Labourers sometimes leave the firm or industry at their own instance and occasionally they are ousted from the firm or industry. New workers are employed in their places and thus the composition of labour force changes from time to time. Labourer turnover is the rate of displacement of the personnel employed in an organisation due to resignation, retirement or retrenchment. If the rate of labour turnover is more, this a sign of instability of labour and it adversely affects their efficiency as well as the profitability of the firm.
Experienced workers go out of the firm and new and inexperienced workers come in who are to be trained. The work suffers thereby and the cost of labour increases. Therefore, the labour turnover proves to be very costly for the business and every effort should be made to reduce the frequency of labour turnover.
Unavoidable factors: These include factors which are not within the control of the management:
(i) Personnel betterment.
(ii) Illness or accident
(iii) Death or retirement
(iv) Discharge due to insubordination etc.
(v) Marriage particularly in case of women workers.
(vi) Seasonal nature of business.
(vii) Shortage of raw-materials, power resulting in lowering production capacity.
(viii) Location change
Avoidable factors: The factors are within the control of the management. The management should therefore try to reduce their impact to the minimum by appropriate preventive measures.
(i) Lack of congenial and healthy atmosphere in the factory.
(ii) Lack of proper facilities and amenities.
(iii) Low wages, ill treatment etc.
(iv) Redundancy; i.e. lack of planning and foresight of higher management.
(v) Relationship with fellow workers etc.
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