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Employee Satisfaction PDF
Employee Satisfaction PDF
Employee Satisfaction PDF
(A PROJECT REPORT)
Under the guidance of
Shivani Sukhija
______________________________
Submitted by
Saumya Gupta
Enrollment No. : 1208025887
______________________________
In partial fulfillment of the requirement
For the award of the degree
Of
MBA
IN
Human Resource Management
May 2014
Acknowledgement:
I am really thankful to Shivani Sukhija Faculty Mentor, under whose guidance
and assistance I was able to successfully complete my project. I owe profound
gratitude to them for giving me their valuable time, advice, guidance,
encouragement and help during the course of my project.
I would like to sincerely thank the institute also for giving me this opportunity of
taking up such a challenging project which has enhanced my knowledge about the
organization.
Last but not the least; I would like to express my deep sense of gratitude and honor
to every person who created a congenial atmosphere for successful completion of
this report.
Bonafide Certificate:
Signature
(Saumya Gupta)
Signature
(Head of Department)
Executive Summary:
Introduction
These days, corporate across the world (Particularly in India) are facing a
difficult task of Employee Retention.
Once, there was a time when people use to join one company and then use to
serve that company, till the age of retirement. Such a loyalty is not seen in this
century and era. People are shifting companies at an enormously faster rate.
Over the next few years while the Baby Boomer generation (ages 40-58)
begins to retire, the much smaller Generation X (ages 25-34) will be filling those
empty jobs.
The result: there will be fewer people available in the workplace.
With this problem looming in the near future, companies must rely on employee
retention as the key objective to ensure long term stability and success of their
businesses.
Knowing why employee retention is important and how to be successful at it
must be at the top of every companys to-do-list. After all, great companies made
up of great employees.
Importance of Retention
Retaining its best employees, a company can improve customer
satisfaction, product sales, satisfied coworkers and staff, effective succession and
imbedded organizational knowledge and learning.
Losing a valuable member of its staff can cost a company much more than money.
When employees leave, often times they will take with them:Intellectual property, Relationship, Investment (time & money) , Clients or other
employees.
Each year business spend billions of dollars recruiting and replacing their
employees. It takes $7000-$14000 to replace a typical employee, and to replace a
key manager costs the same as buying a Lexus. In spite of the staggering cost, the
majority of businesses do not have a formal retention program.
TABLE OF CONTENT
Sr.No
Topic
Page No
CH1
EXECUTIVE SUMMARY
04
CH2
07
CH3
08
CH4
09
CH5
LITERATURE REVIEW
62
CH6
RESEARCH METHODOLOGY
73
CH7
75
CH8
FINDINGS
110
CH9
LIMITATIONS
111
CH10
RECOMMENDATIONS
112
CH11
CONCLUSION
113
CH12
BIBILIOGRAPHY
114
CH13
ANNEXURE-QUESTIONNAIRE
115
Employee retention refers to the various policies and practices which let the
employees stick to an organization for a longer period of time. Every
organization invests time and money to groom a new joinee, make him a
corporate ready material and bring him at par with the existing employees.
The best way to improve your employee retention is to create a strategy that
10
you can systematically deploy which will address all of the essential
elements of staff retention. When it comes to creating a retention strategy,
there are the 5 main areas you want to have covered. This is not meant to be
an exhaustive article on each stage but rather an overview of some of the
things you want to be thinking about for each one.
Attraction
Think of being single, and putting your best foot forward to attract a date.
The more attractive you appear as a place of employment, the more
interested most qualified applicants will be. The more applicants, the more
choice, and the better chance you have of picking top-notch people. The
question is, how attractive are you? It doesnt matter how attractive you
think you are. What do others think of you? What is your brand (reputation)
as an employer? Most organizations do no have a brand because they do not
put any effort into creating one. Size does not need to stop you from creating
a brand as an employer of choice. Gone are the days where the only
marketing you did was for your product. Now also you have to give thought
to marketing your image as an employer. You may be the best place to work
on planet earth but if no one knows about you, then you will not create the
attraction you are looking for. First determine what you want to be known
for, then figure out how to get the word out. Many companies are doing
some innovative things these days to become attractive. Placing a job
11
but
it
makes
an
impact.
Interviews are like first dates. Both parties try to impress the other, and
because a lot is on the line, candidates have their inner radar dialed up to
spot any kind of flaw, imperfection, disorganization etc. Make sure this
process is smooth, planned, and professional. When was the last time you
took a good look at your hiring process to find ways that it could be better,
faster, and more compelling?
