Career Development

A career is a sequence of position occupied by a person during the life time.

Hollands Career planning Model: Career planning is an ongoing process through which an
individual sets career goals and identifies the means to achieve them.

Individual who makes career planning can consider the following guidelines-
1. Assess your comparative advantages
2. What are your interest? What do you like doing?
3. Where are the opportunities?
4. Match your strengths, interests and market opportunities to assess career directions.

Steps in Career Planning:

Step 1: Self-Assessment: The first and foremost step in career planning is to know and assess
oneself. A person need to collect information about himself while deciding about a particular career
option. He must analyze their interests, abilities, aptitudes, desired lifestyle, and personal traits and
then study the relationship between the career chosen and self.
Step 2: Goal Setting: The next step is to set goals according to individuals academic qualification,
work experience, priorities and expectations in life. Once goal is identified, then the feasible ways and
objectives must be determined for how to realize it.
Step 3: Academic/Career Options: One must analyze the career option by keeping in mind his
present educational qualification and what more academic degrees he need to acquire for it.
Step 4: Plan of Action: A person should
- Recognize those industries and particular companies where he want to get into.
- Make the plan in detail so that he can determine for how many years he is going to work in a
company in order to achieve maximum success, and then switch to another.
- Decide where he would like to see himself after five years and in which position.
Step 5: Catch Hold of Opportunities: Opportunity comes but once. So, whenever a person get any
opportunity to prove himself and get into his desired career, he should try to convert it in every way for
suiting his purpose.
STAGES OF CAREER DEVELOPMENT MODEL Career Development is the lifelong process of
managing learning, work, leisure, and transitions in order to move toward a personally determined
and evolving preferred future.
EXPLORATION: A career stage when one makes transition from formal education to job. We start
exploring about different career opportunities. Our decision for career gets influenced by parents,
peers and the financial resources. It is a time when a number of expectations about ones career are
developed, many of which are unrealistic.
ESTABLISHMENT: This period begins when individual starts the search for work and also includes
accepting the first job, acceptance by peers, learning about the job and gaining the first taste of
success or failure in the real world.
It is a time which begins with
uncertainties, anxieties and risks.
It is also marked by making mistakes
and learning from these mistakes
and the gradual assumption of
increased responsibilities.
However, the individual in this stage
has to reach his peak productivity
and rarely gets the job that carries
great power or high status.
MID-CAREER: A stage marked by:-

Continuous improvement in the

performance
Levelling off in the performance
Beginning of decline process
 Those who make a successful transition and assume greater responsibilities, get rewards.
For others, it may be a time for reassessment, job changes, adjustment of priorities or the
pursuit of alternative lifestyles.
LATE CAREER STAGE: A career stage in which neither the person is learning about their jobs nor
they are expected to improve their level of performance from previous years. They teach others on
the basis of the knowledge they have gained. It is the time when one can enjoy the respect given to
him by younger employees.
DECLINE STAGE: This the final stage in ones career which is usually marked by retirement. This is
the difficult stage for everyone but hardest for those who have had continued successes in the earlier
stages and then the time has come for retirement.
The Value of effective Career Development
1. Ensuring needed talent will be available
2. Improves the organization's ability to attract and retain high-talent personnel
3. Ensuring growth opportunities for all employees
4. Reduces employee frustration.
Objectives of Career Planning:
In employees perspective:
Career planning facilitates the employees to develop not only their career goals but also the ways to
achieve these goals.
It helps individuals to remain competitive in the labor market by constantly upgrad-
ing competences as part of goal fulfilment efforts.
In organizations perspective:
To provide and maintain appropriate manpower resources in the organization by offering careers,
not jobs.
To provide environment for the effectiveness, efficiency and growth of its employees and
motivating them to contribute effectively towards achieving the objectives of the organization.
To map out careers of various categories of employees suitable to their ability, and their
willingness to be 'trained and developed for higher positions.
To have a stable workforce by reducing absenteeism and employee turnover.
To cater to the immediate and future human resources need of the organization on a timely basis.
To increase the utilization of managerial reserves within organization.
It forms the basis for succession planning in the organization.
Through career planning, an organization can attract and retain its best people for a relatively
longer period of time.
It provides an opportunity for the organization to assess the strengths and weaknesses and also
the area of development of the employees for the purpose of career planning and development.
It forms the basis for determining the training and development requirements of each employee in
the organization.

