Review thursday

8/7/2019 Review thursday

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A STUDY ON LABOUR TURNOVER WITH

REFERENCE TO INDIAN RARE EARTH LIMITED,

MANAVALA KURICHI PLANT

INTRODUCTION AND DESIGN OF THE STUDY

This Project is to study the Maintenance of Labour Turnover in Indian

Rare Earths Limited, ManavalaKurichi plant.

"LABOUR TURN OVER"

Labour turnover is concerned with movements of individuals into jobs

(hirings) and out of jobs (separations) over a particular period. However, the

term is commonly used to refer only to wastage or the number of

employees leaving.

Labour turnover is the sum of job turnover, which relates to the expansion

and contraction of establishments or firms, and the movement of workers

into and out of ongoing jobs in establishments or firms. Workers leave firms

and firms hire other workers to replace them, regardless of whether the firm

itself is growing or declining.

High labour turnover causes problems for business. It is costly, lowers

productivity and morale and tends to get worse if not dealt with.


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MEASURING LABOUR TURN OVER

The simplest measure involves calculating the number of leavers in a period

(usually a year) as a percentage of the number employed during the same

period. This is known as the "separation rate" or "crude wastage rate" and is

calculated as follows:

For example, if a business has 150 leavers during the year and, on average, it

employed 2,000 people during the year, the labour turnover figure would be

7.5%.

An alternative calculation of labour turnover is known as the "Stability

Index. This illustrates the extent to which the experienced workforce is

being retained and is calculated as follows:

Number of employees with one or more years service now / Number

employed one year ago x 100

Labour turnover will vary between different groups of employees and

measurement is more useful if broken down by department or section or

according to such factors as length of service, age or occupation.

Number of leavers / average no employed x 100


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PATTERNS OF LABOUR TURN OVER

The highest rate of labour turnover tends to be among those who have

recently joined a business.

Longer-serving employees are more likely to stay, mainly because they

become used to the work and the business and have an established

relationship with those around them.

CAUSES/ FACTORS INFLUENCING LABOUR TURN

OVER

A high level of labour turnover could be caused by many factors:

Inadequate wage levels leading to employees moving to competitors

Poor morale and low levels of motivation within the workforce

Recruiting and selecting the wrong employees in the first place, meaning

they leave to seek more suitable employment

A buoyant local labour market offering more (and perhaps more attractive)

opportunities to employees


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COSTS OF LABOUR TURN OVER

High rates of labour turnover are expensive in terms of:

Additional recruitment costs Lost production costs Increased costs of training replacement employees Loss of know-how and customer goodwill Potential loss of sales (e.g. if there is high turnover amongst the sales

force)

Damage that may be done to morale and productivity (an intangiblecost)

BENEFITS OF LABOUR TURN OVER

Labour turnover does not just create costs. Some level of labour turnover is

important to bring new ideas, skills and enthusiasm to the labour force.

A "natural" level of labour turnover can be a way in which a business can

slowly reduce its workforce without having to resort to redundancies (this is

often referred to as "natural wastage".


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COMPANY PROFILE

ORGANIZATION- INDIAN RARE EARTHS LIMITED

Each and every organization has its own importance in the

economic wealth of the nation. Different organization meets different

needs of people by offering different products and services. Due to

globalization, the world has changed into a global village. In this fast

changing business scenario, it is imperative for every entrepreneur to have

a vivid understanding of the functional application of the new age

business. As a part of the academic curriculum each student has to

undertake an organizational study to get a practical exposure.

On August 18, 1950, Indian Rare Earths Limited (IREL) was

incorporated as a private limited company -jointly owned by the

Government of India and Government of Travancore, Cochin with theprimary intention of taking up commercial scale processing of monazite

sand at its first unit namely Rare Earths Division (RED), Aluva, and Kerala

for the recovery of thorium.

After becoming a full fledged Central Government Undertaking

in 1963 under the administrative control ofDepartment of Atomic Energy

(DAE), IREL took over a number of private companies engaged in mining

and separation of beach sand minerals in southern part of the country and

established two more Divisions one at Chavara, Kerala and the other at

Manavalakurichi(MK), Tamil Nadu.


