Original Research

Die koste van vrywillige, beheerbare arbeidomset

G. Roodt, F. C. Bothma
SA Journal of Industrial Psychology | Vol 23, No 1 | a619 | DOI: https://doi.org/10.4102/sajip.v23i1.619 | © 1997 G. Roodt, F. C. Bothma | This work is licensed under CC Attribution 4.0
Submitted: 24 June 1997 | Published: 24 June 1997

About the author(s)

G. Roodt, Randse Afrikaanse Universiteit, South Africa
F. C. Bothma, Universiteit van die Oranje-Vrystaat, South Africa

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The cost of voluntary, controllable labour turnover. Labour turnover for individuals can be classified as voluntary or non-voluntary, whereas labour turnover in organisations can be categorised as controllable or non-controllable. Data on total labour turnover in a particular service organisation indicated the existence of a possible problem. Voluntary, controllable labour turnover between 1 January 1988 and 31 March 1991 for technicians only within this particular organisation was closely scrutinised by calculating the direct recruitment, training, and separation costs for this period. The replacement costs of the technical population alone (N = 1594) for the last-mentioned period were approximately R94 million and could possibly increase to as high as R470 million if the hidden costs are also considered. If these costs are projected to the period 1980-1991 in which there were 60284 voluntary leavers, the total labour turnover costs for this organisation could be astronomical. It is clear from the above that preventative strategies by management could reduce the negative consequences of labour turnover and improve the prospects of a positive outcome.

Arbeidomset kan vir individue as vrywillig of nie-vrywillig geklassifiseer word; daarenteen kan arbeidomset vir organisasies as beheerbaar of nie-beheerbaar gekategoriseer word. Gegewens oor totale arbeidomset in "n bepaalde diensorganisasie het op die bestaan van 'n moontlike probleem gewys. Die koste van vrywillige, beheerbare arbeidomset van slegs tegnici is vir die periode 1 Januarie 1988 tot 31 Maart 1991 in die betrokke organisasie nader ondersoek, deur die direkte verkrygings-, opieidings- en skeidingskoste van tegniciverlaters vir hierdie tydperk te bereken. Die vervangingskoste van slegs die tegnicipopulasie (N = 1594) vir die laasgenoemde tydperk het sowat R94 miljoen beloop en kon selfs so hoog soos R470 miljoen wees as die verskuilde kostes ook verreken is. Indien hierdie kostes na die periode 1980-1991 geprojekteer word waarin daar 60 284 vrywillige verlaters was, kan die totale arbeidsomsetkoste vir die organisasie astronomies wees. Hieruit blyk dit duidelik dat voorkomende strategiee deur bestuur die negatiewe gevolge van arbeidomset kan verminder en die vooruitsigte van positiewe gevolge kan verbeter.




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