It is the main concern of the following paper to critically consider why organisations should be concerned with high levels of labour turnover and what can organisations do in an attempt to reduce it. The aspect of labour turnover turns out to be a great problem for the business organisations…
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These people thereby tend to drift away from the main organisational objective and in a bid of frustration turn out from the organisation. Similarly a concern rendering enhanced emphasis on the training activities but working less on helping to enhance the productivity of the workforce also face similar problems. The organisation with less focus on enhancing the compensation aspects and also in rendering of other benefits happens to disturb the interest and productivity of the workers. Workers would thus endeavour to shift from such no gains concern to high gain jobs where they would be able to gain high increments both in the compensation package and other benefits. Thus absence of proper supervision and training mechanism coupled with a poor pay package with no proper increments happens to provoke the employees to take to new jobs. Hence the event of labour turnover significantly emerges onto the business scenario (Mudor and Tooksoon, 2011, pp.41-45; Aswathappa, 2007, p.615). The factors that contribute to the growth of labour turnover problems in the organisation can be broadly grouped into two main types-internal and external. In the internal scenario the employees can get frustrated owing to the internal job policies of the concern for which they tend to quit the concern. The policies of the concern can largely change in relation to the technological and structural framework of the concern making the employees feel uncertain about their job and employee security. This tantamount to the employees seeking jobs in other stable concerns. Moreover a change in the management structure of the concern also happens to change the outlook of the supervisory tem...
The paper tells that employees are concerned as the life blood of the organisations. The organisational managers are concerned in effectively managing this large pool of human resources through proper training and motivational functions. Training helps in enhancing the productivity mechanisms of the workers and also develops the relationship between the employer and the employees. Similarly different motivational activities both financial and non-financial are also taken to retain the employee base in the concern. Organisations in such approaches tend to render large amount of investment and thereby would endeavour to gain effective returns out of such. Therefore it is highly needed by a business concern to minimize the amount of employee turnover as it happens to impact the profitability parameter of the concern. Employee turnovers in a firm can occur both in a voluntary and in an involuntary manner. Voluntarily the employees can leave the firm owing to rising job pressures or being unable to fit into the required job role. Again a sudden accident or fatal event can lead the concern lose an employee. The employee turnover activity adds to the cost of the concern in that the concern would need to hire another employee to fill the post thus enhancing the recruitment cost. Again losing a skilled an experienced employee leads to considerable productivity loss for the concern. Labour turnover as an incident results in the organisation losing a large pool of effective human resources that would help in enhancing the productivity potential of the concern.
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