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After a gap of about 20 years, IREL commissioned its largest

Division called Orissa Sand Complex (OSCOM) at Chatrapur, Orissa. Today

IREL operates these four units with Corporate Office in Mumbai and

produces/sells six heavy minerals namely Ilmenite, Rutile, zircon, monazite,

Sillimanite and garnet as well as various value added products. IREL is

making profit for the last 6 years with its sales turnover reaching a peak

exceeding Rs. 2600 million in 2000-01; with export component of above Rs.

1000 million.

This study is conducted at INDIAN RARE EARTHS LIMITED,

MANAVALAKURICHI (MK).IREL, MANAVALAKURICHI (MK) plant

is a panchayat town in Kanyakumari district in the Indian state of Tamil

Nadu. Manavalakurichi is located at 808N 7718E/ 8.13N 77.3E. It has

an average elevation of 0 meters (0 feet). It is situated along the coast of the

Arabian Sea. Indian Overseas Bank, State Bank of Travancore are the bank

available here. Only one ATM in IRE. One very big pond near

cheramangalam One CSI community hall in cheramangalam. One Sivan

Temple in Kannivilai near cheramangalam. In Indian RARE earth the

ungraduate people bought more salary, but the graguate people bought low

salary. In manavalakurichi panchayat we have one animal hospital in

cheramangalam near peria kulam.


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Plant is situated 25 Kms north of Kanyakumari (Cape Comorian),

the southern most tip of the Indian sub-continent. All weather major seaport

Tuticorin and the nearest airport at Thiruvananthapuram are equidistant,

about 65 kms from the plant site. Nagercoil at a distance of about 18 kms

from the plant is the closest major Railway station.

REASONS FOR SELECTING IREL

IREL is one of the major mineral producing public sector companies of its

kind in India.

BRIEF HISTORY OF IREL

IRELs history should not be narrated without mentioning the name of

German Chemist Mr. Her Schomberg who has realized that the shining

yellowish- brown sand particles sticking to coir, a coconut fiber shippedfrom India (1909) contained Monazite.

1948 The Government of India set up the Atomic Energy Commission under

the Chairman ship of Dr. Homi Bhabha. The export of Monazite was

stopped and the possibility of setting up a facility to process the beach sand

mineral for the production of Rare Earths was examined.

1950 Indian Rare Earth Limited was incorporated in Bombay.


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1951 IREL became a full fledged Central Government undertaking under

Department of Atomic Energy and commenced construction of its Rare

Earths plant at Udyogamandal in Kerala.

1952 Rare Earth was dedicated to the nation on December 24, by the late

Prime Minister, Pandit Jawaharlal Nehru.

1955 Opening of Thorium factory off Bombay.

1965 Opening of Minerals Division at Quilon in Kerala State with

manufacturing facilities at Chavara in Kerala and at Manavalakurichi at

Tamil Nadu and a giant mineral sand separation and synthetic Rutile plant at

Chatrapur in Orissa (1986) OSCOM.

BOARD OF MANAGEMENT

IREL shares are wholly owned by Govt; of India. The board of management

consists of seven directors under the chairman ship of Mr. Siva Subramanian

appointed by Govt; of India. There are three fulltime directors and four part

time directors who are nominated by DAE and state Governments in

addition, nominee from the president of India also participate in Board

meetings. Approximately 2750 people are employed by IREL in all units

and they constitute one of its greatest resource.


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VISION

o To be a leading supplier of beach sand minerals from Asia bysupplying 10% of the world demand for beach sand minerals over the

next 7-10 years. It would be achieved by maximum utilization of

existing capacities, new capacity addition, and capturing major

portion of the incremental growth in the global TiO2 feedstock

demand and by developing competitive value added Rutile, zircon,

Sillimanite and garnet products that make handsome contribution torevenue and profits.

o To become the preferred rare earths products supplier (producer and /or marketer) for domestic customers to ensure long-term sustenance

and profitability of rare earths business and to achieve adequate

efficiency in monazite processing as long as it is necessary /

worthwhile.