12
On Boarding
The first 90 days is all about connections. There are numerous studies that
show a new employee can make up their mind within the first week whether
or not they will stick around for the long haul. This is your chance to rope
them in. Most companies do a good job of supplying people with
information for their role but do a poor job when it comes to the more
important connections like relationships. Emotional connections need to be
forged quickly for a new hire. You want to make sure you connect them to
the team, to their manager, and to their role, in the context of how it affects
the company. These connections naturally happen for some but for most
people they need a little help. In my workshop on retention I outline in more
detail how to create an on-boarding plan that you can use to help cement
new hires to your organization. The key is to create a step-by-step process
that
helps
new
hires
make
those
essential
connections
early.
Length of Stay
This is really the duration that someone stays with your organization. Your
goal is to increase the length of stay for each employee. The ultimate goal is
to make your organization their last stop before retirement. This is where the
bulk of your retention efforts need to be focused. It is always more efficient
to put your energy into employee retention than employee acquisition. Take
13
care of what you have. This is where the bulk of my training is focused. You
want to create an engaging workplace, and you do that with inspiring leaders
who know how to lead people and manage projects. You want to make sure
you have a healthy culture of challenging and exciting work, great teams,
rewards and recognition, training and development, fun, and inspirational
leadership Inspiring leaders: know how to communicate and create a
compelling vision; solicit input; are enthusiastic about their role; set great
examples; foster great culture; and, sincerely care about their people.
Equipping your mid-level managers to create engaging workplaces is where
the bulk of your training time should be spent.
Departure
Everyone will leave your organization! Even you. The best-case scenario is
that people leave to retire. But for everyone else, how we say goodbye will
do a lot to affect the first point we discussed Reputation! When any
employee decides to leave a company it is never an easy decision. There are
many fears and anxieties involved as an employee severs ties. As a boss you
may be hurt, angry, bitter or maybe even happy. The key is emotional
management. If you ever want a chance of seeing them come back again,
then let them leave on a good note. If you never want them to come back
again, let them leave on a good note. Everyone that leaves your organization
on bad terms is like negative advertising for your organization. They can be
a poison that leaks into the talent pool you so desperately want to tap into. It
14
does not take much to create a process that ensures almost everyone leaves
on a good note.
You also want a way to keep in touch with those who have left. Treat them
like alumni, or extended family. If you can keep in touch occasionally via
email news bulletins or other means, you are able to keep your organization
on their minds. This is especially great when their new workplace is giving
them grief and you just happen to send them a cheery email that same day!
Keeping an alumni who left your company on good terms is like having
unpaid recruiters out in the field for you. When you need a spot to fill you
can send word out to your alumni asking if they know anyone who they
could refer for the position. Add in some kind of paid compensation for
referrals and you can build a powerful force that is always keeping your
pipeline
of
new
recruits
full.
If you can create a strategy that eventually covers each of these stages I have
mentioned, you will begin to see a dramatic difference in your retention rate.
As more people stay in your organization longer, you will see an incredible
transformation in morale, your culture, productivity and overall fun. For
starters pick something easy that you can address like a strategy for those
departing, and then move on to some of the bigger more complex issues. If
you need some ideas, give me a call.
15
16
and makes him ready to work and understand the corporate culture:
A new joinee is completely raw and the management really has to work
hard to train him for his overall development. It is a complete wastage of
time and money when an individual leaves an organization all of a
sudden.; a mere duplication of work. Finding a right employee for an
organization is a tedious job and all efforts simply go waste when the
employee leaves
The employees working for a longer period of time are more familiar
with the companys policies, guidelines and thus they adjust better:
They perform better than individuals who change jobs frequently.
Employees who spend a considerable time in an organization know the
organization in and out and thus are in a position to contribute
17
effectively.
Every individual needs time to adjust with others: One needs time to
know his team members well, be friendly with them and eventually trust
them. Organizations are always benefited when the employees are
compatible with each other and discuss things among themselves to
come out with something beneficial for all. When a new individual
replaces an existing employee, adjustment problems crop up. Individuals
find it really difficult to establish a comfort level with the other person.
After striking a rapport with an existing employee, it is a challenge for
the employees to adjust with someone new and most importantly trust
him. It is a human tendency to compare a new joinee with the previous
employees and always find faults in him.
