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Effect Of Labour Turnover On Organizational Performance
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1.4. Significance of the Study
The study would be of significance to
the Kaduna State Water Board in identifying the problems and causes of
labour turnover. This study is expected to provide solution the research
work is of benefit to the body of knowledge students and other
researchers. Other organizations that have similar problems can also
benefit from the research work.
1.5. Research Questions
What are the effects of labour turnover on the performance of Kaduna State Water Board?
What are the problems of labour turnover and how can it be minimized in Kaduna State Water Board?
What are the major causes of labour turnover in Kaduna State Water Board?
1.6. Scope of the Study
The
extent of this research covers all concept, the causes, problems,
effects and the measures to be taken to tackle the problem of labour
turnover that deserves to be minimized. This study will be restricted to
the effects of labour turnover on organizational performance in
Nigeria.
Limitation of the Study
This research is not lastly due
to some proposition for any organization. He classified cost of turnover
into direct and indirect cost.
Direct Cost
This is the cost that
associated with the costs of replacing the employees and training the
newly hired such as costs of communicating the vacant position cost of
administering the recruitment function, cost of screening the applicant
interviewing the candidates, administering selection tools tests,
meeting hr candidate, concluding background investigation, cost of
preparing new employee training materials, conducting training session,
giving on the job training and the costs of separating former employee
from the firm such as administering paper work/meeting, conducting exit
interview paying several pay/packaged, vacation time etc.
Indirect Cost
Turnover
also brings with indirect cost especially when the employees who are
leaving were liked by the organizations client, customer loyally may be
affected. Again, as the new employees learn their jobs, the quality of
the product and service may suffer.
Michael Armstrong, human
resources practice page 381 enumerated the following as cost of labour
turnover, leaving cost, direct cost of replacement opportunity cost of
time spent, direct cost of introducing replacement, loss of input.
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