COMPARISON OF ABSENTEEISM AND TURNOVER REASONS BETWEEN PRODUCTION AND ADMINISTRATION WORKERS IN COMPANY SAVATECH D.O.O.

POVZETEK Podjetja se v današnjem času velikokrat premalo zavedajo, da so zaposleni in njihovo zadovoljstvo ključ do upeha. Zato se v organizacijah velikokrat srečujejo z absentizmom in fluktuacijo. Kljub temu le redke organizacije sistematično in celostno spremljajo gibanje absentizma in fluktuacije ter celostno zmanjšujejo stroške. Kadar govorimo o absentizmu moramo poudariti, da dejansko zdravje delavcev ni edini dejavnik od katerega je odvisen, saj nanj vplivajo še številni drugi dejavniki. Podobno je neželena fluktuacija redko le posledica boljših ponudb, ki jih zaposleni dobijo drugje. Fluktuacija je največkrat posledica absentizma. V diplomski nalogi smo predstavili primerjavo absentizma in fluktuacije med proizvodnimi in režijskimi delavci v podjetju Savatech, d.o.o. V prvem delu smo s pomočjo strokovne literature opisali kadrovsko funkcijo, kadrovanje, pridobivanje kadrov, selekcijo kadrov, uvajanje kadrov, razvoj kadrov ter podrobno opredelili absentizem in fluktuacijo, in sicer vrste, vzroke in izračuna obeh pojavov. V drugem delu smo predstavili zgoraj omenjene pojme na primeru podjetja Savatech, d.o.o., ki se ukvarja z gumarstvom in izdelavo gumeno-tehničnih izdelkov. Predstavili smo zgodovino podjetja, dejavnost družbe, organizacijo kadrovske dejavnosti ter analizo absentizma in fluktuacije od leta 2006 do 2009. Naloga je temeljila na primerjavi vzrokov absentizma in fluktuacije med proizvodnimi in režijskimi delavci. Rezultati raziskave so pokazali, da se absentizem iz leta v leto povečuje. Najpomembnejši dejavnik za to naj bi bilo slabo nagrajevanje, saj zaposleni ostajajo raje v bolniškem staležu, saj je pri plači minimalna razlika, ali delajo ali pa so v staležu. Prav tako se tudi fluktuacija iz leta v leto povečuje. Na podlagi podatkov smo ugotovili, da gre v podjetju Savatech, d.o.o. za potencialno fluktuacijo. To pomeni, da zaposleni razmišljajo o odhodu zaradi boljših pogojev dela. Raziskava je pokazala, da je pomanjkanje nagrajevanja prvi dejavnik za odhod iz podjetja v proizvodnji in režiji. V proizvodnji mu sledijo slabi notranji odnosi in neustrezen razvoj kariere, medtem ko je v režiji na drugem mestu neustrezen razvoj kariere in slabi notranji odnosi na tretjem mestu. Analiza absentizma je prav tako pokazala, da med režijskimi delavci prevladujejo izostanki do 30 dni, med proizvodnimi delavci pa tudi nad 30 dni zaradi raznih nesreč pri delu. Visoka fluktuacija in absentizem v organizaciji prinašata stroške in motnje v delovnem procesu. Odhodi delavcev pomenijo zmanjševanje števila zaposlenih, ki so potrebni za uresničevanje plana realizacije. Temu sledijo predlogi za izboljšanje stanja.ABSTRACT Today companies are not aware enough that their employees and their satisfaction are keys to success. Therefore, organizations meet absenteeism and fluctuation a lot. Even though rare organizations monitor systematically and entirely the movement of absenteeism and fluctuation and fully lower their expenses. Absenteeism does not only depend on the actual employee\u27s health. However, it is affected by numerous other factors. Fluctuation, which is not desired, is similarly and rarely a consequence of better offers that the employees are given elsewhere. Fluctuation is mostly the consequence of absenteeism. We have presented a comparison between absenteeism and fluctuation among production and administration workers in the company Savatech d.o.o. in this diploma thesis. In the first part, we have described cadre function, cadre policy, acquiring of cadres, selection, introduction, development of cadres and also defined in details absenteeism and fluctuation, especially types, causes, and calculations of both phenomena. In the second part, we have presented the above mentioned terms on the example of the company Savatech d.o.o. which deals with rubbery industry and making of rubbery-technological products. We have presented the history of the company, the activity of the company, organization of cadre activities, and the analyses of absenteeism and fluctuation from 2006 to 2009. The thesis has based on the comparison of causes for absenteeism and fluctuation between the production and the administrative workers. The results of the research have shown that absenteeism has been growing from year to year. The most important factor for this is supposed to be bad rewarding. The employees are rather on the sick leave because there are minimal differences if they work or stay at home. Fluctuation has been also growing from year to year. The data basis has shown us that the company Savatech d.o.o. deals with potential fluctuation. It means that the employees are thinking about leaving the company because of better conditions for working. The research has shown that the absence of rewarding is the first factor for leaving the company in the production and the administration. It is followed by bad internal relationships and unsuitable development of a career. The second place in the administration has unsuitable development of a career and bad relationships hold the third place. The analysis of absenteeism has also shown that absences from work among the administrative workers do not last longer than 30 days. However, the production workers can be absent more than 30 days because of accidents at work. High fluctuation and absenteeism bring expenses and disturbances of the working process in the organization. When employees leave the company it means lowering of the number of employees that are needed to complete the realization plan of the company. This is then followed by some suggestions for the state improvement