study the attached journal paper and then answer the following questions in one A4 paper:

1. what is the title of the paper?
2. what was the main purpose of the study?
3. how does it define the Turnover?
4. how does it classify the turnover?
5. what are the objectives of the study?
6. what was the methodology used in this research?
7. what are the main conclusions of the research
8. what are the main recommendations of this research?
9. in less than 30 words, explain your feelings about this way of teaching?

International Journal of Trend in Scientific Research and Development (ITSRD) Volume 3 Issue 5, August 2019 Available Online: www.ijtsrd.com e-ISSN: 2456 - 6470 Impact of Labor Turnover on Organizational Performance in it Sector (With Special Emphasis on it Department of TCS Noida) Lovelesh Joshi', Dr. Deepak Dhariyala Assistant Professor, Periyar Management and Computer College, New Delhi, India Assistant Professor, FCBM, Amrapall Group of Institutes Haldwani. Naripur Lamachaur, Uttarakhand, India How to cite this paper. Lovelesh osht ABSTRACT Dr. Deepak Dhariyal Impact of Labor in the recent years impact of labor turnover has received considerable Turnover on Organizational Performance attention by senior management human resource professionals and industrial in it Sector (With Special Emphasis on it psychologists. It has been proven to be one of the most seemingly intractable Department of TCS Noida) Published in human resource challenges confronting organizations. Labor plays a International significant role for the performance of any business firm. The efficiency. Journal of Trend in productivity and effectiveness of the Organization are highly influenced by a Scientific Research competent and well experienced workforce. This research was carried out to and Development camine the impacts of labor turnover on Organisation performance in IT (trd), ISSN: 2456 sector (WITH SPECIAL EMPHASIS ON IT DEPARTMENT OF TCS NOIDA) The 6470, Volume 3 main purpose of the study was to determine the impact of employee turnover Issues August UTSRD26753 on the performance of an organization. The research study supports the 2019. pp. 1899-1903 argumento Derek (2009) that the employees turnover positively associated https://doi.org/10.31142/jsrd26753 with the organisation efficiency. The sample study comprised fisty respondents both qualitative and quantitative data have been used and the Copyright 2019 by author(s) and questionnaires were individually administered. It is clearly evidenced that International Journal of Trend in Scientific there is negatively relationship between organizational performance and the Research and Development Journal. This employees' turnover. The general objective of this study was to assess the is an Open Access article distributed impacts of labor turnover on Organisational performance at TCS Noida. The under the terms of study recommended that the Management continue employing people who are Creative well trained and who perceive their jobs as expected. Organizations should not Commons Attribution only employ to fill but also considera fit between the person and the License (CC BY 4.0) organisation. It is highly recommended that management should give attention (http://creativecommons.org/licenses/by to those factors that they can easily manage Management has to understand /4.0) that people are different and appreciates these differences KEYWORDS:Labor. Tes.cater tomoverOrganizational performance workforce 1. INTRODUCTION 1.1 Labor Turnover Labor turnover refers to the rate of change in the worldforce plant would not be considered as staff turnover. Staff of an enterprise during a given period. It has been defined as over is perceived as a final and permanent act. These the time to time changes in the composition of the these distinguish between controllable and workforce that result from hiring release and replacement controle turnover of employees M. Armstrong (2006) CB Gupta (2003) defined Labor turnover as a measure of the extent to which > Classification of Laber Turnover employees leave and new employees enter the service of A Controllable staff turnover concernoffer more detailed explanation of labor tumover Includes both voluntary resignations and dismissals Voluntary resignations are controllable because "Employee turnover occurs when workers leave their management can offer better was working conditions and positions in organizations. Their reasons for leaving jobs are opportunities to retain employees, while dismissals are a measure of employee morale. The rate of employee controllable because management can use more constructive turnover is one measure of the commitment of employees to strategies, such as training unambiguous policies on organizational goals. Turnover is determined partly by discipline and coaching to shape an employee's behavior to organizational policy and management through tactors such a desired level rather than dismissing the employee. as salary, benefits, promotions, training and work schedules and partly by personal factors that are largely beyond