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The Diemension Of Personnel quit Rate In Nigeria Institution

Download complete project material on The Diemension Of Personnel quit Rate In Nigeria Institution  from chapter one to five

it has become more generally acceptable that structural arrangement in an organization is composed of human and material resources. This show that the management of an organization is incomplete without any of those two from to achieve effective management.

However, constant exist of labour in an organization may jeopardize and productivity. In the high of this, human resources management is therefore.

Labour turnover, otherwise know as natural wastage provide data of labour forecasting and personal decision, more importantly, the analysis of labour turnover and the reason for learning will provide information indicating whether any action is required to improve retention rate. It an also prompt further investigation to established courses and identify remedies.

TABLE OF CONTENT

Title Page-

Certification

Dedication

Acknowledgement

Table of Content

CHAPTER ONE

1.0 INTRODUCTION                                                     

1.1 Background of The Study

1.2 Statement of The Study

1.3 Aims and Objective of The Study

1.4 Significance of The Study

1.5 Scope of The Study

1.6 Limitation of The Study

CHAPTER TWO

2.0 LITERATURE REVIEW                                              

2.1 Labour Turnover

2.2 Factor Affecting Labour Turnover

3.3 Importance of Labour Turnover

2.4 Vital Role Performed by Labour


CHAPTER THREE

RESEARCH METHODOLOGY                                                

3.0 Re-Statement of Research Hypothesis

3.1 Research Expletory Method or Research Design

3.2 Data Collection Method

3.3 Descriptive Statistics

5.4 Historical Background of the Study

CHAPTER FOUR

SUMMARY, CONCLUTION AND RECOMMENDATION          

4.0 Summary

4.1 Conclusion

4.2 Recommendation

4.3 Suggestion for further studies

REFERENCE                                                   

CHAPTER ONE

1.0 INTRODUCTION

1.1 BACKGROUND OF THE STUDY

The IRS employee development bulletin (2000). Maintained that labour turnover provide a graphic illustration of the turbulence within an organization high rate of attrition can destabilize a business and demoralize those who attempt to maintain level of services and output against the background of vacant position inexperience staff and general discontent literature on labour turnover generally measure labour from the perspective of the crude wastage illustration of the turbulence within this approach is the failure to indicate the pattern of personal quit rate in specific areas and demographic characteristics this implies that further question have to be asked about the movement of people in organization. For example, which unit is experience high labour turnover? What category of staff is experience high labour turnover? e.t.c.

Over the years, it has been a reclining pheromone in the Nigeria higher educational institution especially between 1980s and 1990s this development in Nigeria tertiary institution resulted to the brain-dram syndrome that nearly paralyzed her educational system.

The effects are still very much felt in most school and if the situation is not properly addressed, thee afferent of excellent education performance by the tertiary institution may become a mirage. A nation that is chanoureing for technology and industrial development can not neglect the increasing quit rate in the sector that produces the required manpower for its development.

1.2 STATEMENT OF THE STUDY

It is worthy of note that despite the fact that labour turnover is a major problem both the development and developing countries supremely attempt made by scholar in examining this important issue rest on the use of “informal theories Campbell and Campbell (1991) identified two major problem with the information theories” first, they are in tested hence prone to error, second, most theories attributed turnover to two factor, labour shortage and employee attitudes

The forgoing implies that management writers and practitioner appreciate the problem of labour turnover however, little empirical studies are available to justify their position, and hence there is a need for an empirical study to validate these theories.

1.3 AIMS AND OBJECTIVES OF THE STUDY

  1. The main aims and objective in the study include
  2. What is the pattern of quit rate in Lagos state polyphonic
  3. To what extent does labour turnover differ sign jocundly across the demographic features of staff?
  4. What are the reasons for high quit rate in organization?
  5. What strategies can be recommended for reducing turnover?

    Significance of the study

  6. The significance of this is based on employee, staff school at a mention but just a few. These are
  7. It will identify the dangerous in labour turnover in an organization
  8. It shall also point out the performance productivity and efficient derv ed from the labour
  9. It will also put formal some recommendation useful for on organization on labour turnover
  10. It shall point out the effect of labour turnover in an organization

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