Doc. No.

: SOP/AI-HRD/012
Page : 1 of 4
PERSONNEL TURN OVER AND
Revis ion : 02
PT. ALDABERTA INDONESIA
RESIGNATION PROCEDURE
Efective Date : 1 Jan 2015

PERSONNEL TURN OVER AND

RESIGNATION PROCEDURE

Prepared by Reviewed by Approved by

Staf HRD Manager HRD President Director

 Doc. No. : SOP/AI-HRD/012
Page : 2 of 4
PERSONNEL TURN OVER AND
Revis ion : 02
PT. ALDABERTA INDONESIA
RESIGNATION PROCEDURE
Efective Date : 1 Jan 2015

PERSONNEL TURN OVER

Labour turnover refers to the establishment of a relationship between the numbers of employees
leaving during a period of time to the average numbers of employees during that period. It may
also denote the percentage change in the labour force of an organization. A higher percentage of
labour turnovers will mean that employees are not stable and new employees join while old
employees leave the organization. A lower labour turnover , on the other hand, means that only
small number of employees have come in and gone out of the organization. A higher labour
turnover will not only mean expenditure on hiring new persons but it also increases labour cost.
Some of the effects of labour turnover are discussed as follows:
1. Hiring of new persons involves the loss of time and money. A higher labour turnover rate
will necessitate spending more resources on employing new persons.
2. The employment of new persons will require their training facilities also.
3. There will be a loss of production during interval between separation and employing of new
workers.
4. The machines and equipment will remain idle during the interval of replacing the workers
and their training period.
5. The rate of production will be low in case of new employees. There will also be more
depreciation of machines and equipment because new workers will take time to learn their
jobs.
6. New workers will not be able to maintain proper quality of goods.

The separation of employees will disturb production schedule. To meet order in time overtime
payments may have to be made. Higher labour turnover will increase labour cost per unit.

Policy
 The management must intervene in the day to day activities of the employees. They should
provide full-fledged support, guidance and encouragement.
 The management must provide training program to the employees at a frequent basis. This
will help them to enhance their skill and improve their existing performance. The
management must further, scrutinize the response of the employees after the
implementation of the training program.
 Overloaded workaholic atmosphere must be avoided, as it may create a lot of stress-
related problems.
 Doc. No. : SOP/AI-HRD/012
Page : 3 of 4
PERSONNEL TURN OVER AND
Revis ion : 02
PT. ALDABERTA INDONESIA
RESIGNATION PROCEDURE
Efective Date : 1 Jan 2015

 Employees must be encouraged for their creativity and innovative outlook towards their job
assigned.
 Welfare measures of the employees should be improved so as to make the employees feel
more satisfied and contended. A satisfied employee will be more committed to the
organization.
 Medi-claim policies, weekly or monthly medical checkups etc should be provided to the
employees’ in order to make them physically fit for the job.
 The employees should either be provided with transportation facility or housing facility so
that they would have ample time for recreation in substitute for the time they spend in
traveling.
 The management should take necessary action to strengthen the relationship between the
employees.

RESIGNATION PROCEDURES

1. Employees are encouraged to provide at least a 1 month notice to facilitate a smooth

transition out of the organization. Please refer to the labor agreement covering your job title
for related information.
2. All resignations must be confirmed in writing. Employees should complete a Resignation
Form provided by the Human Resource Department and submit this form to their immediate
supervisor who should then authorize and forward the Resignation Form immediately to the
Human Resource Department. This written notice should include the reason for leaving
and the effective date of the resignation. Employees who orally resign will receive a
Confirmation of Resignation notice from the Human Resource Department.
3. Employees who fail to report to work for three consecutive days without properly
communicating to their immediate supervisor the reasons for their absence will be deemed
to have voluntarily resigned their employment as of the third such day.
4. Employees may be allowed to rescind a resignation if: a) the employee’s
5. immediate supervisor approves, and b) if the Executive Director of Human
6. Resources approves, and c) if the employee’s resignation has not been
7. submitted to the Board of Education.
8. Resigning employees will be scheduled for an exit meeting with their immediate supervisor
to ensure that all tools and equipment are returned, and to provide an opportunity to
discuss any questions or concerns related to employment with PT Aldaberta Indonesia .
 Doc. No. : SOP/AI-HRD/012
Page : 4 of 4
PERSONNEL TURN OVER AND
Revis ion : 02
PT. ALDABERTA INDONESIA
RESIGNATION PROCEDURE
Efective Date : 1 Jan 2015

Employees who fail to return any company property, including keys, credit cards, tools,
uniforms, cellular phones, and other equipment, will be deemed ineligible for rehire and
may be subject to legal proceedings on behalf of PT Aldaberta Indonesia. Upon completion
of this exit meeting, supervisors are expected to complete, sign and return the Supervisor.
Checklist for Ending Employment Form to the Human Resource Department.
9. Employees are asked to complete an Exit Interview Form available in the Human Resource
Department This is voluntary, and names, if provided, will not be identified on any reports.
All responses will remain confidential and will not become part of the employee’s personnel
file.