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11/03/2012

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S.

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LIST OF EXPERIMENTS
LIST OF TABLES LIST OF CHARTS

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I

INTRODUCTION 1.1 INTRODUCTION 1.2 STATEMENT OF THE PROBLEM 1.3 OBJECTIVE OF STUDY 1.4 SCOPE OF THE STUDY 1.5 LIMITATIONS OF THE STUDY

II III

ABOUT THE ORGANIZATION RESEARCH METHODOGY 3.1 RESEARCH DESIGN 3.2 SURVEY DETAIL 3.3 SAMPLING DETAIL 3.4 DATA COLLECTION DETAILS 3.5 TOOLS OF THE STUDY

IV

DATA ANALYSIS AND INTERPRETATION 4.0 PERCENTAGE ANALYSIS 5.0 CROSS TABULATION 6.0 DESCRIPTIVE STATISTICS

V VI VIII

FINDINGS SUGGESTIONS AND CONCLUSION BIBLOGRAPHY APPENDIX

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LIST OF TABLES

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4.1 4.2 4.3 4.4 4.5 4.6 4.7

TABLE SHOWING THE RESPONDENTS AGE TABLE SHOWING THE RESPONDENTS EDUCATIONAL QUALIFICATION TABLE SHOWING THE RESPONDENTS MARITAL STATUS TABLE SHOWING THE RESPONDENTS GENDER TABLE SHOWING THE RESPONDENTS EXPERIENCE TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING SALARY TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR REQUIREMENTS AND EXPECTATIONS TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR PARTICIPATION IN DECISION MAKING TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR ENCOURAGEMENT FOR CREATIVITY TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR PERFORMANCE AND FEEDBACK TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR TRAINING PROGRAMS TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR CHANCES FOR PROMOTION TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR JOB SECURITY TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR CO-WORKER RELATIONSHIP TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR SUPERIOR AND SUBORDINATE TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR HEALTH AND SAFETY MEASURES TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR POLLUTION CONTROL TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR REST BREAKS TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR CANTEEN FACILITY TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR TRANSPORT FACILITY TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR ENCOURAGEMENT CREATIVITY TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR FACILITY TO REDUCE STRESS TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR EMPLOYEE OUTSIDE INTEREST

4.8

4.9

4.10 4.11 4.12 4.13 4.14 4.15 4.16 4.17 4.18 4.19 4.20 4.21 4.22 4.23

4.24 4.25 5.1 5.2 5.3 5.4 5.5 5.6 5.7

TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR EXIT INTERVIEW TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR TABLE SHOWING AGE VS FACILITY FOR REDUCE STRESS TABLE SHOWING AGE VS FACILITY FOR EMPLOYEE OUTSIDE INTEREST TABLE SHOWING AGE VS EXIT INTERVIEW TABLE SHOWING EDUCATIONAL QUALIFICATION VS FACILITY TO REDUCE STRESS TABLE SHOWING EDUCATIONAL QUALIFICATION VS FACILITY FOR EMPLOYEE OUTSIDE INTEREST TABLE SHOWING DUCATIONAL QUALIFICATION VS EXIT INTERVIEW TABLE SHOWING AGE VS FACILITY TO REDUCE STRESS TABLE SHOWING MARITAL STATUS VS FACILITY FOR EMPLOYEE OUTSIDE INTEREST TABLE SHOWING MARITAL STATUS VS EXIT INTERVIEW TABLE SHOWING GENDER VS FACILTY TO REDUCE STRESSS TABLE SHOWING GENDER VS FACILTY FOR EMPLOYEE OUTSIDE INTEREST TABLE SHOWING GENDER VS EXIT INTERVIEW TABLE SHOWING EXPERIENCE VS FACILITY TO REDUCE STRESS TABLE SHOWING EXPERIENCE VS FACILITY FOR EMPLOYEE OUTSIDE INTEREST TABLE SHOWING EXPERIENCE VS EXIT INTERVIEW TABLE SHOWING COMPENSATION FACTORS TABLE SHOWING ORGANIZATIONAL AND MOTIVATIONAL FACTORS TABLE SHOWING INTERPERSONAL RELATIONSHIP FACTORS TABLE SHOWING OVERALL RELATIONSHIP FACTORS

