You are on page 1of 101

For more MBA projects and other projects download: Students3k.

Com

A STUDY ON EMPLOYEE RETENTIONWITH SPECIAL REFERENCE
TO PRITHIVI CREATION IN TIRUPUR
PROJECT REPORT
Submitted By
Under The Guidance Of

CONTENTS
CONTENT
Chapter No

Title

Page No

List of tables
List of charts
I

INTRODUCTION
1.1 Introduction of the study
1.2 Definition of the study
1.3 Retain employees
1.4 Importance of the study
1.5 Objective of the study
1.6 Background of the Study
1.7Need of the study

II
III
IV
V
VI

REVIEW OF LITERATURE
RESEARCH METHODOLOGY
COMPANY PROFILE
ANALYSIS AND INTERPRETATION
FINDINGS,SUGGESTIONS ANDCONCLUSION
6.1 Findings
6.2 Suggestions
6.3 Conclusion

Bibliography
Appendix

1-7
1
3
4
5
6
7
7
8-19
20-24
25-28
29-87
88-91
88&89
90
91
92
93-97

WWW.STUDENTS3K.COM

For more MBA projects and other projects download: Students3k.Com

LIST OF TABLES

LIST OF TABLES
No of Table
4.1
4.2
4.3
4.4
4.5
4.6
4.7
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
4.26
4.27
4.28
4.29
4.30

Title
Age of the respondent
Age and Employee retention
Gender of the respondent
Marital status of the respondent
Marital status and Employee retention
Family size of the respondent
Monthly salary of the respondent
Education qualification of the respondent
Awareness of the organization
Experience of the respondent
Motivation of the job
Retention problems
Relationship with management
Rewards & recognition
Infrastructure
Work schedule
Company policy
Availability of promotion opportunity
Job security
Statutory benefit
Motivation of employees
Rate of the appraisal system
Opportunity to share your ideas at work
Attended any training programs
Career enhancement opportunities
Reason for leave
Satisfied with the incentives
Satisfied with the working hours
Benefit offered by the organization
Participation in during holidays

Page No
30
32
33
35
37
38
40
42
44
46
48
50
52
54
56
58
60
62
64
66
68
70
72
74
76
78
80
82
84
86

WWW.STUDENTS3K.COM

For more MBA projects and other projects download: Students3k.Com

LIST OF CHARTS

LIST OF CHARTS
No of Charts
4.1
4.2
4.3

Title
Age of the respondent
Gender of the respondent
Marital status of the respondent

Page No
31
34
36

WWW.STUDENTS3K.COM

22 4.15 4.STUDENTS3K.4 4.16 4.24 4.26 4.11 4.21 4.6 4.7 4.23 4.25 4.Com 4.COM .10 4.17 4.13 4.27 4.19 4.8 4.5 4.12 4.9 4.28 Family size of the respondent Monthly salary of the respondent Education qualification of the respondent Know about the organization Experience of the respondent Motivation of the job Retention problems Good relationship with management Rewards & recognition Infrastructure Work schedule Company policy Availability of promotion opportunity Job security Statutory benefit Motivation of employees Rate of the appraisal system Opportunity to share your ideas at work Attended any training programs Career enhancement opportunities Reason for leave Satisfied with the incentives Satisfied with the working hours Benefit offered by the organization Participation in during holidays 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 79 81 83 85 87 CHAPTER-I CHAPTER-I WWW.For more MBA projects and other projects download: Students3k.18 4.14 4.20 4.

failing to retain a key employee is a costly proposition for an organization.COM .For more MBA projects and other projects download: Students3k. Employee retention matters. he may switch over to some other moresuitable job. Hiring knowledgeable people for the job is essential for an employer. Retention of key employees is critical to the long-term healthand success of any organization. Intelligent employers always realize the importance of retaining the best talent. increased product sales.Com INTRODUCTION 1. however. there is no dearth of opportunities for the best in the business. In today’s environment it becomes very important for organizations to retain their employees. WWW. satisfied colleagues and reporting staff. Hence. anddeeply embedded organizational knowledge and learning.1 Introduction of the study: Employee Retention involves taking measures to encourage employees to remain in the organization for themaximum period of time. and a costly candidate search areinvolved. It is a process in which the employees are encouraged to remain with the organizationfor the maximum period of time or until the completion of the project. by having policies andpractices in place that address their diverse needs. Various estimatessuggest that losing a middle manager in most organizations costs up to five times his salary. Retainingtalent has never been so important in the Indian scenario. Employee retention is beneficial for theorganization as well as the employee. insecure employees. lost knowledge. There are many organizations which are looking forsuch employees. There is no dearth of opportunities for a talented person. Effective employee retention is a systematic effort by employers to createand foster an environment that encourages current employees to remain employed. Corporate is facinga lot of problems in employee retention these days. Inprominent Indian metros at least. If a person is not satisfied by the job he’s doing. Thetop organizations are on the top because they value their employees and they know how to keep them glued tothe organization. things have changed in recent years. It is a known fact that retaining the best employees ensures customersatisfaction.STUDENTS3K. as organizational issuessuch as training time and investment. but retention is even more important than hiring. effective succession planning.

Employee retention is a new era of modern technology and competitive business environment. Now. It may be external factors. There are numbers of factors which promote the employees to stay or leave the organization. Employee retention is very critical to the long term health of any organization. human resources must be managed properly. For gone are the dayswhen employees would stick to an employer for years for want of a better choice. The reason may be personal or professional. Hr professionals face the vital challenge to retain talented employees. In order to maximize organizational efficiency and for optimal utilization of the resources. The organizations arebecoming aware of these reasons and adopting many strategies for employee retention.COM . opportunities areabound. Employees stay and leave organizations for some reasons. Human resource management plays a vital role in this regard.For more MBA projects and other projects download: Students3k. customer satisfaction.STUDENTS3K. Human resource practices counts a lot in this regard.organizations can either hold on to their employees tight or lose them to competition. Organizations are continuously changing . One strategy does not fit to all as different individuals have different priorities. Employee retention is a vital issue and challenge to all the organizations now days.this changing environment is not only effecting the organizations but also the employees working in it. It may be external factors. It is the need of the hour that hr managers should identify the needs of WWW. There are numbers of factors which promote the employees to stay or leave the organization. therefore.Com or even for thesecond or third best. Human resource practices counts a lot in this regard. knowledge gain during the past years and on the profitability of the organization .more over replacing cost of another employee contribute a lot to the organization. Employee retention is a vital issue and challenge to all the organizations now days. internal factors and the combined effect of both. becomes a powerful recruitment tool. They are responsible that how employees are treated in the organization. When an organization loses its talented employee it lefts a negative impact on innovation. internal factors and the combined effect of both. Retention of key employees and treating attrition troubles has never been so important tocompanies. In an intensely competitive environment where HR managers are poaching from each other.It is the need of the hour that hr managers should identify the needs of the employee and then devises the retention strategies. A strong retentionstrategy.These reasons should be understood by the employer and should be taken care of.

