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.
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