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Tips to reducing labour turnover

Posted Date: 09 Apr 2010 Author: ajay Rating: Member Level: Gold Points: 5

Category: General

1. Proper selection of the workers. Only most suitable peoples should be hired and then trained properly. 2. Working conditions should be improved. More incentives and welfare activities will help reducing labour turnover. 3. The management should try to maintain the same volume of work throughout the year, so that they do not have to retrench some of the employees occasionally. 4. Alternative sources of power supply should be arranged. 5. Care should be taken to protect the workers against sickness and accidents. 6. A human interest should be shown in the workers. 7. The help of trade unions should be taken to tell the workers to help

reduce labour turnover. 8. There should be no discrimination amongst the workers. 9. Behaviour of supervisors should be improved.

Causes of High Labour turnover in India:


Labout turnover is the rate at which old labour is replaced with new labour. Overall, a low labour turnover is desirable in the industry. There are various reasons for labour turnover: a. Avoidable factors include: resignation, dismissal, layoffs. b. Unavoidable factors include: death, retirement, and frictional unemployment. c. Turnover due to work reduction is caused due to: industrial depression, seasonal fluctuations, completion of temporary jobs, and discontinuous business. d. Turnover due to job factors: insufficient wages, unsatisfactory working conditions, etc. e. Sometimes, better wages and opportunities are offered at other companies. f. Badli System: this system forces workers to rotate. Another major cause of turnover is labour migration.

labor turnover
Definition
The ratio of the number of employees that leave a company through attrition, dismissal, or resignation during a period to the number of employees

labour turnover The inflow and outflow of labour employed by an enterprise. Some of this is because of fluctuations in total employment over time, either seasonally or cyclically. Some turnover results from geographical mobility of activitiy, notably in the construction sector. Some results from the aging of the labour force: older workers retire and young ones enter employment. There is also a large amount of turnover for personal reasons. Workers may leave jobs because they dislike their boss, because their families move, 3.1

Labour Migration
Labour migration is generally defined as a cross-border movement for purposes of employment in a foreign country. However, there is no universally accepted definition of labour migration. The term economic migrant is sometimes used as an equivalent to the term labour migrant or migrant worker. However, the two concepts may cover different categories. The term labour migrant can be used restrictively to only cover movement for the purpose of employment, while economic migrant can be used either in a narrow sense, which includes only movement for the purpose of employment, or in a broader sense that includes persons entering a State to perform other types of economic activities such as investors or business travellers. Classification of labour migration is usually based on the duration of activities, as well as on the distinctions made by receiving countries in their regulatory framework where conditions of admission and stay are established. Depending on the category, procedures of admission can be more or less cumbersome and conditions of stay more or less generous. Persons entering a country for job training are included in some labour migration classifications but excluded from others. Although the purpose of a trainees movement is not employment, some consider that these schemes should be included, because they are employment- based and can have important labour market implications.

Appreoaches to labour migration:

1.International labour migration: A rights-based approach ILO, ISBN 978-92-2-119120-9, Geneva, 2010 This is a comprehensive discussion of issues of labour migration in a globalizing world. It highlights ILO perspectives on labour migration, the connections between migration and development, decent work for migrant workers, the normative framework for protection of migrant rights, the governance of international labour migration, and the role of social dialogue and international cooperation. In so doing, it brings together the elements of a rights-based approach to labour migration as identified by its constituents 2.Added value approach: In 2004 the European Commission presented a Green Paper on an EU approach to managing economic migration, which intends to pave the way for an Action Plan to be presented on this issue at the end of this year. Following the Commissions Green Paper this working document poses the question: What is the added value of an EU approach to labour migration? As the paper argues, a common approach is highly necessary in light of economic efficiency and social cohesion, and in order to provide an answer to some of the challenges that migration is posing to the receiving societies. Further, economic considerations must not prevail over human ones. The principles of nondiscrimination, access to justice, fair treatment and solidarity should be at the roots of any transnational policy response. Finally, a pragmatic and respectful approach should guide the discussions and policy outputs of the current debate on an EU labour migration policy.
labor migration is a key feature in meeting economic, labour, market and productivity challenges in a gloabalised economy. The "human-rights based" in comparison to the "migration management" approach. He reminds about the main international instruments applicable to migrant workers, and the fundamental established within these texts. He reminds about the key elements of the ILO Multilateral policy framework for labour migration; and concludes suggesting some lines of actions, based on his long-term experience with regard to labor migrants' policies.

3.management approach: