIZATION, AGILE EMPLOYEES AND ENERGY ORGANIZATION AS SUPPORT
  5. module: MEASURING THE PERFORMANCE AND EFFICIENCY OF EMPLOYEES IN THE COMPANY AND THE SYSTEM OF MOTIVATION AND STRENGTHENING COMMITMENT
  6. module: DEVELOPMENT OF EMPLOYEES FOR WORK IN INDUSTRY 4.0
  7. module: MARKETING CHALLENGES IN THE AGE OF DIGITALIZATION
  8. module: BUSINESS INTELLIGENCE SYSTEMS
  9. module: PATHS AND WAYS OF COMMUNICATION IN THE DIGITAL ENVIRONMENT
• Lecturers: Assoc. prof. dr. Simona Šarotar Žižek, Assoc. prof. dr. Zlatko Nedelko, Assoc. prof. dr. Aleksandra Selinšek, dir. prof. dr. Damijan Mumel and doc. dr. Igor Perk

ESTABLISHMENT OF MENTORING AND REVERSE MENTORING IN COMPANIES IN THE DIGITAL AGE

• Who is the training designed for: organizations that want to establish effective systems of mentoring and reverse mentoring, because they realize that mentoring and reverse mentoring are extremely important for the development of employees, creating a positive climate in the company, and increasing the efficiency and ability of the company to develop and grow in the digital age.
• Duration: the program will last 8 school hours, 2 x 4 hours.
• Workflow and methods: lecture, work in small groups, role play, individual work, case studies, debates, and discussions.
• Program content: The training will include:
  LECTURE
  Mentoring and other forms of approaches to people development, Mentoring in today’s business environment, Advantages and purpose of mentoring (advantages for the company, advantages for the mentor, advantages for the mentoree), Basic characteristics of the mentoring program, Preparations in the company for establishing a mentoring program, Competences and responsibilities of mentor and mentoree, Mentoring methods and techniques, Establishing a mentoring program, The biggest obstacles and challenges, Reverse mentoring and its functions and benefits, Mutual mentoring in the digital age.
  WORKSHOP
  The goal of the workshop is to design an appropriate system of mentoring and reverse mentoring in an organization that is strengthening the competencies of employees in the digital age.

TALENT MANAGEMENT IN DIGITAL ERA

• Who is the training designed for: companies that want to establish an effective talent management system, because they realize that this staff is not only difficult to acquire, but also difficult to retain. Therefore, it is important for the development of performance and the achievement of goals.
• Duration: the program will last 6 school hours, 2 x 3 hours.
• Workflow and methods: lecture, work in small groups, role play, individual work, case studies, debates, and discussions.
• Program content: The training will include:
  LECTURE
  Digitization and human resources, What is Talent Management?, Talents in today’s business environment, Talent acquisition, Advantages and purpose of implementing Talent Management, Identifying talents, Preparing a Talent management program in the company (Programs for promising personnel, Programs for key personnel), Monitoring and evaluation.
  WORKSHOP
  The aim of the workshop is to create the design of an appropriate talent management system in the company.

EMPLOYEE DEVELOPMENT

• Who is the training designed for: organizations that want to develop their employees in the digital age in innovative ways, as they are the carriers of added value creation. Only competent employees can create it.
• Duration: the program will last 6 school hours, 2 x 3 hours.
• Workflow and methods: lecture, work in small groups, role play, individual work, case studies, debates, and discussions.
• Program content: The training will include:
  LECTURE
  What is employee development?, Importance of employee development, Employee development activities in the digital age, Employee development approaches in the digital age, Comprehensive methods of employee development in the digital age, Career development, Talent management, Key personnel development, Succession, Digital tools to help employee development , Motivating employees for development, Impact of psychological well-being on employee development.
  WORKSHOP
  The aim of the workshop is to review the company’s existing development activities and improve them.

INTERGENERATIONAL COLLABORATION IN THE WORLD OF DIGITAL WORK

• Who is the training designed for: to organizations that want to bridge the gap between generations in the digital world of work.
• Duration: the training will last 6 school hours, 2 x 3 hours.
• Workflow and methods: lecture, work in small groups, role play, individual work, case studies, debates, and discussions.
• Program content: The training will include:
  LECTURE
  As part of the lecture, we will define the generations and present the characteristics of the generations: Baby boom, Generation X, Generation Y and Generation Z. The emphasis will also be on recognizing generational stereotypes as one of the reasons for the generation gap, which is also the cause of conflicts in the workplace. We will present the activities of intergenerational cooperation (solidarity, learning and intergenerational cooperation in the narrower sense). We will also present methods of intergenerational cooperation in the workplace (mentoring and reverse mentoring, circular recruitment, job sharing, coaching, sponsorship, intergenerational management).