5.8 5.9 5.10 5.11 5.12 5.13 5.14 5.15 6.1 6.2 6.3 6.4

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4.1 4.2 4.3 4.4 4.5 4.6 4.7 4.8

LIST OF CHARTS
CHART SHOWING THE RESPONDENTS AGE CHART SHOWING THE RESPONDENTS EDUCATIONAL QUALIFICATION CHART SHOWING THE RESPONDENTS MARITAL STATUS CHART SHOWING THE RESPONDENTS GENDER CHART SHOWING THE RESPONDENTS EXPERIENCE CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING SALARY CHART SHOWING THE RESPONDENTS THEIR REQUIREMENT AND EXPECTATION CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR PARTICIPATION IN DECISION MAKING CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR ENCOURAGEMENT FOR CREATIVITY CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR PERFORMANCE AND FEEDBACK CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THE IR TRAINING PROGRAMS CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR CHANCE S FOR PROMOTION CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR JOB SECURITY CHATR SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR CO-WORKER RELATIONSHIP CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR SUPERIOR AND SUBORDINATE CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR HEALTH AND SAFTEY MEASURES CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR POLLUTION CONTROL CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR REST BREAKS CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR CANTEEN FACILITY CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR TRANSPORT FACILITY CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR ENCOURAGEMENT FOR CREATIVITY CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR FACILTY TO REDUCE STRESS

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4.9

4.10 4.11 4.12 4.13 4.14 4.15 4.16 4.17 4.18 4.19 4.20 4.21

4.22

4.23 4.24 4.25

CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR EMPLOYEE OUTSIDE INTEREST CHATR SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR EXIT INTERVIEW CHART SHOWING THE REPONDENTS SATISFACTION REGARDING THEIR REST BREAKS

CHAPTER 1 INTRODUCTION OF THE STUDY
1.1

INTRODUCTION A study on “retention of employees” in Ventura pumps. As it is a requirement to take up a study on employee retention to retain their employees on their own concern The cost of attracting, recruiting, hiring, training, and getting new people up to the speed is tremendously more costly as well as tremendously more wasteful than most realize. There are many factors which are responsible for retention of employees. The study focuses to find out these factors and also suggest some of the remedial measures to overcome the barriers. This study is to find out effects of retention of employees in Ventura Industries ltd.

1.2STATEMENT OF THE PROBLEM The statement of problem is as follows on “Retention of employees” in Ventura pumps Recent legislation has made it the employer’s responsibility to ensure their employees do not become ill due to work and to help them deal with pressures that can create ill health. A certain amount of stress is unavoidable and manageable; too much stress can hurt both physical and mental health.

The cost of attracting, recruiting, hiring, training, and getting new people up to the speed is tremendously more costly as well as tremendously more wasteful than most realize. There are many factors which are responsible for retention of employees. This study is to find out effects of retention of employees in Ventura industries ltd.

1.3OBJECTIVES OF STUDY

I.

To the factors that retains the employees in Ventura industries limited.

II.

The study also identifies the risk areas that might cause turnover of the employees in the organization.

III.

To provide suggestion to retain employees in the organization for a long period.

1.4SCOPE OF THE STUDY I. The study provides an overall view about how to retain the employees in the organization. II. The study focuses to find out these factors and also suggest some of the remedial measures to overcome the barriers.

1.5

LIMITATIONS OF THE STUDY The collected data using the questionnaire cannot gather more information.

I.

II.

Bias of the respondents is another problem as they did not reveal their real feelings.

III.

The busy schedule of the management staff and was operatives another reason which hampered data collection.

IV.

Time constraints being one of the major limitations.