Transfer
A Transfer is the shifting of an employee from one job to another without changing responsibilities or
compensation. Thus, a horizontal movement of an employee in a company, not involving promotion or
demotion is described as a 'transfer' which does not involve change in responsibility or compensation.
Types of Transfers:
1. Production transfers are frequently made when the need for manpower in one Job or department
is reduced or increased.
2. Personnel transfers or own-seeking transfer are made at the request of an employee. Employees
seek transfers for many reasons:
a) On the health grounds
b) Family circumstances
c) Lack of interest in job
d) Personal enrichment
e) More interesting jobs
f) Greater convenience
g) Better hours
 h) Location of work and
i) Greater advancement possibilities
3. Versatility transfers are intended to increase the versatility of an employee through ample
opportunities for gaining a varied, broader and richer job or work experience.
4. Remedial transfers: In case an employee does not feel comfortable on his job, he may be
transferred to some other job. His initial placement might be faulty. So these transfer are made to
remedy the situation arising out of a faulty selection initially.
5. Replacement transfers: An employee with a long service may be transferred in some other
department to replace a person with a shorter service. These transfers are intended to prevent
lay-offs.
6. Shift transfers: In case of manufacturing concerns, there are normally three shifts. Usually these
shifts are rotating. In case shift assignments are not rotating, an employee may be transferred
from one sift to another shift.
7. Temporary transfers: are made on grounds of ill- health or accident causing temporary
disablement.
8. Permanent transfers: are made on grounds of ill- health or accident causing disablement of a
stable nature or the employee's desire to learn a particular skill.
9. Punishment Transfer: Sometimes transfer is used as a concealed penalty. A trade trouble-maker
may be transferred to a remote branch where he cannot continue his activities.
10. Mutual transfer: Mutual Transfer means replacement of any employee with other employee of
same category from reciprocal places of their posting.
Other:
- Regular transfer base on organizational policy.
- Transfer in Government interest.
Transfer Policy: A systematic or a good transfer policy and procedure should provide for the
following:
1. The types of transfers and the circumstances should be specifically clarified.
2. The authority or officer who will be responsible for initiating and approving transfers should be
clearly laid down.
3. It should be clearly specified whether transfers can be made within a sub-unit only or also
between departments, divisions and other plants, if any.
4. The basis of transfer should be clearly indicated such as seniority, merit or skill or any other
factor.
5. A timely communication of the transfer decision to the employee concerned should be specifically
provided for in the transfer procedure.
6. The change in the rate of pay or earnings after the transfer of the particular employee should be
indicated.
7. It should be prescribed whether or not the seniority credit of the transferred employee will be
retained or not.
Benefits of Transfers
1. They correct faulty selection and placement of employees.
2. To minimize the shortage of employees of other department
3. Removal of unsuitability between workers or boss and worker
4. Good transfer policy helps to stabilize fluctuations in work requirements.
5. It increases the effectiveness of the organization and raises its productivity.
6. Transfer reduce employees monotony, boredom etc. and increase employees job satisfaction.
7. Transfers increase motivation and productivity by developing the skills of the employees and
avoidance of monetary.
8. Transfers bring about improvement in relations between the employees and their supervisors.
Problems of Transfer: Adjustment problem to the employee to the new job, place, environment,
superior and colleagues
- Company initiated transfers result in reduction in employee contribution
- Discriminatory transfers effect employee morale, job satisfaction, commitment.
Transfer Policy in Bangladesh: In case of govt. job transfer policies are:

After doing 3years job, an employee can be transferred.