knowledge gain during the past years and on the profitability of the organization. He fined the right people first. One strategy does not fit to all as different individuals have different priorities. who are the key to success. It is the need of the hour that hr managers should identify the needs of the employee and then devises the retention strategies. More over replacing cost of another employee contribute a lot to the organization.3 Retain employees: WWW. The organizations want to hold the valued employees. It is the people in organization. The cultural effects were stronger than the combined influences of the labour market and the new employees’ demographic characteristics. the vision and strategy can follow. .Jim Collins The relationship between the employee’s job performance and their retention also differ significantly with organizational culture values. Hr professionals face the vital challenge to retain talented employees. .COM . Hr professionals face the vital challenge to retain talented employees.John e. Employee retention is very critical to the long term health of any organization. Employee retention is very critical to the long term health of any organization.For more MBA projects and other projects download: Students3k. Sheridan 1.more over replacing cost of another employee contribute a lot to the organization.STUDENTS3K. Many approaches are used in this regard.Com the employee and then devises the retention strategies. When an organization loses its talented employee it lefts a negative impact on innovation. knowledge gain during the past years and on the profitability of the organization . 1. customer satisfaction. The one approach sees success in rewards the second in making jobs more valuable (training and advancement). When an organization loses its talented employee it lefts a negative impact on innovation. customer satisfaction.2 Definition of the study: He explains the first key to success is indeed people. One strategy does not fit to all as different individuals have different priorities.

Companies have now realized the importance of retaining their qualitative workforce and retaining their quality performers. In order to ensure that organizations are behaving more customer-oriented. if people do not feel inclined to engage themselves in work behavior. WWW.For more MBA projects and other projects download: Students3k. providing recognition. they will not put in necessary efforts to perform well. contributes to productivity of the organization and increase morale among employees. Today’s employees look beyond money factor.STUDENTS3K. It is therefore desirable to identify various factors. performance of individual in the organization depends on variety of factors besides motivation. Another factor is the company’s ability to retain its employees with attractive benefit packages.1. Middle and top management plays a vital role in the people dimensions of the organization. There are four basic factors that play an important role in increasing employees’ retention. For instance. The organization culture in a long run converts to organizational ethics and people feel reluctant to leave by making it as a stepping stone when appreciation and rewards in form of compensation awaits them in comparisons to the market trend. However. they need to be equally employee centric in order to match the intellectual property and their products and services. include: salary and remuneration. In view of the description given it is necessary to examine the facts as how to retain them. But are they really positively contributing to the retention rates of the company? Salary these days hardly reduce turnover.COM . benefits and opportunities for individual growth as presented in figure 1. Motivation is a prominent tool to retain employees with greater compensation packages. employees’ knowledge and skills are important performance drivers.Com Motivation is necessary for work performance because.

WWW. policies from the current organization to the new one. Individuals take all the important data. To avoid such cases.COM . This is an effective way to retain the employees. conducts preliminary interviews and eventually forwards it to the respective line managers who further grill them to judge whether they are fit for the organization or not. The HR has to start the recruitment process all over again for the same vacancy. It is a complete wastage of time and money when an individual leaves an organization all of a sudden.STUDENTS3K.4 Importance of the study: Employee Retention refers to the techniques employed by the management to help the employees stay with the organization for a longer period of time. Strict policy should be made which prevents the employees to join the competitors. Recruiting the right candidate is a time consuming process.  An organization invests time and money in grooming an individual 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.  When an individual resigns from his present organization. Finding a right employee for an organization is a tedious job and all efforts simply go waste when the employee leaves. information and statistics to their new organization and in some cases even leak the secrets of the previous organization. Sincere efforts must be taken to ensure growth and learning for the employees in their current assignments and for them to enjoy their work. a mere duplication of work. it is more likely that he would join the competitors: In such cases.Com 1.For more MBA projects and other projects download: Students3k. employees tend to take all the strategies. Employee retention strategies go a long way in motivating the employees so that they stick to the organization for the maximum time and contribute effectively. Let us understand why retaining a valuable employee is essential for an organization:  Hiring is not an easy process: The HR Professional shortlists few individuals from a large pool of talent. it is essential that the new joinee is made to sign a document which stops him from passing on any information even if he leaves the organization.

Com  The employees working for a longer period of time are more familiar with the company’s policies.STUDENTS3K. It is essential for the organization to retain those employees who really work hard and are indispensable for the system. No organization can survive if all the top performers quit. They hardly badmouth their organization and always think in favour of the management. After striking a rapport with an existing employee.  Every individual needs time to adjust with others: One needs time to know his team members well.For more MBA projects and other projects download: Students3k.  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. Employees who spend a considerable time in an organization know the organization in and out and thus are in a position to contribute effectively. Individuals find it really difficult to establish a comfort level with the other person.5 Objective of the study:  To study about the employee retention of Prithivi creation in Tirupur. it is a challenge for the employees to adjust with someone new and most importantly trust him. WWW.COM . It is a human tendency to compare a new joinee with the previous employees and always find faults in him.  It is essential for the organization to retain the valuable employees showing potential: Every organization needs hardworking and talented employees who can really come out with something creative and different. When a new individual replaces an existing employee. For them the organization comes first and all other things later. be friendly with them and eventually trust them. adjustment problems crop up. 1. 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. guidelines and thus they adjust better: They perform better than individuals who change jobs frequently.

Outstanding employees may leave anOrganization because they become dissatisfied. and not interact well with their co-workersor comply withtheir managers’ directions. Retention ofEmployees can be a vital source of competitive advantage for any organization. changes in technology. loyalty wasthe cornerstone of that relationship.This study attempted to explore the main factors that contribute to employeeRetention existing in the private sector in Kuwait. The researcher also made an attempt to understanding about Employee's satisfaction and in Prithivi Creation.6 Background of the Study: The retention of employees has been shown to be significant to the developmentand the accomplishment of the organization’s goals and objectives. trade agreements.7 Need of the study: The researcher attempts to determine employee's retention in the Prithivi Creation in Tirupur. and while trying to retain employees within the organization they maypresent other challenges as well. They may demand higher wages. 1.  To offer suggestion the employee retention of Prithivi creation in Tirupur.Com  To ascertain the problems of the employee in the organization. not comply withorganization practices. This study is designed to explore the main retention factors for Prithivi Creation employees. “Until recently. under paid or unmotivated (Coff1996). The next paragraphs discuss theBackground of the study by clarifying the theoretical framework for the mainProblems with employee retention. global economics.STUDENTS3K.COM . and the likeare directly affecting employee/employer relationships. 1.For more MBA projects and other projects download: Students3k. Today. The loss of talented employees may be veryDetrimental to the company’s future success. WWW.

