Turnover in NADRA

Abstract

The National Database Organization (NDO) was established under the Ministry of Interior as a sister organization to undertake the task of handling the data being collected through National Data Forms during the Population Census in 1998. The National Data Forms (NDFs) were designed by a committee of experts encompassing maximum social and fiscal indicators as implements for future planning, documentation of the economy, and for creation of a comprehensive Citizens' Database. To cater to a cohesive and unified approach in both registration and social fields, NADRA was formed on 10th March 2000 by merging the National Database Organization (NDO) and the Directorate General of Registration (DGR). It is an independent corporate body with requisite autonomy. Government of Pakistan decided to establish a separate organization called NADRA in 10 March 2000 by merging the National Database Organization (NDO) and Directorate General of Registration. NADRA is an independent corporate body with requisite autonomy and is free from political interventions. NADRA had a target to issue computerized National Identity Cards to complete population of Pakistan by 2010 but once our research team studied the organization the researcher come to knew that NADRA is lacking in achieving its targets since it came into existence. After conducting the research the research team concluded that one of the major reason in not achieving the targets is the high turnover rate which is enhanced by the other factors like poor pay and compensation plans, no performance appraisal system and no performance measurement. Good companies take a deep interest in their employee turnover rate because it is a costly part of doing business. When a company must replace a worker, the company incurs direct and indirect expenses. These expenses include the cost of advertising, headhunting fees, human resource costs, loss of productivity, new hire training, and customer retention ,all of which can add up to anywhere from 30 to 200 percent of a single employee's annual wages or salary, depending on the industry and the job role being filled. While lower paying job roles experience an overall higher average of employee turnover, they tend to cost companies less per replacement employee than do higher paying job roles. However, they incur the cost more often. For these reasons, most companies focus on employee retention strategies regardless of pay levels. This research will show that the importance of retention policies in NADRA in order to reduce the turnover rate of NADRA. This study will certainly help the organization to identify the major problems for not achieving its actual targets and to rectify the problems of turnover in the organization. This study will also help the organization by recommending measures to overcome the problems of high turnover rate.