It has been observed that individuals sticking to an organization for
a longer span are more loyal towards the management and the
organization: They enjoy all kinds of benefits from the organization and
as a result are more attached to it. They hardly badmouth their
organization and always think in favour of the management. For them the
organization comes first and all other things later.
18
essential for the organization to retain those employees who really workhard
and are indispensable for the system.
The management must understand the difference between a valuable
employee and an employee who doesnt contribute much to the
organization. Sincere efforts must be made to encourage the employees so
that they stay happy in the current organization and do not look for a
change.
TIPS FOR RETENTION
19
interest assessment tools that can help individuals answer this question. For
more information about finding a good match for your client, visit our career
counselling section.
20
Is he responding to instruction?
Most employers will appreciate this follow-up and will sometimes even call
you to intervene when something is not going well. You should continue to
reach out periodically to these employers; do not be offended if you do not
get a response. Visit our section on working with employers for more
information.
21
1) Compensation
Compensation constitutes the largest part of the employee retention
process. The employees always have high expectations regarding their
compensation packages. Compensation packages vary from industry to
industry. So an attractive compensation package plays a critical role in
retaining
Compensation
the
includes
salary
employees.
and
wages,
bonuses,
benefits,
22
Basic wage
Dearness allowance
Bonus: Bonuses are usually given to the employees at the end of the
year or on a festival. Economic benefits: It includes paid holidays, leave
travel
concession,
etc.
startup
stage.
23
not
be
able
to
contribute
in
organization
growth.
Communications skills
Technical skills
24
25
employee
satisfaction.
To
enhance
good
professional
26
Respect for the individual: Respect for the individual is the must in the
organization.
maintain
good
relations
with
their
subordinates.
is.
Deliver
what
is
promised.
27
that the organization cares and hell show the same for the
organization. An employee based culture may include decision making
authority, availability of resources, open door policy, etc.
5) Organization Environment
It is not about managing retention. It is about managing people. If an
organization manages people well, employee retention will take care
of itself. Organizations should focus on managing the work
environment to make better use of the available human assets.
People want to work for an organization which provides:
28
Culture
Values
Company reputation
Risk taking
Leading technologies
Trust
Flexible hours
29
Telecommuting
Dependent care
Vacations
Wellness
30
opportunities in the current job will make candidates job and career
stagnant.
Stress from overwork and work life imbalance: Job stress can
31
done.
3. Make employees realize that they are the most valuable asset of the
organization.
4. Have faith in them, trust them and respect them.
5. Provide them information and knowledge.
6. Keep providing them feedback on their performance.
7. Recognize and appreciate their achievements.
8. Keep their morale high.
9. Create an environment where the employees want to work and have
fun.
These practices can be categorized in 3 levels: Low, medium and high
level.
32
33
34
their organization, much to their own detriment. Thus, this provides yet
another area where one organization can gain competitive advantage
over another.
Thus, to compare effectively, organizations must take steps to ensure
that good performance are motivated to stay with the organization,
whereas chronically low performers are allowed, encouraged, or, if
necessary, forced to leave. Retaining top performers is not always easy,
however. Recent developments have made this difficult than ever.
35
36
Retention Myths
1.
Money may be the motivating factor for some but for many people it
is not the most important factor. Money matters more to the lowincome-employees for whom its a survival issue. Money can make
an employee stay in an organization but not for long. The factors
more important than money are job satisfaction, job responsibilities,
and individuals skill development. The employers should
37
understand this and work out some other ways to make employees
feel satisfied. When employees leave, management tries to retain
them by offering more money. But instead they should try to figure
out the main reason behind it. Issues that are mainly the cause of
dissatisfaction are organizations policies and procedures, working
conditions, relationship with the supervisor and salary, etc. For such
employees, achievement, growth, respect, recognition, is the main
concern.
2.
Incentives can surely increase productivity but not for long term.
Cash incentives, volume work targets and speed awards are old
management beliefs. They can generate work speedily and in
volumes but cant boost employee commitment. Rather speed can
hamper the quality of work produced. What really glues employees
to their work and organization is quality work, meaningful
responsibilities, recognition, respect, growth opportunities and
friendly supervisors.
3.
38
4.
to
their
organization
and
its
success. Engaged
39
It is a positive attitude held by the employee towards the organisation and its
values. An engaged employee is aware of business context, and works with
colleagues to improve performance within the job for the benefit of the
organisation. The organisation must work to develop and nurture engagement,
which requires a two-way
relationship between employer and employee.