CHAPTER 2 ABOUT THE ORGANISATION VENTURA PUMPS:

Sharp industries were established in the year 1967. Indentifying a need for a pump that was in weight yet performance, we developed a mini monobloc pump that quite simply took the market by storm.

Today sharp is not as a brand but as a category all by itself. We launched in 1998 a pump combined in it the quite essential sharp’s quality factors.

Sharp industries are an ISO 9001 Certified Company established in the year 1967. A sharp industry is the pioneer in the manufacturing Mini Monobloc Pumps in India. We manufacture high quality and high performance pumps to cater both domestic and industry purpose.

Our brand “Ventura “, launched in 1998 revolutionized the pump industry in India. Today Ventura commands over 46% of market share in India and Mini Monobloc Pumps shares approximately 75% of the Indian market.

Mr.K.K.Ramaswamy, a technocrat with pioneering vision to develop a pump which is light in weight established the industry and later developed Mini Monobloc Pumps.

Today sharp industries are ably managed by Mr.K.K.Rajan. Under his valuable guidance and support the industry moves ahead in all aspects of business sphere.

In view with meeting our captive requirements and provide some of the first castings to a wide range of clients, we

have diversified to set up Sharp Foundry (India) Ltd., 1995 to manufacture grey, ductile iron castings, flake and Austenitic iron and wear resistant castings.

Our castings met international specifications like ASTM, DIN, BS, JIS, GOST, SAE etc…

We as corporate citizen established Sharp industrial training institute for providing hands-on training to students and make them confident to take up on meaningful employment.

OBJECTIVE

Manufacturing products confirming to our specification laid down in our product brochure.

Effective utilization of men, materials and machinery.

Involving employees and vendors to improve productivity and reduce cost continuously.

HIGHLIGHTS The first in India to introduce the concept of Mini Monobloc pumps in 1978.

The first in India to be honoured with ISI Mark of quality for Mini Monobloc Pumps.

The first to introduce Extruded Aluminium Body Mini Monobloc Pumps.

The first to introduce Thermal Motor Protector for Mini Monobloc Pumps in India.

OUR QUALITY POLICY “We are committed to satisfying our customers by delivering quality products at competitive price on time”. AWARDS AND RECOGNITIONS

The best productivity Award for the year 1997-1998 from shri Krishnan Kant, vice president of India.

IMM Bata Award for outstanding Marketing -1983 from the president of India. National Award for Best Entrepreneur from Tamilnadu in 1983 from the president of India.

Jamanlal Bajaj Award for Fair Business Practices -1990 from the Governor of Maharashtra.

Rajiv Gandhi National Quality Award from Bureau of India Standards.

QUALITY EVERY Pump that rolls out of our industry under goes stringent quality control inspection as per total quality management system. Our quality control process control parameters conform to BIS Standards. Every production process is well documented by our skilled engineers and fitters at machining and testing facilities. Our Pumps are made using superior raw materials and adopting the most modern technology and machinery. But quality is much more than just investing in the right machinery and processes. Good vendor selection and rating, process control techniques in process and final stage inspection, internal quality audits among a host of other activities are judiciously carried out.

CHAPTER 3 RESEARCH METHODOLOGY Research is logical and systematic gathering and analysis of information, pertaining an issue or problem for the purpose of arriving at a certain conclusion.

III.1RESEARCH DESIGN The research design is descriptive research study, this technique was adopted in this project generally,

descriptive studies are designed to describe something and is needed to collect data for a something and it is needed to collect data for a define purpose. 3.2. SURVEY DETAILS The data collection for this study, were primary in nature, data collected from the employees of Ventura pumps. III.2SAMPLING DETAIL 3.3.1 Sample design A type of sensus survey, the no of employees in the industry is 50 so the dates are collected from the employees hence it is sensus survey.

3.3.2 Sample size The sample size of the study was 50 respondents.
3.4

DATA COLLECTION DETAILS

The standard undisguised questionnaires were prepared and the same was distributed to the employees of Ventura pumps.

