ABSENTEEISM AND TURNOVER IN THE MERKUR GROUP

V diplomske delu smo predstavili problem absentizma in fluktuacije v podjetju Merkur d.d. Diplomska naloga je razdeljena na dva dela — teoretični in empirični del. V teoretičnem delu smo predstavili pojem fluktuacije. Opisani so vzroki, ki privedejo do fluktuacije. Definirane so vrste fluktuacije, med katerimi je najpogostejša hotena fluktuacija. V nadaljevanju so predstavljene vrste in vzroki za absentizem, nad katerimi prevladuje bolniška odsotnost. Predstavljeni so tudi primeri absentizma in fluktuacije v drugih podjetjih. Empirični del zajema predstavitev podjetja Merkur d.d. Opisana je njegova kadrovska shema. Empirični del zajema raziskavo med zaposlenimi v podjetju Merkur d.d. Analizirali smo rezultate ankete zaposlenih na delovnem mestu. Poudarek je bil na analizi vzrokov in vrst absentizma ter fluktuacije. Skušali smo ugotoviti dejanske vzroke za absentizem in fluktuacijo. Na osnovi rezultatov raziskave smo podali ugotovitve in predloge za izboljšanje stanja.Problems of absenteeism and turnover of work force in company Merkur, d.d. are presented in this diploma paper. The paper consisits of two parts- theoretical nad practical part. The concept of turnover of work force is presented in the theoretical part. Reasons that lead to this phenomena are described and types of turnover are defined in this part as well. The most common of them all, appears to be willing turnover of work force. In addition, types and reasons for absenteeism are presented, among which seek leave is the most common. Cases of turnover and absenteeism in other companies are also listed. Empirical part consists of presentation of company Merkur, d.d. Their human resources scheme is described. Empirical part holds a survey among employees in this company. We analised the results of this survey, which was made among the workers on their working posts. A lot of emphasis was put on analysing reasons and types of absenteeism and turnover. We tried to establish true reasons for abseteeism and turnover. Based on these results we gave findings and put some suggestions for improvement