Grade Class Place of transfer
1-9 1st Anywhere in the world
10-11-12 2nd Move within the country
 13-16 3rd Move within the division/ nearest division
17-20 4th Move within the district/ nearest district
When Husband and wife are in Government service, they must be transferred together and
posting of husband and wife must be at the same station.
Employees of development project cannot be transferred to revenue project.
Employees have to do job at hill track area (Khagrachhari, Bandarban, Rangamati).

Promotion

Promotion is vertical movement of an employee within the organization. In other words, promotion
refers to the upward movement of an employee from one job to another higher one, with increase in
salary, status and responsibilities.

Types of promotion:
1. Horizontal promotion: It involves an increase in responsibilities and pay and a change in
designation. But the employee concerned doesn't transgress the job classification. Ex-Lower
Division Clerk to Upper Division Clerk. It is important to note that such promotion may take place
when an employee shifts within the same department, from one department to other or from one
plant to another plant.
2. Vertical Promotion: This type of promotion results in greater responsibility, prestige and pay,
together with a change in the nature of the job. Ex-Computer Operator to Assistant Administration
Officer.
3. Dry Promotion: When promotion is made without increase in salary, it is called dry promotion.
For example, a lower level manager is promoted to senior level manager without increase in
salary or pay. Such promotion is made either there is resource/fund crunch in the organization or
some employees seek more for status or authority than money.
Purposes of promotion:
1. To recognize an employees skill and knowledge and utilize it to improve the organizational
effectiveness.
2. To reward and motivate employees to higher productivity.
3. To develop competitive spirit and inculcate the zeal in the employees to acquire skill, knowledge
etc.
4. To promote employees satisfaction and boost their morale.
5. To build loyalty among the employees toward organization.
6. To promote good human relations.
7. To increase sense of belongingness.
8. To retain skilled and talented people.
9. To attract trained, competent and hardworking people.
10.To impress the other employees that opportunities are available to them too if they also perform
well.
Promotion can be made on various bases. Following are the major ones:
1. Seniority i.e., length of service
2. Merit, i.e. performance
3. Educational and technical qualification
4. Potential for better performance
5. Career and succession plan
6. Vacancies based on organizational chart
7. Motivational strategies like job enlargement.
8. Training.
Promotion Process: (Banking and Teaching Profession)
1. Collecting employees Annual Confidential Reports (ACR).
2. Rating based on employees annual confidential report of previous 5yerars.
3. Calling Departmental Promotion Committee (DPC) meeting.
4. Taking decision about promotion and publish gazette.
5. Placement

Promotion Policy:

1. It must provide equal opportunities for promotion across the jobs, departments, and regions.
2. It must be applied uniformly to all employees irrespective of their background.
3. It must be fair and impartial.
4. The basis of promotion must be clearly specified and made known to the employees.
5. It must be correlated with career planning. Both quick (bunching) and delayed promotions must
be avoided as these ultimately adversely affect the organizational effectiveness.
6. Appropriate authority must be entrusted with the task of making final decision.
7. Promotion must be made on trial basis. The progress of the employee must be monitored. In
case, the promoted employee does not make the required progress, provision must be there in
the promotion policy to revert him/her to the former post.
8. The policy must be good blending of promotions made from both inside and outside the
organization.
Retirement

Retirement is the withdrawal from ones occupation or from active works. It is the point in time when
an employee has to leave his or her employment permanently.

Types

1. Normal Retirement:
Normal retirement means retirement after attainment of certain age by the employee as is fixed in
the contract or condition of service.

