FR:

Cet article joue sur deux plans. Au premier plan, les Auteurs posent les principes et les conditions préalables qui sous-tendent l'établissement de toute caisse populaire — milieu homogène et circonscription limitée, responsabilité solidaire illimitée, gratuité des fonctions, absence de but lucratif et service pour les membres seulement. Au second plan, ils décrivent concrètement l'organisation fonctionnelle, en bureau et comités, ainsi que les avantages de leur caisse à l'usine.

EN:

Any credit union has the following prerequisites: homogeneity of the community and integrity of the individual member. It operates according to the following principles:

1. A limited environnement, that is, a small community ( village, town or factory) where members know one another and have close relationships with one another.

2. The unlimited character of the solidary responsibility, all officers being personally responsible for damage caused by negligence or bad faith.

3. The gratuitous nature of all functions, except that of secretary or manager.

4. The existence and operation of the credit union for its members only.

5. The absence of any profit motive.

The credit union is here organized in a factory on a functional basis, with an administration board and three committees (credit, control and supervision, and education ).

This credit union has been especially successful and advantageous in facilitating savings, in granting credit with a relatively low interest rate, in promoting small loans for short periods, and in securing for itself and for its members a most favourable insurance system.

It is the conclusion of this study that credit unions, good anywhere, are especially useful, valuable and easily organized in modern industry.

FR:

Dans cet article, l'Auteur souligne le fait que la notion traditionnelle et courante de roulement du personnel (turnover) ne permet pas de déterminer les causes de ce phénomène industriel ni d'en évaluer précisément le coût. Suit la description d'une formule plus analytique et plus utile.

EN:

In its broadest sense, turnover means all movements of the workers to and from a firm. The most frequently used formula to calculate turnover rate in S/L.F, that is, total number of separations during a period on the average labor force during the same period. Turnover thus defined can be a useful measure in certain cases. However, this notion is not discriminating enough and renders difficult comparisons among different concerns. In particular, it seems necessary to distinguish between lay-offs and the other separations. As such, lay-offs are directly related to the economic fluctuations of the concern. Furthermore, the laid-off worker does not need to be replaced by a new worker. All separations, other than lay-offs, do demand replacement.

It is thus suggested that the meaning of turnover be restricted to separations demanding replacement. There would be turnover when a worker leaves permanently a concern and when a new worker has to be hired to fill the position left vacant. To calculate the rate of this restricted turnover, one has to know the number of accessions (A) as well as the number of separations (S). Moreover, one has to take into account the slope of the curve of the total number of workers. When the slope is positive, that is, when the concern is expanding, turnover is calculated by S/L.F. When the slope is negative, that is, the number of workers is decreasing, turnover is calculated by A/L.F. Moreover, turnover, when defined by replacement, must be calculated on very short period, preferably on a weekly basis. When, in a concern, there are many departments which have their own job specifications and their own fluctuations, turnover cannot be calculated for the concern as a whole but has to be calculated for each of these departments separately.