The Impact of Labour Turnover on Organisational Integrity, Management Stability, Image Building, Employee’s Confidence, and Job Performance

Abstract

This paper looks at management of labour turnover as an essential managerial tool in advancing organisational image building, integrity (ethics), building HR confidence, job performance, and organisational stability in Nigerian organisations and the continent of Africa. The harsh economic realities in Nigeria, with the attendant policies, have over the years been given less attention to recognition and management of acute labour turnover in major organisations, thus paving way for ineffective human capital management. Labour turnover is one of the most important areas of study in human resources plans. With today’s high cost of labour, companies are not only aware of the problems but should seek or identify the causes and attempt to remove or reduce them so that the organisation can function in harmony without too much human disruption. There has been growing research interest in labour turnover amongst human resources practitioners and company executives, but much need to be done in order to meet with the 21st century business challenges. The author, however, suggests an effective labour turnover management plans for organisation’s managers, which are often face with the complex issue of how to develop and validate the competencies required for these complex roles.  In analysing this trend, therefore, the researcher concludes that company executives should as much as possible fully utilise the talents of their most valued assets; by employing strategic synergy, teamwork and balanced approaches, and proper management of labour turnover will efficiently enhance organisational growth, competitive advantages in this 21st century competitive business world.