Age Categories
59 years Government Job
60 years Government job (freedom fighter)
65 years Teaching
66 years Teaching (Freedom fighter)

2. Voluntary Retirement/ Resignation:

In Voluntary Retirement, an employee who has completed 20 years of qualifying service, may retire
from service earlier than scheduled age of retirement, by giving a notice of not less than three
months, in writing, direct to the appointing, authority.
3. Mandatory Retirement:
- In Mandatory retirement people who hold certain jobs are required by industry custom or by law
to leave their employment, or retire.
- Typically, mandatory retirement is justified when certain occupations are either too dangerous
(military personnel) or require high levels of physical and mental skill (air traffic controllers, airline
pilots).
4. Compulsory Retirement as a penal measure: When employees violate rules of organization,
such employees are forced to retire from their service before the age of superannuation.
5. Retirement due to incapacitation: When employee become disable due to disease, illness,
accident or due to personal problem he does not perform job, management may give him the option
of retirement. Also some organization give this option when employee complete 15-10year of
service.

Retirement Benefits

The retirement benefits are provided to the retired employees of the government organizations. A
retired public servant is entitled to a number of benefits at retirement.

1. Leave Preparatory to Retirement (LPR): Public servant will be entitled to get monthly salary for
12 month after retirement. But in these12 months he cannot join any other organization. He will be
under the government job tough he is retired.
But now there is no LPR system. PRL (Post Retirement Leave) system is introduced. Here public
servant will be entitled to get monthly salary for 12 month after retirement. He can join any other
organization in these 12 months.
2. Gratuity
The government presently allows gratuity to the retiring person up to 90% of the emoluments of
the retiree after his completing 25 years of pensionable service.
 Presently a retired public servant is allowed a gratuity in lieu of 50% of his gross pension which
He surrenders compulsorily at the rate of Taka 230 for one taka. He is also allowed to surrender
the remaining 50% of his/her gross pension at the rate of Tk. 115 for one taka.

Gratuity amount= (Basic Salary x 90%x 50%) x 230

Pension Selling amount= (Basic Salary x 90% x 50%) x 115
(One-time)

If the employee doesnt want to get benefit at one-time then he will get full gratuity amount and
monthly pension at (Basic salary x 90% x 50%).

3. Family Pension The family of a retiring public servant is entitled to family pension in the following
manner:

i) The retiring employee shall nominate one or more members of his/her family as
successor for the pension. In the absence of nomination the method of nominating
successors for his/her family pension and gratuity shall be as follows:
a. in the case of male employee, his wife/wives
b. in the case of female employee, her husband
c. Children of the deceased.
d. the widowed wife/wives and children of the deceased son of the deceased
employee
ii) If the above successors are not available, the following relatives of the deceased
employee shall be considered as heirs for pension and gratuity:
a. Brother of less than 18 years of age
b. Unmarried and widowed sister
c. Father
d. Mother
iii) Mention is made here that if the wife of the deceased employee does not remarry, she
will be entitled to such pension. But if she enters into remarriage, she will not be entitled
to such pension.
4. Government Accommodation
In the event of death, retirement including compulsory retirement, the retired person or his family
is entitled to remain in the allotted accommodation. If the retired employee (allottee) dies while in
service, his/her family shall be permitted to stay in the accommodation for two years subject to
certain conditions from the date of the death of the allottee.
5. Benevolent Fund : If a retired employee dies during service time or dies within five years from
the date of superannuation, he or in the event of death, his/her family, shall be entitled to receive
a benevolent fund grant from the benevolent fund according to the scale specified in the
schedule, for a period of ten years.
Benevolent fund= Basic Pay x 6month
6. Leave encashment facilities: Basic pay x 18 month
7. Provident fund: As usual
8. Group Insurance
Group Insurance fund has been constituted by the government. All employees except the class III
and class IV employees are required to deposit premium to the Fund at the prescribed rates. This
is managed by a Trustee Board. Every government employee may nominate someone for
receiving money from the fund. If an employee dies while in service, his/her family will get one
time financial help from the Fund. The amount of that help shall be equivalent to the pay of 24
months based on the last pay of the deceased employee. However the amount in any case shall
not exceed Tk. 100,000
9. Bonus and Medical facility: Lifelong until death of the employee.