  Advantages of intergenerational cooperation in the digital age.

  WORKSHOP
  The workshop will serve us for the practical implementation of intergenerational cooperation strategies in the company’s work practice. At the workshop, we will design plans and activities for the realization of intergenerational cooperation in work practice.

SYSTEMATIC REDUCTION OF EMPLOYEE STRESS DUE TO DIGITALIZATION

• Who is the training designed for: primarily to managers at the top, middle and operational levels of management, who can, with appropriate strategies and programs, influence the reduction of stress among employees, which arises due to new and emerging risks to safety and health due to digitization.
• Duration: one-day seminar of 8 hours, 2 x 4 hours.
• Workflow and methods: lecture, work in small groups, role play, individual work, case studies, debates, and discussions.
• Program content: The training will include:
  LECTURE
  The importance of stress in the digital age, Sources of stress at work and in private life, New psychosocial risk factors for safety and health, Consequences of stress in the form of physiological, psychological and behavioral problems, What is burnout and how to prevent it?, Techniques for individual overcoming of stress, Designing strategies for reducing stress among employees in the work environment, Designing programs to overcome stress among employees, The impact of stress on work productivity.
  WORKSHOP
  At the workshop, participants will design strategies and programs to reduce stress among employees in their companies.

MANAGING REMOTE WORKERS

• Who is the training designed for: to all managers who manage colleagues who work remotely.
• Duration: one-day seminar of 8 hours, 2 x 4 hours.
• Number of participants: maximum 40 participants.
• Workflow and methods: lecture, work in small groups, role play, individual work, case studies, debates, and discussions.
• Program content: The training will include:
  LECTURE
  Definition and classification of remote work, Definition and disadvantages of working from home for the employer, Definition and disadvantages of working from home for the employee, Obstacles for the employer, Challenges for the employer, Recommendations for managers who lead employees.
  WORKSHOP
  In the workshop, we will discuss management for everyone who works from home or distance.

• Virs d.o.o.,
• TEHNIOR, BAVDAŽ DARKO, s.p.,
• Beltinka Beltinci, tovarna pletenin d.o.o.,
• Mitos Group d.o.o.,
• AKZ Tehnik d.o.o.

COMPANIES: Virs d.o.o., TEHNIOR, BAVDAŽ DARKO, s.p., Beltinka Beltinci, tovarna pletenin d.o.o., Mitos Group d.o.o., AKZ Tehnik d.o.o.

PROBLEM DESCRIPTION: Stimulations and employee rewards

SOLUTION DESCRIPTION: Based on the inventory of business processes we identified key indicators, and developed a performance model for employees in the digital environment with the associated system of motivational factors.

ŠAROTAR ŽIŽEK, Simona, MUMEL, Damijan, VEINGERL ČIČ, Živa. Vpliv digitalizacije na socialno varnost in zdravje posameznika

VEINGERL ČIČ, Živa, BOBEK, Samo, ŠAROTAR ŽIŽEK, Simona. Mobility and transition of hi-tech professionals between companies : a study of technology intensive industries in selected EU countries

ŠAROTAR ŽIŽEK, Simona, TREVEN, Sonja, VEINGERL ČIČ, Živa. Učinkovitost in uspešnost organizacije na splošno in v povezavi z industrijo 4.0

VEINGERL ČIČ, Živa, ŠAROTAR ŽIŽEK, Simona. Upravljanje s človeškimi viri v industriji 4.0

VEINGERL ČIČ, Živa, ŠAROTAR ŽIŽEK, Simona. Zaposleni in industrija 4.0. 

