20.500.12556/DKUM-61321 FLUKTUACIJA IN ABSENTIZEM V UPRAVNI ENOTI LJUBLJANA STAFF TURNOVER AND ABSENTEEISM IN ADMINISTRATIVE UNIT LJUBLJANA Dandanes vse bolj prevladuje stališče, da je delavec dejansko najpomembnejše premoženje organizacije. Zato je pomembno, da se trudi izbrati, a tudi obdržati uspešen kader. Najpogostejši domnevni vzroki za zapuščanje organizacije so nezadovoljstvo delavcev, nizke plače, slabo organizacijsko vzdušje, nemotiviranost in nezmožnost osebnostne rasti oziroma napredovanja … Vsi ti razlogi lahko pripeljejo do fluktuacije in absentizma, možni pa so še mnogi drugi, bolj zapleteni in skriti razlogi.. Razumevanje in obvladovanje obeh dejavnikov je zaradi običajno negativnih vplivov na uspešnost organizacije pomembno oziroma nujno. V diplomskem delu smo v teoretičnem delu predstavili analizo in dejavnike, ki vplivajo na fluktuacijo in absentizem. V drugem, raziskovalnem oziroma empiričnem delu, pa smo se osredotočili na analizo v Upravni enoti Ljubljana. Prikazali smo obseg in strukturo fluktuacije in absentizma od leta 2010 do 2015 ter na osnovi ankete med zaposlenimi nekatere dejavnike zadovoljstva in motivacije pri delu. Ugotovili smo, da je stopnja flukuacije pričakovana oziroma normalna, stopnja absentizma pa zaskrbljujoče velika - ter podali nekaj predlogov za izboljšave. These days, the belief is, that the worker is actually the most valuable asset of an organization. Therefore the goal is to find and maintain a successful team of workers. The most common reasons for leaving the organization are discontent workers, low wages, poor organizational climate, demotivation and inability for personal growth or promotion. All these reasons could lead to fluctuation and absenteeism, but there can also be other, more complicated and hidden reasons. Understanding and managing both situations is key, since they can both have a negative impact on the success of an organization. Theoretical part of this paper consists of an analysis and factors affecting fluctuation and absenteeism. In the second part, which was a research, we focused on analyzing the Ljubljana Administrative Unit. we presented range and structure of fluctuation and absenteeism from 2010 until 2015 and based on a questionnaire among the employees also showed a couple of factors for satisfaction and motivation to work. We found that the rate of fluctuation is normal. However, absenteeism rate is worryingly high – there were some suggestions for improvement made by us. - Upravna enota Ljubljana - Zaposlovanje kadrov - Fluktuacija - Absentizem - Administrative unit Ljubljana - Recruitment of staff - Staff turnover - Absenteeism true true false Slovenski jezik Angleški jezik Diplomsko delo/naloga 2016-07-31 21:01:30 2016-10-11 08:57:35 2022-06-26 03:06:04 2019-07-11 12:16:47 2016 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 7765779 URN:SI:UM:DK:TCIRK6QH VS_Tominsek_Branka_2016.pdf VS_Tominsek_Branka_2016.pdf 1 AC69653F0DA32F5F5154A60CE7F79967 0655979518d78e99f574f6b02d34128c47bc8da693e8f2fb9c806fcad9fc1081 43ac0ad6-7c0d-11eb-bb7a-00155d0001ca https://dk.um.si/Dokument.php?lang=slv&id=101907 Fakulteta za organizacijske vede 0 0 0