PROPOSAL
This study was
carried out to analysis the
impact of labour turnover on organizational productivity
(N.N.P.C Ilorin) organizations the questionnaire , direct interview, text books, and journals were the basic
source off data collection, this
was statistically treated using the
simple percentage one of the major
caused of turnover in the organizational productivity, on this basis
management should ensure that all factors that
can causes job satisfactions are put in palce to enhance optimum productivity.
TABLE OF CONTENT
CHAPTER ONE: Introduction
1.1
Background of study
1.2
Problem of the study
1.3
Objective of the study
1.4
Significance of study
1.5
Scope of study
1.6
Definition of terms
CHAPTER TWO: Review of related literature
2.1
What is labour turnover
2.2
Types of labour turnover
2.3
Factors affecting labour turnover
2.4
Productivity in an organization
2.5
Developing employee interest in higher
productivity
2.6
Productivity measurement of the significance
2.7
Effect of labour turnover in organization
2.8
Supervisory behaviours employee turnover
2.9
Expectation of management toward
labour turnover
CHAPTER THREE: research methodology.
3.1 Population of the study
3.2 Sample size
and sampling method
3.3 Administration of instrument
3.4 Method
of data instrument
3.5 Method of data analysis
3.6 Validity
and reliability of the research
instrument
3.7 Limitation of the study
CHAPTER FOUR: interpretation and analysis.
4.1
introduction
4.2 Brief history of the case study
4.3Data presentation and analysis
4.4Data presentation
4.5Data analysis
4.6Findings
CHAPTER FIVE: Summary Conclusion and Recommendation
5.1
Summary
5.2
Conclusion
5.3
Recommendation
Bibliography
CHAPTERONE: INTRODUCTION
1.1BACKGROUND OF THE STUDY
It has become
more generally acceptable that structural arrangement of resources
in an organization is composed of the human and materials
resource, this shows that the
management of an organization is not complete
without any one of the
two form effective management however, human resources that are
under study, will be discussed in the area of labour turnover in an organization, this is because
the constant exist of labour in
an organization may jeopardize ,
his operation and
productivity, in the light of this
human resources management therefore
needed in an organization.
Labour turnover is an
organization become deteriment to the organization. It is
not quickly taken into consideration, this is so
special when the organization does not seek for
immediate replacement of competent
and qualified labour
turnover whenever ignor poses
a barrier to the progress at an organization, however
the current labour turnover in an organization and
industries especially in Nigeria is not
brought about by the
causes performances to fall
below expectation.
There is an distribution in the planning
and low moral among the rank and file operational officers with in
the organization.
Labour turnover especially if it is that
of chief executive officers
is quite detrimental to the
concerned organization as poor
performance, low productivity
and fall employment morale
would guise , this has an adverse effect on he progress of such organization.
Furthermore productivity itself cannot be achieve
without efficient labour ,
labour in efficiency in the
management of labour, this itself has been
as a result of other
variable such as labour turnover absenteeism work stoppage such as
strike and lockalt, the
dissatisfied workers find it
difficult to adjust to rigid
requirement of the employed
“fourteen out of twenty six
studios found out that worker will positive job attitude
showed higher productivity than those will negative
attitude.
Therefore , this study is being understanding
to analyze the various variables,
which could lead to labour turnover in an organization and the effect of such
leaving an productivity.
1.2
PROBLEM OF THE STUDY
The rate at which
workers are living industries is
became rampant, the
management also does not bother to suspend
or terminate employee
due to workers attitude to work these indifference
are usually, being caused by the
poor human resource management
because of existence of had management
and management relationship.
Poor human
resources management may manage where the elive to motivate employee (motivation) is lacking, these how ever
will lead to instability to
labour productivity in Nigeria,
most employee are such as good
salary, promotion medical
working job security e.t.c are inadequate or absent
and absence of these
usually result is labour turnover need to be aforementioned facts, labour
turnover need to be redressing by
paying attention to workers
needs because this will go a long way to improve productivity of the workers.
