Strategies to Control Labour Turnover in Organisations

Abstract

Labor turnover is being witnessed in every organization in response to changes in global competitiveness and advancement in technology. As a result, employee turnover has been attributed to workplace conditions that appear to cause employees to leave individual workplaces or the profession altogether, as opposed to focusing on factors associated with employees who transfer or quit. It is against this reason that this research was undertaken to assess the perceived strategies to control labor turnover in National Water Conservation and Pipeline Corporation. The study was guided by one general objective and four specific objectives: To establish how employee training, salary structure, and leadership style and employee motivation influence staff turnover in NWCPC. The study adopted descriptive research designs with NWCPC staff being the target population. Simple random sampling was used to select a sample size of 30% of the target population of 461 employees. Self-administered questionnaires were used as data collection instruments. The questionnaires were pre-tested for reliability and validity. Qualitative and quantitative data was analyzed by the help of Statistical package for social scientists’ software (SPSS). Data was analyzed using descriptive statistics. The results will be tabulated using frequency distribution tables and pie charts. The study was able to establish possible solutions to the problem of labor turnover. The study also concluded that labor turnover is spread throughout the year and impacts negatively to the organization. A total 54.47% of the respondents agreed that motivation is a factor that determines how long an employee stays in the organization. A total of 69.11% say that the salary structure is not competitive. Non-competitive remuneration leads to labor turnover. A total of 54.47% of the respondents agree that motivation is a factor that determines how long an employee stays in the organization. A total 54.47% of the respondents agree that motivation is a factor that determines how long an employee stays in the organization. In addition to the study established that factors such as training, motivation, transformational leadership as well as salary structure contribute immensely in influencing employee turnover.