ABSENTIZEM IN FLUKTUACIJA V PODJETJU LOTRIČ D.O.O.

Lavtar, Tamara

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Title:	ABSENTIZEM IN FLUKTUACIJA V PODJETJU LOTRIČ D.O.O.
Authors:	ID Lavtar, Tamara (Author) ID Bernik, Mojca (Mentor) More about this mentor...
Files:	UNI_Lavtar_Tamara_2010.pdf (1,13 MB) MD5: 7C3826C4D5F5998F1A899700FB280877 PID: 20.500.12556/dkum/7b5473e3-7e37-4520-b108-a5fd4e80551a
Language:	Slovenian
Work type:	Undergraduate thesis
Organization:	FOV - Faculty of Organizational Sciences in Kranj
Abstract:	Kadrovska dejavnost je zelo zahtevna in raznovrstna, saj obsega splet različnih medsebojno povezanih nalog in prepletajočih kadrovskih procesov, ki se nanašajo ali ukvarjajo s kadri. S kadri se moramo ukvarjati predvsem individualno, če hočemo, da bodo rezultati resnično taki, kakršne smo od njih pričakovali na začetku. Rezultati vztrajnega dela s kadri so inovativnost in perspektivnost tako za posameznika kot družbo v celoti. V diplomski nalogi sta predstavljena pojava absentizma in fluktuacije v podjetju Lotrič, d. o. o. Prvi del zajema predvsem teoretična izhodišča, na katerih temelji praktični del. Teoretični del zajema opredelitev kadrovske politike, s poudarkom na ciljih in zahtevah. Razčlenjena so načela oziroma principi delovanja kadrovske politike. Podrobneje je opisana tudi kadrovska funkcija, in sicer organizacija kadrovske funkcije, planiranje kadrov, pridobivanje in selekcija kadrov, uvajanje kadrov na delo, ocenjevanje delovne uspešnosti, nagrajevanje in napredovanje, ter razvoj kadrov. Natančneje pa sta definirana absentizem in fluktuacija, in sicer vrste, vzroki ter prikaz izračuna teh dveh pojavov. V drugem, empiričnem delu je predstavljeno podjetje Lotrič, d. o. o.. Podjetje Lotrič, d. o. o. je zasebno podjetje, ki deluje na področju meroslovja. Definirana in opisana je organizacijska shema podjetja, kateri sledi analiza izobrazbene strukture, strukture spola in strukture starosti zaposlenih. Izračunana sta stopnja absentizma in fluktuacije, izdelana pa je tudi primerjava rezultatov med leti 2007 in 2009. Temu sledi raziskava vzrokov glede na obstoječe stanje na področju absentizma in fluktuacije. Podane so ugotovitve in predlogi za izboljšanje stanja.
Keywords:	kadri, kadrovska funkcija, absentizem, fluktuacija
Place of publishing:	Maribor
Year of publishing:	2010
PID:	20.500.12556/DKUM-16597
COBISS.SI-ID:	6781715
NUK URN:	URN:SI:UM:DK:KSWSF277
Publication date in DKUM:	05.01.2011
Views:	3128
Downloads:	352
Metadata:
Categories:	FOV
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Secondary language

Language:	English
Title:	ABSENTEEISM AND TURNOVER OF THE LOTRIČ D.O.O. COMPANY
Abstract:	Personnel management is an extremely demanding and varied activity, as it includes a number of intertwined tasks and processes. It should be conducted on an individual basis as much as possible, in order to achieve the desired results. The results of quality personnel management are innovation and better prospects for future success, not just for an individual but for the society as a whole. The dissertation presents absenteeism and turnover, and an analysis of factors which affect these in the Lotrič d.o.o. company. The first part of this paper forms a theoretical basis for the practical part. The theoretical part covers definition of human resources management, with the emphasis on goals and demands. The principles of functioning of personnel policy are analysed. Human resources management is described in detail, starting from its own organization, planning of the personnel, their acquisition and evaluation, introduction into work, evaluation of their work efficiency, system of rewarding and promotion and further development of personnel. Special attention is paid to absenteeism and turnover of the personnel; the types of them, the causes and review of calculations of those phenomena. In the second, empirical part the Lotrič, d. o. o. company is presented. It’s a private company working in the field of metrics. The organizational scheme of the company is introduced, followed by the analysis of educational, gender and age structure of the employees. The rates of absenteeism and turnover are calculated and comparison of the results for years 2007 and 2009 is made. The data is succeeded by the research of causes considering the existent situation on both investigated phenomena. At the end the conclusions and suggestions to improve the current situation are presented.
Keywords:	personnel, human resources, absenteeism, turnover

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