REPORT ON

TO STUDY ON EMPLOYEE LOYALTY

AT INFOWIZ Group.
INFOWIZ
A training report submitted in partial fulfillment of the requirement
for the degree of
MASTERS OF BUSINESS ADMINISTRATION

Submitted by: YOGENDRA KUMAR SHUKLA

MBA – (SEM) 3th
College Roll no.: 19-MBA-4248

RIMT UNIVERSITY,MANDI GOBINDGARH,PUNJAB

1
 STUDENT’S DECLARATION

I hereby declare that the project entitled “Employee Loyalty towards INFOWIZ” is a
record of independent research work carried out by me during my Internship Training.
The material provided in this report is original and has not been submitted anywhere for
any other diploma or degree. The project report is the result of my own hard work and
self belief.

Name:
Yogendra Kumar Shukla

2
 PREFACE
This project report mainly focuses on identifying study Employee Loyalty
towards INFOWIZ in the market. I was assigned a region Bathinda in which I have to
scan the whole market doing a market research finding various factors due to which the
sale of INFOWIZ.
For this I have formulated a questionnaire with the help of which I can clearly
evaluate those factors qualitatively and can come to a conclusion. In this questionnaire
the retailers were asked questions. The major finding of this research is Employee
Loyalty for INFOWIZ.
Also some recommendations are suggested to the organization which I think
would be beneficial to the organization to get back its lost customers. It can be achieved
by coming out with some schemes for the customers which could benefit the customers in
monetary form. The organization can also focus on maintaining the quality till it reaches
the end customers. For this purpose they can have a organized structure for the
distributor.
During this whole training I got lot of experience and came to know about the
management practices in real that how it differs from those of theoretical knowledge and
the practically in the real life.

3
 ACKNOWLEDGEMENT
It is proud of my privilege & pleasure to express my deep sense of gratitude to my
training guide Ms. Nandini Garg Manager, INFOWIZ, Bathinda for her help, valuable
guidance & constant encouragement to complete the study “Employee Loyalty towards
INFOWIZ”. I am thankful to all teaching staff of our institute who has rendered their
invaluable guidance & assistance time to time.
I also want to thank all the staff & employees of our organization because without
the help & support of them, I can’t be able to complete my training report. And I would
like to thank Dr. Rajiv Maheshwary for their guidance.

Name:Yogendra Kumar Shukla

4
TABLE OF CONTENTS
CHAPTE PARTICULARS PAGE
R NO. NO.
Chapter-1 Company profile and Introduction to the Topic 5-25

Chapter-2 Objectives of the study 26

Chapter -3 Scope of study 27

Chapter -4 Research Methodology 28

Chapter -5 Analysis & Interpretation of the study 29-40

Chapter -6 Findings of the study 41

Chapter -7 Suggestions & Recommendations 42

Chapter -8 Conclusion 43

Appendices (Questionnaire) 44-46

Bibliography 47

5
 CHAPTER 1- INTRODUCTION
1.1. ABOUT COMPANY
INFOWIZ is a nationally recognized IT company which is committed to provide
highly customized integrated IT solution to clients and also renowned for superior
training programs delivered by an enviable team of qualified experts and highly
experienced trainers.

INFOWIZ is an 8 years young organization which has won the NATIONAL

AWARD for 2 consecutive years 2014-15 and 2015-16 for BEST Industrial
Training from Hon’able GOVERNOR of Punjab and Haryana Sh. Kaptan
Singh Solanki. INFOWIZ is a member of Confederation of Indian Industry (CII
membership number- N4654P) and also with an ISO Certification which has
been working in the field of CSE, IT, ECE, MECHANICAL, CIVIL and EE,
BBA & MBA.

Our skilled team of professionals make sure that the product is developed as per
the customer’s needs and keeping the customer informed about the development of
their project from time to time. In INFOWIZ our Research & Development arm
offers SEO tools for SEM professionals.

INFOWIZ also provides Technical Support & Consultancy to Software

Companies like JIA Group, Newzealand, Sagitech solutions Panchkula, Jarc
infotech Mohali, Infonet Solution, Delhi etc.

6
Company Strategy

Purpose: - To be a leader in IT industry by providing enhanced services

relationships and profitability. We continuously strives to deliver exceptional
services and achieve excellent results throughout different sectors.

7
Our Mission

To grow through creativity invention and innovation and to build long term
relationships with our clients and provide exceptional customer services by
pursuing business through innovation and advances technology.

OUR VISSION

Our vision is to be recognized as a leading provider of quality services that exceed

the expectations of our esteemed clients.

OUR VALUES

 Putting Customers First.

 Taking pride in what we do.
 Respecting Others.
 Striving to be the Best.
 Acting with Integrity.

Our Hottest Clients & Projects:-

PROJECTS URL's COUNTRY

Viva Sales www.infowiz.in/vivasales UK

Mds Creative www.mdscreative.com Germany

Liddle TV www.filmon.com UK

Paradigms(Android) Running Australia

8
 Printcost www.popgraphics.net UK

PSTDO Bootstrap www.bootstrap.achieversperfect.com USA

Essencesoftwares www.essencesoftwares.com Australia

Dashboard(Wordpress) Running USA

Realstate www.realestate.infowiz.in Russia

Dealpartners(WordPress) www.dealpartners.co.uk.gridhosted.co.uk UK

Littletonvineyard www.littletonvineyard.net USA

Gpakoffshore www.gpakoffshore.com UK

OUR TEAM:-

Real Generosity toward the future consists in giving all to what is present.
INFOWIZ’s consultative approach can transform your challenge into dynamic business
positives.
1) Mr. Kamaljot Kansal
(C.E.O)
He is the backbone of INFOWIZ and a man with more than 11 year rich practical
experience; who believes the Idea that “if you don’t design your own life plan chances
are you will fall into someone else plan”.
2) Dr. Seema Kansal
(Managing Director)
A woman believes that "the harder you work the luckiest you become." She has more
than 8 years experience in Business Field .