1.3
OBJECTIVES OF THE STUDY
The major objective
of the study is to
analyzed the effect of the labour
turnover on organization al
productivity other objective of this
study are as follows:
vTo identify
the causes and effect of
labour turnover in an organization, it is pertinent
that every workers that leaves
the organization has no in other
reasons why they left and this
will actively have effect on the
whole organization.
vTo analyzed
the consequence of labour turnover on the organizational productivity
human resources is indispensable in an
organization, they are the
one that
will put material
resources together for desired output.
v To
determine the effect of research
system on labour turnover, this
research will show weather invitation or reward has
negative or positive
effect of supervision on labour
turnover the relationship between the supervision and workers will be used as a
major tool in determing the effectiveness of the organization
1.4
SIGNIFICANCE OF THE STUDY
This study
is aimed at focusing on the effect
of labour turnover on
organizational productivity as a
result , the study will be important to
production industries particularly
(N.N.P.C) ilorin it will be of great
importance to production
industries particularly those who want
to know to minimize labour turnover in heir organization, the research work will be useful to other organization on how to achieve
best organizational productivity and manage
human resources manger on how
to be effective in his
or her administration, it will
also save as references to industrial organization wishing to improve the labour productivity and reduce their labour
turnover so that the improved
productivity of labour will serve as sign of development for the organizational, alos not to lose serv9ices of
their valuable and productive workers the study could be useful to all management students to
these issues would
be great benefit.
1.5 SCOPE OF THE STUDY
This
study is specially design to critically
examine the effect of labour turnover, in organizational productivity , however attempt to cover all
organization would be
hectic in this research and unrealistic, hence, the research is confined which is nigerial national petroleum corporation Iloin. The
research will basically shown that
problems facing and
organization on labour
turnover to the organizational productivity in production section to
carryout this research, the key staff
of Nigeria questionnaire that
will be retrieved and analyzed for the
purpose of this research work.
1.6 DEFINATION OF TERMS
a. Administration:
– person who administer also a little
used for some managerial position
such as the administration of a
hospital.
b. Allocation:-
a quality of a resource allocated
for particular items in speaking
about money to travel allocation would be an amount
of money set aside for travel.
c. Appraise:-
to assess the value of a proper , a
person, job performance or other items of s value .
d. Bankrupt:-
a legal or economic
term that means insolence, mobility to pay one’s debt
e. Budget:-
An approve so heme that specifies how much is to be
spent on each category of
expenditure during a given time
period, the scheme is
usually complied in a document
referred to as the budget.
f. Capital:-
Wealth that an organization
posses to employ in achieving
it is aim.
g. Compensation:-
That which is given in exchange for work
performed, compensation is usually money but may
include other them such as privilege.
h. Effectiveness:-
The extent to which the design
result is realized frequently
compared with efficiency
i. Employee
Satisfaction:- the degree to which
employ needs are meet a relative
measure
j. Hygiene
Factors:- a construct in
here bergs theory of motivation, factor
that do not motivate positively but that conclude
demotivate if handle poorly
k. Labour
Turnover:- this is the
measurement of the number of employees leaving
a company, from record the
labour turnover can be
concluded by dividing either the total separation
or the total replacement
by the average number of
working force and
expressions, the result as a
percentage.
Measure of turnover:-no of employee that
No of employee that left payroll X100
Average work force
at the period
Management:-
according to henrry fayor (1916)
management is an
activity
that involves co-ordination of
all the resources of an organization through the process of planning
organization directing and controlling in order to obtain organization objective effectively and efficiency.
Organization:- It is a rational co-ordination
of all activities of a
number of people for the activities
of a number of people
for the achievement of some common
explicit purpose or goal
through division of labour and function through the hierarchy of authority
and responsibility.
Productivity:- the rate at which employee
gives out their objective
of the organization can be
achieved
Responsibility:- performance areas in which person
or ubi is expected to produce
results , wages and salary administration the business function that
determine wages and salary rate and adjusts then in
response to market condition and
changed assignments.