40
Employees are one of the most important assets, but are Companies doing
everything they can to maximize the potential of this asset? The best employee
attitude studies explore all aspects of an employees working life with an
employer, covering not only what they do but also what employees think and feel
about the organization. An effectively implemented program of employee research
can become one of the most powerful strategic tools in helping the company
achieve its long-term corporate goals. To ensure the value of companys
investment in employee research, HR managers have to fully understand the
concerns, attitudes and motivations of their employees.
THE WAY IT WAS......in the past, jobs were considered desirable and
sufficient candidates could be found to fill most critical jobs. Moreover, once
41
employed, workers would often spend their entire careers in the same job. In areas
where there was turnover, new employees could be recruited easily.
THE WAY IT IS..... Today there is a high demand for workers. The supply of
qualified workers is limited and good workforce planning requires a twofold
approach of aggressive recruitment and innovative retention strategies. Retention
policies need to focus on elimination of unwanted turnover.
Employee engagement is about how people behave at work. It refers to the extent
to which people in an organization know what they have to do, and willingly give
of their discretionary effort to do that. It is the difference between people coming
to work and doing an adequate job, and people coming to work and really giving of
their best, displaying creativity and using their initiative.
42
EMPLOYEES ENGAGEMENT
43
to
remain
with
the
organization.
44
Increasing employee engagement: Provide variety: Tedious, repetitive tasks can cause burn out and
boredom over time. If the job requires repetitive tasks, look for ways
to introduce variety by rotating duties, areas of responsibility, delivery
of service etc.
Conduct periodic meetings with employees to communicate good
news,
challenges
and
easy-to-understand
company
financial
45
46
47
Clarity:-Employees should very well be made aware of the goals and the
purpose of the organization .along with this, they should also understand their
roles and responsibilities so as to succeed in their assigned jobs. leaders and
managers should communicate a clear vision to their team members.
48
Contribute:-Efficient leaders should make sure that the employees feel their
efforts are being used in the fulfillment of the overall goal and objectives of the
organization.
49
Control:-Employees value having control of the flow control of the flow and
pace of their jobs .involving your people in decision making creates a culture
wherein they can take the ownership of their own problems and can find
solution to them.
50
ethical and
51
RETENTION PRACTICES
While cash may get workers in the door, culture will keep them: Create a kind
of feel good about work culture for your employees. The
staff
want
to, not because they have to. Call centre is a tough place to
work
STOP HIRING THE WRONG PEOPLE - One place to plug the leak is to stop
hiring the wrong people. A manager needs to understand what kind of person will
be happy in a call centre? It is someone who is dependable, deliberate, hates
change, likes to follow repetitive processes and finishes the job at hand. Or it could
be someone who has a flair for accuracy, thrives in an environment which has
procedures laid down and yet does not seek variety or change. However, the
system breaks down when the qualified person is put into a position that does not
quite fit who they are. Instead of job match, this results in job mismatch, which
causes the job and individual to suffer, limiting the companys productivity.
52
back
on
both
strengths
and
53
close enough to see or hear what's taking place. Employees need to know what is
potentially ahead for them, what opportunities there are for growth. This issue is
a sometimes forgotten ingredient as to the importance it plays in the overall
motivation of people.
MANAGER ROLE IN RETENTION
When asked about why employees leave, low salary comes out to be a common
excuse. However, research has shown that people join companies, but leave
because of what their managers do or dont do. It is seen that managers who
respect and value employees competency, pay attention to their aspirations, assure
challenging work, value the quality of work life and provided chances for learning
have loyal and engaged employees. Therefore, managers and team leaders play an
active and vital role in employee retention.
Managers and team leaders can reduce the attrition levels considerably by creating
a motivating team culture and improving the relationships with team members.
This can be done in a following way:
Creating a Motivating Environment: Team leaders who create motivating
environments are likely to keep their team members together for a longer period
of time. Motivation does not necessarily have to come through fun events such
as parties, celebrations, team outings etc. They can also come through serious
events e.g. arranging a talk by the VP of Quality on career opportunities in the
54
field of quality. Employees who look forward to these events and are likely to
remain more engaged.
Standing up for the Team: Team leaders are closest to their team members.
While they need to ensure smooth functioning of their teams by implementing
management decisions, they also need to educate their managers about the
realities on the ground. When agents see the team leader standing up for them,
they will have one more reason to stay in the team.