9
3) Mr. Rajeev Nayyar
(General Manager)
A man who strongly feel that " opportunities Don't happen, you create them ". A
very committed team leader who has been professionally attached with Multinational
companies for more than 18 years and has lead the marketing teams in all states of North
India.
4) Mr. Surneel Goyal
(Branch Manager)
A man who believes that "Things work out best for those who make the best of how
things work out." He has more than 4 years solid industrial experience in a software
companies & is very dashing and innovative in His technical approach.
5) Ms. Urvashi
(Dean Academics)
A woman who posses element of talent which is the most crucial ingredient of recipe
of success. She has more than 3 years experience in business development.
6) Er. Vishal Goyal
(Head & Technical Advisor at US Branch)
He has more than 10 years industrial experience in US and smooth handling of the
entire US business.

7) Er. Yukti Jindal

(Center Head- US Branch)
A woman who firmly believes that "In life, where you reach largely depends upon
where you start." She joined this branch in the year 2007 and has given her immense
inputs in bringing the company to its present status.
COURSES Offered :
For CSE/IT/MCA Professionals:-

1) Web Development in PHP with LIVE Projects

2) Web Development in .NET with LIVE Projects
3) JAVA (Core as well as Advance ) with LIVE Projects

10
 4) Android Applications with LIVE Projects
5) Web Designing (Photoshop, Coral Draw)
6) C#, Console Applications, VB.NET, ASP.NET
7) MySQL, SQL, ORACLE
8) Networking (MCSE, CCNA, RHSE)
9) SEO (Search Engine Optimization)

For ECE/EE/EIE Professionals:-

1) Robotics With Live Project

2) VLSI-VHDL with Live Project
3) Embedded System Design with Live Project
4) Microcontroller with Live Project
5) Microprocessor with Live Project
6) PCB Designing
7) AVR & PIC Family
8) PCB and layout designing
9) AUTOMATION with Live Project
10) Project development with ARM processors
For MECHANICAL Professionals:-
1) AUTOCAD (2D)
2) AUTOCAD (3D)
3) SOLIDWORKS
4) CATIA
5) PRO-E
6) NX-Cam
7) CNC PROGRAMMING
8) 3D-PRINTING
9) MANUFACTURE PROCESS (MP)
For CIVIL Professionals:-
1) AUTOCAD (2D)
2) AUTOCAD (3D)

11
 3) STAAD-PRO
4) REVIT
5) 3Ds-MAX
6) STRAP
FOR BBA/MBA :-
1) MARKETING.
2) HR.
3) FINANCE.

Our core strength is our timely, technically and cost effective project delivery. We also
provide customers with designs as per their demands. INFOWIZ also provide Industrial
Training of 6 Weeks & 6 Weeks to B.Tech & MCA students. We help students in
building their career.

SERVICES OF INFOWIZ

1. INFOWIZ
Technology today is so dynamic that keeping pace with it is not possible for internet
businesses without professional help. INFOWIZ helps bridge that gap, efficiently and
effectively. Our solutions are aimed at maximizing desired outcomes and positioning
businesses at the apex of competition. Innovative in approach and thorough in execution,
our results are simply matchless

• Website development

• Web development

• Digital Marketing

• SEO

 Website development

12
Developing a Website involves a lot of activities before launching it to World Wide Web.
While developing a website we have to also keep all the Web development tools and
platforms in mind in order to deliver the Best website to each of our customer. We have
always heard about the next generation Web development tools and technology that
strongly reflects the future of this industry. We consider everything that is required in
developing a user-friendly and SEO friendly website. We at INFOWIZ  lead all our
competitors and offers wide range of Customized website development solutions.

 Software development

INFOWIZ  is a software company that focuses on highly qualitative, timely delivered
and cost effective software development. With a rich and varied experience in providing
software development and project management capabilities and stringent quality
standards ensure us to develop solutions that give your business an edge over your
competitors. Our global software model makes sure we deliver maximum targeted result
to You.

 Digital Marketing

13
If you have been looking for a professional and experienced Digital marketing Agency,
consider INFOWIZ . We have services that are focused on marketing solutions which
aim towards various digital formats popularly used by people to access information and
news. We can combine traditional marketing processes with modern technology that
enables businesses to engage and influence target audience and draw attention. We create
an End-to-End Digital Strategy for Your Brand: We Create category leading digital
presence with Ideas conceptualized, crafted and executed online strategy that covers all
digital media services.

 Domain and Hosting Services

INFOWIZ  is one of the top web hosting and domain registration company in North
India. We are one of the best, reliable & affordable hosting companies operated in India
using cutting edge technology available. There are number of choices available for
Domain Registration and Hosting Services. This should be backed up by amazing value
added services which includes excellent customer support. INFOWIZ  Web Hosting
Company in India provides you all this and much more. We even help you set up your
emails. We have become one of the best companies in the hosting industry by providing

14
support and reliable services that have been well appreciated by our customers. We also
has a strict policy of NO Hidden Charges, NO Extra Fee and NO set up charges.