3.4.1Questionnaires A Structural technique for data collection consists of a series of questions written or verbal, to which a respondents replies.

3.4.2 Structured undisguised questionnaires The questionnaire pattern is structured and all the respondents will be treated the same irrespective of their categories. 3.4.3 Data collection methods The methods used for the collection of data are primary method and secondary method. Information is obtained from primary data through the survey. Survey is systematic gathering of data from respondents through questionnaire .in this research data is collected by personal interview.

Primary data

Primary method of data collection is used here. Data has been collected through distribution of questionnaires and knowing the response of the customers. Secondary data Data has also been collected from company’s brochures, magazines etc Web site www.venturapumps.com 3.5 Tools of the study The data collected were tabulated in the frequency table. The data was then analyzed Simple percentage records,

analysis, cross tabulation, descriptive statistics.

5.0 CROSS TABULATION

TABLE 5.1 TABLE SHOWING AGE VS FACILITY TO REDUCE STRESS

FACILITY TO REDUCE STRESS No Yoga Exercis e Meditati on 1 25.0% Other s

Total

Up to 25

Count % within Q22 Count % within Q22 Count % within Q22

13 3 1.7 % 20 4 8.8 % 8 1 9.5 % 41 1 00. 0%

1 33.3%

15 30.0%

26 35

1 33.3%

1 100.0%

2 50.0%

1 100.0 %

25 50.0%

Age

36 45

1 33.3%

1 25.0%

10 20.0%

Total

Count % within Q22

3 100.0 %

1 100.0%

4 100.0%

1 100.0 %

50 100.0 %

INFERENCE:

The above table reveals that, Availability of facilities to reduce stress among the age group up to 25 is observes that there is no facilities provided in the organization to reduce stress, among the age group 26-35 is observes that there is no facilities provided in the organization to

reduce stress, among the age group 36-45 is observes that there is no facilities provided in the organization to reduce stress.

TABLE 5.2

TABLE SHOWING AGE VS FACILITY FOR EMPLOYEE OUTSIDE INTREST

No Up to 25 Count % within Q23 Count % within Q23 Count % within Q23 Count % within Q23 12 27.9%

OUTSIDE INTEREST book Magazine subscription 2 100.0 % 1 25.0%

Other s

Total 15 30.0%

Age

26 35

23 53.5 % 8 18.6%

1 25.0%

1 100.0 %

25 50.0%

36 45

2 50.0%

10 20.0%

Total

43 100.0 %

2 100.0 %

4 100.0%

1 100.0 %

50 100.0 %

INFERENCE:

The above table reveals that,

Availability of facilities for employee outside interest among the age group up to 25 is observes that there is no facility provided in the organization, among the age group 26-35 is observes that there is no facilities provided in the organization for employee outside interest, among the age group 36-45 is observes that there is no facilities provided in the organization for employee outside interest.

TABLE 5.3

TABLE SHOWING AGE VS EXIT INTERVIEW

No

EXIT INTERVIEW Yes

Total

Up to 25

Count % within Q24

10 25.6 %

5 45.5%

15 30.0%

26 - 35 Count % within Q24 Age 36 - 45 Count % within Q24 Count % within Q24

19 48.7 %

6 54.5%

25 50.0%

10 25.6%

10 20.0%

Total

39 100.0 %

11 100.0%

50 100.0%

INFERENCE:

The above table reveals that,

Availability of exit interview among the age group up to 25 is observes that there is no facility provided in the organization, among the age group 26-35 is observes that there is no exit interview in the organization, among the age group 36-45 is observes that there is no exit interview.

