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Title:ABSENTIZEM IN FLUKTUACIJA V VRTCU MEDVODE
Authors:ID Leben, Barbara (Author)
ID Bernik, Mojca (Mentor) More about this mentor... New window
Files:.pdf VS_Leben_Barbara_2014.pdf (1,14 MB)
MD5: AD704F3F237DB3B9C027A6C269AD4EC0
 
Language:Slovenian
Work type:Undergraduate thesis
Organization:FOV - Faculty of Organizational Sciences in Kranj
Abstract:V tem času, ko moramo biti pripravljeni učiti se in se prilagajati nenehnim spremembam, v katere nas sili sodobni čas, v organizacijah velikokrat pride do upravičenega ali neupravičenega zdravstvenega absentizma in do zaželene ali nezaželene fluktuacije. Za delodajalce to pomeni strošek, za delojemalce pa na primer nižji mesečni dohodek, slabo voljo, nemotiviranost za delo. V diplomski nalogi smo na osnovi teoretičnih spoznanj prišli do ugotovitev, da je tako zdravstveni absentizem kot fluktuacijo s pravimi pristopi in ukrepi mogoče obvladovati ali vsaj spraviti v dopustne okvire. Če želi biti organizacija uspešna, mora biti tudi fleksibilna in prilagodljiva. Za to pa so ključni kadri, ki so opremljeni z znanjem, novimi veščinami in s sposobnostmi. Predvsem vodilni kadri morajo biti usmerjeni k nenehnemu učenju, izobraževanju in usposabljanju ter dobro poznati kadrovsko politiko, kadrovsko funkcijo in razvoj kadrov. Z vsem naštetim znanjem lahko vodilni svoje podrejene usmerijo, spodbujajo in izbirajo prave pristope in teme za učenje, izobraževanje in usposabljanje, kar pa privede do večje pripadnosti organizaciji in posledično manjše stopnje absentizma in fluktuacije. Drugi del diplomske naloge je raziskovalni. Zdravstveni absentizem je bil v Vrtcu Medvode leta 2011 za 1,2 odstotka višji od slovenskega povprečja, leta 2012 pa za 1,5 odstotka. Na osnovi analize rezultatov raziskave smo ugotovili, da so odnosi v Vrtcu Medvode dobri, ne moremo pa prezreti podatkov, ki kažejo nezadovoljstvo precejšnjega števila zaposlenih. Predlagamo, da bi se tako vodstvo kot zaposleni zavzemali za pozitivno organizacijsko klimo. To pomeni, da je komunikacija med zaposlenimi in vodstvom sproščena, da se notranji konflikti rešujejo sproti, da so zaposleni obveščeni o načrtih in rezultatih dela in poslovanja ter da so pravilno usmerjeni tudi za nadaljnje delo, da bodo vedeli, kaj se od njih pričakuje, da so tako vodstvo kot zaposleni pripravljeni sprejeti odgovornost za svoje odločitve in dejanja. Več konkretnih odgovorov na raziskovalna vprašanja in probleme je podanih v poglavju »Ugotovitve in predlogi«.
Keywords:- Kadrovska politika, - kadrovska funkcija, - absentizem, - fluktuacija.
Place of publishing:Maribor
Year of publishing:2014
PID:20.500.12556/DKUM-45003 New window
COBISS.SI-ID:7337235 New window
NUK URN:URN:SI:UM:DK:0WAARDWG
Publication date in DKUM:18.09.2014
Views:1831
Downloads:219
Metadata:XML DC-XML DC-RDF
Categories:FOV
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Secondary language

Language:English
Title:ABSENTEEISM AND STAFF TURNOVER IN KINDERGARTEN MEDVODE
Abstract:We live in a time in which we should all be willing to learn and adapt to constant change, which forces us to modern times. Besides all this, organizations often comes to health-related absenteeism which is justified or not and to turnover, which is desirable or not. For employers, this means the cost for employees is full of inconveniences, such as lower monthly income, bad mood and motivation not to work. The thesis is based on theoretical knowledge come to the conclusion that both absenteeism and turnover health with the right approach and actions can be managed or at least get the permissible limits. To be successful an organization must be flexible and adaptable to change. The key for this are personnel who are equipped with the knowledge and new skills. Above all, managers must strive for continuous learning, education and training and a thorough knowledge of HR policy, staffing and staff development function. With all that they can guide their subordinate, promote and choose the right approaches and themes for learning, education and training, which leads to greater loyalty to the organization and, consequently, lower levels of absenteeism and staff turnover. The second part of the thesis is to research . Absenteeism due to illness was in kindergarten Medvode in 2011, 1.2% higher than the Slovenian average , in 2012 by 1.5%. Based on the analysis of the survey results data can not be ignored, showing dissatisfaction of employees due to lack of progress because of racionalisation reasons. We can not ignore the data showing that the managers pay too little attention for incentives of employees. We propose that the management and employees strive to make a positive organizational climate. This means that communication between employees and management are released to internal conflicts resolved promptly that employees are informed about the plans and results of the work and business, and that they are correctly oriented as for further work so that they know what is expected of them, that both management and employees are willing to take responsibility for their decisions and actions. More concrete answers to research questions and problems is given in chapter findings and proposals.
Keywords:- human resource - human resources function - absenteeism - turnover


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