 SMS/Email Marketing

INFOWIZ  would like to introduce you our bulk SMS/Email service that helps you to
expand your business's ability across India. SMS/Email Marketing Service helps you to
inform news, promotions, or activities, from your business direct to the right target of
your customers. With BULK SMS/Email Marketing service, you can save costs from the
advertising program, and improve your Marketing plan through this efficient system.
SMS/Email Marketing service is the best choice for you to enhance your business's plan,
and increase more opportunities and channels for your business to reach the goal
successfully
3. INFOWIZ Educational Services
Our experience has enabled us to provide productive & effective skills according to latest
trend for Student’s Career in various sectors. We also provide certified courses in
different Fields. Here, Students enter as a novice and Leave as experts.
• Certified Course in Human Resource Management

• Certified Course in Retail Management Marketing

• Certified Course in Web Development

• Certified Course in Digital Marketing

• Certified course in Marketing Management

• Certified course in Social Media Marketing

15
 Certified Course in Human Resource Management

This is a specialized management program with a clear cut focus on the Human Resource
Management as one of the most important functions in an organization. Human resource
management is a process of bringing people together so that the goals of the organization
can be achieved. This program helps the candidate to understand the role of the HR
Manager in this ever growing competitive industry. It is a program which should be done
by candidate who wants to pursue their career in Recruitment, Training and
Development. 

 Certified Course in Retail Management Marketing

The certificate program is the right course for aspirants who would like to become retail
professionals at supervisory levels and those who own or manage a retail business. The
one year program will introduce participants to various aspects of professional retailing.
The curriculum has been designed by professionals and includes sessions in theory and
practical applications in a balanced measure. 

 Certified Course in Web Development

16
Every industry & organization requires a web presence these days, which has created a
huge demand for qualified & skilled web developers. It is a career program designed to
equip you with the professional skills required to secure successful jobs or freelancing
opportunities in the growing web development industry. This program trains you in best
industry practices for developing dynamic websites, database design & programming. 
Web development can involve development of a single web page or complex online
shopping websites, company websites and numerous other types of websites. As a web
developer you will develop & design websites and ensure their proper functioning
through programming languages. 

 Certified Course in Digital Marketing

The course is a practical guide to use digital marketing to effectively reach out to your
internet audience while building your brand and generating sales. The course structure is
an integrated module covering all the aspects and concerns of the modern Digital
Marketing industry. 

 Certified course in Marketing Management

17
Marketing Management is designed to serve as an introduction to the theory and practice
of marketing. Students will improve their ability to develop effective marketing strategies
and assess market opportunities, as well as design strategy implementation programs. In
addition, students will have the opportunity to communicate and defend their
recommendations and build upon the recommendations of their peers. 

 Certified course in Social Media Marketing

Aimed at professionals looking to gain a greater understanding of how to utilize online

social media strategies, this short course teaches the essential skills behind creating and

managing effective social media campaigns. The course explains how to use sites like

LinkedIn, and Google+ for marketing purposes, and covers the basic guidelines of

effective blogging, Tweeting and posting. 

1.2 INTRODUCTION ABOUT TOPIC

Talented men leave. Dead wood doesn't.

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In today’s competitive business environment, employees can “make or break” an
enterprise when it comes to intellectual property (IP) protection.  While there are several
legal and technical mechanisms that can be put in place for protecting IP assets of
enterprises, employee loyalty remains one of the biggest challenges faced by enterprises
in protecting their IP.  This project describes the need for enterprises like INFOWIZ to
build strong employee loyalty as a key element in their strategy for protecting trade
secrets.  The project draws attention to the principle ways that could be followed to
obtain trust and commitment from employees, thus discouraging them from unauthorized
disclosing the trade secrets of an enterprise.
Philosophically, employee retention is important; in almost all cases, it is
senseless to allow good people to leave your organization. When they leave, they take
with them intellectual property, relationships, investments (in both time and money), an
occasional employee or two, and a chunk of your future. Employee Retention Strategies
helps organizations provide effective employee communication to improve commitment
and enhance workforce support for key corporate initiatives. We also provide full support
for your marketing-communication efforts by helping you build customer loyalty by
distinguishing and positioning your organization’s unique products and services in
today’s crowded marketplace.

Loyalty
Loyalty is Willingness to make an investment or personal sacrifice to strengthen a
relationship.
Fred Reichheld
Loyalty is faithfulness or a devotion to a person, country, group, or cause.
(Philosophers disagree as to what things one can be loyal to. Some, as explained in more
detail below, argue that one can be loyal to a broad range of things, whilst others argue
that it is only possible for loyalty to be to another person and that it is strictly
interpersonal.)
There are many aspects to loyalty. John Kleinig, professor of Philosophy at City
University of New York, observes that over the years the idea has been treated by
creative writers from Aeschylus through John Galsworthy to Conrad, by psychologists,
psychiatrists, sociologists, scholars of religion, political economists, scholars of business
and marketing, and — most particularly — by political theorists, who deal with it in
terms of loyalty oaths and patriotism. As a philosophical concept, loyalty was largely
untreated by philosophers until the work of Josiah Royce, the "grand exception" in
Kleinig's words John Ladd, professor of Philosophy at Brown Universitywriting in the
Macmillan Encyclopaedia of Philosophy in 1967, observes that by that time the subject
had received "scant attention in philosophical literature". This he attributed to "odious"
associations that the subject had with nationalism, including the nationalism of Nazism,
and with the metaphysics of idealism, which he characterized as "obsolete". He argued

19
that such associations were, however, faulty, and that the notion of loyalty is "an essential
ingredient in any civilized and humane system of morals" Kleinig observes that from the
1980s onwards, the subject gained attention, with philosophers variously relating it to
(amongst other things) professional ethics, whistleblowing, friendship, and virtue theory.