TABLE 5.4 TABLE SHOWING EDUCATIONAL QUALIFICATION VS FACILITY TO REDUCE STRESS

FACILITY TO REDUCE STRESS No Under gradua te Educationa l Qualificati on Coun t % withi n Q22 Coun t % withi n Q22 Coun t % withi n Q22 26 63.4 % Yoga 2 66.7% Exercis e 1 100.0% Meditati on 1 25.0% Other s

Total

30 60.0%

Post gradua te

15 36.6 %

1 33.3%

3 75.0%

1 100.0 %

20 40.0%

41 100.0 %

3 100.0 %

1 100.0%

4 100.0%

1 100.0 %

50 100.0 %

Total

INFERENCE:

The above table reveals that,

Availability of facilities to reduce stress among the under graduate is observes that there is no facilities provided in the organization to reduce stress, among the post graduate is observes that there is no facilities provided in the organization to reduce stress.

OUTSIDE INTREST No Book Magazine subscription Under gradua te Education al Qualificati on Coun t % withi n Q23 Coun t % withi n Q23 26 60.5 % 2 100.0 % 2 50.0% Other s

Total

30 60.0%

Post gradua te

17 39.5%

2 50.0%

1 100.0 %

20 40.0%

Total

Coun t % withi n Q23

43 100.0 %

2 100.0 %

4 100.0%

1 100.0 %

50 100.0 %

TABLE 5.5

TABLE SHOWING OUTSIDE INTREST

INFERENCE:

The above table reveals that,

Availability of facilities for employee outside interest among the under graduate is observes that there is no facilities provided in the organization, among the post graduate is observes that there is no facilities provided in the organization for employee outside interest.

TABLE 5.6 TABLE SHOWING EDUCATIONAL QUALIFICATION INTERVIEW VS EXIT

Q24 No Yes

Total

Under gradua te

Count % within Q24 Count % within Q24 Count % within Q24

24 61.5%

6 54.5%

30 60.0%

Educational Qualification Total

Post gradua te

15 38.5 %

5 45.5%

20 40.0%

39 100.0 %

11 100.0%

50 100.0%

INFERENCE:

The above table reveals that,

Availability of exit interview among the under graduate is observes that there is no facility provided in the organization, among the post graduate is observes that there is no exit interview in the organization.

TABLE 5.7

TABLE SHOWING AGE VS FACILITY TO REDUCE STRESS

FACILITY TO REDUCE STRESS No Married Coun t % withi n Q22 28 68.3% Yoga 2 66.7% Exerci se 1 100.0% Meditati on 3 75.0% Other s 1 100.0 % Total 35 70.0%

Marital status

Unmarri ed

Coun t % withi n Q22 Coun t % withi n Q22

13 31.7 %

1 33.3%

1 25.0%

15 30.0%

Total

41 100.0 %

3 100.0 %

1 100.0%

4 100.0%

1 100.0 %

50 100.0 %

INFERENCE:

The above table reveals that,

Availability of facilities to reduce stress among the married is observes that there is no facilities provided in the organization to reduce stress, among the unmarried is observes that there is no facilities provided in the organization to reduce stress.

OUTSIDE INTREST No Book Magazine subscription Count Married % within Q23 Count Education al Qualificati on Total Unmarrie d 12 100% 2 25.0% 1 31 72.1% 3 75.0% Other s 1 100%

Total

35 70.0%

15 30.0%

% 27.9% within Q23 Count 43

2 100.0 %

4 100.0%

1 100.0 %

50 100.0 %

% 100.0 within % Q23

TABLE 5.8

TABLE SHOWING MARITAL STATUS VS FACILITY FOR EMPLOYEE OUTSIDE INTREST

INFERENCE:

The above table reveals that,

Availability of facilities for employee outside interest among the married is observes that there is no facilities provided in the organization, among the unmarried is observes that there is no facilities provided in the organization for employee outside interest.

TABLE 5.9

TABLE SHOWING MARITAL STATUS VS EXIT INTERVIEW

EXIT INTERVIEW Total No Yes

Married

Count % within Q24

29 74.4%

6 54.5%

35 70.0%

Unmarried Marital status

Count % within Q24 Count % within Q24

10 25.6%

5 45.5%

15 30.0%

Total

39 100.0 %

11 100.0%

50 100.0%

INFERENCE:

The above table reveals that,

Availability of exit interview among the married is observes that there is no facility provided in the organization, among the unmarried is observes that there is no exit interview in the organization.