COM .Com CHAPTER-II CHAPTER-II REVIEW OF LITERATURE Muhammad Hassan (1): Employee retention is the vital challenge in all organizations. recognition. WWW. This papers focus on one industry that is the leather industry of Pakistan which is facing the same problem of retention of employees due to many reasons. In tanneries its critical and alarming because of the process and article secrecy. One edge of this paper is that one of the author belongs to the same industry i.STUDENTS3K. maximum utilization of resources and to get organizational efficiency employees must be retained in a true spirit in order to cope with all these conditions. As Leather industry is the third largest export earning sector in Pakistan so these reasons are discussed in detail. its observed that mostly second line managers change their job’s for high salaries offer. The turnover rate in Leather Industry of Pakistan is around 25 – 30% annually.e. In order to achieve competitive advantage. authority and also to seek for more knowledge and to get more competitive edge in terms of processing.For more MBA projects and other projects download: Students3k. In this paper the authors tried to know the reasons behind this dilemma that how employees can be retained and some suggestions were given to deal with it. leather industry.

A total of 50 interviews were taken from managers of different BPO organizations in Pakistan. these finding will provide some insights to BPO’s managers to make policies about employee retention in Pakistan.COM . Ruslan Gurtoviy(4): We model deferred compensation as a share of an uncertain future profit granted by a nancially constrained employer to her employee in mutual agreement. Klara Nelson(5): Illuminates significant relationships between three major knowledge management (KM) design dimensions and the perceived ability of 150 organizations to retain their knowledge workers. Very less research have been done about employee retention in business process out sourcing. the employer will to defer compensation (pay in cash) to the employee. So. Some even claim that humor is the best preventive medicine for stress management and good health. Knowledge worker retention is a critical challenge for today’s WWW. Another objective is to explore and emphasize the importance of humor and employee retention in the workplace.Com Tammy C. The paper provides practical recommendations for today’s managers and offers a focus for future researchers to empirically test the use of humor and its relationship to employee retention and employee satisfaction. supervisor support. The employee always improves his position in the labor market if imminent bankruptcy is avoided. cohesiveness and performance of a company’s workforce. The optimal combination of cash and deferred payments that a firm can use to retain qualified personnel depends on the cost of new credit and bank. helping the employer to avoid bankruptcy.STUDENTS3K. Deferred compensation serves as a retention mechanism. If humor is good for living productively. work environment. Morse (2): Humor has been in existence since the beginning of time. Graphical Analysis is indicating that these variables have significant and positive impact on employee retention. can it also be good for employee retention and/or employee satisfaction? The purpose of this conceptual and practical paper is to explore the extent to which the use of appropriate humor relates to employee retention and satisfaction. especially in Pakistan.For more MBA projects and other projects download: Students3k. Muhammad Umer(3): Investigate the impact of variables (career development.ruptcy risk: If interest rates are greater (smaller) than the ex-ante odds of bankruptcy. which can enhance the commitment. work life balance) on employee retention.

In this study. Now days companies are struggling to retain employees. we conducted this study in Lahore and collected data from corporate groups. Results reveal that retaining employee’s long term. Atif Anis(7): Employee retention is a critical aspect for every company regarding competitive advantage because human resource is the most critical asset of today’s modern world.0. KM design initiatives that accelerate knowledge creation. The numbers of respondents in our study are 330. satisfied colleagues and reporting staff.STUDENTS3K. acquisition. Khan(6):Retention of Key employees is critical to the long term health and success of any organization. Organizations use different HR techniques for retention. For this purpose. and particularly knowledge capture. Our main emphasis is on compensation packages after employee training and development practices for retention purposes.COM . increased product sales. As employee attrition has continuously been on increase.Com organizations as they face increasing global competition with its demands for even more such workers. We will also see how a relaxed work environment will help in the retention of employees. It is a known fact that retaining the best employees. WWW. ensures customer satisfaction. While many factors impact organization financial performance. organizations are now more focused towards employee retention. while dramatically shifting workforce demographics hasten their exit. The implications of these results are noted. The ultimate solution to the ever increasing employee attrition is to increase employee engagement/ involvement in the organizations. are receiving unprecedented levels of investment as a result. Other resources can be arranged effortlessly but to get efficient and retain talented human capital is the most difficult task. after their training and development has been completed. Therefore. this research indicates that successful knowledge worker retention is significantly related with higher reported financial performance. Dr. we used compensation as the mediating variable between the training and retention of employees.For more MBA projects and other projects download: Students3k. effective succession planning and deeply imbedded organizational knowledge and learning. and its coeval phenomenon of employee retention has become an evolving concept. Nafees A. sharing and retention. For analysis we used the structural equation modelling technique with the use of AMOS 18. without increasing their compensations is not as favourable as when compensation is increased to reflect the completion ability to apply their field related skills and capabilities.

For more MBA projects and other projects download: Students3k.Com

Ijaz-Ur-Rehman(8): Comprehensive survey to date of labour turnover and employee loyalty in
New Zealand. The widely held view that the New Zealand worker has become more mobile in
the contemporary labour market is shown to be somewhat simplistic. Instead, the picture is one
of increasing employment stability as people get older and as they become better paid, lending
support to the idea that there are identifiable developmental stages affecting the careers of both
men and women. In terms of the reasons for employee turnover, the study demonstrates that
motivation for job change is multidimensional: no one factor will explain it. While interesting
work is the strongest attractor and retainer in the labour market, the results also show that there is
a strong employee expectation that management should make personnel decisions based on
merit, demonstrate that extrinsic rewards (such as pay, promotion and security) play a role in
both employee retention and turnover, lend support to the idea that there is growing concern with
work–life balance, and underline the retention value of good relationships with co-workers and
supervisors. The results demonstrate that employee turnover is not riskless for individuals: some
benefit a lot (for example, in finding worthwhile promotion), while others do badly out of it. The
study offers suggestions for improving retention in firms with dysfunctional employee turnover.
Malvern W. Chiboiwa(9): Worldwide, a number of factors have been attributed to the increase
in the level of employee turnover. The way people are paid, recognised and achieve salary
advancement are critical factors in attracting, retaining, and motivating employees. The
challenge for most organisations today is the formulation of an effective employee retention
strategy that will help in retaining employees that are considered critical in attaining
organisational goals. The prevailing hostile economic environment in Zimbabwe has made the
formulation of a realistic retention strategy particularly difficult for managers in the face of an
ever changing economic environment that is characterised by hyper inflation with a depleted
labour market occasioned by skill emigration. This research was a case study of a major private
sector medical laboratory company in Zimbabwe and was aimed at achieving the following
objectives: identify the causes of employee turnover in the organisation, examine the current
retention practices in the organisation, establish the effectiveness of the practices, and attempt a
workable retention practice that could reduce the high rate of employee turnover in the
organisation. Qualitative research design was employed using structured interviews as well as

