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:

Number of leavers / average no employed x 100

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.

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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 intangible

cost)

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 the
primary 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 of Department of Atomic Energy
(DAE), IREL took over a number of private companies engaged in mining

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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.

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 8°08′N 77°18′E/ 8.13°N 77.3°E. 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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7
 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

IREL’s 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 shipped
from 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.

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1950 Indian Rare Earth Limited was incorporated in Bombay.

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 by

supplying 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 to
revenue 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
 To harness beach sands in an environmentally and socially
responsible manner for efficiently producing minerals and their
traditional and innovative value-added products of world-class

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 quality, that are used to make increasingly superior / novel products
required by customers.

 To play a dominant role in developing domestic rare earths market by

producing and / or marketing the quality value-added products to
realize maximum potential of rare earths in a range of applications.

 To build a professional, creative and committed workforce and

nurture 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.

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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.
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

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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%)

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

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

those metals content as Titanium after ‘Titan’ of Greek mythology.

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

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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.

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. The
crystal 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 90,000◦C.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 is
repeated again and again).
b) Inland deposits – its type is non-replenish-able (action
take 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 Bed Drier (FBD). Based on these principles of specific
gravity 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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 Raw Sand from Sea shore/ Inland

Remova
BWP, HUP l of
waste

FBD Heating and

dry of wet sand

Dry mill Separation

Output 1. Ilmenite
2. Rutile
3. Zircon
4. Monazite
5. Garnet
6. Sillimanite

FIG1.1 IRE PLANT DETAILS

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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 Organization”3 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 strategies”4 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.

RESEARCH METHODOLOGY

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  INTRODUCTION
Research 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 DESIGN
Research 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 COLLECTION

Data 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.

a. Primary data

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 In 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 INSTRUMENT
Questionnaire
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 DESIGN
A 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 SIZE
The 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 STUDY
The period of study for research work is 75 days.

 SAMPLE LOCATION
Indian Rare Earths Limited at Manavalakurichi Plant.

 STATISTICAL TECHNIQUES USED

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 Different 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 χ2 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

 OBJECTIVE OF THE STUDY

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Primary Objectives

 To envisage the reasons for labour turnover which becomes inevitable

in every organization.
 To determine the extent of labour turnover in the organization which
is a major problem interms of its growth and excellence.
 To enumerate the impact of labour turnover behavior on
organizational efficiency.

Secondary Objectives

 To analyze the degree of labour turnover and its consequences

envisaged by the organization.
 To enable the organization to determine the intention of employees to
leave the organization and its causes.
 To enumerate the attitude of workforce towards their working
environment and its impact on their morale.
 To anticipate the level of dissatisfaction among the employees at work
place.
 To elaborate the extent of switch over of employees to other
organization.
 To establish various factors influencing the degree of labour turnover
in the organization.
 To evaluate the cost incurred by the organization by means of
unnecessary turnover.

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 To examine the employee-employer relationship by measuring the
extent of labour turnover in the organization.
 To evaluate strategies encompassed by the organization to retain the
employees.
 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 STUDY

The study is required for the following purpose
1. To examine and evaluate the degree of labour turnover in the
organization.
2. To analyse the perception of employees about their working
environment.
3. To find out the reasons for voluntary quitting of employees from the
organization.
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.

8. To enable the organization to ascertain the employee’s expectation

and fulfill their needs.

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 9. To help the organization to reduce the cost incurred by the firm due to
labour turn over (both direct and indirect cost).
10.To stimulate the organization to analyse the various causes and
rectification 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

 The data has been taken only for 5 years.

 Time was a main constraint for explaining the questions and getting
relevant answer.
 The workers were given very short time duration for answering the
questions.
 This study is based on assumption that the respondents are giving
honest views.

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  The views are based on individuals understanding of his job profile
and his own perception.
 The study is restricted to office staffs and executive level employees
only.

 PLAN OF THE STUDY

The studies of maintainence of labour turn over in Indian

Rare 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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