Delegation: Many team leaders and managers feel that they are the
only people who can do a particular task or job. Therefore, they do not
delegate their jobs as much as they should. Delegation is a great way
to develop competencies.
55
another way to get them engaged with the company. However, just
giving the extra responsibility does not help. The manager must spend
good time teaching the employees of how to manage responsibilities
given to them so that they dont feel overburdened.
56
retention survey suggests that nearly 70% of employees leave their jobs because
they do not feel valued!
Another purpose is to help employers avoid litigation down the road, caused by
illegal activities or by "disgruntled" employees.
Employee exit interviews can change the climate of the organization by changing
management style, making changes that reflect employee opinions, and creating
value recognition programs where needed. One key to increasing the employee's
opinion of the organization is in the management of expectations. Realistic job
expectations are important and management should focus on creation of proper
expectations.
Employee exit interviews provide a window to view and benchmark employee
expectations regarding:
Job responsibilities and performance
Employee job orientation and training
Mentoring programs
Working conditions
Opportunities for skill development career advancement
Training and development programs
Supervision and Management
Work Satisfaction
57
58
59
To identify the factors which affect the morale in order to improve their
motivation?
60
61
LITERATURE REVIEW
Retention strategies in Videocon
62
Employee recognition
Star of the month, top performer, picture on bulletin boards appreciation cards
and certificates etc, increase employee moral and confidence. This is a great
way to retain employees of a call center.
63
Employers
culture
o
Performance Recognition
Value-based environment
Competitive rewards
Opportunity
NTPC
to
grow,
learn
and
implement
o
64
Visible,
transparent
and
accessible
leaders
Competitive rewards
Performance-driven Rewards
Comprehensive
development
and
learning programs
o
Competitive rewards
program
Tata Steel
Job stability
65
Company brand
Open
transparent,
and
organization
o
Wipro
caring
Value compatibility
Work ethics
66
TCS
Growing organization
Strong
corporate
governance
and
learning
and
citizenship
o
Commitment
to
development
o
Challenging assignments
clients
67
68
CELLULAR PHONE/LAPTOPS
Cellular phone and laptops are provided to the employees on the basis of business
need. The employee is responsible for the maintenance and safeguarding the asset.
69
70
71
Gift at some occasions:-Giving out some gifts at the time of one or two
festivals to the employees making them feel good and understand that the
management is concerned about them.
RESEARCH METHODOLOGY
72
OBJECTIVE:
To analyze the existing retention practices. its effectiveness and recommend
measures to improve the retention practices in the organization.
RESEARCH DESIGN:
Descriptive Research
DATA SOURCES :
Primary data through survey and Secondary data is collected from previous
researchers and literature to fill in the respective project. The secondary data
was collected through:
Books
Articles
Journals
Websites
Designing data collection:
The main statistical tools used for data collection and analyses of data in this
project are:
QUESTIONNAIRE
Graphs
73
Tables
Sample size:
The questionnaire was filled by the employees of one branch whom were selected
on the basis of
74
Q1)
(VIDEOCON)?
S.N
PARAMETE
STRONGL SATISF
CAN'
DISSA
RS
TISFIE Y
SAY
IED
SATISFIE
D
1
Salary
48
STRONGL
SATISFIE
D
28
16
satisfaction
4.12
Fringe benefits
12
56
28
NIL
Career
56
36
NIL
NIL
advancement
4
Corporate
MEAN
3.72
4.48
48
48
NIL
NIL
Referred by a 32
20
16
20
12
4.44
profile
5
friend
6
Advertisement
3.4
8
36
24
75
28
3.16
Companys
24
60
12
NIL
reputation as a
healthy
place
to work
8
4.04
Infrastructure
of
36
48
12
NIL
the
4.16
organization
9
Job challenges
44
36
20
NIL
NIL
4.24
10
Unemployment 12
24
16
28
20
2.8
11
Social
46
33
NIL
17
responsibility
12
Others
3.76
17
33
50
NIL
NIL
3.67
(specify)
ANALYSIS
Null Hypothesis H0: Salary satisfaction has no role in employee retention if mean
<4
76
Null Hypothesis H0: Fringe benefits has no role in employee retention if mean <4
Alternative Hypothesis Ha: Fringe benefits has role in employee retention if mean
>=4
Fringe benefits are not so important in employee retention. Therefore, here the
null hypothesis is accepted and alternative hypothesis is rejected as the mean is
3.72.
