24982932 Labour Turnover Absenteeism
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Transcript of 24982932 Labour Turnover Absenteeism
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LABOR MARKET :-
The market in which workerscompete for jobs and employers compete for
workers. It acts as the external source from which
organizations attract employees. These markets
occur because different conditions characterize
different geographical areas, industries,occupations, and professions at any given time.
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Labor Market Related Terms
1- Labor Market:
A labor market is defined as a pool of all potential workers whocompete for jobs. It also includes the employers who compete for
workers. Labor markets are based on the supply and demand of
labor in a country or a specific location that are able and willing to
work.
2- Labor Force:
Labor force includes all persons classified either as employed or
unemployed during a specified period of time, usually a day or aweek. Labor force can be categorized as self-employed, wage
and salary earners, casual workers and unemployed.
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3- Casual Workers:
Casual workers are those workers who are generally employed by
small entrepreneurs on daily or weekly basis on a low wage rate.They are not entitled to any paid holiday leave or paid sick leaves.
4- Unemployed persons:
The persons in the labor market who are without work, that is,without paid employment or self-employment and are currently
either available for work or are seeking any work are considered to
be unemployed.
5- Employment rate:
It is ratio of employed persons to the total labor force. It is the
percentage of working age people who have jobs or are employed.
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6- Labor force participation rate:
It is the number of persons in the labor force as a percentage of the working-age
population. The working-age population is the population above a certain
reference age like 15 years old and over or 15
64, etc
7- Unemployment rate:
It is the ratio of unemployed people to the total labor force
8- Underemployed persons:
who are employed, but not in the desired capacity, whether in terms of
compensation, hours, or level of skill and experience. The skills of such persons
are underutilized, for example paying low wages to a highly skilled employee.
Underemployment also refers to a situation where a major portion of labor force
is unemployed.
9- Underemployment rate:
It is the ratio of underemployed to either total labor force or total employment.
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Labor Market in India
The Indian labor market can be categorized into three sectors:
Rural workers, who constitute about 60% of the workforce Organized of the formal sector, that constitutes about 8% of the
workforce.
Urban unorganized or informal structure which represents the 32% of
the workforce.
Categories of Labor force
Self Employed Workers
Wage And Salary Earners
Casual Workers
Unemployed Workers
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Estimated Increase In Labor Force
The chart below describes the estimated increase in the number of labors from
1977-78 to 2004-05. The labor force has grown from 276.3 million to 385.5million between 1977-78 and1993-94 showing an annual growth rate of 2.1%.
During the year 1999-2000, the workforce was estimated to be 407 million. In
2004-05 the labor market consisted of 430 million workers and has grown up to
500 million in 2006.
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The Labor Force In Year 2006
It has grown up to 509.3 million out of which 60% are in
agriculture, 12% are employed in industries and theresidual 28% are in services.
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LABOUR TURNOVER :
Turnover means change. A change in the financial
status of an organization is called the financialturnover. A change in the number of employees of an
organization is called The laborturnover
REASONFOR LABOUR TURNOVER:
Avoidable Reasons
(low job satisfaction, low pay, risky or repetitive work
etc.).
Unavoidable reasons
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Methods Used To Estimate Turnover:
Every good organization prepares a report of labor turnover to refer and rectify the
avoidable causes of turnover. Below are methods used to estimate turnover:
Average No. = (No. of employees at start + No. of employees at end) / 2
1- Separation Method/Rate:
(Number of employees separated in a period / Average number of employees in the
period ) * 100
2- Replacement Method/Rate:
(Number of employees replaced in a period / Average number of employees in the
period) * 100
3- Flux Method/ Rate:
(No. of employees separated + No. of employees replaced) / Average number of
employees in the period } * 100
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Factors could be the cause of a high level ofLabour Turnover :
a) Dissatisfaction on account of insufficient wages leading
to employees moving to competitors
b) Low level of motivation from employers side and
poor morale within the workforce in a specific industry.
c) Recruiting and misplacement of employees resulting
in their mobility in search of suitable employment.
d) A floating local labour market offering better
and more attractive opportunities to employees.
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HOW TO REDUCE LABOUR TURNOVER
Following action may be taken to reduce labour turnover:
Pay Problem
increasing pay scale & improving pay structure toremove inequities
Employees Learning to further their Career providing better
career opportunities& ensuring the job, opportunities for training
& development program, implement promotion Employees Leaving due to Conflict more effective procedure for
handling grievances & improving communication, using resolution
& teambuilding techniques, reorganisation of work.
The Induction Crisis improving recruitment & selection process,
ensure job requirement, developing better induction & initialtraining program
Shortage of Labour improving recruitment , selection & training,
intoducing better method of planning & scheduling work smooth
out peak loads.
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PRESENTEEISM
Presenteeism is a term used by human resource
professionals to describe circumstances in which
employees come to work even though they are ill,
posing potential problems of infection and lowerproductivity. When employees go to work sick
they risk infecting their co-workers and will most
likely not be as effective or productive in their
work
Stress
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ABSENTEEISM :
In every organisation an employee / worker has some
definite working hours with certain responsibility (workassigned) and if the worker is not present in their
working hours that called absenteeism in the
organisation.
FACTORS IN ABSENTEEISM :
Moral
Work schedule flexibility
1- Alternative Work Arrangements2. Compressed Work Week
3. Job Sharing, and
4. Telecommuting
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CAUSES OF ABSENTEEISM :
Personal Factors - age, marital status, health, education, hobbies,
extra curricular actitvites.
Work Environment working conditions, ralation with
coworkers & seniors and their attitude
Home Conditionsdistance from residence, mode of conveyance,
family size, family problems & responsibilities
Economic Issuessubsidiary economic interests
Regional Aspectslegislations, politics, geographical situations
Organisational Features type & size of company, work load,
nature of work, shift arrangements, management attitude,
personnel policies, leave facilities and medical benefits
Social Reasons religion, community obligations, customs
festivals, marriage and death