MISSION

y To harness beach sands in an environmentally and sociallyresponsible manner for efficiently producing minerals and their

traditional and innovative value-added products of world-class

quality, that are used to make increasingly superior / novel products

required by customers.


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y To play a dominant role in developing domestic rare earths market byproducing and / or marketing the quality value-added products to

realize maximum potential of rare earths in a range of applications.

y To build a professional, creative and committed workforce andnurture an environment that fosters learning, sharing and development

FUTURE OUTLOOK

Company is implementing expansion of all the three Mineral Separation

Plants. With the expansion activities in progress, the Company is poised to

reach greater heights in the years to come. The phase-I expansion at Chavara

is nearing completion (in full) and the expansion at MK is expected to take

off soon. Expansion of capacity at OSCOM is also progressing.

In addition to expansion of Mineral Separation Plants, the Company is

planning to restart the manufacture of Rare Earths products in big way with

implementation of Monazite Processing Plant (MOPP) at OSCOM which is

likely to commence commercial operation by July, 2009.

The successful completion of expansion activities will bring forth a new era

of higher capacity and profits and the Company, it is hoped, will attain the

pinnacle of glory. The Company will continue to be one among the most

successful.


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INDUSTRY PROFILE

BEACH AND SAND MINERALS

Rare earths elements, series of chemical elements of the periodic

table. The Rare elements include the elements with atomic numbers 57

through 71. In the early years these elements were considered as rare

elements and so they are called as rare earth metals. Later many elements in

this group were found splendid but their name remained unchanged. The

primary source of rare earth elements is greenish yellow coloured mineral

sand, which is Monazite .Its availability in nature is confined to certain

beaches and rock found in certain countries. The beaches containing the

monazite are found mixed with other minerals too. Most of these are ores for

valuable metals. An ore is a mineral from which metal can be separated

economically. These ores are Ilmenite, Rutile, and Zircon. Ilmenite and

Rutile forms the ore for Titanium, Zircon for Zirconium; even though

Aluminium bearing metal Garnet and Sillimanite are also found along with

these beach sand minerals. But they are not commercially exploited for

Aluminium production due to economic reasons. However Garnet and

Sillimanite, in their natural form, are commercially significant. Ilmenite

which is black in colour constitutes a major chunk of these minerals (60%)


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presence of these minerals makes the beaches appear black. These minerals

are commercially known as beach sand minerals or heavy minerals.

The origin of beach sand is from rocks, which are rich with heavy

minerals. This sand particle reaches sea through rivers. The sea level is not

remaining constant. It is regarded that the sea level, it is now really 100

meters above what we had seen 20,000 years ago. This white sand seen at

the beach area contains the main constitute as Quartz. This is lighter than

black sand .As a result of movements of the sea this sand will erode away

and black sand get deposited. The black sand thus deposited 100 years ago is

mined and processed.

In the year 1789 Fr. William George (1761-1817) discovered

Ilmenite at knower in England and started that this black sand contains some

important metal. But he failed to discover which metal it was. After several

time, in the year1875 the Hungarian scientist Martin Heen Witch Klapporth

found the same metal contents in the Rutile minerals about which

Fr.William George mentioned. After a series of investigations are found

those metals content as Titanium after Titan of Greek mythology.


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Technology developed over the years has made the beach sand.

Minerals are utilized in a variety of industrial and domestic applications.

Monazite was mainly used in the gas mantle industry. After the advent of

electricity its demand decreased in the gas mantle industry, Pigment

industry, welding electrode industry, Sillimanite is used in high temperature

refractory industry, ceramic industry etc Zircon is used in foundries,

ceramics, and refractories and in the manufacture of Zirconium chemicals,

metals and alloys. Zirflour used in foundries for high temperature castings.

