{"id":18905,"date":"2019-10-09T15:28:00","date_gmt":"2019-10-09T15:28:00","guid":{"rendered":"https:\/\/amcham.rs\/hr-forum-model-upravljanja-apsentizmom\/"},"modified":"2019-10-09T15:28:00","modified_gmt":"2019-10-09T15:28:00","slug":"hr-forum-model-upravljanja-apsentizmom","status":"publish","type":"post","link":"https:\/\/amcham.rs\/sr\/hr-forum-model-upravljanja-apsentizmom\/","title":{"rendered":"HR Forum: Model upravljanja apsentizmom"},"content":{"rendered":"
Po definiciji apsentizam označava pojavu izostanka radnika iz radnog procesa nezavisno od uzroka. Iako bolovanja predstavljaju dominantan i najpoznatiji oblik, nisu jedina pojava kojom je moguće upravljati. Apsentizam je moguće podeliti na planirani<\/b> (godišnji odmori, praznici, edukacije) i neplanirani<\/b> (bolovanja, smrtni slučajevi u porodici, selidbe, elementarne nepogode), na mikro<\/b> (kašnjenje, pauze) i makro<\/b> (bolovanje). <\/div>\n
<\/div>\n
Predstavnici Instituta su nam ukazali na činjenicu da zloupotreba bolovanja nije najveći problem, kako bi većina poslodavaca pomislila, i da ona u svakoj kompaniji čini maksimum 5%. Istraživanja, međutim, pokazuju da je prividna prisutnost – kada radinici dolaze na posao bolesni ili nemotivisani – veći trošak od apsentizma i iznosi 23,4 dana po radniku.<\/div>\n
<\/div>\n
Jedno od osnovnih pitanja bilo je – Kako ti izostanci utiču na poslovanje? Svaki poslodavac želi da su mu radnici prisutni, motivisani i produktivni, da ima dobru organizacijsku kulturu i da kao poslodavac ima dobar employer brending. Suprotno od prisutnosti je apsentizam koji označava značajan pad organizacijske kulture i početak fluktuacije.<\/div>\n
<\/div>\n
Uzroci odsutnosti su različiti i mogu se podeliti na:<\/div>\n
<\/div>\n
\n
    \n
  1. Spoljne<\/b> – epidemija, socijalna politika, nezaposlenost;<\/li>\n
  2. Individualne <\/b>– Godine života, pol, lične osobine, zdravstveno stanje; <\/li>\n
  3. Organizacijske <\/b>– Priroda industrije, organizacijska kultura, nedostatak radne snage, politika zapošljavanja.<\/li>\n<\/ol>\n<\/div>\n
    Iskustvo radnika (eng. Employee Experience<\/b>) pokazuje da se radnici osećaju bolje kod poslodavaca koji brinu o njihovom zdravlju i dobrobiti, gde je radna okolina produktivna i gde postoji poverenje u rukovodstvo. Tamo gde su beleženi pad organizacijske kulture i loša komunikacija menadžera sa radnicima primećeno je da radnici češće rade iako se ne osećaju dobro, koriste godišnji odmor kada su bolesni i otvaraju bolovanje zbog stresa, najčešće prouzrokovanog manjkom radnika, stilom upravljanja i odnosima na poslu.<\/div>\n
    Zbog loše organizacijske kulture poslodavac snosi troškove naknada radnicima dok su na bolovanju ili godišnjem odmoru, plaća zamenske radnike, troškove dodatne edukacije novim radnicima, a istovremeno dolazi i do pada produktivnosti u celokupnoj organizaciji.<\/div>\n
    <\/div>\n
    Metod upravljanja apsentizmom ukazuje da se u praćenju ove pojave treba početi od prikupljanja podataka i identifikacije „upravljivih“ slučajeva izostanaka kako bi se ubrzala procedura povratka radnika (medicinska intervencija, napredna kontrola bolovanja) i izmenila organizacijska kultura (edukacija menadžmenta, konverzija neplaniranog apsentizma u planirani) sa ciljem da se obezbedi prevencija budućih slučajeva.<\/div>\n
    <\/div>\n
    Istraživanja pokazuju da organizacije koje imaju interne stručnjake za upravljanje apsentizmom:<\/div>\n
    <\/div>\n
    \n
      \n
    • Uspešno zadržavaju svoje radnike (30% manja fluktuacija);<\/li>\n
    • Smanjuju ukupne troškove rada (15% niži troškovi);<\/li>\n
    • Unapređuju produktivnost rada (22% porast rezultata rada);<\/li>\n
    • Podižu nivo organizacijske kulture (64% manja zloupotreba izostanaka);<\/li>\n
    • Privlače nove radnike (44% bolji employer brending).<\/li>\n<\/ul>\n

      <\/p><\/div>\n","protected":false},"excerpt":{"rendered":"

      Damir Kovačević i Sandra Čupurdija sa Instituta za upravljanje apsentizmom održali su radionicu o modelima upravljanja svim oblicima izostanaka radnika iz radnog procesa. Sa članovima HR Foruma razgovarali su o uzrocima i posledicama, troškovima apsentizma i alatima za upravljanje ovom pojavom.<\/p>\n","protected":false},"author":1,"featured_media":16990,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"ngg_post_thumbnail":0,"footnotes":""},"categories":[104],"tags":[],"class_list":["post-18905","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-profesionalno-usavrsavanje"],"acf":[],"yoast_head":"\nHR Forum: Model upravljanja apsentizmom • AmCham<\/title>\n<meta name=\"description\" content=\"Damir Kova\u010devi\u0107 i Sandra \u010cupurdija sa Instituta za upravljanje apsentizmom odr\u017eali su radionicu o modelima upravljanja svim oblicima izostanaka radnika iz radnog procesa. 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