20.500.12556/DKUM-43114 ABSENTIZEM IN FLUKTUACIJA V PODJETJU CPL, D.D. ABSENTEEISM AND TURNOVER OF THE CPL D.D. COMPANY Organizacije bi se morale zavedati, da je doseganje razvoja, napredka, ciljev in konkurenčnosti mogoče le s skupnimi močmi vseh zaposlenih, če so ti moti virani in zadovoljni. V nasprotnem primeru se sproži val nezadovoljstva, ki pripelje do negativnih stranskih učinkov. Med te spadata tudi fluktuacija in absentizem. Diplomska naloga je razdeljena na dva dela. Prvi del zajema teoretične osnove, in sicer natančnejšo opredelitev pojmov absentizem in fluktuacija, njune vzroke, vrste ter izračune. Podani so primeri dobrih praks, ki opisujejo, kako zmanjšati odsotnost z dela v različnih podjetjih. V drugem, empiričnem delu je predstavljena organizacija CPL, d. d., njena zgodovina, vizija, razvoj ter strategije. S pomočjo podatkov, ki jih je posredovalo CPL, d. d., je bila izračunana stopnja zdravstvenega absentizma in fluktuacije od leta 2007 do leta 2011. Določeni so bili vzroki za njun pojav v obdobju petih let ter prikazano gibanje zdravstvenega absentizma v Sloveniji za obdobje treh let. Sledi raziskava med zaposlenimi v organizaciji CPL, d. d. Namen raziskave je bil ugotoviti vzroke za zdravstevni absentizem in fluktuacijo ter poiskati ustrezne rešitve za zmanjšanje teh pojavov. Organisations should be aware that development, progress, goals and competitiveness can only be achieved through joint efforts of all employees, who are at the same time motivated and satisfied. If employees do not feel motivated and satisfied, this triggers a wave of dissatisfaction which leads to negative side effects, including high turnover and absenteeism. The thesis is divided into two parts. The first part covers the theoretical bases and provides a more precise definition of absenteeism and turnover, their causes, and the types of calculations. We have given examples of good practice, which describe how to reduce absenteeism in different companies.The second (empirical) part presents the organization CPL, d.d., its history, vision, and strategy development. Using data provided by CPL, d.d. we calculated the level of absenteeism and turnover from 2007 to 2011. The causes were identified over a period of five years, and a comparison of absenteeism and staff turnover in Slovenia for the period of three years was prepared. A survey was conducted among employees of CPL, d. d. The purpose of research was to identify the causes of absenteeism and turnover and find appropriate solutions to reduce their occurrence. absentizem fluktuacija kadri absenteeism turnover staff true true false Slovenski jezik Angleški jezik Diplomsko delo 2013-11-28 22:26:31 2014-01-20 08:49:03 2022-05-09 03:05:49 2021-04-28 03:25:34 2013 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 7253523 URN:SI:UM:DK:JKKYVPVG VS_Hudek_Barbi_2013.pdf VS_Hudek_Barbi_2013.pdf 1 D1DFB5F29389CACD9F4A7BC645243FBA 8b587ecf68540bba9e81c725d3a20f734e29397e8d13f73d338a15b16361be72 8f444752-7c0a-11eb-bb7a-00155d0001ca https://dk.um.si/Dokument.php?lang=slv&id=60816 Fakulteta za organizacijske vede 0 0 0