Vpliv sistemov izobraževanja in nagrajevanja na fluktuacijo in absentizem zaposlenih

magistrsko delo

Anja Rozman (Author), Branko Ilič (Mentor)

Abstract

Fluktuacija in absentizem zaposlenih predstavljata velik izziv organizacijam, saj imata lahko številne negativne učinke tako s stroškovnega vidika kot z vidika motiviranja in zadržanja dobrih kadrov. Iz tega razloga organizacije iščejo učinkovita orodja in ukrepe, s katerimi bi oba pojava obvladovala in zniževala. Teoretična izhodišča magistrske naloge kažejo, da sta izobraževanje in nagrajevanje eni izmed najpogosteje obravnavanih področij v povezavi z motivacijo, produktivnostjo, razvojem, zadovoljstvom in zavezanostjo zaposlenih na delovnem mestu, ki so pogoji, da ne razmišljajo o drugi zaposlitvi in so redkeje odsotni z dela. Cilj naloge je bil torej na anketnem vzorcu zaposlenih posameznikov v vseh gospodarskih dejavnostih ugotoviti, ali obstaja vpliv izobraževanja in nagrajevanja kadrov na njihovo pogostost razmišljanja o menjavi zaposlitve in odsotnostjo z dela, določiti glavni dejavnik za fluktuacijo in absentizem ter najpomembnejše ukrepe, za katere zaposleni menijo, da bi zmanjševali oba pojava. Rezultati raziskave so pokazali, da na fluktuacijo vpliva zgolj nagrajevanje, da bi zaposleni razmišljali o menjavi delodajalca zaradi slabih medsebojnih odnosov in nezadovoljstva in da je njihova odsotnost z dela posledica usklajevanja družinskega in poklicnega življenja. Pri tem, da ne bi razmišljali o drugi zaposlitvi in da bi bili manj odsotni z dela, pa jim je najpomembnejše omogočanje oz. zagotavljanje več nefinančnih nagrad. Izhajajoč iz ugotovitev se organizacijam priporoča, da pozornost usmerijo predvsem v nefinančne nagrade, ki naj jih zaposlenim omogočajo po svojih zmožnostih in prilagodijo njihovim potrebam in željam, saj tovrstne nagrade prinašajo dolgotrajnejši učinek na zadovoljstvo. To pa lahko kombinirajo tudi z različnimi oblikami izobraževanj, ki bi se osredotočala na medsebojno komunikacijo vseh ravni, odnose in organizacijsko klimo.

Keywords

fluktuacija;absentizem;izobraževanje;nagrajevanje;Zaposleni;Motivacija zaposlenih;Izostajanje od dela;Organizacije;Magistrska dela;

Data

Language:	Slovenian
Year of publishing:	2020
Typology:	2.09 - Master's Thesis
Organization:	UL FDV - Faculty of Social Sciences
Publisher:	[A. Rozman]
UDC:	331.101.3(043.2)
COBISS:	18409987
Views:	751
Downloads:	254
Average score:	0 (0 votes)
Metadata:

Other data

Secondary language:	English
Secondary title:	The impact of employee training and reward systems on turnover and absenteeism
Secondary abstract:	Turnover and absenteeism pose a great challenge to organizations, since they can have many negative effects in terms of costs and of motivating and retaining good employees. Therefore organizations are looking for effective tools and measures to manage and reduce both. Training and rewarding are one of the most frequently discussed areas in relation to employee motivation, productivity, development, satisfaction and commitment, which are conditions for retaining staff and reducing their absenteeism, based on theoretical points in the thesis. Its aim is, with the help of surveying employed individuals of all economic sectors, to determine, firstly, whether there exists an impact of training and rewarding on the employees' frequency of thinking about finding a new job and their absenteeism. Secondly, the main factors for turnover and absenteeism, and thirdly, the most important measures that employees consider to reduce both. The results show only the impact of rewarding on employee turnover. Furthermore, they would think about changing their employer due to poor relationships and dissatisfaction and their absence from work is mostly due to work-life balance. In addition to that, they would not think about another job and be less absent from work, if they would be enabled and provided more nonfinancial rewards. Based on the findings, it is recommended that organizations focus more of their attention to these rewards. They shall provide them within their capabilities and adapt them to the employees' needs and desires as the rewards lead to more long-term effects on them. Nonfinancial rewards can also be combined with various forms of training activities that would focus on communication at all levels, relationships and organizational climate.
Secondary keywords:	turnover;absenteeism;training;rewarding;Employees;Employee motivation;Absenteeism (Labor);Organizations;Master's theses;
Type (COBISS):	Master's thesis/paper
Study programme:	0
Embargo end date (OpenAIRE):	1970-01-01
Thesis comment:	Univ. v Ljubljani, Fak. za družbene vede
Pages:	125 str.
ID:	11729770