WWW.STUDENTS3K.COM

For more MBA projects and other projects download: Students3k.Com

administering research questionnaire to all category of employees. The total population of the
organisation nationwide comprised of 3820 employees with a sample size of 2240 respondents.
The result of the research showed that labour turnover is higher amongst non-managerial
employees. Similarly, majority of the employees would soon quit the organisation and lastly, the
high rate of employee turnover in the organisation is largely attributed to poor reward system
administration.
Ward Whitt(10):

A mathematical model is developed to help analyze the Benet in contact-

center perfor- mance obtained from increasing employee (agent) retention, by increasing agent
job satisfaction. The contact-center \performance" may be restricted to a traditional productivity
measure such as the number of calls answered per hour or it may include a broader measure of
the quality of service, e.g., revenue earned per hour or the number of problems successfully
resolved per hour. The analysis is based on an idealized model of a contact center, in which the
number of employed agents is constant over time, assuming that a new agent is immediately
hired to replace each departing agent. The agent employment periods are assumed to be
independent and identically distributed random variables with a general agent-retention
probability distribution, which depends upon management policy and actions. The steady-state
staff experiencedistributionis obtained from the agent-retention distribution by applying renewal
theory. An increasing real-valued function specifies the average performance as a function of
agent experience. Convenient closed-form expressions for the overall performance as a function
of model elements are derived when either the agent-retention distribution or the performance
function has exponential structure. Management actions may cause the agent-retention
distribution to change. The model describes the consequences of such changes upon the long-run
average staff experience and the long-run average performance.
Aaisha Arbab Khan(11): Identify factors reducing employee turnover and to explore the impact
of retention strategies on workforce. Serena Hotel, Faisalabad, Pakistan was selected as sample
for this study because of its uniqueness in practicing modern HR techniques. The research was
based on case study method; for this purpose thirty surveys and six face to face interviews with
key personnel were carried out. A total of 36 respondents were selected within the population of
285. Variables like HR strategies, work place environment, training and development, and

WWW.STUDENTS3K.COM

For more MBA projects and other projects download: Students3k.Com

compensation were found more effective in employee retention at Serena Faisalabad. The study
revealed that for higher control over retention, management must work over monetary rewards
and career progression. Overall, current HR practices at Serena may be benchmarked by others
to decrease turnover.
William A. Brown (12): Non-profit organizations rely on the mission to attract resources and
guide decision making. Increasingly, mission statements are recognized as a strong management
tool that can motivate employees and keep them focused on the organization’s purpose. This
research investigated employee attitudes toward the mission in a youth and recreation service
organization. In general, the employees expressed positive attitudes toward the organization’s
mission, and those attitudes were related to employee satisfaction and intentions to remain with
the organization. However, dissatisfaction with pay tended to override employee’s mission
attachment as explanation of why they may leave the organization. The implication is that
mission might be salient in attracting employees but less effective in retaining them.
Claire Crutchley(13): When companies pay bonuses to employees of bankrupt companies to
stay with the firm, popular press often describes this as greedy managers expropriating the last
bit of wealth from shareholders. In addition, research has found that, on average, retaining prebankruptcy management has negative consequences. Nevertheless, the incidence of these
retention plans has been growing. In this paper, we study key employee retention plans (KERPs)
and the corporate environment which allows the payment of a KERP. We find no evidence that
the companies that declare KERPs have poor corporate governance or overpay top executives.
Instead, we find these companies are very similar to non-KERP bankrupt companies, both before
and in resolution of bankruptcy. The main difference between the two samples is that KERP
companies are larger and from industries that are more employee-driven, such as wholesale and
retail. We find that KERPS do not speed up the bankruptcy process, but instead companies with
KERPs spend more time in bankruptcy.
Muhammad Asif Khan(14): Establish link between perceived human resources internal service
quality practices with employee retentions in mediating environment of employee job
satisfaction. This study was conducted in twin cities of Rawalpindi and Islamabad. For the

WWW.STUDENTS3K.COM

work design.For more MBA projects and other projects download: Students3k.STUDENTS3K. positive and significant dimensionality to internal service quality in human resource management. Securing and retaining skilled employees plays an important role in this process. However. A special interest is taken in employees’ learning. training. because this is seen as a retention supporting activity. The interviews are used to illustrate and contextualise the quantitative results. work design and job definition all are the most important human resource management areas in enhancing the employees’ job satisfaction and the retention of prospective employees. the retention benefits arising from personal development offer new possibilities when attempting to enhance employee retention. This result is consistent with findings of earlier research. This study also showed that individual differences influence employee retention. This need makes important a company’s ability to evolve through its employees’ learning and through continuous development. The results show a large positive contribution of appreciation and stimulation of the employee to employee retention. their training and development. The study finds that employee selection. The employees’ selection and their rewards and recognitions. job definition employee rewards and compensation report high. and retention of good employees and that employee should support the concept of the ISQ. Leadership skills and WWW. the data has been collected about the employees of public and privatized banks’ employees. Based on findings of the study that the human resource development departments should review and enhance the motivation. Maya Michielsen(15): In this continuously changing contemporary economy.COM . this study focuses on the organisational and personal factors that influence employee retention. employee training and development. A questionnaire was administered to 349 employees. because employees’ knowledge and skills are central to companies’ ability to be economically competitive.Com analyses of research work. A total of 550 copies of the questionnaire were distributed to different bankers of selected areas and 400 copies of the same were collected back. The study further finds that internal service quality in human resource has positive and significant effect on employee job satisfaction and employee job satisfaction has positive and significant effect on employee retention. Given that employee retention is very important for the functioning and competitiveness of a company. and 11 employees were interviewed. companies have to be able to anticipate technological innovations and to compete with other companies worldwide.