Garnet is used in the manufacture of abrasive polishing glass, TV tubes for

sand lasting and for water filtration. The beach sand mining and processing

industry has vast future because of their demand in nuclear industry too.

The current world production capacity of Ilmenite and other

titanium feed stocks for production of titanium oxide pigment titanium

metal, welding electrodes etc is around 70 lakhs million tons per annum

(TPA). Approximately half of this is from beach sands and the balance from

Ilmenite rocks mostly found in Canada and Norway. In view of the limited

supply of natural Rutile, its share of consumption in pigment production is

rather small and 55% of its total availability of about 5lakh (TPA) is used in

the non pigment applications predominantly in the production of welding

rod and titanium metal.


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The present production capacity of pigment in the world just

above 40 lakhs TPA North America is the largest producer with 37% of the

global capacity is the second largest producer and Asia-Pacific region with

21% capacity, is the third. The balance 10% is distributed among the rest of

the world.

India has the largest resources base of 278 million tones for

Ilmenite. This is the single largest and least exploited mineral deposit in the

world. However 10% of this is only mineable. Resources base in India for

other minerals are:

Mineral In million tones Contribution to world

Rutile 18 10%

Zircon 21 14%

Monazite 8 7%

Sillmanite 130 25%

Ilmenite 107 35%

Garnet 8 7%


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In India the installed production capacity for Ilmenite is around

5-2 lakh TPA (5-6% of global Ilmenite production) and the production of

Ilmenite and Rutile during 2004-2005 was over 3-5 lakh tonnes and 1300

tonnes respectively.

Key success factor for the beach sand mineral industry are:

Increase the Ilmenite capacity to reach economic scale of production. Value addition projects in minerals and rare earths compounds. Initiate action to develop new mining areas. Forward integrate through stake in world leader in pigment industry

like Tinfoss, DuPont or selling up a pigment plant.

Explore other mining options in neighbouring countries. Social and political Environment


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PRODUCTS OF IRE:

The main products of IRE are six types of sands. They are

1. Ilmenite

2. Rutile

3. Garnet

4. Monazite

5. Zircon

6. Sillimanite

ILMENITE:In this mineral is 60-65% of concentrate minerals, the chemical

composition is Fe2O3 (Ferric-oxide). It is black in color. It is used to

produce TiO2 (titanium-di-oxide) pigments synthetic rutile, titanium salts.

The specific gravity is 4.45 to 4.54. The bulk density is 2600-2850. Thecrystal structure is Hexagonal.

RUTILE:It is black in color; fine particles and some brown content are mixing.

It is used in welding industries, TiO2 (titanium-di-oxide) pigments industries

and manufacturing of titanium and its alloy. The specific gravity is 4.25. The

bulk density is 2800. The crystal structure is tetragonal.


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ZIRCON:It is sandal in color, fine particles and the chemical composition is

ZrSiO4 (Zirconium and Silicate) the property is with stand at high

temperature up to 90,000C.The specific gravity is 4.68. The bulk density is

3000. The crystal structure is tetragonal.

MONAZITE:It is a valuable rare earth, cerium oxide, thorium oxide & small amt of

uranium. It is gray in color. It is in high radioactivity. The specific gravity is

5.22. The bulk density is 3000. The crystal structure is monoclinic.

GARNET:It is light and red in color, and fine particles. The chemical

combination is Ferrous oxide and Aluminum oxide (3Feo+Al2O3). It is a

high abrasive particle. It is used in water jet cutting, water filtration, grinding

stone (wheel) and emery sheet. The specific gravity is 4.11. The bulk density

is 2300.

SILLIMANITE:It is in high sandal color, it is in fine particles. It is used in iron and

steel industries, glass industries and ceramics industries.


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PROPERTIES OF MINERALS:

Sl.No Minerals Properties

1 Ilmenite Conducting and Magnetic minerals

2 Rutile Conducting and Non-magnetic minerals

3 Garnet Non-Conducting and Magnetic minerals

4 Monazite Non-Conducting and freely magnetic minerals

5 Zircon Non-Conducting and Non-magnetic minerals

6 Sillimanite Non-Conducting and Non-magnetic minerals

IRE PLANT DETAILS

In the below figure (1.1) there are two types of deposits available.

a) Beach deposits its type is replenish-able (action isrepeated again and again).

b) Inland deposits its type is non-replenish-able (actiontake place once a time).