Labor Strike

Strike, Lockout and picketing

Labor strike is a work stoppage caused by the mass refusal of employees to work. A strike usually
takes place in response to employee grievances.
 Lockout is the temporary closing of a business or the refusal by an employer to allow employees
to come to work until they accept the employer's terms. An employer can declare an economic
lockout or unfair labor practice lockout.
When a legal strike or lockout is in progress, employees may picket.
Picketing is a is a form of protest in which workers (called picketers) assemble outside a place of
work and try to gather support for strike and to increase the pressure on their employer to agree
the terms and conditions of employment favorable to them. It can also be done to draw public
attention to a cause.
- Picketers are normally non-violent.
- Pickets try to persuade (1) coworkers to join them, (2) workers of other firms (such as
delivery men) to refuse to enter the premises, and (3) customers to refrain from doing
business with their employer.
- To be lawful, picketing is usually required to be approved in a union ballot.

Types of strike

a) Economic Strike: Under this type of strike, labors stop their work to enforce their economic
demands such as wages and bonus. In these kinds of strikes, workers ask for increase in wages,
allowances like traveling allowance, house rent allowance, dearness allowance, bonus and other
facilities such as increase in privilege leave and casual leave.
b) Sympathetic Strike: When workers of one unit or industry go on strike in sympathy with workers
of another unit or industry who are already on strike, it is called a sympathetic strike. For example,
the workers of sugar industry may go on strike in sympathy with their fellow workers of the textile
industry who may already be on strike.
c) General Strike: It may be a strike of all the workers in a particular region of industry to force
demands common to all the workers. These strikes are usually intended to create political
pressure on the ruling government, rather than on any one employer.
d) Pen down or Sit down Strike: In this case, workers do not absent themselves from their place of
work when they are on strike. They keep control over production facilities. But do not work. Such
a strike is also known as 'tool down' strike.
e) Slow Down Strike: Employees remain on their jobs under this type of strike. They do not stop
work, but restrict the rate of output in an organized manner. They adopt go-slow tactics to put
pressure on the employers.
f) Hunger strike: In this form of industrial protest, workmen resort to fasting near the workplace in
order to demand the employer to redress their grievances.

Cause of labor strike: Strikes can occur because of the following reasons:

1. Low Pay: Employees may strike due to low pay, they want to be paid fair and equitable
remuneration. If they believe that they need to be paid more but the employer does not agree, it
may results to strikes
2. Bad working condition: Employees strike for improvement of their working conditions. Working
conditions relates to health and safety at work place. If production tools are not safe, poor or less
than the actual work to be done daily, if there are fewer or no protection tools such as coats and
gloves. Workers may strike to demand sufficient tools needed.
3. Dissatisfaction on issue related to management/ organizational policies: Dissatisfaction of
policies includes policies related to leave entitlement such as sick leave, holiday leave, promotion
and redundancy. For example strike due to demand for leave pay; if companies do not pay their
employees when they are on leave, or unsatisfactory payment related to leave then workers may
strike
4. Wrongful or unfair discharge or dismissal of workmen : If termination of employment is not of
proper reasons, such employment termination based on discrimination on color, sex or tribe,
termination without following proper procedures , or termination of employees who are exercising
labor rights then employees may strike
5. Longer working hours: If employees are working more than established hours set by the
government as per industrial relation and labor act, also if there is no overtime payments for such
excessive hours work it will results to strikes.
6. No response from management in spite of referring a demand and issuing a reminder of a
certain mater that need to be addressed: If there is a dispute between employees and
management in which employees believe there is a need for change on a certain matter and
management has been notified, reminded of such demand, yet management do nothing (I.e. no
response from management). Employees may strike to get their demands settled.
7. Diversion of collective bargaining: When management goes against the collective agreement
between them and employees, it may result to strike
8. Discrimination: The existence of discrimination highly encourages strikes. Example if part time
wages are treated more fairly than fulltime wages in terms of payment, employees may strike to
demand an equal pay for both fulltime and part time wages
9. Aggressive behavior of manager towards employees: Most managers do not consider
employees, they just look on their own side. For example managers may use abusive languages
to their employees and sometimes even hit workers that lead to strike.
10. Poor communication: The lack of transparency between management and employees due to
levels of hierarchy between them can lead to strike as matters may take time to be solved due to
the presence of slower or poor communication between employees and management.
Other:
Increment not up to the mark
Withdrawal of any concession or privilege
Bonus, profit sharing, provident fund and gratuity
Retrenchment of workmen and closure of establishment
Non-Recognition of trade unions,
Victimization of workers,
Unfair labor practice by management