Dismissal can also be avoided if due attention is given to the employer's control-for example, an employee's desire to selection of suitable persons and encouragement of stable relocate groups through careful induction procedures and proper sociation 1.2 General Discussion of the Tepic Schultz (2008.) define labor turnover as the movement of & Uncontrollable staff turnover employees in and out of the boundaries of the organization Refers to turnover which is outside the control of Considering this definition, transfers to a different brancher management such as turnover as a result of death the HTSRD 1 Linique Paper ID - SK026753 Volume-31-51 July - Augest 2019 Page 1899 International Journal of Trend in Scientific Research and Development (UITSRD) www.rd.com SSN2456-6470 retrenchments and incapacity. Avoidable turnover is Sources of employee turnover considered as controllable in the sense that management 1. Job related factors could have minimized or prevented schloss There are several reasons why people quit from one organisation to another or why people leave organization The Measurements of Laber Turnover The experience of job related stress job stress), the range 1. The staff turnover rate (LTR) factors that lead to job related stress (stressor. lack of The most commonly used measure for staff turnover is the commitment in the organization, and job dissatisfaction staff turnover rate (LTR). The LTR gives an indication of the make employees to quit. This clearly indicates that these are percentage of employees that leave the organization over a individual decisions which make one to quit. They are other period of time. The LTR is calculated by the means of the factors like personal agency refers to concepts such as a following formula sense of powerlessness, locus of control and personal Number of leavers during a period (VD) control. Locus control refers to the extent to which people - * 100 believe that the external factors such as chance and powerful others are in control of the events which influence their lives Average of number in employment during period It should be noted that the monthly LTR may fluctuate 2. Voluntarily vs. involuntary turnover considerably and therefore the calculation of quarterly or There are some factors that are in part, beyond the control yearly rates are recommended as being more reliable. For of management such as the death or incapacity of a member comparative purpose, rates should always be expressed ona of statt. Other factors have been classed sinvoluntary per annum basis, irrespective of the period over which they turnover in the past such as the need to provide care for are calculated. In other words, if a monthly LTR is calculated children or aged relatives. Today such factors should not be it should be multiplied by 12 months of a quarterly LTRES seen as involuntary turnover as both government regulation calculated, it should be multiplied by four terms] and company policies create the chance for such staff to come back to work or to continue to work on a more fledible 1.3 Objectives of Study basis. 1. To investigate the cause of labour turnover in IT sector with special focus on IT department in TOS Noida 3. Organizational factor 2 To determine the impact of labour turnover on Organizational instability has been shown to have a high organization effectiveness. degree of high turnover. Indications are that employees are 3. To determine what impact labour turnover has on more likely to stay when there is a predictable work employee performance in IT department. environment and vice versa (Zuber, 2001). In organisations 4. To recommend strategies that can be used to reduce the where there was a high level of inefficiency there was also a high level of labour turnover high level of staff turnover (Alexander et al. 1994), Therefore, in situations where organizations are not stable 1.4 Scope of Study: employees tend to quit and look for stable organizations The aim of this research is to describe the impact of labor because with stable organizations they would be able to turnover on organizational performance. Generally the study predict their career advancement focuses on the theoretical aspect of labor turnover covering content, classification and methods of measuring it The 2.2 Title special emphases were given on the strategies that can be Employee turnover: cause of factor influencing turnover addressed to retain employees in IT sector at TCS Noida, IT BY: Bert G.C. Human Resource Tata McGraw New Delhi department In his study on the cause of factor influencing turnover and retention of staff and retention problems for professional 2. LITERATURE REVIEW have talked about the Working hours, worldoad and work 2.1 Title schedules which are also common concerns to both groups Employee turnover "Employee turnover' as a term is widely In addition, career development promotion and used in business circles By: Henry Ongor, Department of appreciation of contribution were important retention Management, and University of Botswana Botswana factors, while a supportive