Employee Turn over

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Employee turnover and absenteeism in a workforce as a factor of recruitment Submitted in partial fulfilment of the requirements for the degree of BACHELORS OF INDUSTRIAL ENGINEERING in the FACULTY OF ENGINEERING, BUILT ENVIRONMENT AND INFORMATION TECHNOLOGY UNIVERSITY OF PRETORIA By

J.D. De Villiers 28044348
10/11/2011

This Project’s aim is to determine the value of a recruitment system with regards to absenteeism and employee turnover. The approach taken is to define the cost relations and implications of absenteeism and employee turnover and determine the expected impact that a product like Shadowmatch will have on these costs. The project delivers a process and models that can be used to determine the cost of absenteeism and employee turnover. The techniques applied in this project are Markov chains, data analysis, learning curve and resource planning.

DEPARTEMENT BEDRYFS- EN SISTEEMINGENIEURSWESE DEPARTMENT OF INDUSTRIAL AND SYSTEMS ENGINEERING

FRONT PAGE FOR FINAL PROJECT DOCUMENT (BPJ 421) - 2011

Information with regards to the mini-dissertation
Title (e.g. A Contingency framework for the after-sales inventory at Nissans Part Distribution Centre) Author (Last name, Initial(s) e.g. Botha, P.J.) Student number Supervisor/s (Last name, Initial(s) e.g. Botha, P.J.) Date (month/day/year e.g. 10/05/2010 ) Keywords (Provide keywords from your project (for searching purposes). Abstract (Provide an abstract of the mini-dissertation. An abstract is a short summary of the contents covered in the item.)

Employee turnover and absenteeism in a workforce as a factor of recruitment De Villiers, J.D. 28044348 Van Wyk , E 10/11/2011 Absenteeism, Employee turnover, Human resource planning, Workforce optimization This Project’s aim is to determine the value of a recruitment system with regards to absenteeism and employee turnover. The approach taken is to define the cost relations and implications of absenteeism and employee turnover and determine the expected impact that a product like Shadowmatch will have on these costs. The project delivers a process and models that can be used to determine the cost of absenteeism and employee turnover. The techniques applied in this project are Markov chains, data analysis, learning curve and resource planning. Operations research, Resource planning, data analysis

Category (Enter the category in which the project was done. E.g. Operations Research, Simulation, Logistics…)

Declaration
1. 2. 3. 4. 5. I understand what plagiarism is and I am aware of the University's policy in this regard. I declare that this is my own original work Where other people's work has been used (either from a printed source, internet or any other source) this has been carefully acknowledged and referenced in accordance with departmental requirements I have not used another student's past work to hand in as my own I have not allowed and will not allow, anyone to copy my work with the intention of handing it in as his/her own work

Handtekening Signature

2

I.

Executive summary

The objective of this project is to determine the effect that recruitment has on absenteeism and employee turnover and to quantify that effect into a monetary value to indicate the importance and value of a good recruitment system. The approach taken to reach this objective is as follows:

1. Analyse data to indicate the correlation between recruitment and absenteeism and staff turnover

2. Model the system’s reaction to the change in the recruitment strategy by using Markov chains

3. Calculate the different costs related to absenteeism and employee turnover 4. Deliver a planning model to maintain a lower level of absenteeism and turnover The models developed in this project are intended for use on large departments with similar job descriptions. These models should be used as tools to optimise a department’s workforce by indicating the cost incurred due to absenteeism and staff turnover and the cost that...
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