Dimension of Turnover: A Study of Banking Sector Gujranwala

Dimension of turnover: A study of banking sector Gujranwala

Tamour Ahmed 11108164

Noman aziz 11108163

Abstract:

The purpose of this was to find those factors that influence the turnover in the banking sector Gujranwala and find the relation all the independent variables likes job, stress, working environment, monetary benefits with the dependent variable turnover. A self-developed questionnaire, measured on a Likert Scale was used to collect data from respondents. The SPSS 19th “correlation software” used for the analysis. We find that the job stress has a highly significance relation with the turnover.

Key words. Turnover, Job Stress, working environment, monetary benefits.

Introduction

Banking in fact is primitive as human society, for ever since man came to realize the importance of money as a medium of exchange; the necessity of a controlling or regulating agency or institution was naturally felt. Perhaps it was the Babylonians who developed banking system as early as 2000 BC. IT is evident that the temples of Babylon were used as ‘Banks’ because of the prevalent respect and confidence in the clergy. The partition plan was announced on June 3, 1947 and August 15, 1949 was fixed as the date on which independence was to take effect. It was decided that the Reserve bank of India should continue to function in the dominion of Pakistan until September 30, 1948 due to administrative and technical difficulties involved in immediately establishing and operating a Central Bank.

Humans are the important part of the organizations. Without the employees organizations cannot achieve their goals and objectives. “Human Resource is very important for any organization specially for gaining competitive advantage across the world” (Devi, 2011). Now a day the employee’s turnover is becomes a big problem in Gujranwala banking sector. According to Price (1977) employee turnover is 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. Employees not stay in an organization for a long time. According to the (e.g., Pfeffer, 2005) retaining talent is now becoming more critical in a world where the organization's human capabilities are increasingly the key source of competitive advantage. Turnover affecting the productivity level of organization. The employees are switching the jobs not stay for a long time in any organizations. Because of the turnover organization’s cost increase because of the recruitment and selection process it also effect the goodwill of organization.

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