Raw sand is taken from those deposits. The collected raw sand

is processed using Beach Washing Plant (BWP), Heavy Up gradating Plant

(HUP) and Fluidized BedD

rier (FBD

). Based on these principles of specificgravity heavy mineral is passed inner portion of dry mill through spirals in

wet condition, also light (tails or silica) mineral is passed outer portion of

dry mill through spirals in wet condition. Both heavy and light minerals are

separated in form of conducting and magnetic minerals.


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FIG1.1 IRE PLANT DETAILS

Raw Sand from Sea shore/ Inland

BWP, HUP

FBD

Dry mill

Output

Removal

of waste

Heating and dryof wet sand

Separation

1. Ilmenite2. Rutile3. Zircon4. Monazite5. Garnet6. Sillimanite


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REVIEW OF LITERATURE

Laura Owen, in his research titled, History of Labor Turnover in the

U.S.1 measures that the Labor turnover is the movement of workers in and

out of employment with a particular firm. It is typically measured in terms of

the separation rate (quits, layoffs, and discharges per 100 employees on the

payroll). The aggregate data on turnover among U.S. workers is available

from a series of studies focusing almost entirely on the manufacturing

sector. These data show high rates of labor turnover (annual rates exceeding

100%) in the early decades of the twentieth century, substantial declines in

the 1920s, significant fluctuations during the economic crisis of the 1930s

and the boom of the World War II years, and a return to the low rates of the

1920s in the post-war era. Firm and state level data (from the late nineteenth

and early twentieth centuries) also indicate that labor turnover rates

exceeding 100 were common to many industries. The number of employees

was estimated at one worker per 3,000 labor hours - the number of hours in a

typical work year. This conversion generates the number of full-year

workers, not allowing for any procyclicality of labor hours. If labor hours

are procyclical, this calculation overstates (understates) the number of

workers during an upswing (downswing), thus dampening the response of

turnover rates to economic cycles.

1Laura Owen, DePaul University. "History of Labor Turnover in the U.S.".

EH.Net Encyclopedia, edited by Robert Whaples. April 29, 2004.


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Henry Ongori in his research titled, A review on employee turnover

argues that Employee turnover is the rotation of workers around the labour

market; between firms, jobs and occupations; and between the states of

employment and unemployment The term turnover is defined as the ratio

of the number of organizational members who have left during the period

being considered divided by the average number of people in that

organization during the period. Mostly of the researchers focus on the causes

of employee turnover but little has been done on the examining the sources

of employee turnover, effects and advising various strategies which can be

used by managers in various organizations to ensure that there is employee

continuity in their organizations to enhance organizational competitiveness.

This paper examines the sources of employee turnover, effects and forwards

some strategies on how to minimize employee turnover in organizations.

2Henry Ongori Department of Management, University of Botswana,

Botswana. Accepted 22, May 2007


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W. Stanley Siebert, Nikolay Zubanov, Arnaud Chevalier, Tarja

Viitanen in their research titled, Labour Turnover and Labour

Productivity in a Retail Organization3 case study conducted to

investigates the impact of labour turnover on labour productivity in a UK

retail organization over 1995-1999. Retailing is traditionally a sector with

high labour turnover, and our organization is no exception, with (headcount)

turnover levels in excess of 50% per year. Such levels might seem

problematic. However, the research on the consequences of labour turnover

is inconclusive, and provides little guidance on how much turnover, if any, is

optimal. We observe an inverted U-shape effect of labour turnover on

productivity. The productivity-maximizing rates of 20% per year, improving

productivity by 2.5% compared to the zero turnover level. They explain the

difference between this optimal level of labour turnover and its observed

average (quits and hires each around 10%) through the costs of hiring

estimated at about $600 per hire. There is a positive link between average

rates of turnover and average productivity, suggesting that an unobservable

management quality factor generates both high turnover and productivity,

3W. Stanley Siebert, University of Birmingham Business School and IZA

Bonn; Nikolay Zubanov, University of Birmingham Business School;

