ABSENTEEISM AND TURNOVER IN A COMPANY X

Podjetja se v času gospodarske krize premalo zavedajo, kako pomemben člen za uspeh podjetja so ljudje oziroma zaposleni. Zaposlene vse pogosteje obravnavajo kot stvari in ne kot subjekte, ki imajo svoje potrebe ter želje in stremijo k uresničitvi le-teh. Podjetja bi morala bolj skrbeti za zadovoljstvo zaposlenih, saj je uspešnost podjetja odvisna predvsem od njih. Teoretični del diplomske naloge vsebuje opise in razlage kadrovske politike ter kadrovske funkcije. Del teoretičnega dela je namenjen delavcu in delu, podrobno pa sta predstavljena tudi problema absentizma in fluktuacije, ki sta posledica nezadovoljstva zaposlenih. Predstavljeno je tudi podjetje X, katerega glavni problem je absentizem. S pomočjo podatkov, ki so bili posredovani s strani podjetja, se vidi, kako sta stopnji absentizma in fluktuacije v podjetju rasli oziroma padali od leta 2004 do leta 2008. Empirični del zajema raziskavo med zaposlenimi v podjetju X. Rezultati raziskave kažejo vzroke za visoko stopnjo absentizma in posledično fluktuacije. V nadaljevanju so na osnovi tega podane ugotovitve ter predlogi za izboljšanje stanja.In economy recession many enterprises do not realize how important personnel is for the success of their enterprises. Employees are often treated as objects and not as individuals who have their own needs and wishes and long for their fulfilment. Companies should take care of their personnel because satisfied employees mean sucessful companies. The theoretical part of my diploma includes the descriptions and explanations of human resource policy and human resource function. A part of it is dealing with an employee and work and also problems of absenteeism and fluctuation, being a result of an unsatisfied personnel, are thoroughly presented. I describe the situation in the company X whose main problem is absenteeism. From data the compnay provided, it can be clearly seen how absenteeism and fluctuation were rising i.e. decreasing between years 2004 and 2008. The results of my survey show reasons for high rate of absenteeism and consequently high fluctuation. Therefore, in continuation, I presented findings and suggestions for improvement of the situation within the same company