By- SANJAY K UPADHYAY,

JAGMOHAN KOTHARI,
 SANDEEP S SINGH,
AKASH RIANI, S NISHANT

ACKNOWLEDGEMENT

I express our deep sense of gratitude to Mrs. SUMITA SARKAR for her valuable support and

guidance in helping us to make this research a success.

Thanking you.
 CONTENTs

A. OBJECTIVE

B. INTERODUCTION

C. BACKGROUND

D. THE formula for calculating attrition rate

E. BPO INDUSTRY IN INDIA

F. main factors for attrition

G. MAJOR REASONS FOR ATTRITION

H. EMPLOYEE RETENTION

I. RETAINTION MEASURES

J. SUGGESTIONS

K. CONCLUSIONS

L. BIBLOGRAPHY
A OBJECTIVE

The following are the objective of the study:

• To understand the reasons for attrition.
• To identify the major problems faced by employees in the
organization which lead to attrition.
• To understand the problems faced by the organization due to
attrition.
• To suggest ways and means to check attrition.

B INTRODCTION
In the current scenario of high economic
growth and rapid globalization, the fight for talent is becoming
increasingly intense talent or human resources is a major assets of any
company .company invest high amount of money for their recruitment,
selection training and what happened to company if these talents or
employees leave the organization in short while selecting new
opportunities.

Plagued by Erratic
attrition trends’ & cut-throat global competition, organization are now
realizing the need to understand the supply –demand equation better in
order to garner strong mechanism to attract & retain top talents.

Employees retention is critical to the long term health &

success of any organization .However it is becoming increasingly difficult
for companies across the globe to attract, motivate & retain key talent,
attrition rate are still on the rise & as the war for talent becomes more
intense each year. It is becoming increasingly important for companies to
ensure they have the right people in the place to guide future business
success.

C.BACKGROUND
First of all we need to know what attrition exactly is --

“Attrition is the rate of shrinkage in size or a gradual, natural

reduction in membership or personnel, as through retirement, resignation
or death.
D.THE formula for calculating attrition rate.
Attrition rate % = Total no. of resignation per month * 100

Total no. of employees in the begin of the month +

total no. of new joins
-
--total no. of resignation.

E.BPO INDUSTRY IN INDIA

IT is said that the Indian BPO industry has come of age. This very true if
the analyze Both the past and present scenario defying .all the
permutation and combination, the India outsourcing industry has
registered a massive growth over the years .India has remain one of the
most favourite off shore growth over the years .BPO /ITES activities.

Over the last five years the Indian

BPO/ITES has been growing at a rate of about 50-60% .as per NASSCOM
the Indian BPO/ITES registered .the industry has contributed a great deal
to the export revenue of the country is expected to do that in future.

F main factors for attrition

The main factors of attrition in both BPO/ITES sectors are as follows:

1. External inequality of compensation.

2. Work timings.

3. Carrer growth.

4. Higher education.

5. Role stagnation.

6. Work life imbalance.

7. Lack of reorganization.
8. under utilization of skills.

9. Performance assessment.

10. Internal inequality.

G. MAJOR REASONS FOR ATTRITION

1 .Business-related factor

-Disliking the nature of work

-Lack of variety in the work

-Mismatch of interest

-Proprietary technology does not add value to bio-data

-Possibilities of less interaction with end-users

2. System-related factors

-Changing policies of the company

-Lack of technical career advancement

-Lack of opportunity for constant up gradation of skills

-Delay in promotion

-No transparent appraisal and promotion policies

-Postgraduates are not given any benefits

-Unfair appraisal normalisation

-Unsure future

-Limited career growth opportunity

3. Personal factors

-Marriage (moving with spouse)

-Parent’s health requires moving to other city

-Not able to influence situation positively

-Wanted a job abroad

H.EMPLOYEE RETENTION
“Employees are encouraged to remain with the organization for maximum
period of time.”

In an environment of rapid growth, globalizations &

expansion the pressure to attract and retain the all the old employee has
become a scary reality for most organization. the new age economics
with their attainment paradigms’ shifts in human capital management
,have placed a heavy demand on today’s organization .keeping in mind
that overall turnover level in Asia are high (this includes those who are
not only moving jobs but also shifting carers)attracting and retaining
employees become one of the more strategic plans on organization can
delivered.

I.RETAINTION MEASURES
1. Providing something extra.

2. Honoring performances.

3. Building relationship.

4. HR Practices.

5. Consider feedback.

6. Quality of work life.

J.SUGGESTIONS

• Start with recruitment: it is better not to recruit those people who

will be the most difficult to retain.
• Pay attention to this aspect at the recruitment stage itself.
• Focus on what you can change .don’t focus on what you cannot
change.
• Sometimes don’t have to recruit all high-powered staff.
 • Cooperate with competitors. Forum clubs and associations.
• Conducting in and out (exit) interviews properly and in scheduled
way.

K.CONCLUSIONS
The key organizational (HR) issue being faced today by all the companies
is attrition. The highest percentage of attrition is in voice-based
processing of BPO industries. Career growth, compensation and
supervision are the most important reasons which contribute to attrition.
Due to monotonous nature of the job, employees change their jobs
frequently and the average period is two years .conditions of attrition
vary from small to big companies,. Here all companies felt that exit
interview is the way to control or maintain attrition rate in companies
.marketing departments of organizations speak on customer relationship
management and their importance for the same. No organization can
survive without giving importance to its employees. They are the first
customers and their requirement should be identified and fulfilled
.Employee Relationship Management (ERM) is the mantra an organization
should follow to retain their employees. Fulfilling the reasonable
expectations of employees should be a continuous process.

L. BIBLOGRAPHY.
1. www.google.com

2. www.bpoindia.org.com

3. ICFAI JOURNAL OF MANAGENAENT RESEARCH

4. “WHY DO WE GO” HRM REVIEW.