20.500.12556/DKUM-14224 PLANIRANJE KADROV V SPLOŠNI BOLNIŠNICI ŠEMPETER PRI NOVI GORICI HUMAN RESOURCE PLANNING IN GENERAL HOSPITAL ŠEMPETER PRI NOVI GORICI V diplomski nalogi smo preučili kadre in planiranje le-teh, ter raziskali dejavnike, ki vplivajo na absentizem in fluktuacijo. V teoretičnem delu diplomske naloge je opredeljena kadrovska politika z načeli in cilji ter kadrovska funkcija. Opisane so definicije kadrovske funkcije ter njen razvoj. V nadaljevanju sta predstavljena pojma absentizem in flukutacija, kjer so predstavljene vrste, vzroki, izračun in stroški absentizma in fluktuacije. Opisan pa je tudi zdravstveni absentizem. V empiričnem delu diplomske naloge pa je predstavljena organizacija Splošna bolnišnica Šempeter, njeno poslanstvo in vizija ter kadrovska struktura zaposlenih. Prikazan je izračun absentizma in fluktuacije od 2006-2009. Na osnovi visokega odstotka absentizma in fluktuacije v teh letih je bila izvedena raziskava s katero smo preučili vzroke za absentizem in fluktuacijo ter poiskali rešitve za zmanjšanje absentizma in fluktuacije. Rezultati raziskave so pokazali, da na visok odstotek absentizma vplivajo bolezen do 30 dni (prevladujejo bolezni gibal in virusna obolenja), seminarji, porodniški dopust in nega družinskega člana. Na visok odstotek fluktuacije pa vpliva neustrezen delovni čas, plača, slabi delovni pogoji, slabi medsebojni odnosi. V nadaljevanju so na tej podlagi podane ugotovitve in predlogi glede zmanjšanja absentizma in fluktuacije. Med predlogi, ki jih anketiranci navajajo so predvsem zmanjšanje tempa dela, boljši delovni pogoji, višja plača ter izboljšati odnose na relaciji vodstvo-delavec. ABSTRACT In the diploma work we take an interest in examining personnel and the way they are planned and as well examined the factors that influence absenteeism and turnover. In the theoretical part we define personnel policy with its principles and aims and moreover show what is personnel function, adding its definitions and development. Furthermore, we present the concepts of absenteeism and turnover, their types, causes, calculations and costs. In addition, medical absenteeism is defined. In the empirical part General hospital Šempeter is introduced and also its tasks, future goals and personnel hierarchy. All this is followed by the calculations of absenteeism and turnover from the year 2006 till 2009. Based on the high degree of absenteeism and turnover during these years a research was carried out in order to study the causes for these occurrences and to find solutions for their reduction. Results of the research show that the influences for the high level of absenteeism are illnesses that last up to 30 days (prevalence of limb illnesses and virus infections), seminars, maternity leave and healthcare of a family member. On the other hand, the influences on the higher degree of turnover are unsuitable working hours, salary, bad working conditions and poor interaction among co-workers. In the final part ascertaiments and suggestions are given to inform us how to decrease the amount of the abovementioned concepts. Among other suggestions according to the survey to achieve this goal are to lower working tempo, better working conditions, higher salary and improved interactions among co-workers, especially with employees. KLJUČNE BESEDE:  Kadrovska funkcija  Kadrovska politika  Absentizem  Fluktuacija KEYWORDS: Human resource Human resource function absenteeism turnover true true false Slovenski jezik Angleški jezik Diplomsko delo 2010-06-02 10:15:09 2010-09-13 12:36:11 2022-04-12 11:50:30 2023-12-17 03:19:14 2010 0 Kranj 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 6711059 URN:SI:UM:DK:KMTLKOAE UNI_Munih_Erika_2010.pdf UNI_Munih_Erika_2010.pdf 1 95E42F8FC3D3720E577AF0BA1A99B5A3 f6b700b3da1569c9f391f9ceb214ca056d6ccf33c589f54ff515374ba0a9506a 1690b1a0-7c04-11eb-bb7a-00155d0001ca 20.500.12556/dkum/ab89dd83-7acd-4152-a7b1-b71978d7262d https://dk.um.si/Dokument.php?lang=slv&id=15181 Fakulteta za organizacijske vede 0 0 0