What is an Organization?
A set up where individuals come together and work in unison to achieve a
common goal is called as organization. Individuals working together in an organization to
earn their bread and butter as well as make profits are called employees. Employees are
the lifeline of an organization and contribute effectively to its successful running and
profit making.

An organization can’t survive if the employees are not serious about it and are
more concerned about their personal interests.

Employee Loyalty
Employee loyalty can be defined as employees being committed to the success of
the organization and believing that working for this organization is their best option. Not
only do they plan to remain with the organization, but they do not actively search for
alternative employment and are not responsive to offers.
Employee loyalty as defined above is more than just tenure with the same
organization. It is about wanting to be there too. Said in this way, the leap from
employee loyalty to customer loyalty and ultimately, business success should no longer
be a stretch.

20
Importance of Employee Loyalty
Employees are a vital resource for nearly all organizations, especially since they
represent a significant investment in terms of locating, recruiting, and training let alone
salaries, healthcare plans, bonuses, etc.
There is considerable expense for replacing an employee whether it is the shoe
salesman who sold you your last pair of cross trainers or the lawyer who wrote your will.
Most managers do not realize how expensive losing workers can be. Of course,
we’re talking about the expense of losing ‘good’ workers, those who do their jobs well
and are productive. Anything less than a loyal, productive worker will cost a company;
which is why performance goal setting and review are so important for weeding out the
‘bad’ ones; or for providing additional training and support to those who can be
developed or rehabilitated.

21
But there is more than just the replacement expense when a desirable employee leaves.
Employees are pivotal in creating and delivering value to the customer, especially when
doing so by effectively implementing the organization’s business model.
In fact, for many customers, the employee is the organization!!
Consider all the ways in which employees can affect the customer’s experience, internal
process and operations, and, ultimately, organizational performance. Here are just a few
examples of the choices and decisions made by employees:
 Should I recommend my employer to prospective employees as a good
place to work?
 Would I enthusiastically recommend our products/services to potential or
existing customers?
 Do I take pride in my work and give it my best effort?
 Do I follow established processes to work efficiently and effectively?
 Do I look for ways to increase product/service quality and organizational
efficiency?
Employees affect their employer’s costs and revenues, in both direct and indirect
ways. Clearly, it is in the employer’s best business interests when employees answer any
of the above in favor of the organization. We know from the many quantitative studies
conducted by the Loyalty Research Center, employee commitment and loyalty to the
organization will impact how they answer. It is important that organizations take actions
to manage the strength of their relationships with employees, actions that increase
organizational commitment and loyalty. But how does an employer know what actions to
take or even where their employees stand today?

Conducting Employee Loyalty Analysis

Similar to customer loyalty, employee loyalty cannot be determined through
direct questioning. Nor can it be assumed by whether or not the employee is today an

22
active employee. We know that loyalty is more than simply behavior…just as it is with
customer loyalty.
Although challenging, measuring employee loyalty is possible. By using valid
measurement techniques and a model that has been tested and proven to explain loyalty,
an organization can determine whether there is an employee loyalty problem. The model,
developed by the Loyalty Research Center, not only includes information that identifies
loyalty levels, but also contains specifics about the employee relationship that can be
used to identify actions to take to improve current loyalty levels. The three components
to employee loyalty analysis include:
 Constructing the employee loyalty profile
 Understanding employees’ perspectives and perceptions of the
relationship with their employer
 Determining the extent to which the organization can enhance
relationships with their employees and ‘migrate’ them to higher levels of
loyalty

A loyalty profile assigns each employee to a segment based on the strength of

their relationship with the organization. The Loyalty Research Center applies a tested
segmentation scheme which categorizes employees into any one of three groups: Loyal,
Neutral, or Vulnerable.
Employees in the Loyal segment exhibit behaviors that every organization values.
It isn’t difficult to convince an employer that Loyal employees are desirable. Of course,
it must be added that these loyal employees must also be ‘desirable’. They must perform
and be productive. Performance targets and measurement systems that are consistently
and regularly implemented can support an organization’s efforts to maintain a highly
productive and committed workforce that is focused on the customer.
Employees who fall in the Neutral category are what they sound like – middle of
the road with respect to their commitment to the employer. It is with these employees,
that the company will want to do what it takes (within business reason) to migrate them
to the loyal segment, if they are deemed ‘desirable.’
On the other hand, Vulnerable employees are likely to leave the organization, at
some future point, and in the meantime may ‘poison’ those around them – including the
customers they touch. Most organizations will want to migrate or terminate Vulnerable
employees as soon as possible. Depending on the degree of anonymity promised and/or
the follow-up agreements that may take place, the organization will need to carefully
think through its options. Minimizing the percentage of Vulnerable employees should be
a strategy for improving overall employee satisfaction and productivity. Not only will
other employees benefit from their departure, but the customers’ experiences are likely to
improve as well.
What is Employee Retention?

23
 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 organization is completely at loss when the
employees leave their job once they are fully trained. Employee retention takes into
account the various measures taken so that an individual stays in an organization for the
maximum period of time.