For more MBA projects and other projects download: Students3k. they were: (1) Reason for teaching career. The setting involved purposive sampling that was used to identify 7 participants who had experienced this phenomenon. The participants were interviewed by using an in-depth semistructured interview.COM . (8) Problem issues. John E. economic growth and employee turnover. Shelly Mohanty(18): Employee retention is arguably the biggest issue facing corporate leaders as a result of the shortage of skilled labour. All the perceptions were interpreted into nine categories. the reasons mainly conclude enjoying teaching. communication problems in terms of cultural understanding. The important findings of this study regarding employee retention are their reasons for retention and leaving. Sheridan(17): Retention rales of 904 college graduates hired in six publics accounting firms over a six-year period. The cultural effects are estimated to have resulted in over six million dollars' difference in human resource costs between firms with different cultural values.Com seniority have a positive relationship with employee retention and the level of readiness and initiative regarding learning is negatively related to retention. The relationship between the employees' job performance and their retention also varied significantly with organizational culture values. and pleasant work environment as well as some personal reasons. Zhang Weiwei(16): Understand the reasons of foreign teachers who are working at a demonstration school in terms of retention. At the same time. (7) controversial FTS’ position. good salary. (2) Life experience. Organizational culture values varied significantly among the firms. The cultural effects were stronger than the combined exogenous influences of the labor market and the new employees' demographic characteristics. good vacation. A qualitative research approach was applied to answering the research questions proposed for this study. Concerning the retention issue. and personal reasons for going back to their countries. (9) Future plan. the potential leaving reasons refer to dissatisfaction with management. (3) Work environment. (5) Reason for retention. employing a Phenomenological strategy. The variation in cultural values had a significant effect on the rates at which the newly hired employees voluntarily terminated employment. Implications for research on person-organization fit are discussed. (4) Work experience. (6) Reason for leaving.STUDENTS3K. document reviews were integrated to answer the two research questions. Hiring WWW. Interview data.

829 employees in the leisure and hospitality industry lends support to the identified framework and reveals that job satisfaction. and frequently communicated with and provided assistance to their employees. less than 12 years old and compound annual growth greater than 15%). Industry differences among the companies are explored and theoretical and practical implications are discussed. and organizational prestige were the most frequently mentioned reasons for staying. WWW. retention of intellectual capital would be a prime issue. Given that these firms were all part of a pool of 77 high growth small companies (over $1 million annual revenue. offered ample employee involvement and opportunities for growth. Howard(19): A content model of 12 retention factors is developed in the context of previous theory and research. constituent attachments. Advancement opportunities and organizational prestige were more common reasons for staying among high performers and non-hourly workers. Firms reporting turnover higher than 10% for the past year described their retention practices in much diminished frequency and richness along these same dimensions.COM . Coding of open-ended responses from 24. William R. but retention is even more important than hiring. Michael J.STUDENTS3K. organizational commitment. and extrinsic rewards was more common among low performers and hourly employees. The key to retention is to understand the employees’ expectations and achieve proper alignment of their expectations with those of the organization. We found that firms reporting very low annual voluntary turnover (0-2%) rates engaged in creating a positive work environment. were clear about the processes associated with compensation and benefits. extrinsic rewards. Employee retention involves taking measures to encourage them to remain in the organization for the maximum period of time. The findings highlight the importance of differentiating human resource management practices when the goal is to retain those employees valued most by the organization.For more MBA projects and other projects download: Students3k. provided employees more freedom and flexibility.Com knowledgeable people for the job is essential for an employer. providing support for ease/desirability of movement and psychological contract rationales. Meek(20): Uses a sample of 47 high-growth small firms to examine the understudied topic of employee retention.

Issue-2. Employee Retention as a Challenge in Leather Industry. and August 2009. WWW. Volume-2. 3.AkramNaseem.STUDENTS3K. Gonzalez and Ruslan Gurtoviy. the Journal of the Laboratory Animal Management Association’.and2008. 2. Global Journal of Human Social Science. Mujtaba. and March 2011.Volume-11. andMarch 2011. Employee Retention via Stock Options.Volume-11.For more MBA projects and other projects download: Students3k. Tammy C. Employee Retention as a Challenge in Leather Industry.COM . Issue-7. Volume-20. Luis G. Issue -2. 4. Global Journal of Human Social Science. International Research Journal. Kashif Ud Din Khan And M.Com Reference: 1. Sobia Hassan. Issue-2. Muhammad Umer and Muhammad Akram Naseem. Humor Resource Leaders and Employee Retention in the 21st Century Workplace: The Link between Them and Practical Recommendations for Managers. Muhammad Hassan. Morse and Bahaudin G.

Malvern W. 8. Volume-4. An Empirical Study of Retention Issues in Hotel Industry: A Case Study of Serena Hotel. Volume-5. and 2011. and 2003. Kashif-Ur-Rehman.Asia Pacific Journal of Human Resources. Yoshioka. Klara Nelson. Volume 3. African Journal of Business Management. 7. Issue -7. Journal of Management seresh. Ijaz-Ur-Rehman. Employee retention relationship to training and development. and August 2010. Employee Retention Techniques. Issue-1. Aaisha Arbab Khan.Com 5. Muhammad Asif Khan. and August 2009. Ward Whitt. HRDJournal. Pakistan. Volume-4.STUDENTS3K. Brown. 6. Issue – 2. Ijaz-Ur-Rehman. Dr. Volume-2. The University of Tampa. 12. Issue -10. Keith Macky and Erling Rasmussen. NONPROFIT MANAGEMENT & LEADERSHIP. Claire Crutchley and Yost. and2003. Michael O. and December 2004. Labour Turnover and Retention in New Zealand. and April 2011.For more MBA projects and other projects download: Students3k. and July 2011. Modelling link between internal service quality in human resources WWW. and August 2008 14. Khan. Faisalabad. Chiboiwa. Abdul Nasir and Nadeem Safwan. 11. Nafees A. Issue-7. Key Employee Retention Plans in Bankruptcy.the Impact of Increased Employee Retention. Volume-41.COM . Peter Boxall. Carlton F. Nadeem Safwan and Ashfaq Ahmad. European Journal of Economics. Issue -2. Atif Anis. An examination of employee retention strategy. Volume-4. Issue -10. 9. Issue-29.Mission Attachment and Satisfaction as Factors in Employee Retention. Finance and Administrative Sciences. William A. Samuel and Crispen Chipunza. Volume-1. 13. Shabbir Hussain. Internationally Indexed & Listed Referred E-Journal. Designing for knowledge worker retention & organization performance. Asia Pacific Journal of Human Resources. Volume-14. Issue-1. 10. African Journal of Business Management. Mehvish Ayoub and Babak Mahmood.

Howard. Issue-3. Issue-2. Issue-1.African Journal of Business Management.For more MBA projects and other projects download: Students3k. Bruce H. and April 2008. Hausknecht. Employee Retention in Growth-Oriented Entrepreneurial Firms: an Exploratory Study. 20. issue-1. Shelly Mohanty. Kemelgor and William R.Com management and employee’s retention. Sheridan. 19. Employee Retention: Perspectives of Foreign Teachers at a Demonstration (Satit) School in Thailand. journal of small business. 18. Rodda and Michael J. Fillip Dochy. Volume-35. Issue-1. Meek.HRDJournal. Issue-5. Volume 1.Organizational Culture and Employee Retention. Eva Kyndt. and June 2009 16. WWW. 15.STUDENTS3K. The Cambodian Management Journal. and 1992.and 2009. Julianne M. John E.COM . Academy of Management Journal. John P. African Journal of Business Management. African Journal of Business Management. and June 2010 17. Volume-5. Maya Michielsen and Bastiaan Moeyaert. Volume-5. and February 2011. Targeted Employee Retention: Performance-Based and Job-Related Differences in Reported Reasons for Staying. Zhang Weiwei. Employee Retention: Organisational and Personal Perspectives. Volume-2. Volume-19. Volume-1. and 2008. Issue-3. Retention Depicts The Health of The Organisation.

