Impact of Labour Turnover on Organizational Productivity (A Case Study of N.N.P.C Ilorin)

TABLE OF CONTENT

Title page

Certification

Dedication

Acknowledgement

Chapter One: Introduction

1.1      Background of Study

1.2      Problem of the Study

1.3      Objective of the Study

1.4      Significance of Study

1.5      Scope of Study

1.6      Definition of Terms

Chapter Two: Review of Related Literature

2.1 What Is Labour Turnover?

2.2 Types of Labour Turnover

2.3 Factors Affecting Labour Turnover

2.4 Productivity in an Organization

2.5 Developing Employee Interest in Higher Productivity

2.6 Productivity Measurement of The Significant

2.7 Effect of Labour Turnover In Organization

2.8 Supervisory Behaviours Employee Turnover

2.9 Expectation of Management Toward Labour Turnover.

Chapter Three: Research Methodology

3.1 Population of the Study

3.2 Sample Size and Sampling Method

3.3 Administration of Instrument

3.4 Method of Data Instrument

3.5 Method of Data Analysis

3.6 Validity and Reliability of The Research Instrument

3.7 Limitation of The Study

Chapter Four: Interpretation of Data and Analysis

4.1 Introduction

4.2 Brief History of the Case Study

4.3 Data Presentation and Analysis

4.4 Data Presentation

4.5 Data Analysis

4.6 Findings

Chapter Five: Summary, Conclusion and Recommendation

5.1 Summary

5.2 Conclusion

5.3 Recommendation

         Bibliography

CHAPTER ONE

1.1      BACKGROUND OF THE STUDY

It has become more generally acceptable that structural arrangement of resources in an organization is composed of the human and materials resource, this shows that the management of an organization may jeopardize, his operation and productivity, in the light of this human resources that are under study will be discussed in the area of labour turnover in an organization, this is because the constant exist of labour in an organization may jeopardize his operation and productivity, in the light of this human resources management therefore needed in an organization. Labour turnover is an operation and deteriment to the organization. It is not quickly taken into consideration, this is so special when the organization does not seek for immediate replacement of competent and qualified labour turnover in an organization and industries especially in Nigeria is not brought about by the causes performances to fall below expectation. There is a distribution in the planning and low morale among the rank and file operational officers within the organization.