24
ERC's Retention Model

Employee Retention Connection's decades of applied organizational experience indicate

three primary drivers of employee retention:

1: Stimulating Work

 Variety of assignments
 Autonomy to make decisions
 Resources and support provided to do good
work
 Opportunity to learn
 Feedback on results
 Understanding the significance of one's
personal contributions

2: Motivational Leadership

 Champion change and are open to new ideas

 Inspire a share vision of organization direction
 Motivate and recognize contributions
 Develop the capabilities of others
 Model behavior that reflects organization values

3: Recognition & Reward

 Say "Thank you" for a job well done

 Reinforce desired behaviors
 Create an emphasis and focus on recognition
 Celebrate successes
 Build self-esteem
 Enhance camaraderie and teamwork

25
Integrated System for Retaining Employees

The Employee Retention Connection transforms your organization culture and enhances
your competitive edge through the following five-phased approach:

Phase 1: ERC begins by analyzing your organization's motivation and retention culture
through surveys and focus groups. What are the motivating and demotivating aspects of
your culture?

Phase 2: ERC next designs high-involvement job and work assignments that include:

 Wide variety of tasks and skills

 Opportunities to learn
 Authority to make decisions
 Feedback on results
 Resources and support to be successful

 Phase 3: ERC trains supervisors and managers in proven methods of motivational

leadership:

 Inspiring a shared vision and direction

 Developing the capabilities of others
 Promoting organizational change
 Recognizing and appreciating employee contributions
 Serving as a role model

Phase 4: ERC delivers a plan for employee career paths and skill building:

 Designing career paths, not necessarily up the organizational chart

 Identifying core competencies for different career paths
 Planning training and other opportunities to build competencies
 Mentoring for employee direction

Phase 5: ERC builds a tailored reward and recognition system to fit your organization's
culture:

 Identifying activities, attitudes and contributions to be recognized and rewarded

 Matching reward and recognition options to performance contributions
 Establishing specific motivational approaches for retaining employees

26
 Chapter 2- Review of Literature

The review of the related literature on the title unanimously acknowledges that
successful organizations share a fundamental philosophy of valuing and investing in their
employees (Maguire, 1995; Annand, 1997) and managing retention of promising
employees’ is considered as fundamental of mean of achieving competitive advantage
amongst organization (walker, 2001). Aliya and Fariduddin (2003), found the findings
tend to prove the hypothesis that the factors leading to positive attitude and those leading
to negative attitudes are different. It could also be said that the categories mentioned by
the content analysis technique are mostly applicable in our environment. The major drift
is seen in low feelings where some categories were added to record the responses. Only
one part of the original research has been replicated for the study; the extension of this
study is also possible were the responses could be coded as the sequences mentioned in
the original research. The study makes an original contribution to the study of retention
among Pakistani Professionals. It is hoped that it will lead to similar works in future,
particularly with respect to research areas identified herein.
Kehr (2004), explains that the implicit retention factors in spontaneous,
expressive and pleasurable behavior and can be divided into three variables; power,
achievement and affiliation. Power refers to dominance and social control. Achievement
is when personal standards of excellence are to be met or exceeded and affiliation refers
to social relationships which are established and intensified. Implicit and explicit
retention factors relate to different aspects of the person, but both are important
determinants of behavior.
Previous researches suggested several factors which play pivotal role in employee
retention Cappelli (2000). The factors which are considered and have direct affect are;
career opportunities, work environment, work life balance, Organizational justice, and
existing leave policy and organization image. Employees are stay and loyal with such
organization where employee have value, sense of pride and work to their full potential
Cole (2000). The reasons to stay employee in organization are organization reward
system, growth and development, pay package and work life balance.
Employees retaining is the most imperative target for the organization because
hiring of qualified candidate is essential for organization but their retention is more
important than hiring, because a huge amount is spending on the orientation and training
of the new indicated employees. Research finds that the cost of replacing of old
employees with new is estimated up to twice the employee annual salary. When
Employee leaves the job, organization lost not only employee, but also lost the customers
& client who ware loyal with the employee, knowledge of production, current projects,
competitor and past history of the organization

27
 Organizations make enormous efforts to attract handfuls of employees and sustain
them in the organization. In today’s business scenario only high salary and designation is
not significant for employees to retain them in the organization, but others factors also
play important role in their retention. The intent of this research is to how the
organizations retain the talented employees in the organization focusing on the factors i.e.
career development, leave policy, leadership style, work environment, remuneration &
rewards, Organization Justice, and performance appraisal, and this research also helpful
to know the determent that why employees leave the organization.

28
 CHAPTER 3-OBJECTIVES OF STUDY

Primary Objective
 The primary objective of the study is to identify the Employee Loyalty in
INFOWIZ.
Secondary Objective
The secondary objectives are,
 To identify the support working conditions in INFOWIZ

 To know the welfare measures

 To study the organisational policy

 To analyze the organizational culture in INFOWIZ

 To analyze the employee engagement in INFOWIZ

 To study and understand the job satisfaction among the employees.

 To study the relationship between the personal factors of the employee
(Income, Designation, Educational qualification, Gender, etc…)
 To study the various factors which influence job satisfaction and satisfaction
from the company.

29
 CHAPTER 4-SCOPE OF THE STUDY
 The study is intended to evaluate Loyalty of employees in the organization.
.

30
 Chapter-5 RESEARCH METHODOLOGY

Research Problem
Research problem is backbone of a research. Without knowing the problem solutions can
not be opted.. The research statement describes the research problem. The research
statement of this research is “Employee Loyalty in INFOWIZ “
Now knowing the questions fields on which answer are seek must be known. The
question arises on this research statement are:-
 Is it true that Employee are no more loyal to their Company?

 What are the factors dealing this?

 How this can be resolved?

For the above questions a good research methodology is required to seek answers
which is described blow.