Precondition for legal labor strike

1. Inform the management about workers demand

2. Discussion between both parties to reach an agreement. The union and employer must first have
engaged in good faith collective bargaining.
3. Notify to management before 21days.
4. A vote must have been held to determine if the majority of employees favor a strike. 75% vote is
essential for strike decision
5. A strike can be called on after the date of a favorable strike vote within specified time. If a strike
is not called during that specified time, another vote must be held in order to renew the union's
strike mandate.
6. Strike or lockout notice of 72 hours must have been given to both the other party and to the Labor
Relations Board.
7. Called on legal strike.

When strike is illegal? When:

- Strikes launched for political reasons.

- Demands are excessive and unreasonable.
- The reasons of strike is neither economical nor related to management.

Importance legal labor strike

1. It helps worker in negotiation: Due to strikes employer will be under pressure fearing the
impact/results of a strike, hence it will force the employer to negotiate with the trade union in
order to provide better deal for workers.
 2. Immediate realization of workers demand: Through strikes, demands of employees can be
fulfill immediately because employer worries about losses that the organization will face due
to strike. Example poor company image, loss of sales and profit from the lost output.
3. To protect workers from unfair actions by management: Through strikes workers can prevent
themselves about unfair actions. Example; protection against unfair termination,
unsatisfactory remuneration and poor working conditions.
4. It brings democracy: Strikes gives power, authority for workers to plan something. it enable
workers to participate in management decision making

Impact of Labor Strike

Impact of labor strike on industry

Huge wastage of man-days

Dislocation in the production work.
Employer suffer a heavy loss not only through stoppage of production, reduction in sales and
loss of market but also in the huge expenditure in crushing strikes.
Decreased profit since there is no production.
Burden of fixed expenses
Employer have to hire workers to replace the striking employees. These new employee may
not adjust
It impacts the image of the Organization. Organizations goodwill hampered.
Damages to machines and equipment if strike often turns into violent protests.
Poor relationship between employer and employee. The damaged relationship affect the
motivation and productivity of employees

Impact of labor strike on worker:

Loss of wage: Employees do not work when they are on strike, hence no income generation
on their side but simply just small allowances from the union, which results in family
disturbance, mental agonies, tensions etc.
If strike becomes unsuccessful, then it is a burden of financial loss on workers which
demoralized them, disappointed them severely.
Tough service will be continued, no worker can be terminated during legal strike, they could
be at risk of losing not only wages but benefits such as medical aid insurance, sick and
holiday pay if the strike drags on for an extended period of time.
A strike can also lead to potential job losses, if strike is not successful.
If an employee is a union member and does not want to participate e in the strike, he/she
could be at risk of intimidated by members of the union.
During strikes normally people live are at risk, a strike often turns into violent protests and
people get injured. The injuries may become so serious that results to loss of lives.
A strike has an impact on employees carrier, employees may be perceived differently with
other employers due to the strike.
Poor relationship between employee and employer
Impact on Consumer:
Rise in prices
Scarcity of goods
Bad effect on quality of goods
Impact on Government:
Loss of revenue, i.e. income tax and VAT
Lack of order in a society
Blame by different parties
Absenteeism
Absenteeism refers to workers absence from his regular work or the failure of the worker to report for
work when he is
normally
scheduled to
work.
Absenteeism is of two types -

