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Effects Of Labour Turnover On Organizational Performance
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The study has delved comprehensively on the effect of labour turn over on employees' productivity in the manufacturing industry with UNILEVER and PZ Nigeria Plc as a case studies. The objective of this study is to examine whether better working condition has effect on labour turnover reduction in the manufacturing sector. The study follows some logical step to generalize the findings of the study. The survey research design was employed in this study and the questionnaire was the major research instrument used to collect information from the respondents in the manufacturing sector. Various statistical tools were employed in this study. Tools such as simple percentage analysis and chi-square test were used to provide answers to the research problems, research questions and the research hypothesis. "Thus, conclusion was drawn from the result of' the analysis. The result of the statistical inference revealed that employees were very pleased with this system which has not only improved productivity but also encouraged employees to stay on the job and it was recommended that Training and re¬training of' staff should be encouraged and practiced to meet the modern techniques production and service of goods and also in personnel management. This will help to curtain labour turnover because staff feels happier when they are learning new thing to improve their knowledge and skills. The recognition of the above recommendation at all times will help the management to pursue its goals and objectives in the. most effective and efficient.
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CHAPTER ONE - [ Total Page(s): 3 ]CHAPTER ONEINTRODUCTION1.1 BACKGROUND TO THE STUDYLabour
turnover can be defined as the flow of manpower into and out of an
organization. In this definition, one could deduce the flow of manpower
to mean (replacement and new hire) while outflow to mean (separation,
lay off, discharge, quits, retirement, leave, absence or death etc.).
This inflow and outflow will continue to attract the attention of human
resource practitioners on finding the cause: and possible solution for
a ... Continue reading---
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CHAPTER ONE - [ Total Page(s): 3 ]CHAPTER ONEINTRODUCTION1.1 BACKGROUND TO THE STUDYLabour
turnover can be defined as the flow of manpower into and out of an
organization. In this definition, one could deduce the flow of manpower
to mean (replacement and new hire) while outflow to mean (separation,
lay off, discharge, quits, retirement, leave, absence or death etc.).
This inflow and outflow will continue to attract the attention of human
resource practitioners on finding the cause: and possible solution for
a ... Continue reading---
ABSRACT -- [Total Page(s) 1]
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ABSRACT -- [Total Page(s) 1]
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