TABLE 5.10

TABLE SHOWING GENDER VS FACILITY TO REDUCE STRESS

REDUCE STRESS No Male Coun t % withi n Q22 Coun t % withi n Q22 Coun t % withi n Q22 33 80.5% Yoga 3 100.0 % Exerci se Meditati on 4 100.0% Other s Total 40 80.0%

Gender

8 19.5 %

1 100.0%

1 100.0 %

10 20.0%

Female

Total

41 100.0 %

3 100.0 %

1 100.0%

4 100.0%

1 100.0 %

50 100.0 %

INFERENCE:

The above table reveals that,

Availability of facilities to reduce stress among the male is observes that there is no facilities provided in the organization to reduce stress, among the female is observes that there is no facilities provided in the organization to reduce stress.

TABLE 5.11

TABLE SHOWING GENDER VS FACILITY FOR EMPLOYEE OUTSIDE INTREST

OUTSIDE INTREST No Book Magazine subscription Other s

Total

Count Male % within Q23 Count Gender Female

35 81.4%

2 100.0 %

3 75.0%

40 80.0%

8

1 25.0%

1 100.0 %

10 20.0%

% 18.6% within Q23 Count 43 2 100.0 %

Total

4 100.0%

1 100.0 %

50 100.0 %

% 100.0 within % Q23

INFERENCE:

The above table reveals that,

Availability of facilities for employee outside interest among the Male is observes that there is no facilities provided in the organization, among the female is observes that there is no facilities provided in the organization for employee outside interest.

TABLE 5.12

TABLE SHOWING GENDER VS EXIT INTERVIEW

EXIT INTERVIEW Total No Male Count % within Q24 Femal e Gender Count % within Q24 Count % within Q24 34 87.2% 6 54.5% Yes 40 80.0%

5 12.8%

5 45.5%

10 20.0%

Total

39 100.0 %

11 100.0%

50 100.0%

INFERENCE:

The above table reveals that,

Availability of exit interview among the male is observes that there is no facility provided in the organization, among the female is observes that there is no exit interview in the organization.

TABLE 5.13 TABLE SHOWING EXPERIENCE VS FACILITY TO REDUCE STRESS

REDUCE STRESS No Less than 6 years Coun t % withi n Q22 21 51.2% Yoga 1 33.3% Exerci se 1 100.0% Meditati on 2 50.0% Other s Total 25 50.0%

12 Experienc e Coun t % withi n Q22 Coun t % withi n Q22

1

1

1

15

6-10 years

29.3%

33.3%

25.0%

100.0 %

30.0%

8 19.5%

1 33.3%

1 25.0%

10 20.0%

11-15 years

Total

Coun t % withi n Q22

41 100.0 %

3 100.0 %

1 100.0%

4 100.0%

1 100.0 %

50 100.0 %

INFERENCE:

The above table reveals that, Availability of facilities to reduce stress among the experience of less than 6 years is observes that there is no facilities provided in the organization to reduce stress, among the experience of 6-10 years is observes that there is no facilities provided in the organization to reduce stress, among the experience of 1115years is observes that there is no facilities provided in the organization to reduce stress.

