20.500.12556/DKUM-36653 ABSENTIZEM IN FLUKTUACIJA V PROIZVODNEM PODJETJU ABSENTEEISM AND TURNOVER IN THE MANUFACTURING COMPANY V diplomski nalogi sta predstavljena pojava absentizem in fluktuacija v proizvodnem podjetju. Diplomska naloga je razdeljena na dva dela. Prvi del zajema teoretične osnove. V njem smo opredelili kadrovsko politiko ter opisali njena načela. Podrobneje smo proučili tudi kadrovsko funkcijo, njen razvoj in klasični koncept le-te. Natančneje smo definirali tudi pojma absentizem in fluktuacija, njune vrste, vzroke ter izračune. Podali smo primere dobrih praks, ki opisujejo, kako zmanjšati odsotnost z dela v različnih podjetjih. V drugem, empiričnem, delu smo predstavili proizvodno podjetje, njihov proizvodni ter prodajni program. Na kratko smo opredelili zgodovino ter vizijo podjetja. Definirali smo tudi kadrovsko strukturo zaposlenih v podjetju, glede na spol, starost, izobrazbo, delovno mesto in poklic. Iz obstoječih podatkov smo izračunali odstotek oziroma stopnjo absentizma in fluktuacije za leti 2009 in 2010. Analizirali smo vzroke obeh omenjenih pojavov. Nato je sledila raziskava o vzrokih za absentizem in fluktuacijo. Na koncu pa smo podali ugotovitve ter predloge za izboljšanje obstoječega stanja. Thesis introduces the phenomena of absenteeism and turnover in a manufacturing company. Thesis is divided into two parts. The first part encompasses theoretical bases. It includes a definition of staff policy and its principles. In addition, we have thoroughly examined staff function, its development and conventional concept. We have defined the terms absenteeism and turnover, their types, causes and calculations in a more detailed way. We have presented examples of good practices, describing how to reduce absence from work in various companies. In the second, empirical part, we have depicted a manufacturing company, their manufacturing and product programme. We have briefly specified history and vision of the company. We have defined the staff structure of those employed in the company, depending on their gender, age, education, workplace and profession. We have calculated percentage or rate of absenteeism and turnover for 2009 and 2010 from the existing data. We have analysed the causes of both phenomena. This was then followed by a research on causes for absenteeism and turnover. In the end, we have presented our findings as well as suggestions for the improvement of the existing state. kadrovska politika kadrovska funkcija kadri absentizem fluktuacija staff policy staff function staff absenteeism turnover true true false Slovenski jezik Angleški jezik Diplomsko delo 2012-06-19 12:35:27 2013-01-08 14:45:06 2022-04-21 14:22:01 2021-04-15 03:54:55 2012 0 Kranj 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 7098643 URN:SI:UM:DK:7OZRQOW3 UNI_Jekovec_Tanja_2012.pdf UNI_Jekovec_Tanja_2012.pdf 1 2755E943DF8DC7067820C7C4EC2CB083 1a439c52e33d93ce1499f5f615b4716b0db11d4cfe68a90b54effc017ea73896 190a9ba6-7c08-11eb-bb7a-00155d0001ca 20.500.12556/dkum/595c38dc-34a1-444b-8086-007f24a18094 https://dk.um.si/Dokument.php?lang=slv&id=47894 Fakulteta za organizacijske vede 0 0 0