ŠAROTAR ŽIŽEK, Simona, MULEJ, Matjaž, POTOČNIK, Amna. The sustainable socially responsible society : well-being society 6.0. Sustainability. 2021, vol. 13, issue 16, str. 1-31, ilustr. ISSN 2071-1050. https://www.mdpi.com/2071-1050/13/16/9186, DOI: doi.org/10.3390/su13169186. [COBISS.SI-ID 73281027], [JCR, SNIP]

ŠAROTAR ŽIŽEK, Simona, ŠKET, Robert. Delo na daljavo. Bančni vestnik : revija za denarništvo in bančništvo. [Tiskana izd.]. jul.-avg. 2022, letn. 71, št. 7/8, str. 16-28, ilustr. ISSN 0005-4631. https://bv.zbs-giz.si/bancni-vestnik/clankidokument/clanek/2022/7-8/delo-na-daljavo.pdf?d=1. [COBISS.SI-ID 124920579]

ŠAROTAR ŽIŽEK, Simona, ŠKET, Robert. Delo na daljavo (2). Bančni vestnik : revija za denarništvo in bančništvo. [Tiskana izd.]. 2022, letn. 71, št. 9, str. 12-22, tabeli. ISSN 0005-4631. https://bv.zbs-giz.si/bancni-vestnik/e-arhiv/2022-9/delo-na-daljavo-(2). [COBISS.SI-ID 124919555]

ŠAROTAR ŽIŽEK, Simona, PRESKAR, Mihaela. Digitalizacija in njeni izzivi = Digitalisation and its challenges. Bančni vestnik : revija za denarništvo in bančništvo. [Tiskana izd.]. jan./feb. 2020, letn. 69, št. 1/2, str. 32-43, ilustr. ISSN 0005-4631. [COBISS.SI-ID 13605148]

ŠAROTAR ŽIŽEK, Simona, MULEJ, Matjaž, PRESKAR, Mihaela. Družba 5.0 = Society 5.0. Bančni vestnik : revija za denarništvo in bančništvo. [Tiskana izd.]. mar. 2020, letn. 69, št. 3, str. 24-31, ilustr. ISSN 0005-4631. [COBISS.SI-ID 13621276]

IVAJNŠIČ, Betina, ŠAROTAR ŽIŽEK, Simona. Agilni menedžment človeških virov = Agile human resource management. Bančni vestnik : revija za denarništvo in bančništvo. [Tiskana izd.]. dec. 2020, letn. 69, št. 12, str. 30-44, graf. prikazi. ISSN 0005-4631. [COBISS.SI-ID 44333315]

VEINGERL ČIČ, Živa, BOBEK, Samo, ŠAROTAR ŽIŽEK, Simona. Hi-tech professionalsʹ intention to quit. Sankalpa : journal of management and research. 2017, vol. 7, no. 2, str. 1-11. ISSN 2231-1904. [COBISS.SI-ID 12854812]

VEINGERL ČIČ, Živa, BOBEK, Samo, ŠAROTAR ŽIŽEK, Simona. IT employeesʹ job satisfaction – comparative analysis between industries. Sankalpa : journal of management and research. 2018, vol. 8, no. 1, str. 3-11. ISSN 2231-1904. [COBISS.SI-ID 13004828]

HRAST, Nomi, ŠAROTAR ŽIŽEK, Simona. Health and safety at work in times of remote work. V: NEDELKO, Zlatko (ur.). 6th FEB International Scientific Conference : challenges in economics and business in the post-COVID times : [16. – 20. May 2022, Maribor, Slovenia]. 1st ed. Maribor: University of Maribor, University Press, 2022. Str. 487-497. ISBN 978-961-286-600-6. https://press.um.si/index.php/ump/catalog/book/679, DOI: 10.18690/um.epf.5.2022.46. [COBISS.SI-ID 108806403]

MULEJ, Matjaž, POTOČNIK, Amna, JAKOVLJEVIĆ, Darinka, BEČIĆ, Emira, HRAST, Anita, ŠAROTAR ŽIŽEK, Simona. (Digital) regional management with (subconscious) sustainable social responsibility: a way to and part of society 5.0. V: HRAST, Anita (ur.), PERKO, Igor (ur.), PICIGA, Darja (ur.). IRDO Joint Conferences on Socially Responsible Society 2021, 10-11 June 2021, (Maribor, Slovenia, European Union, online performance) : conference proceedings = Združeni konferenci IRDO: družbeno odgovorna družba 2021, 10.-11. junij 2021, (Maribor, Slovenija, Evropska unija, virtualna izvedba) : referati predavateljev. Elektronska izd. Ljubljana: Inštitut za razvoj družbene odgovornosti (IRDO): = Institute for the Development of Social Responsibility (IRDO), 2021. Str. 1-4. Zbirka Družbena odgovornost. ISBN 978-961-7141-01-6. https://www.irdo.si/irdo2021ref/referati/01-a03-mulej.pdf. [COBISS.SI-ID 76006915]

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