METHODOLOGY
The procedures by which researchers go about their work of describing, explaining
and predicting phenomena are called methodology. Methods comprise the procedures
used for generating, collecting and evaluating data. Methods are ways of obtaining
information useful for assessing explanations.
Geographical Area Covered
The survey was conducted in INFOWIZ, Bathinda.

Method of Data Collection

Sources used for collecting the data are
Primary Data
Information obtained directly from the mechanics and during the course of
action is termed as primary data.
Secondary Data
Secondary data was collected with the help of company records.
Research Design
The type of research used in this project is descriptive in nature. Descriptive
studies aim at portraying accurately the characteristics of a particular group or situation.

Sampling Design
Sample size
The sample size for the study is 100 respondents

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Sampling procedure
The sampling techniques used in the study is non-probability convenience sampling
adapted and used for the study
Convenience sampling
Convenience sampling as the name implies is based on the convenience of the
researcher who is to select a sample. This type of sampling is also called accidental
sampling as the respondent in the sample are included into merely on account of their
being available and the spot where the survey is in progress. Many times the researcher is
work under certain constraints.
Period of study
The period of the study is 6 WEEKS
Research Instrument
The instrument used by the researcher to collect the information is through the
questionnaire method.
Questionnaire method
The form of the question may be either closed (i.e. ‘Yes’ or ‘No’ type) or
open (i.e., inviting free response) but should be stated in advance and not constructed
during questioning.
I have prepared a questionnaire with both closed and open structure.
TOOLS
 Percentage analysis

 chi-square test as a non-parametric test

Percentage analysis
The expression of date in terms of percentages is one of the simplest statistical
devices used in the interpretation of business and economic statistics percentage is useful
chiefly for the purpose of aiding comparison. A percent is the number of hundred parts on
number is of another. Using the algebraic notation in which
P% represent the number of parts of 100, i.e. percentage to represent the base
used for comparison, b1 represents given data to be compared with the base then the
percentage of the given number in the base may be defined as
P% = b1/b0*100
Generally percentages are recorded to one decimal place, sometimes to grasp the
relationships. Whole percentages should not be calculated if the absolute number is small,
especially if the base is appreciably less than 100.

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 Chapter-6 DATA ANALYSIS & INTERPRETATIONS

1.Age
TABLE 1: AGE OF THE RESPONDENTS
Scale No. of Respondents Percentage
FIGURE 1: Below 30 45 45% AGE
OF THE
31 to 40 40 40%
Above 40 15 15%
RESPONDENTS

Table-2

INTERPRETATION
The table shows that 45% of the respondents’ age is below 30, 40% of them are
between 31 and 40 years of age and the remaining 15% are above 40 years of age.

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2 Monthly Income
TABLE- 2: MONTHLY INCOME
Scale No. of Respondents Percentage
FIGURE 2: MONTHLY
INCOME Below Rs.10000 20 20%

10000-15000 45 45%
15000-25000 35 35%

INTERPRETATION:
The table shows that the 20% of the respondents’ monthly income is below 10000,
45% of the respondents’ monthly income ranges from 10000 to15000 and remaining 35%
of respondents’ income ranges from 15000 to 25000.

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3 Education Level
TABLE 3: EDUCATION LEVEL
Scale No of Respondents Percentage

Degree 35 35%

PG 45 45%

Others 20 20%

FIGURE 3: EDUCATIONAL LEVEL

INTERPRETATION:
The table shows that 35% of the respondents’ educational level is degree, 45% of
the respondents’ educational level is PG and remaining 20% of the respondents have
other educational qualifications.

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4 Working Level
TABLE 4: WORKING LEVEL
Scale No. of Respondents Percentage
Admin 45 45%
Team leader 35 35%

Developers 20 20%

FIGURE 4: WORKING LEVEL

INTERPRETATION:
The table shows that the 45% of the respondents’ working level is admin, 35% of
the respondents are team leaders and remaining 20% of the respondents are developers.

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5 Relationship with Supervisor
TABLE 5: RELATIONSHIP WITH SUPERVISOR
Scale No. of Respondents Percentage

Cordial 55 55%

Moderate 20 20%

Not moderate 25 25%

FIGURE 5: RELATIONSHIP WITH SUPERVISOR

INTERPRETATION:
The table shows that 55% of the respondents have cordial relationship with the
supervisors, 20% of the respondents have moderate relationship and remaining 25% of
the respondents do not have a cordial relationship.

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6 Satisfaction on Target Related Incentives
TABLE 6: SATISFACTION ON TARGET RELATED INCENTIVES
Scale No. of. Respondents Percentage
Satisfactory 54 54%
Neutral 36 36%
Not Satisfactory 10 10%
FIGURE 6: SATISFACTION ON TARGET RELATED INCENTIVES

INTERPRETATION:
The table indicates the respondents’ satisfaction on target related incentives. The
above table shows that 54% of the respondents are satisfactory with the incentives, 36%
of the respondents are neutral and remaining 10% of the respondents are not satisfied
with the incentives.

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7 Grievance handling system
TABLE 7: GRIEVANCE HANDLING SYSTEM
Scale No. of Respondents Percentage
Yes 54 54%
No 46 46%

FIGURE 7: GRIEVANCE HANDLING SYSTEM

INTERPRETATION:
This table indicates the response of the respondents regarding grievance handling
system. From the table, 54% of the respondents have said that there is a grievance
handling system and 46% of the respondents have said ‘No’

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8 Responsibility for Job
TABLE 8: RESPONSIBILITY FOR JOB
Scale No. of. Respondents Percentage
Yes 86 86%
No 14 14%
FIGURE 8: RESPONSIBILITY FOR JOB

INTERPRETATION:
This table indicates the respondents’ responsibility for job. The above table
shows that 86% of the respondents have said ‘Yes’ and 14% of the respondents have said
‘No’.