Arnaud Chevalier Royal Holloway, University of London and IZA Bonn;

Tarja Viitanen, University of Sheffield and IZA Bonn, September 2006


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Boxall P., Macky K. & Rasmussen E. in their research titled, labour

turnover and retention strategies4 examining the causes of high labour

turnover in a range of industries in Australia and overseas. The first part of

this review examined a wide range of factors that could contribute to high

labour turnover including characteristics of employees, recruitment

practices, wages and conditions and career development opportunities. Also

the impact of target income workers, the role of training, industry

seasonality and the consequences of rural isolation, were considered. In

addition, the results of a recent study on mobility in the Australian labour

market are presented. The second part of this review presents some of the

strategies used by employers to increase retention of staff and discusses the

different ways in which turnover can be measured and costed.

4 Boxall P., Macky K. & Rasmussen E. (2003), Labour turnover and

retention in New Zealand; the causes and consequences of leaving and

staying with employers, Asia Pacific Journal of Human Resources,

vol.41(2), pp.196-214.


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RESEARCH METHODOLOGY

INTRODUCTIONResearch methodology is a way to solve systematically the

research problems. The research methodology refers to the behavior and

instruments that is used in performing the research operations such as

making observation recording data and the technique of processing data.

RESEARCH DESIGNResearch design is specification of the methods and

procedures for acquiring the information needed to structure what

information is to be collected from which sources and by what procedures.

Descriptive type of research design was used for the study. A

primary interpretation of research design is concerned with undertaking

research into the design process. A secondary interpretation of research

design is concerned with undertaking research within the process of design.

SOURCES OF DATA COLLECTIONData refers to the information or facts, often researchers

understand by data only in numerical information. The sources of data can

be from primary and secondary.


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a. Primary dataIn these, data which are collected for the first time and are

original in nature. Data collected through face to face conversation,

interview and questionnaires.

b. Secondary data.In these, data which have been already collected from books,

journals, brochures and from the company management through available

records and internet.

RESEARCH INSTRUMENTQuestionnaire

A questionnaire consists of a number of questions that the

respondent has to answer in a set format. A distinction is made between

open-ended and closed-ended questions. An open-ended question asks

the respondent to formulate his own answer, whereas a closed-ended

question has the respondent pick an answer from a given number of

options. The response options for a closed-ended question should be

exhaustive and mutually exclusive.

SAMPLE DESIGNA procedure or plan drawn up before any data is collected to

obtain a sample from a given population also known as sampling plan (or)

survey design. The sampling design used for this study is random sample.


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A random sample is one chosen by a method involving an unpredictable

component. Random sampling can also refer to taking a number of

independent observations from the same probability distribution, without

involving any real population. The sample usually is not a representative

of the population from which it was drawn this random variation in the

results is known as sampling error. In the case of random samples,

mathematical theory is available to assess the sampling error. Thus,

estimates obtained from random samples can be accompanied by

measures of the uncertainty associated with the estimate.

SAMPLE SIZEThe sample size refers to the number of observations selected

from the universe to constitute it. It is typically denoted [n], a positive

integer. Sample size of this study is 100.

PERIOD OF STUDYThe period of study for research work is 75 days.

SAMPLE LOCATIONIndian Rare Earths Limited at Manavalakurichi Plant.


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STATISTICAL TECHNIQUES USEDDifferent statistical tools used for analysis of data such as,

Mean Percentage analysis method Chart Chi-square test

Mean

The average of a numerical set. It is found by dividing

the sum of a set of numbers by the number of members in the set.

Percentage analysis method

Percentage analysis is the method to represent raw streams of

data as a percentage (a part in 100 - percent) for better understanding of

collected data.