TABLE 5.14 TABLE SHOWING EXPERIENCE VS FACILITY FOR EMPLOYEE OUTSIDE INTREST
OUTSIDE INTREST No Book Magazine subscription Other s Total

Less than 6 years

Coun t % withi n Q23

22 51.2%

2 100.0 %

1 25.0%

25 50.0%

13 Experienc e Coun t % withi n Q23 Coun t % withi n Q23 Coun t % withi n Q23

1

1

15

6-10 years

30.2%

25.0%

100.0 %

30.0%

8 18.6%

2 50.0%

10 20.0%

11-15 years

43 100.0 %

2 100.0 %

4 100.0%

1 100.0 %

50 100.0 %

Total

INFERENCE:

The above table reveals that, Availability of facilities for employee outside interest among the less than 6 years experience is observes that there is no facilities provided in the organization, among 6-10 years is observes that there is no facilities provided in the organization for employee outside interest, among the 11-15years is observes that there is

no facilities provided in the organization for employee outside interest

TABLE 5.15

TABLE SHOWING EXPERIENCE VS EXIT INTERVIEW

EXIT INTERVIEW NO YES Total

Less than 6 years

Coun t % withi n Q24

15 38.5%

10 90.9%

25 50.0%

14 Experie nce Coun t % withi n Q24 Coun t % withi n Q24

1

15

6-10 years

35.9%

9.1%

30.0%

10 25.6%

10 20.0%

11-15 years

Total

Coun t % withi n Q24

39 100.0%

11 100.0%

50 100.0%

INFERENCE:

The above table reveals that, Availability of exit interview among experience less than 6 years is observes that there is no facility provided in the organization, among the 6-10 years is observes that there is no exit interview in the organization , among the 11-15 years is observed that there is no exit interview in the organization

DESCRITIVE STATISTICS TABLE 6.1 TABLE SHOWING COMPENSATION FACTORS Factor Organizational and motivational factors N 50 Mean 2.3000 Std.Deviatio n 1.50170

INFERENCE: The above factor reveals that Mean value is higher and standard deviation value is low, hence the Compensation factors is highly influencing factor.

TABLE 6.2 TABLE SHOWING ORGANIZATIONAL AND MOTIVATIONAL FACTORS Factor N Mean Std. Deviation

Job performance requirements and expectations Participation in decision making Encourage for creativity Work performance feedback Training programs Chance for advancement or promotion Job security

50

3.7000

1.19949

50

3.1000

1.38873

50 50

3.0000 3.0000

1.35526 1.27775

50 50

2.8000 3.3000

1.55183 1.35902

50

3.6000

1.21218

INFERENCE: The above factor reveals that Mean value is higher in job performance requirements and expectations Standard deviation value is low in job performance requirements and expectations, hence job performance requirements and expectations factor is highly influencing factor

TABLE 6.3 TABLE SHOWING INTERPERSONAL RELATIONSHIP

FACTORS

Factor Co-worker relationship Superior and subordinate Physical environment; Healthy and safety measures Noise and pollution control Rest breaks and rest room Canteen facility Transport facility

N 50

Mean 4.3000

Std. Deviation .64681

50 50

4.1000 3.6000

.70711 .80812

50

3.4000

1.21218

50 50

3.6000 3.7000

1.03016 1.28174

50

1.0000

.0000

INFERENCE: The above factor reveals that

Mean value is higher in coworker relationship and standard deviation is low in transport facility, hence the both the factors are highly influencing factor.

TABLE 6.4

TABLE SHOWING OVER ALL SATISFACTION FACTORS

Factor Job satisfaction

N 50

Mean 4.0000

Median 4.0000

Std.Deviat ion .63888

INFERENCE:

The above factor reveals that

Mean value is higher and standard deviation is low, hence the over all

Satisfaction factor is highly influencing factor.

FINDINGS

1. In survey it was found that 50% of the respondents belong to the age group of 26-35 years. 2. It was found that 60% of the respondents have UG qualification and others have SSLC, HSC, PG and diploma. 3. It was found that 70% of the respondents are married. 4. It was found that 80% of the respondents are male members. 5. It was found that 50% of the respondents have an experience of less than 6 years. 6. It was found that 40% of the respondents highly dissatisfied with their salary 7. It was found that 60% of the respondents dissatisfied that their participation in decision making. 8. It was found that 40% of the respondents dissatisfied that their encouragement for creativity 9. It was found that 60% of the respondents dissatisfied that their performance feedback. 10.It was found that 40% of the respondents dissatisfied with their training program. 11.It was found that 50% of the respondents dissatisfied with their promotion chances.