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9 Relationship with Co-workers
TABLE 9: RELATIONSHIP WITH CO-WORKERS
Scale No. of Respondents Percentage
Good 45 45%
Cordial 25 25%
Co-operative 15 15%
Not co-operative 15 15%
Figure 9: RELATIONSHIP WITH CO-WORKERS

INTERPREATION:
This table indicates the respondents’ co-works. The above table shows that 45% of the
respondents have said ‘good’, 25% of the respondents have said ‘cordial’, 15% of the
respondents have said ‘co-operative’, 15% of the respondents have said ‘not co-
operative’.

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10 Accident Compensation Paid
TABLE 10: ACCIDENT COMPENSATION PAID
Scale No. of Respondents Percentage
Yes 88 88%
No 12 12%

FIGURE 10: ACCIDENT COMPENSATION PAID

INTERPRETATION:
This table indicates the respondents accident compensation paid. The above table
shows that 88% of the respondents have said ‘yes’, 12% of the respondents have said
‘No’

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11Welfare Measures Available

TABLE 11: WELFARE MEASURES AVAILABLE

Scale No. of. Respondents Percentage
Yes 90 90%
No 10 10%
FIGURE 11: WELFARE MEASURES AVAILABLE

INTERPRETATION:
This table indicates the respondents’ welfare measures available. The above table
shows that 90% of the respondents have said ‘yes’, 10% of the respondents have said
‘No’.

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12 Pay Package
TABLE 12: PAY PACKAGE
Scale No. of Respondents Percentage

Good 32 32%

Satisfactory 22 22%

Adequate 28 28%

Not adequate 18 18%

FIGURE 12: PAY PACKAGE

INTERPRETATION:
This table indicates the respondents pay package. The above table shows that 32%
of the respondents have good,22% of the respondents have satisfactory, 28% of the
respondents have adequate, 18% of the respondents have not adequate

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13 Participation in Decision Making
TABLE 14: PARTICIPATION IN DECISION MAKING
Scal No. of Respondents Percentage
e
Yes 75 75%

No 25 25%
FIGURE 13: PARTICIPATION IN DECISION MAKING

INTERPRETATION:
This table indicates the respondents are you views in decision making. The above
table shows that 75% of the respondents have said ‘Yes’, 25% of the respondents have
said ‘No’.

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14 Employees Suggestion Scheme Available
TABLE 14: EMPLOYEES SUGGESTION SCHEME AVAILABLE
Scale No. of Respondents Percentage

Yes 55 55%

No 45 45%

FIGURE 14: EMPLOYEES SUGGESTION SCHEME AVAILABLE

INTERPRETATION:
This table indicates the respondents’ employee’s suggestion scheme available.
The above table shows that 55% of the respondents have said ‘yes’, 45% of the
respondents have said ‘No’.

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15 Level of Satisfaction on promotional Policy
TABLE 15: LEVEL OF SATIFISFACTION ON PROMOTIONAL POLICY
Scale No. of Respondents Percentage
Highly satisfied 40 40%
Satisfied 25 25%
Moderate 13 13%
Dissatisfied 12 12%
Highly dissatisfied 10 10%

FIGURE 15: LEVEL OF SATISFISFACTION ON PROMOTIONAL POLICY

INTERPRETATION:

This table indicates the respondents’ level of satisfaction on promotional

policy. The above table shows that 40% of the respondents have said highly satisfied,
25% of the respondents have said satisfied, 13% of the respondents have said
moderate, 12% of the respondents have said dissatisfied, 10% of the respondents have
said highly dissatisfied

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 Chapter-7 Findings
 45% of the respondents’ age is below 30, 40% of them are between 31 and 40
years of age and the remaining 15% are above 40 years of age
 20% of the respondents’ monthly income is below 10000, 45% of the
respondents’ monthly income ranges from 10000 to15000 and remaining 35% of
respondents’ income ranges from 15000 to 25000.
 35% of the respondents’ educational level is degree, 45% of the respondents’
educational level is PG and remaining 20% of the respondents have other
educational qualifications.
 45% of the respondents’ working level is admin, 35% of the respondents are team
leaders and remaining 20% of the respondents are developers
 55% of the respondents have cordial relationship with the supervisors, 20% of the
respondents have moderate relationship and remaining 25% of the respondents do
not have a cordial relationship.
 54% of the respondents are satisfactory with the incentives, 36% of the
respondents are neutral and remaining 10% of the respondents are not satisfied
with the incentives.
 54% of the respondents have said that there is a grievance handling system and
46% of the respondents have said ‘No’
 Respondents’ responsibility for job have said ‘Yes’ and 14% of the respondents
have said ‘No’.
 45% of the respondents have said ‘good’, 25% of the respondents have said
‘cordial’, 15% of the respondents have said ‘co-operative’, 15% of the
respondents have said ‘not co-operative’.
 88% of the respondents have said ‘yes’, 12% of the respondents have said ‘No’
for accidental compensation paid.
 For welfare measures availability, 90% of the respondents have said ‘yes’, 10% of
the respondents have said ‘No’.
 32% of the respondents have good,22% of the respondents have satisfactory, 28%
of the respondents have adequate, 18% of the respondents have not adequate
pakage Salary
 Views in decision making, 75% of the respondents have said ‘Yes’, 25% of the
respondents have said ‘No’.
 For suggestion scheme available, 55% of the respondents have said ‘yes’, 45% of
the respondents have said ‘No’.

