EMPLOYEE TURNOVERB. Durga Teja100103081, ECE-BWhat is Employee Turnover?Employee turnover refers to the number or percentage of workers who leave an organization and are replaced by new employeesIn human resources context, turnover or staff turnover or labour turnover is the rate at which an employer loses employeesMeasure of how many employees leave in a definite time periodAlso described as "how long employees tend to stay" or "the rate of traffic through the revolving door"ImportanceHigh turnover may be harmful to a company's productivity if skilled workers are often leaving and the worker population contains a high percentage of novice workersHigh turnover relative to its competitors means that employees of that company have a shorter average tenure than those of other companies in the same industryMeasuring employee turnover can be helpful to employers that want to examine reasons for turnover or estimate the cost-to-hire for budget purposesTurnover vs AttritionGeneral definition: Turnover occurs when the employment relationship endsAttrition refers to the end of the employment relationship due toRetirementJob elimination orEmployee deathDistinguishable from turnover because when attrition occurs, the position is not filled with a new employeeTypes of TurnoverInternal vs ExternalInternal turnover employees leaving their current positions and taking new positions within the same organizationExternal turnover employees leaving organization altogether

Voluntary vs InvoluntaryVoluntary turnover initiated at the choice of the employeeInvoluntary turnover initiated by the employer due to poor performance or reduction in force (RIF)CausesAvoidableDissatisfaction with wages and rewardsDissatisfaction with working conditionsDissatisfaction with personnel policiesDissatisfaction with jobOther related factorsUnavoidablePersonal bettermentFamily circumstanceClimatic conditionCommunity conditionHealth conditionMarriage (especially for women)

Cost of TurnoverInefficiency of new workerEmployment departmentTraining and inductionCost of tools and machine breakageAccident frequency and severityCost of scrap and defective workCASE STUDYEmployee Turnover in Indian IT Industry (chennai-city)The Indian IT IndustryThe information technology (IT) sector in India holds the distinction of advancing the country into the new-age economy. The growth momentum attained by the overall economy since the late 1990s to a great extent can be owed to the IT sector , well supported by a liberalized policy regime with reduction in telecommunication cost and import duties on hardware and software. Perceptible is the transformation since liberalization India today is the world leader in IT and business outsourcing. Correspondingly , the industrys contribution to Indias GDP has grown significantly from 1.2% in 1999-2000 to around 4.8% in FY06. The sector has been growing at an annual rate of 28% per annum since FY01. Findings From StudyThe demographic factors in the study reveals that the major respondents are male 58% , the maximum belong to 20-30 years i.e. 35% ,and the majority of them belongs to Executive level i.e.61% and the majority of respondents experience Is below 5 years and monthly income earned by majority of respondents belongs to above 10,000 i.e.33% and the majority of the respondents qualification belongs to undergraduate i.e.34%.The comparison between the working condition of employees in the organization and the workload of employees reveals that the result of t test is not significant to each other. Hence the work load and working condition does not coincide The relationship between the co-workers relationship and top management personnel was analyzed using f test reveals that both had an equal variation. This states that both the samples are equal variant among themselves.ConclusionThe HR department must take care below things to reduce Employee Turnover in industriesPay problemThe induction crisisEmployee leaving due to conflictEmployee leaving to further their careerUse of exit interviewWorking hours and environmentWorkers participationReferenceANNUAL SURVEY OF INDUSTRIES, 2002-03 Vol. II REPORT ON ABSENTEEISM, LABOUR TURNOVER, EMPLOYMENT & LABOUR COST.(Labour Bureau Government of India) published by Balram, Director General Chandigarh,8th December, 2005.