12.It was found that 50% of the respondents satisfied with their job security. 13.It was found that 50% of the respondents satisfied with their coworker relationship. 14.It was found that 50% of the respondents satisfied with their superior and subordinate. 15.It was found that 50% of the respondents satisfied with their health and safety. 16.It was found that 40% of the respondents satisfied with their pollution and control. 17.It was found that 40% of the respondents satisfied with their rest breaks. 18.It was found that 40% of the respondents satisfied with their canteen facility. 19.It was found that 100%of the respondents dissatisfied with their transport facility. 20.It was found that 60%of the respondents satisfied with their job. 21.It was found that 100% of the respondents dissatisfied with their employees outside interest.

22.It was found that 100% of the respondents dissatisfied with their facility to reduce stress.

SUGGESTIONS

1. Employee should be motivated by giving proper incentives. 2. All the employees should be equally treated; this will make them to work better. 3. Employees should be rewarded, recognized and appreciated for the work done. 4. Periodical medical checkup should be given to the employees to maintain their health. 5. The organization can communicate its requirements openly with the employees.

CONCLUSION
This project is aimed in understanding the Retention of employees in Ventura industries Limited, Kallapattti.

Thus this project is formulated and carried out to bring out the salient features, its strength and weakness of the employees in VIL.

The data collected from members of different departments in the company was analyzed and interpreted to arrive at the conclusion.

The overall performance of the organization is good. Even though the management tries to satisfy all the employees still there are some employees who find the facilities unsatisfied. The effectiveness of retention of employee would help in reducing the labor turnover cost.

BIBLIOGRAPHY

I.

AGGARWAL.R.K & VARMA M.M, “personnel management and industrial relation”, MANU RASTOGI, 2005.

II.

KOTHARI C.R.,” research methodology”, WISHWA PRAKASHAN, 2nd EDITION, 1985.

III.

THIPATHI P.C., “personnel management and industrial relations”. SULTAN CHAND & SONS, 16TH EDITION, 2002.

A QUESTIONNAIRE ON “RETENTION OF EMPLOYEES” IN VENTURA PUMPS

Dear Sir, I am interested in doing research on employee retention. I enclose here with a questionnaire. Please fill in the questionnaire completely without leaving question. I assure the information collected will be kept confidentially and will be used only for research purpose.

PERSONED INFORMATION/DEMOGRAPHICAL FACTORS:
1. Age Up to 25 26-35 36-45 46-55 56 and above

2. Educational qualifications Primary higher Secondary undergraduate

Post graduate 3. Marital status Married 4. Gender Male 5. Experience Less than 6 years unmarried

female

6-10years

11-15 years

16-20 years

more than 20 years

Fill in the following questions in the tabular that follow with various factors FACTORS Highly Satisfied Satisfied Neither Satisfied nor Dissatisfied High Dis -satisfied

Dissatisfied Compensati on factors: 6. salary/wage s, bonus, etc., Organizatio nal and Motivational factors: 7. job performanc e requirement s and expectation s 8. participatio n in decision making 9. Encourage for creativity 10. work performanc e feedback 11. training programs 12. chance for advanceme nt or promotion 13. job security Interperson al relationship s: 14. coworker relationship 15. superior

and subordinate Physical environmen t: 16. health and safety measures 17. noise and pollution control 18. rest breaks and rest room 19. canteen facility Overall satisfaction 21. job satisfaction 22. Is there providing any facility to reduce the job stress. YES If yes Yoga Exercise meditation others specify NO

23. Do you have any facility for the employee outside interest? Yes If yes Book magazine subscription theater tickets NO

24. Is there any exit interview made by the company? YES If yes Specify the frequent reason for quitting____________________ Note: if there is any question relevant to this you feel missing please comment on that____________________________________________________________________ NO

THANK YOU FOR YOUR KIND COOPERATION

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