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Absenteeism means the failure of a worker to report for
work when he is scheduled to work. It is unauthorized,
avoidable and wilful absence from duty.
Absenteeism = No. of mandays lost due to absence *100
No. of mandays scheduled to work
INTRODUCTION
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CAUSES OF ABSENTEEISM
Nature of work Poor working conditions
Sickness
Accidents Lack of Interest
Absence of housing and transport facilities
Poor management system
Lack of regular leave arrangement
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EFFECTS OF ABSENTEESIM
Regular flow of work is disturbed Orders cannot be executed in time
Decline in overall production
Increase in overtime bill Reduction in quality of work
Increase in work pressure of present employees
Increase in repairs and maintenance cost
Increase in industrial accidents
Workers lose wages for unauthorized absence from
duty
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CONTROL OVER ABSENTEESIM
Proper hiring Good working conditions
Housing and transport facilities
Safety programmes Incentives
Effective supervision
Disciplinary action
Regular leave provision
Employee counseling
Proper records
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LABOUR TURNOVER
It refers to the rate of change in the
workforce of an enterprise during a given
time period. It is a measure of the extentto which old employees leave and new
employees enter the service of a concern.
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MEASURMENT OF LABOUR
TURNOVER
Accession method
TR=No. of employees joining the concern during the year
No. of employees at the beginning of the year+ /2no. of employees at the end of the year
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Separation Method
TR = Total separation during the year *100
Average no. of employees
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Combined Method
TR = Accession + Separations during the year /2 * 100Average no. of employees
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Replacement methods
TR = Accessions
Separations during the year * 100Average no. of employees
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WHAT RETAINS PEOPLE
Personal growth
Work environment
Company image
Industry growth
Compensation
Culture Job satisfaction
Learning opportunities
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CAUSES OF LABOUR TURNOVER
Avoidable
Incompetence
Laziness
Dislike of work
Insubordination
Desire for a job near
home
Unavoidable
Sickness
Accidents
Deaths
Retirements
Employee oriented Causes
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Employer oriented causes
Avoidable
Poor Manpower
planning
Lack of PromotionPolicy
Low Pay
Poor workingconditions
Unfair supervision
Unavoidable
Stagnations
Seasonal nature of
Business
Fear of mechanization
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EFFECTS OF LABOUR
TURNOVER COST TO EMPLOYEER
Increased hiring cost
Expenditure incurred on orientation and traininggoes waste
Loss of production
Increased overtime costs
Increase in rate of accidents
Low quality Decreased team spirit
Market reputation of the company suffers
Increase in waste and scrap rates
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COSTS TO EMPLOYEES
Due to shifting a worker losses the benefitsof previous service
Employee who changes his job quite often
losses the opportunity of promotion on thebasis of seniority
Skills and experience may become
meaningless Difficulty in adjustment to the new
organization
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CONTROL OF LABOUR
TURNOVER
Proper planning of manpower requirements
Improvement in recruitment policy and practices
Proper selection and training of employees
Good pay, incentives and working conditions
Promotion, career opportunities and security of
service
Employee welfare schemes
Retirement benefits
Conflict resolution
Proper job design and work scheduling
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