77
Null Hypothesis H0: Corporate profile has no role in employee retention if mean
<4
Alternative Hypothesis Ha: Corporate profile has role in employee retention if
mean >=4
Referred by a friend has no role in employee retention . Therefore, here the null
hypothesis is accepted and alternative hypothesis is rejected as the mean is 3.4
78
6.) ADVERTISEMENT
Null Hypothesis H0: Advertisement has no role in employee retention if mean < 4
Alternative Hypothesis Ha: Advertisement has role in employee retention if mean
>=4
is important in employee
retention Therefore, here the null hypothesis is rejected and alternative hypothesis
is accepted as the
mean is 4.04.
79
Null Hypothesis H0 : Job challenges has no role in employee retention if mean <4
Alternative Hypothesis Ha : Job challenges has role in employee retention if mean
>=4
10.)UNEMPLOYMENT
80
11.)SOCIAL RESPONSIBILITY
81
STRONGLY AGREE
AGREE
CAN'T SAY
DISAGREE
82
STRONGLY DISAGREE
S.
PARAMETER
Strongly
Agre
Can
Disagre
Strongl
agree
t Say
MEAN
Disagre
e
Skills
are
44
40
NIL
effectively used
2
Encourage
4.2
32
56
NIL
cooperation
3
4.12
Sufficient
resources
12
68
12
NIL
are
available
4
3.84
Work
12
environment
68
16
NIL
is
safe, comfortable
and
3.88
appropriately
equipped
5
Encouraged
to
24
60
16
efficient
ways to do my
83
NIL
NIL
work
6
4.08
Employees
are
28
52
12
NIL
4.00
Managers
are
available
to
discuss
job
related
issues,
28
52
12
NIL
4.00
when required.
8
Maintained
24
64
12
NIL
NIL
consistent
policies
and
4.12
practices
9
Recognized
32
48
16
NIL
employees
contribution
10
Work
load
4.08
is
12
52
24
12
NIL
of
NIL
20
64
3.64
reasonable
11
Lack
motivation
84
2.28
12
Uneasy
NIL
16
12
relationship with
52
20
2.24
mangers
ANALYSIS
Null Hypothesis H0 : Skills are effectively used has no role in employee retention
if mean <4
Alternative Hypothesis Ha : Skills are effectively used has role in employee
retention if mean >=4
Skills are effectively used is important in employee retention. Therefore, here the
null hypothesis is rejected and alternative hypothesis is accepted as the mean is
4.02.
85
Encourage cooperation has role in employee retention . Therefore, here the null
hypothesis is rejected and alternative hypothesis is accepted as the mean is 4.12.
Null Hypothesis H0: Sufficient resources are available has no role in employee
retention if mean <4
Alternative Hypothesis Ha : Sufficient resources are available has role in employee
retention if mean >=4
Resources availability has no role in employee retention. Therefore, here the null
hypothesis is accepted and alternative hypothesis is rejected as the mean is 3.64.
4.) WORK
ENVIRONMENT
IS
SAFE,
COMFORTABLE
AND
APPROXIMATELY EQUIPPED
86
Encouraged to develop new and more efficient ways to do work plays a important
in employee retention. Therefore, here the null hypothesis is rejected and
alternative hypothesis is accepted as the mean is 4.08.
87
Null Hypothesis H0: Employees are treated fairly and equally has no role in
employee retention if mean <4
Alternative Hypothesis Ha : Employees are treated fairly and equally has role in
employee retention if mean >=4
Employees
Managers are available to discuss job related issues, when required is important in
employee retention. Therefore, here the null hypothesis is rejected and alternative
hypothesis is accepted as the mean is 4.00.
88
89
Work load is reasonable has no role in employee retention. Therefore, here the
null hypothesis is accepted and alternative hypothesis is rejected as the mean is
3.64.
11.)LACK OF MOTIVATION
Lack of motivation is not important in employee retention. Therefore, here the null
hypothesis is accepted and alternative hypothesis is rejected as the mean is 2.28.
90
91
Strongly agree
Agree
Cant Say
92
Disagree
StronglyDisagree
Q.3. Does the Company, fulfill the following parameters in the performance of its
activities?
S.
