This study, A COMPARATIVE STUDY ON THE INFLUENCE OF LABOUR TURNOVER ON THE PERFORMANCE OF PZ NIGERIA PLC AND UNILEVER PLC contains concise information that will serve as a framework or guide for your project work. The project study is well-researched for academic purposes and are usually provided in complete chapters with adequate References. Keywords: A COMPARATIVE STUDY ON THE INFLUENCE OF LABOUR TURNOVER ON THE PERFORMANCE OF PZ NIGERIA PLC AND UNILEVER PLC
TABLE OF CONTENTS CHAPTER ONE INTRODUCTION 1.1 BACKGROUND OF THE STUDY 1.2 STATEMENT OF THE PROBLEM 1.3 OBJECTIVES OF THE STUDY 1.4 RESEARCH QUESTIONS 1.5 RESEARCH HYPOTHESIS 1.6 SIGNIFICANCE OF THE STUDY 1.7 SCOPE OF THE STUDY 1.8 LIMITATION OF THE STUDY 1.9 DEFINITION OF TERMS CHAPTER TWO LITERATURE REVIEW 2.1 CAUSES OF EMPLOYEE’S TURNOVER 2.2 LACK OF CAREER DEVELOPMENT 2.3 IMPACT OF EMPLOYEES’ TURNOVER ON ORGANIZATION EFFICIENCY 2.4 ORGANIZATIONAL EFFECTIVENESS CHAPTER THREE RESEARCH METHODOLOGY 3.1 INTRODUCTION 3.2 RESEARCH DESIGN 3.3 STUDY POPULATION 3.4 SAMPLE AND SAMPLING TECHNIQUE 3.5 DATA FOR THE STUDY: INSTRUMENTATION 3.5.1 INSTRUMENTATION 3.5.2 VALIDITY OF INSTRUMENT 3.6 METHOD OF DATA ANALYSIS CHAPTER FOUR 4.0 DATA PRESENTATION, ANALYSIS AND INTERPRETATION 4.1 INTRODUCTION 4.2 DATA ANALYSIS (QUESTIONNAIRE) CHAPTER FIVE SUMMARY CONCLUSION AND RECOMMENDATIONS 5.1 SUMMARY OF FINDINGS 5.2 CONCLUSION 5.3 RECOMMENDATION REFERENCES QUESTIONNAIRE CHAPTER ONE INTRODUCTION 1.1 BACKGROUND OF THE STUDY Employee turnover refers to the rate at which an employer gains and losses employee, how long the staff tend to leave and join the organization (Armstrong, 2006). In his book, Horton (2007state that it is becoming a major issue for the organizations especially for the low cadre jobs. There are many contributors to this scenario that are significant to the employee turnover. Such aspects can stem from both the company as well as the employees (Izzack,2010).The employers are more concerned with the turnover as it impacts negatively and a very expensive aspect of the business world (Thomas,2003). According to Martin (2005) when employees leave the company, the employer has to incur a considerable amount of direct and indirect expense. The costs of employee turnover can be staggering ranging from consuming quite a substantial amount of annual wage that an employer would otherwise pay to its workforce (Linda, 2002). The costs of employees turnover normally includes; advertising expenses, headhunting fees, resource management expenses, loss of time and efficiency, work imbalance, and employee training and development expenses for new joiners (Harrie,2002). The company may quarterly calculate employee turnover rates to meliorate the factors causing the turnover (Miller, 2006). If the company determines the most common causes of employee turnover, it would certainly be able to take the necessary steps for recruiting and retaining well-qualified personnel (Armstrong, 2006). For all organizations, turnover intention of employees has become one of the major challenges. To develop the understanding of multifaceted phenomena, researchers have formulated different models of employee turnover across the world. This is somewhat due to multiplicity in the samples which are used for the study. Economical, psychological and organizational consequences are symptomatic of the complexity of employee turnover. Organizations all over the world are giving more attention and importance to this issue as they know that high level employee’s turnover; slow down the performance of the employee’s as well as organization. Besides, it inflates the expenses related to recruitment and new employee training (Chen, Lin, & Lien, 2010). Employee turnover is a persistent aspect of the market. Employee turnover influences both firms and their workers: firms have to incur the expenses on recruiting and training of new employees, while employees may have to learn specific skills relating to new jobs. Incoming employees on the other hand may be more highly skilled and better educated. Therefore, employee turnover may increase organizational performance, an opportunity which has fascinated limited awareness in the existing literature, which concentrate on the impact of employee turnover rather than on the organizations (Sarah, Gaia, & Christopher, 2007). Employee’s turnover issues still exist throughout the world in most of the organizations. In the most developed business nations, the employee’s turnover rate is still very high. Furthermore, from a gender point of view, male pay may be more than that of the female, demanding parallel qualification, skills, training and responsibility. The ability or level of performance of tasks accomplished by the employees will be achieved only if organization’s employees are satisfied with the internal environment (Muhammad, Muhammad, & Aisha, 2013). Organizational effectiveness is crucial for the success of any economy. In early theories, organizational effectiveness has been recognized with high productivity or with the maximization of the profits or with employee good morale and efficient service. Organizational effectiveness is generally refers to those organizations that have the potential to achieve maximum output. For achieving sustainable and increased business results, an organization needs to implement good strategy and engage their employees. For creating organizational effectiveness, business managers need to focus on engaging and aligning their employees, the structure, people management models and competencies to the organizational strategy. This commitment results in high employee retention, high financial performance and high customers’ satisfaction (Muhammad, Naseer, Sheraz, &Mahfooz, 2012). Therefore, this study focuses on the influence of labour turnover on the performance of PZ Nigeria PLC and UNILEVER PLC. 1.2 STATEMENT OF THE PROBLEM Many organizations are facing many challenges regarding employee turnover. This leads to reduced employee’s performance, which ultimately impacts the organizational effectiveness. This research study identifies the reasons of employee turnover rate and suggests different recommendations or strategies for enhancing organizational effectiveness. Employee turnover can be harmful to a company’s efficiency if skilled workers often leave the organization and the work population contains a high percentage of novice workers (Armstrong, 2009). According to a research study carried out by the Ministry of Energy in conjunction with the United Nation Development Program (Maxwell, 2010), statistics revealed that for the last 2 years, more than 35% of employees working for private sector organizations exited to other companies. The efficiency of many organizations have thus been threatened by huge costs/expenditure incurred on recruitment and selection of new staff to replace the work force gap created by the leaving employees (Premeaux, 2000). According to Maxwell (2010), a key problem to employees’ turnover is that the organization loses the most experienced and skilled staff that the organization had invested heavily in training on various organization job task functions. This therefore means that, the organization must incur huge costs in terms of time and finance to train the newly recruited staff in order to make them effectively adapt to organization working environment and demonstrate the required skills and experience. These problems make it glaring that there is a need to carry out a study on the influences of labour turnover on the performance of organizations. Keywords: A COMPARATIVE STUDY ON THE INFLUENCE OF LABOUR TURNOVER ON THE PERFORMANCE OF PZ NIGERIA PLC AND UNILEVER PLC
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Keywords: A COMPARATIVE STUDY ON THE INFLUENCE OF LABOUR TURNOVER ON THE PERFORMANCE OF PZ NIGERIA PLC AND UNILEVER PLC
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