Chart

A chart is a graphical representation of data, in which "the

data is represented by symbols, such as bars in a bar chart, lines in a line

chart, or slices in a pie chart. A chart can represent tabular numeric data,

functions or some kinds of qualitative structures.

Chi-square test

A chi-square test (also chi squared test or 2

test) is any

statistical hypothesis test in which the sampling distribution of the test

statistic is a chi-square distribution when the null hypothesis is true, or any

in which this is asymptotically true, meaning that the sampling distribution

(if the null hypothesis is true) can be made to approximate a chi-square

distribution as closely as desired by making the sample size large


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OBJECTIVE OF THE STUDY

Primary Objectives

To envisage the reasons for labour turnover which becomes inevitablein every organization.

To determine the extent of labour turnover in the organization whichis a major problem interms of its growth and excellence.

To enumerate the impact of labour turnover behavior onorganizational efficiency.

Secondary Objectives

To analyze the degree of labour turnover and its consequencesenvisaged by the organization.

To enable the organization to determine the intention of employees toleave the organization and its causes.

To enumerate the attitude of workforce towards their workingenvironment and its impact on their morale.

To anticipate the level of dissatisfaction among the employees at workplace.

To elaborate the extent of switch over of employees to otherorganization.

To establish various factors influencing the degree of labour turnoverin the organization.


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To evaluate the cost incurred by the organization by means ofunnecessary turnover.

To examine the employee-employer relationship by measuring theextent of labour turnover in the organization.

To evaluate strategies encompassed by the organization to retain theemployees.

To find out the need for training and development.To analyze the employees perception towards working climate of the

frame.

To evaluate the performance of the employees in the organization.

NEED OF THE STUDYThe study is required for the following purpose

1. To examine and evaluate the degree of labour turnover in theorganization.

2. To analyse the perception of employees about their workingenvironment.

3. To find out the reasons for voluntary quitting of employees from theorganization.

4. To help the organization to bring about changes in their HR polices.5. To enable the organization to retain best talents within the company.6. To help organization to have competitive advantage over other related

firms.

7. To assist the organization in framing the recruitment policy.


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8. To enable the organization to ascertain the employees expectationand fulfill their needs.

9. To help the organization to reduce the cost incurred by the firm due tolabour turn over (both direct and indirect cost).

10.To stimulate the organization to analyse the various causes andrectification of turnover.

SCOPE OF THE STUDY

The study on maintenance of labour turnover is confirmed to its

sample in manavala kurichi plant. The outcome of this project will be a

descriptive report which can be used by the human resource management

teams to understand the retention, transfer from other to Mk plant and Mk to

other plant, resignation and appointment of whom they offer various

employees and workers.

LIMITATION OF THE STUDY

y The data has been taken only for 5 years.y Time was a main constraint for explaining the questions and getting

relevant answer.

y The workers were given very short time duration for answering thequestions.

y This study is based on assumption that the respondents are givinghonest views.


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y The views are based on individuals understanding of his job profileand his own perception.

y The study is restricted to office staffs and executive level employeesonly.

PLAN OF THE STUDY

The studies of maintainence of labour turn over in IndianRare Earths Limited, manavalakurichi plant. In this study it covers four

chapters.

Chapter one deals with the introductory part regarding the

history of labour turnover in manavalakurichi plant so far. It also deals with

the research methodology, the type of data collection, the kind of tools used

for the study etc. It also deals with the scope, need and limitations of the

study. It further deals with the various research papers and journals

discussed by various scholars, their views and opinions regarding the

subject.

Chapter two deals with the company profile, explaining in

detail about the history, vision, management, industry profile, products and

future outlook.


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Chapter three deals with the data analysis and

interpretations. The analysis is done through percentage analysis and chi-

square test. The values are tabulated clearly and for the easy interpretation

the charts are drawn and plotted clearly.

Chapter four deals with the findings and observations from the

analysis. It also deals with suggestions, recommendations and conclusions

regarding the research. This four parts concludes the chapter scheme.

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