Innocent absenteeism - Is one in which the employee is absent from work due to genuine
cause or reason. It may be due to his illness or personal family problem or any other real
reason.
Culpable Absenteeism - is one in which a person is absent from work without any genuine
reason or cause. He may be pretending to be ill or just wanted a holiday and stay at home.

The employers have got every right to enquire why an employee is absent from work. If an employee
is absent because of illness he should be able to produce a doctor's letter as and when demanded.

There are various reasons for Employees to remain absent from work -
Reasons from the side of organization
Lack of satisfaction from present work
Low wage
Poor working conditions
Longer working hours
Lack of cooperation and understanding between managements and workers.
Dominating Boss & Seniors
Non Cooperating peers
Higher expectation
No growth prospects in present Company
Excess Work Stress
Frequent accident in workplace
Absence of regular leave arrangement.
Absence of transport facility

Reasons from the side of employee

Bad health condition of employee or his family members like spouse, children and parents.
Family concern disputes and problems.
On occasions of his family relatives.
Demise of close family members or relatives.
Problem of transportation facilities.
Appearing for examination if he is pursuing further education for career development or
promotions.
Sometimes due to financial problems.
Going on vacation or visiting other places.
Exceeds number of late comings limit fixed by the organization. (Say for example, any
organizations marks absent for an employee who comes late continuously for three times. For
this reason most of employees gets absent if they were late to office for third time.)

Effects of absenteeism
- Normal work flow is disturbed.
- Difficulty is faced in executing the orders in time.
- Casual workers may have to be employed to deliver orders in time.
- Extra pressure on employees who are present for the work, may disappoint them.
- The effects of absenteeism in the workplace are directly proportionate to decreased
productivity.
- The organization, eventually, try to cover up the direct and indirect cost involved to hire
temporary staff, and pay employees for overtime. So the cost of the production of the
company is increased
- Moreover, most of the absences are paid leave, which means even though production is
down, labor costs remain the same.
MEASURES TO CONTROL ABSENTEEISM

Whatever might be the reason for employee absent will affect the productivity of the organization
which in turn affects overall performance of the organization if employee absenteeism is continuous.
In this regard organization must pay attention towards proper attendance of employees to the work.
- Proper selection and proper orientation: Absenteeism may also occur if there is improper
selection, training and recruitment. When the workers are not well suited for the jobs then they will
try to absent themselves. There should be proper training, intelligence tests for finding out the
suitability of people/employees for the jobs when they are being selected.
- Better working condition: Unhealthy working conditions are the main cause of absenteeism.
The workers feel fatigued after a short period of work if there is insanitation, noise, dust,
dampness, etc. There should be proper facilities at work like a provision of drinking water,
canteen, rest places, lavatories etc. so that workers do not feel fatigued at work place.
- Reasonable wage rates: The wage rates should be fixed in view of the requirements of workers.
The wages should be sufficient for workers in order to maintain a reasonable standard of living.
- Prevention of accidents: There should be a provision for proper safety measures in the factory.
There is a direct relationship between absenteeism and accidents. The workers should be
educated for proper utilization of machines and precautions to be taken on the occurrences of
some accident.
- Liberal grant of leave: The strict attitude of management in granting leave may also lead to
absenteeism. When there are urgent needs for leave and management is not responsive then
workers will remain absent. So management should be liberal in granting leave when workers
have genuine reasons for availing leave.
- Cordial relations at work: The strained relations between supervisors and workers may also
prompt absenteeism. The supervisors should have co-operative attitude towards workers. They
should motivate workers for improving their performance.
- Maintaining discipline: There should be well defined rules and regulations for achieving work
requirements. There should be well laid leave rules and these should be properly followed.
- Disciplinary actions: If some workers are in the habit of coming late or frequently absent other
employees may be punished to violate such rules and regulations.
- Proper grievance settlement: Sometimes there is a feeling among workers that their difficulties
are not properly looked into and out of frustration they start absenting from duty. So, there should
be a proper grievance settlement mechanism for the workers.
- Other:
Provision for transportation and facility
Incentive bonus for regular employee
Effective supervision
Employee counseling
Abolition of alcoholism