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 Conclusion

On analyzing the data from finding it can be found that Employees are not fully
satisfied with Company so measures should be taken to increase Employee welfare. It is
high time to look into Employee satisfaction as unsatisfied and good Employees will flee
the company causing loss to Assets of the Company, also hindering Business of the
Company.
This study helped the researcher and the management to identify
 The entire study started with a through knowledge about the job satisfaction and
Loyalty of employees with respect to INFOWIZ, Bathinda.

 Study was conducted to assess the feedback level in the firm using a self
administered questionnaire and statistical tools to analyse the responses.

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 Suggestions

 Provide a positive working environment

 Reward and recognition
 Involve and increase employee engagement
 Develop the skills and potential of your workforce
 Evaluate and measure job satisfaction
 Young energetic qualified and middle-aged qualified and experienced people to
be recruited for better quality.
 Organisation should try to adopt certain measures to enhance the team spirit and
co-ordination among employees.
 Employees performance should be appraisal from time to time so that
organisation can come to know about the efficiency of the organisation.
 The working environment can be improved which helps to increase the efficiency
of the workers.

Ask employees
The easiest way to get in touch with your employees and know them and their needs
better is to simply call a monthly casual meeting where everyone is free to voice his or
her opinion regarding all aspects of the office. Be patient and hear everyone out before
addressing each topic accordingly. There is no compulsion for you to act upon each
complaint according to what your workers want it to be. But if you are willing to listen to
them, it shows that you at least care.

Set up a suggestion box

Sometimes employees may find it uncomfortable to say what they think about certain
things in front of colleagues or their seniors. The best way to solve this problem without
ignoring the issue is to have a suggestion box where people can throw in a chit to express
what they feel regarding anything.

Maintain flexibility
Everyone likes flexibility in the work place. It gives them the sense of freedom that may
be lacking otherwise. Most working people are on a tight leash as far as completion of
projects and submission deadlines are concerned. Working hours and payment flexibility
somewhat compensates for this.

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Don't be afraid to be personal
If you as a boss take an (healthy) interest in the personal lives of your employees then
this will make it easier for them to approach you without hesitation. Therefore, if one of
your employees had a child recently, award him a cog, or send him a card and flowers
expressing your congratulations. Similarly allow an employee a few days of leave if a
tragedy has struck in his or her personal life.

Reward Success
When an employee goes above and beyond to successfully complete a project or task, it
should be recognized by the employer. This creates a feeling among employees that the
management is engaged in their daily activities as well as appreciative of their efforts.
As soon as your workers realize that you care about them more than their work efforts
they will also feel a sense of loyalty to your company. Word of mouth works best in the
market as far as the reputation of a company is concerned. New young workers will be
keen to work for your organization. And old efficient ones will be ready to stick around
for as long as they can work.

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 Reference

1) Organisational Behaviour Textbook-ICMR

2) Is employee loyalty dead? By Ray Williams Jul 6, 2011-5:45 PM ET

Last Updated: Jul 6, 2011 5:57 PM ET

3) C.R. Kothari – Research Methodology

4) L.M. Prasad - Human Resource Management

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 QUESTIONNAIRE

A STUDY ON JOB STISFACTION OF EMPLOYEES

a) Name …………………………………………………

b) Gender:

a) Male [ ] b) Female [ ]

c) Marital status

a) Married [ ] b) Unmarried [ ]

1) Age
a) Below 30 yrs [ ] b) 31 to 40 [ ]
c) Above 40 yrs [ ]

2) Monthly income
a) Below Rs.10000 [ ] b) 10000 – 15000 [ ]
c) 15000 – 25000 [ ]
3) Education Level
a) Degree [ ] d) PG [ ]
c) Others [ ]
4) Working level
a) Admin [ ] b) Team Leader [ ]
c) Developers [ ]
5) How is your relationship with supervisor?
(a) Cordial [ ] (b) Moderate [ ]
(c) Not Cordial [ ]
6) Your level of satisfaction on target related incentives
(a) Satisfactory [ ] (b) Neutral [ ]
(c) Not Satisfactory [ ]
7) Are there any grievance handling system?
(a) Yes [ ] (b) No [ ]
If yes grievance are solved.
(a) Immediately [ ] (b) Not immediately [ ]
8) Are you’re given enough responsibility for your job
(a) Yes [ ] (b) No [ ]
9). How are your co-workers?
(a) Good [ ] (b) Cordial [ ]
(c) Co-operative [ ] (b) Not Co-operative [ ]

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10). Are you satisfied with accident compensation paid?
(a) Yes [ ] (b) No [ ]
11). Are there welfare measures available?
(a) Yes [ ] (b) No [ ]
If yes are you satisfied with it?
(a) Satisfied [ ] (b) Not Satisfied [ ]
12). What do you feel about pay package?
(a) Good [ ] (b) Satisfactory [ ]
(c) Adequate [ ] (d) Not Adequate [ ]
13). Are you views asked in decision making?
(a) Yes [ ] (b) No [ ]
If yes to what extent your opinion is considered.
(a) Often [ ] (b) Sometimes [ ]
(c) Not at all [ ]
14). Is there any employee’s suggestion scheme available?
(a) Yes [ ] (b) No [ ]
15). Your Level of satisfaction on promotional policy of your company
(a) Highly Satisfied [ ] (b) Satisfied [ ]
(c) Moderate [ ] (d) Dissatisfied [ ]
(e) Highly dissatisfied [ ]
16. General Suggestion if any,

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