COM .STUDENTS3K. presentation and interpretation of relevant details or data.Com CHAPTER-III CHAPTER-III RESEARCH METHODOLOGYAN Introduction: Research is the process of systematic and in-depth study or search for any particular topic.For more MBA projects and other projects download: Students3k. It may be understood as a science of studying how research is done scientifically. backed by collection. compilation. Research must be based on fact observable data forms a sound basis for research inductive investigation lead better support to research finding for analysing facts a scientific methodology of analysis must be developed and result interpreted logically. subject or area of investigation. Research may develop hypothesis and test it. In it we study the various steps that are generally adopted by the researcher in studying his research problem along with the logic behind them. WWW. Research methodology is a way to systematically solve the research problem.

Research problems would result in certain conclusions by means of logical analysis which the decision-maker may use for his action or solution. Descriptive research design: It includes surveys and fact finding enquires of different kinds. For the success of any project accurate data is very important and necessary.COM . In this study the researcher has adopted descriptive research design.Com It is necessary for the researcher to know not only the research method or techniques but also the methodology. Thus. It simply describes something such as a demographic of employees. Methods of data collection:  Primary Data WWW.For more MBA projects and other projects download: Students3k.STUDENTS3K. when we talk of research methodology we not only talk of the research methods but also consider the logic behind the methods we use in the context of our research study and explain why we are using a particular method or technique and why we are not using others so that research results are capable of being evaluated either by the researcher himself or by others. Data collection: Data collection is one of the most important aspects of research. Research design: A research design is purely and simply the frame work plan for a study that guides the collection and analysis of a data. It deals with description of the state of offers as it is and the researchers have no influence on the respondents. The information collected through research methodology must be accurate and relevant.

Secondary data may either be published data or unpublished data..e. Sampling: WWW.STUDENTS3K. This is considered as firsthand information.Com  Secondary Data Primary Data: Data collected by a researcher is known as primary data. The data is collected by the means of questionnaire filled in by the employees at different posts of Nagpur area office. The research approach: Survey Method The research instrument: Questionnaire The respondents: The employees of the organization. This method of data collection is very popular particularly in big organizations. Secondary Data: Secondary data means data that are already available i. they refer to data which has already been collected and analyzed by someone else.COM .For more MBA projects and other projects download: Students3k. This type of data information can also be used by the researcher for his use as second hand information sources through which secondary data can be collected. This is that data which is collected by us to meet our own specific purpose. It is collected by a person for his own use obtained from findings.

Chi-square C.COM . Percentage of the respondents= Number of respondents/Total respondents*100 B. Convenience sampling: In this method the sample units are chosen primarily on the basis of the convenience to the researcher. Simple percentage analysis: Simple percentage can also be used to compare the relationship distribution of two or more items. Statistical tools used: A. Simple percentage analysis B.STUDENTS3K. The techniques of sampling unit in this study are convenience sampling. the following formula used: =∑ [(0-E) ²/E] E=Row total*column to/Grant total Degree of freedom=(R-1) (C-1) Where as WWW. Likert Scale Analysis A. For calculating the value of chi-square test. The sample size is selected for the study 100 employees. Chi-square analysis: Chi-square is anon parametric test.Com It is the process of selecting representative subset of a total population for obtaining data for the study of the whole population the subset is known as sample. For calculations the simple percentage the following formula used. The chi-square method is the application of testing the significance different between observed and expected values.For more MBA projects and other projects download: Students3k.

Agree WWW.For more MBA projects and other projects download: Students3k. It is the most widely used approach to scaling responses in survey research. Thus. and the format in which responses are scored along a range. the range captures the intensity of their feelings for a given item.COM . respondents specify their level of agreement or disagreement on a symmetric agree-disagree scale for a series of statements. The difference between these two concepts has to do with the distinction Likert made between the underlying phenomenon being investigated and the means of capturing variation that points to the underlying phenomenon. Neither agree nor disagree 4. Likert distinguished between a scale proper. The format of a typical five-level Likert item is: 1. Disagree 3. or more accurately the Likert-type scale.Com O-observed frequency E-Expected frequency P-Number of rows C-Number of columns C. even though the two are not synonymous. such that the term is often used interchangeably with rating scale. a Likert scale refers only to the former.Likert Scale Analysis A Likert scale is a psychometric scale commonly involved in research that employs questionnaires.STUDENTS3K. psychologistRensis Likert. The scale is named after its inventor. which emerges from collective responses to a set of items (usually eight or more). Technically speaking. When responding to a Likert questionnaire item. Strongly disagree 2. while the results of analysis of multiple items (if the items are developed appropriately) reveals a pattern that has scaled properties of the kind Likert identified.

multiple choice of questionnaire adopted in this research. this is a "forced choice" method since the middle option of "Neither agree nor disagree" is not available.STUDENTS3K.For more MBA projects and other projects download: Students3k. CHAPTER-IV WWW.COM . Open end. Sometimes a four-point scale is used. Period of study: The time period of the study is 45 days. Questionnaire: The questionnaire is prepared in such a way that is correct the comprehensive objectives of the study.Com 5. Strongly agree Likert scaling is a bipolar scaling method. measuring either positive or negative response to a statement.

Periyar Colony. Manufacturing Items : All Kinds of Men’s& Ladies Pyjamas.COM .InPrithvicreations@Airtelmail. Of.Net.Mani Year of Establishment : 1993 Activity : Manufacturer and Export of Knitted Garment Items. Night Wears.S. Anupparapalayam (P.In Name of the Partners : M.S. Tirupur-641 652 Telephone No : 91-421-2472597 / 91-421-2472598 Fax No : 91-421-2482173 E-Mail :Prithvis@Satyam. T-Shirts and Children Wears in All Variety of Knitted Fabrics. Production Capacity : >75000-Pcs/Month in Any Style Exporting Countries : Denmark.O).For more MBA projects and other projects download: Students3k. France and Austria No. Employees : 200 WWW.Kumar & M.STUDENTS3K.Com CHAPTER-IV COMPANY PROFILE Name of the Concern : Prithvi Creations Address : 58(5) Gandhi Road. Canada.