professional environment, reduction in worldoad and working hours and more flexible Although several studies have been conducted on this topic. work patterns were important to consultants most of the researchers focus on the causes of employee turnover but little has been done on the examining the 23 Title sources of employee tumover, effects and advising various causes of the cost of employees turnover strategies which can be used by managers in various organizations to ensure that there is employee continuity in BY: Cosenza, Robert M. their organizations to enhance organizational competitiveness. This paper examines the sources of Cosenza, Robert M. In his study on the causes of the cost of employee turnover effects and forwards some strategies on employees turnover due solely to unfairness in the how to minimize employee turnover in organisations workplace and have talked about the effect of unfairness Organizations invest a lot on their employees in terms of upon an employee's decision to leave their employerand the induction and training developing maintaining and financial to employer due to voluntary turnover. Further he retaining them in their organization. Therefore, managers at highlighted Recruiting and retaining the best and the all costs must minimize employee's turnover. brightest remove the barriers and biases which create unfair workplace AFTSRD 1 Unique Paper ID - UTSR126753 1 Volume - 31 Issue - luty - August 2019 Page 1900 International Journal of Trend le Scientific Research and Development (UITSRD) www.itsed.com eISSN: 2456-6470 3. RESEARCH METHODOLOGY 4. DATA ANALYSIS AND INTERPRETATION 3.1 Introduction: This chapter describes the research 4.1 Introduction design that was used during data collection Sampling This chapter focuses on the interpretation of data collected methods and techniques that were followed. This from the questionnaire which was distributed among the chapter also describes the research instruments and participants and also the study on the specific issues that data analysis tools and methods as well as the tools were raised earlier in the objectives of the study. used in reporting 3.2 Research Design: The study adopted a descriptive 4.2 HYPOTHESIS TESTING research design since the study intended to gather According to Wilson (2010-237) hypothesis testing is one of quantitative and qualitative data that describes the the main methods to test for significant relationship between nature and characteristics of the impacts of labour variables. It involves an analysis of some aspect of the turnover on organization performance. The staly statement or questions that generates a statistical value. The considers this design appropriate since it facilitated Person Chi square test was performed to test hypotheses towards gathering of reliable data describing the true using the Statistical Package for Social Sciences (SPSS) characteristics of the impacts of labour turnover onversion 15 for Windows. The Chi square test was performed organization performance to determine whether there was a statistically significant relationship between the variables 3.3 Sample Selection: The data has been collected from total number the employees in the IT department of Hypotheses 1 TCS Noida organization. There is a significant relationship between laber turnover and organizational effectiveness 3.4 Sample Size: The Target population comprised of all employees working at IT department of TCS Noida LABOR TURNOVER AND ORGANISATIONAL Because the target population was only 50 employees EFFECTIVENESS (N-50) so there was no need of select a sample use All of Value 41 Asymp. Sie them have responded. Thus the sample size of this 2-sided) research selection is so, Pearson Chi Square 000 492.570 306 3.5 Data Collection: Collection of data is done by primary data through Questionnaire. The questionnaire Likelihood Ratio 184,038 306 1.000 consisted of 18-item scale to measure employee Linear-by-Linear 7.951 1 OOS engagement using 5 point likert scale. Data was Association collected using a structured dose ended pre-coded Nof Valid Cases 98 questionnaire Pearson's Chi-square-492.570, de 306, significance 3.6 Data Analysis: After data collection analysis on p A total of 100% of respondents agreed that high performance and organizational effectiveness turnover increases workload for each employer. 78% of the respondents agreed that they were not RELATIONSHIPRETWEEN EMPLOYEE PERFORMANCE satisfied with working conditions AND ORGANISATIONAL EFFECTIVENESS (N-50) 86% of the respondents agreed that work boredom is Value Asymp. Sie the cause of staff turnover sided) It is noted that labor turnover has a negative impact on Pearson Chi-Square 410.900-289 000 the organisational productivity and on employee Ukelihood Ratio 185.527 289 1.000 performance Linear-by-Linear Laber turnover may be caused by lack of opportunities Association 11.551 1 001 for career development, remuneration and working condition Nof Valid Cases 50 Laber turnover not taken into consideration will Pearson Chi-square 410.900,df 289 significant p