NO
satisfied
Training
say
MEAN
dissatisfied
24%
56%
16%
4%
NIL
4%
48%
32%
16%
NIL
3.4
advancement
12%
56%
24%
8%
NIL
3.72
Salary treatment
16%
40%
32%
12%
NIL
3.6
48%
36%
4%
NIL
3.68
Working
&
development
programs
3
Opportunities for
conditions
16%
52%
16%
12%
4%
3.64
Working hours
8%
32%
24%
32%
4%
3.08
Co-workers
12%
64%
20%
4%
NIL
3.84
Supervision
28%
48%
20%
4%
NIL
10
Work culture
16%
56%
16%
12%
NIL
3.76
93
11
Open
to
suggestions
12
16%
56%
20%
8%
NIL
3.8
12%
52%
24%
13%
NIL
3.66
Communication
system
ANALYSIS
Null Hypothesis H0 :Duties of the job has no role in employee retention if mean <4
Alternative Hypothesis Ha :Duties of the job has role in employee retention if
mean >=4
Duties of the job is important in employee retention. Therefore, here the null
hypothesis is rejected and alternative hypothesis is accepted as the mean is 4.00.
2.) TRAINING AND DEVELOPMENT PROGRAMS
94
Null Hypothesis H0: Salary treatment has no role in employee retention if mean <4
Alternative Hypothesis Ha : Salary treatment has no role in employee retention if
mean >=4
95
Salary treatment is not important in employee retention. Therefore, here the null
hypothesis is accepted and alternative hypothesis is rejected as the mean is 3.6.
Benefit programs are not important in employee retention .Therefore, here the null
hypothesis is accepted and alternative hypothesis is rejected as the mean is 3.68.
Null Hypothesis H0: Working conditions has no role in employee retention if mean
<4
Alternative Hypothesis Ha: Working conditions has no role in employee retention
if mean >=4
96
Null Hypothesis H0: Working hours has no role in employee retention if mean <4
Alternative Hypothesis Ha: Working hours has no role in employee retention if
mean >=4
Working hours
8.) CO-WORKERS
Co-workers are not important in employee retention. Therefore, here the null
hypothesis is accepted and alternative hypothesis is rejected as the mean is 3.84.
97
9.) SUPERVISION
10.)WORK CULTURE
Null Hypothesis H0 : Work culture has no role in employee retention if mean <4
Alternative Hypothesis Ha :Work culture has no role in employee retention if
mean >=4
Work culture is not important in employee retention .Therefore, here the null
hypothesis is accepted and alternative hypothesis is rejected as the mean is 3.76.
11.)OPEN TO SUGGESTIONS
98
Open to suggestions is not important in employee retention Therefore, here the null
hypothesis is accepted and alternative hypothesis is rejected as the mean is 3.8.
12.)COMMUNICATION SYSTEM
99
Strongly satisfied
Satisfied
Cant say
100
Dissatisfied
Strongly dissatisfied
S.
PARAMET
Strongly
Agre
Cant
Disagre
Strongl
NO
ERS
Agree
say
MEAN
Disagre
e
1
Higher
36
40
12
12
NIL
52
32
16
NIL
NIL
pay/benefits
2
Better
job
prospects
3
4.36
Work-life
36
32
28
NIL
16
52
16
12
3.64
48
36
16
NIL
NIL
4.32
20
40
32
NIL
3.72
24
36
28
3.68
balance issues
4
Changing
management
strategies
Career
advancement
Family
and
personal
reasons
7
Boss attitude
101
Undefined
32
32
28
3.84
24
44
24
NIL
3.84
career path
9
Company
Instability
10
Low morale
20
40
24
16
NIL
3.64
11
Conflict with
16
48
24
4%
3.00
12
48
16
24
NIL
3.48
24
36
28
12
NIL
3.72
NIL
NIL
75
25
NIL
2.75
other
employees
12
Lack of team
work
13
No
recognition
and
devaluation
14
Others
(specify
102
ANALYSIS
mean is
4.00.
Better job prospects is important in employee retention. Therefore, here the null
hypothesis is rejected and alternative hypothesis is accepted as the mean is 4.36.
103
in employee retention
104
Family and personal reasons are not important in employee retention Therefore,
here the null hypothesis is accepted and alternative hypothesis is rejected as the
mean is 3.72.
105
Null Hypothesis H0: Boss attitude has no role in employee retention if mean <4
Alternative Hypothesis Ha :Boss attitude has no role in employee retention if
mean >=4
Boss attitude is not important in employee retention .Therefore, here the null
hypothesis is accepted and alternative hypothesis is rejected as the mean is 3.68.