in hosiery performance and fabric appearance.COM .Com Area : 15000 Sqft Banker Address : Bank of Baroda. Our mission:  To produce and supply world class products. SSI Branch. 323 Avinashi Road. ever ready to  meet the evolving need of customers and society. In order to achieve the above objectives. Fax No: 91-421-2212802 Contact Person: M. 642. Kamar raj Road. Tirupur-641602.com.Mani Mobile: 9092201215 E-mail: msmani45@gmail.For more MBA projects and other projects download: Students3k. to provide the best of the best in customer service and offer true value for money in the industry to ensure that our yarn is rated as  the best in terms of efficiency. Phone No: 91-421-2207033. OUR VISION AND MISSION Vision and Mission statement of Prithvi creation Companies is as follows: Our vision:  To be known and recognized as a progressive and dynamic textile unit.STUDENTS3K.S. Tirupur-641 604. To be number one trusted supplies and service provider with an uncompromising attitude towards global quality standards. WWW. Post Box No: 6434. the company is committed to adhere to the following principles and practices. Fax No: 91-421-22207044 Main Branch At : Bank Of Baroda.

pitting test. Grievance procedures. and vendor codes’ of conduct.COM . gsm check. etc. In the sewing departments. Quality Control: A Prithvi creation is “build quality rather than check quality. Ensuring total customer satisfaction by delivering goods and services with consistent quality and cost effectiveness. Building and nurturing a healthy relationship with everyone associated with the Company Exports: 100% exports.STUDENTS3K.Com       Always one step ahead in implementing and adopting technologies.For more MBA projects and other projects download: Students3k. they use internationally standardized procedures like the traffic light quality assurance system. However. ph check. Prithvi Creations does not manufacture for the domestic market. Tests include tensile strength. Union: There is no union in the production site visited. colour fastness to light. Procedures are based on 4 point system by which all fabrics are screened and categorized. “We take care of all their problems.” WWW. Meeting the demanding needs of customers and exceeding their expectations. Prithvi creation’s anti-harassment policy. workers have a brief Orientation session during which they are informed of security measures.” A Prithvi creation emphasizes technology and internationally acclaimed systems to maintain a high level of quality. Worker Training: This site does not provide training to its workers. tearing strength. standing orders. laundering and crocking. nor have there been unionization attempts. so there is no need for a union. Enabling satisfactory go through profitable growth. A Prithvi creation has an in-house laboratory that is equipped with testing machines for standards and has developed in-house grading systems based on. Management stated that it would have no objection if workers wanted to form a union and they are free to associate with any group they desire.

.Com INFRASTRUCTURES Garments:       Pegausus Over Lock Pegausus Flat Lock Brother Botton Hole set Ram sons Stain Remover Ram sons Ironing M/C Juki Single Needle -45M/C -25M/C -1M/C -2M/C -10M/C -30M/C Printing: 8 Colours .STUDENTS3K.COM .6 M/C Compacting: Ferraro Compacting M/C 1 No.For more MBA projects and other projects download: Students3k.6.12 Colours Chest Printing .000 kgs / day Capacity Dyeing:  Soft Flow dyeing unit with a capacity of 40 cases / day  Open winch dyeing with a capacity of 15 cases / day Lab Equipments:       Colour Matching Cabinet Crock Meter Laundero Meter Washing M/C with Dryer GSM Cutter Grey scale for staining and shade change WWW.

 The content analysis presented in the form of tables and charts.COM . INTERPRETATION AND INFERENCE Analysis: Analysis is classifying and rearranging the raw data to arrive at meaningful interpretation.STUDENTS3K.For more MBA projects and other projects download: Students3k. WWW. Through this he can linkup the same abstract with those of other studies having the same abstract principle. The data collect are analyzed sing simple percentage tool as the against the total number of the respondents. Interpretation: Interpretation is essential because it brings the outcome of the analysis into forefront.Com CHAPTER-V CHAPTER-V ANALYSIS.  It is through interpretation that the researcher can understand the abstract principles that work beneath his founds.  Research can appreciate only through interpretation which can make other to understand of researcher finding a per project study.  Interpretation leads the establishment of explanatory concepts that can serve as a guide for tutor research studies.

38 percent of the respondents are between 26years to 30years. INFERENCE: Majority 38 percent of the respondents are between the age group of 26 – 30 years. 32 percent of the respondents are between 31years to 36years and 5 percent of the respondents are between above 36years. WWW.COM .For more MBA projects and other projects download: Students3k.STUDENTS3K.1 AGE OF THE RESPONDENTS S. No 1 2 3 4 Age 20 Years to 25 years 26 Years to 30 years 31 Years to 35 years Above 36 Years Total No of Respondent 25 38 32 5 100 Percentage 25 38 32 5 100 INTERPRETATION: The above table shows that 25 percent of the respondents are between 20years to 25years of age.Com TABLE NO: 4.

Com CHART NO: 4.1 AGE OF THE RESPONDENTS AGE to Ye ar s 31 20 Ye ar s to 35 25 ye ar s No of respondent ye ar s 40 35 30 25 20 15 10 5 0 Age WWW.COM .STUDENTS3K.For more MBA projects and other projects download: Students3k.

815 Rejected retention H0 .944 Degree of freedom =3 Table value = 7.944 Freedom 3 Value 7.For more MBA projects and other projects download: Students3k.COM .2 AGE AND EMPLOYEE RETENTION CHI-SQUARE: S.Com TABLE NO: 4.there is no significant relationship between age and retention problem H1 – there is a significant relationship between age and retention problem CHI SQUARE: Calculated value = 36.STUDENTS3K.815 Significant level = significant level of 5% INTERPRETATION: WWW. No Particular Value Degree of Chi-Square Inference 1 Age and Employee 36.

INFERENCE: Majority 64 percent of the respondents are male.COM .STUDENTS3K.3 GENDER OF THE RESPONDENTS S.Com The above table shows that the calculated value of chi square is greater than the table value. TABLE NO: 4.Hence the null hypothesis is rejected so there is a significant relationship between age and retention problem. WWW. No 1 2 Gender Male Female Total No of Respondent 64 36 100 Percentage 64 36 100 INTERPRETATION: The above table shows that 64 percent of the respondents are male and 36 percent of the respondents are female.For more MBA projects and other projects download: Students3k.

Com CHART NO: 4.For more MBA projects and other projects download: Students3k.STUDENTS3K.2 GENDER OF THE RESPONDENTS GENDER 36% Male 64% Female WWW.COM .

WWW.Com TABLE NO: 4.COM .STUDENTS3K. and 3 percent of the respondents are widow. No 1 2 3 Marital status Married Unmarried Widow Total No of Respondent 73 24 3 100 Percentage 73 24 3 100 INTERPRETATION: The above table shows that 73 percent of the respondents are married. INFERENCE: Majority 73 percent of the respondents are married.For more MBA projects and other projects download: Students3k. 24 percent of the respondents are unmarried.4 MARITAL STATUS OF THE RESPONDENTS S.

