Abstract
Most of us are familiar with the workers known as house helps. You have known them since childhood and saw them almost as much as your parents, if not more. They probably felt like family, even more so that some of your relatives. However, despite the presence of these pseudo-familial bonds, those working in this profession are experiencing high turnover. Why is that? Some may argue poor terms and conditions of work are the cause, others claim discrimination by the employers’ plays a part and some believe it’s a lack of job security. In order to ascertain a concrete understanding, all factors must be tackled individually using appropriate methodology and research approaches so as to identify hidden links that will aid in constructing the final results. What is its impact? A high turnover brings with it a whole host of effects, both positive and negative. Therefore, it is imperative to find measures to deal with such effects in a manner that enables constructive development for both the house help and the employer. How can it be addressed? Tackling this particular issue is not easy, however, upon identifying the factors driving the high turnover, proactive approaches must be taken so as to avoid or at least limit turnover of this magnitude among house helps. This paper seeks to tackle all the aforementioned issues, using reliable and verified sources, accurate figures, effective methodology and well-built design.
Highlights
At one time or another, you have come across a house help who plays a major role as a second parent but on the same, you might have encountered numerous house helps who have shaped your behaviour up to today
Negative effects of labour turnover include recruitment cost, induction cost, training cost, time spent looking for a replacement, training and inducting, low productivity, bad organisation image, demonisation, living cost of the house helps and time spent during recruitment, increase the workload to the employer
Out of the 60 respondents who participated in the study, no house helps who were aged between 10–15 years, those aged 16-20 years were 20%, 21-25 years were 10% and above 31 years were 10%
Summary
At one time or another, you have come across a house help who plays a major role as a second parent but on the same, you might have encountered numerous house helps who have shaped your behaviour up to today. At least 3/5 homes have a house help meaning they comprise one of the largest numbers of employees. It is one of the jobs experiencing high turnover. According to Armstrong (2001), labour turnover refers to people leaving their place of work at any time for any reason. Labour turnover may have both negative and positive effects (Mobley et al, 1979). Negative effects of labour turnover include recruitment cost, induction cost, training cost, time spent looking for a replacement, training and inducting, low productivity, bad organisation image, demonisation, living cost of the house helps and time spent during recruitment, increase the workload to the employer
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