Null Hypothesis H0: Undefined career path has no role in employee retention if
mean <4
Alternative Hypothesis Ha :Undefined career path
Undefined career path is not important in employee retention Therefore, here the
null hypothesis is accepted and alternative hypothesis is rejected as the mean is
3.84.
106
10.)LOW MORALE
Null Hypothesis H0: Low morale has no role in employee retention if mean <4
Alternative Hypothesis Ha :Low morale has no role in employee retention if mean
>=4
Low morale is not important in employee retention. Therefore, here the null
hypothesis is accepted and alternative hypothesis is rejected as the mean is 3.64.
Null Hypothesis H0: Conflict with other employees has no role in employee
retention if mean <4
107
Conflict with other employees has no role in employee retention .Therefore, here
the null hypothesis is accepted and alternative hypothesis is rejected as the mean is
3.00.
Null Hypothesis H0: Lack of team work has no role in employee retention if mean
<4
Alternative Hypothesis Ha : Lack of team work has no role in employee retention
if mean >=4
Lack of team work is not important in employee retention .Therefore, here the null
hypothesis is accepted and alternative hypothesis is rejected as the mean is 3.48.
108
109
Strongly Agree
Agree
Cant say
110
Disagree
Strongly Disagree
FINDINGS
Corporate culture, hiring promotion and training practices influence nonmanagement employee retention.
Employees who had a positive experience with regards to working hours, sense
of fulfilment with their jobs and higher level of job satisfaction are more likely to
stay with their current employer.
The organization focus on the hiring and promotion of their employees.
Organization mission, goals, direction and employees recognition reward and
compensation were found to positively reduce non-management employee
turnover.
LIMITATIONS
Time constraint.
Bias and irrelevant data.
Data collected mainly from secondary sources.
The result would vary according to the individual as well as time.
111
RECOMMENDATIONS
112
CONCLUSION
113
BIBLOGRAPHY
Books referred:
T.N.CHABRA(HUMAN RESOURCE MANAGEMENT
H John Bernadin., Human Resource Management, Tata McGraw Hills
Websites referred:
http://retention.naukrihub.com/high-level.html
http://www.hr-guide.com/data/215.htm
http://www.videoconworld.com/
http://www.videoconworld.com/consumer-durables/ac/productrange/index.php
http://vanno.com/
http://www.about-fmcg.com/What-is-FMCG/FMCG-industry-facts
http://www.shrmindia.org/knowledge-center/talent-developmentengagement-and-retention/talent-engagement-and-retention/employeeretention-%E2%80%93-measures-and-strategies
http://retention.naukrihub.com/attrition-rate-in-fmcg.html
http://www.mbaskool.com/business-concepts/human-resources-hrterms/2695-employee-retention.html
114
ANNEXURE
QUESTIONNAIRE
Personal details
Less
1-3
4-6
7-9
More
than
years
years
years
than 9
1year
years
DESCRIBE
YOUR
POSITION
WITH
THE
COMPANY,
DEPARTMENT:
reputation
as
115
say
Disagre Strongly
e
disagree
WHAT
IS
OPINION,ABOUT
YOUR
Strong
Agr
Cant
Disagr
Strongl
YOUR
ly
ee
Say
ee
JOB PROFILE
agree
disagre
e
)
2)
Encourage cooperation
3)
Sufficient
resources
are
available
4)
5)
116
7)
8)
Maintained
consistent
Recognized
employees
contribution
10 Work load is reasonable
)
11 Lack of motivation
)
12 Uneasy
relationship
with
managers
Satisfi
Cant
Dissati Strongl
ed
say
sfied
satisfie
dissatis
fied
117
&
development
3) Opportunities
for
programs
advancement
4) Salary treatment
5) Benefit programs
6) Working conditions
7) Working hours
8) Co-workers
9) Supervision
1
Work culture
0)
1
Open to suggestions
1)
1
Communication system
2)
Cant
Disagre
Strongl
say
LEAVE
THE
disagre
118
ORGANISATION
1)
Higher pay/benefits
2)
3)
4)
Changing
management
strategies
5)
Career advancement
6)
Family
and
personal
reasons
7)
Boss attitude
8)
9)
Company Instability
10 Low morale
)
11 Conflict
)
with
other
employees
recognition
and
devaluation
14 Others (specify):
)
119
SIGNATURE:
DATE:
120