Labor Turnover

Labor turnover is the rate at which an employer gains and loses employees.
It is a measurement of how long employees stay with the organization and
how often employer have to replace them. Any time an employee leaves the
organization, for any reason, they are called a turnover or separation.
So, Labor turnover is the movement of employees across the boundary of an
organization.

Methods of Calculating Labor Turnover: The following are the main methods of
measuring labor turnover.
1. Separation Method
A worker may be left or separated from the organization due to surplus workers,
poor working conditions and wages, less chance for promotion and the like.
Under the Separation Method, the relationship between the number of workers
separated or left from the organization and average number of workers of the
organization in the period is expressed in terms of percentage.

Labor Turnover =

Average Number of Workers = (No. of workers at the beginning of the period + No.
of workers at the end of the period) / 2

2. Replacement Method
There is no need of replacement if the surplus workers left from the organization.
But the workers whose services are required by the organization are to be replaced
by new appointments if they leave.

Hence, the relationship between the number of workers replaced and average number
of workers of the organization in a period is expressed in terms of percentage under
the replacement method.

Labor Turnover =

3. Flux Method
This is the combination of separation method and replacement method. Both
separation and replacement are considered to calculate labor turnover in Flux method.

Hence, the relationship between both separation and replacement of labor force of
the organization in a period and average number of workers on roll during that period
is expressed in terms of percentage.

Labor Turnover =

Or,

Labor Turnover
 Reasons why an Employee leaves organization?

Monetary factors (i.e. Low Salary)

Lack of good working condition.
No Flexible work schedules.
Lack of respect.
Very Few Supportive colleagues.
Organization is more concern toward business,
Increase in favoritisms.
Employee needs pride in where they work & what they do.
Lack of appreciation and support
Lack of challenges in job.
Lack of promotional and career development opportunity.
The job or workplace was not as expected
The Mismatch between Job and Person.
Too Little Coaching and Feedback.
Stress from overwork and work-Life Imbalance.
Loss of Trust and Confidence in Senior Leaders.
Less frequency in giving rewards.

Impact of Labor Turnover:

Positive impact of labor Negative impact of labor turnover

turnover
Increased Performance Operational disruption and loss of productivity
Reduction of entrenched Loss of organizations knowledge.
conflict. Replacing qualified employees.
Increased mobility and Turnover leads more turnover. Poor retention creates a revolving door
morale culture within the organization lowering morale and confidence.
Innovation and Cost of overtime or temporary help.
adaptation, gaining Recruitment costs of new employees.
fresh ideas. Interview and selection costs
Improving diversity and Training and development cost.
organizational culture. Time spent in orientation
Organizations goodwill hampered.

How can reduce labor turnover?

1. Offer competitive pay package, benefit programs and social security.

2. Provide continuous training and development programs.
3. Provide efficient career planning and development programs.
4. Take proactive measure in identifying employee grievances, dissatisfaction and frustration
level and employee corrective measures.
5. Encourage internal mobility and job change through innovative practices.
6. Develop the organization and its business in order to meet employees growing demands and
goals.
7. Satisfy esteem needs and actualization needs of employees in addition to other needs.
8. Use family involvement programs, family welfare programs and family recognition programs.
9. Emphasis on succession planning and development.
10. Maintain human relation interpersonal dynamics, employee recognition programs.