STUDENTS3K.3 MARITAL STATUS OF THE RESPONDENTS MARITAL STATUS 80 70 60 50 No of the respondent 40 30 20 10 0 Married Unmarried Widow Marital status WWW.COM .For more MBA projects and other projects download: Students3k.Com CHART NO: 4.

H1 – there is a significant relationship between marital status and retention problem. CHI SQUARE: Calculated value = 4. WWW.991 Accepted Employee Retention H0 .STUDENTS3K.991 Significant level = significant level of 5% INTERPRETATION: The above table shows that the calculated value of chi square is less than the table value.Hence the null hypothesis is accepted so there is no significant relationship between marital status and retention problem.5 MARITAL STATUS AND EMPLOYEE RETENTION CHI-SQUARE: S.there is no significant relationship between marital status and retention problem.268 Degree of freedom =2 Table value = 5.COM . No Particular Value Degree of Chi-Square Inference 1 Marital Status and 4.268 Freedom 2 Value 5.Com TABLE NO: 4.For more MBA projects and other projects download: Students3k.

and 45 percent of the respondents are joint family.Com TABLE NO: 4.4 WWW. No 1 2 Family size Nuclear join family Total No of Respondent 69 31 100 Percentage 69 31 100 INTERPRETATION: The above table shows that 55 percent of the respondents are from nuclear family. CHART NO: 4. INFERENCE: Majority 69 percent of the respondents are the nuclear family.COM .STUDENTS3K.6 FAMILY SIZE OF THE RESPONDENTS S.For more MBA projects and other projects download: Students3k.

COM .For more MBA projects and other projects download: Students3k.STUDENTS3K.Com FAMILY SIZE OF THE RESPONDENTS FAMILY SIZE 31% Nuclear join family 69% WWW.

INFERENCE: Majority 61 percent of the respondentsare between the 6001 to 12000 as monthly income. 27 percent of the respondents are between 12001 to 18000 as monthly income and 4 percent of the respondents are between above 18001 as monthly income.COM . CHART NO: 4.Com TABLE NO: 4. 61 percent of the respondents are as monthly income between 6001 to 12000.For more MBA projects and other projects download: Students3k.7 MONTHLY SALARY OF THE RESPONDENTS S.5 WWW. No 1 2 3 4 Monthly salary Below 6000rs 6001rs to 12000rs 12001rs to 18000rs Above 18001rs Total No of Respondent 8 61 27 4 100 Percentage 8 61 27 4 100 INTERPRETATION: The above table shows that 8 percent of the respondents are having below 6000rs as monthly income.STUDENTS3K.

For more MBA projects and other projects download: Students3k.Com MONTHLY SALARY OF THE RESPONDENTS MONTHLY SALARY 70 60 50 40 30 20 10 18 00 1r s Ab ov e 18 00 0r s 12 00 1r s to 12 00 0r s 60 01 rs to 60 00 rs 0 Be lo w No of the respondent Monthly salary WWW.STUDENTS3K.COM .

6 EDUCATION QUALIFICATION OF THE RESPONDENTS WWW. CHART NO: 4. No 1 2 3 4 5 Education Illiterate Up to +2 Up to UG degree Up to PG degree Up to diploma Total No of Respondent 2 61 18 7 12 100 Percentage 2 61 18 7 12 100 INTERPRETATION: The above table shows that 2 percent of the respondents are illiterate. 7 percent of the respondents are up to PG degree and 12 percent of the respondents are up to diploma.Com TABLE NO: 4.For more MBA projects and other projects download: Students3k.STUDENTS3K. INFERENCE: Majority 61 percent of the respondents are the Education up to +2. 61 percent of the respondents are up to +2.8 EDUCATION QUALIFICATION OF THE RESPONDENTS S.COM . 18 percent of the respondents are up to UG degree.

9 AWARENESS OF THE ORGANIZATION WWW.COM .STUDENTS3K.For more MBA projects and other projects download: Students3k.Com EDUCATION 70 60 50 40 30 No of the respondent 20 10 di pl om a de gr ee U p U p to to ug Illi te ra te 0 Education TABLE NO: 4.

7 AWARENESS OF THE ORGANIZATION WWW. No 1 2 3 4 Know about the organization Friend Relative Neighbour Nearby home Total No of Respondent 25 18 24 33 100 Percentage 25 18 24 33 100 INTERPRETATION: The above table shows that 25percent of the respondents are awareness of theorganization in friend. CHART NO: 4. 24 percent of the respondents are awareness of the organization in neighbour and 33 percent of the respondents are awareness of the organization in nearby home.COM .STUDENTS3K.For more MBA projects and other projects download: Students3k. INFERENCE: Majority 33 percent of the respondents are awareness of the organization nearby home. 18 percent of the respondents are awareness of the organization in relative.Com S.

Com AWARENESS OF THE ORGANIZATION 35 30 25 No of the respondent 20 15 10 5 0 Friend Relative Neighbour Nearby home Know about the organization TABLE NO: 4.STUDENTS3K.COM .10 EXPERIENCE WWW.For more MBA projects and other projects download: Students3k.

CHART NO: 4. 38 percent of the respondents are between below 2years to 4years experience.and 1 percent of the respondents are between above 6years experience. No 1 2 3 4 Experience Below 2years 2 years to 4years 4years to 6years Above 6years Total No of Respondent 53 38 8 1 100 Percentage 53 38 8 1 100 INTERPRETATION: The above table shows that 53 percent of the respondents are between below 2years experience. INFERENCE: Majority 53 percent of the respondents are having the experiencesbelow 2years.Com S.For more MBA projects and other projects download: Students3k. 8 percent of the respondents are between below 4years to 6yearsvexperience.STUDENTS3K.COM .8 EXPERIENCE WWW.

Com EXPERIENCE 6y ea rs Ab ov e 6y ea rs to 4y ea rs 4y ea rs to ye ar s 2 Be lo w 2y ea rs No of the respondent 60 50 40 30 20 10 0 Experience TABLE NO: 4.STUDENTS3K.COM .For more MBA projects and other projects download: Students3k. No Motivation of the job No of Respondent Percentage WWW.11 MOTIVATION OF THE JOB S.

and 19 percent of the respondents are motivated by reputation.For more MBA projects and other projects download: Students3k. CHART NO: 4. INFERENCE: Majority 50 percent of the respondents are motivatedby native of job.STUDENTS3K.9 MOTIVATION OF THE JOB WWW.Com 1 2 3 Salary Native of job Reputation Total 31 50 19 100 31 50 19 100 INTERPRETATION: The above table shows that 31 percent of the respondents are motivated by salary. 50 percent of the respondents are motivated by native of job.COM .

COM .STUDENTS3K.For more MBA projects and other projects download: Students3k.Com MOTIVATION OF THE JOB 60 50 40 No of the respondent 30 20 10 0 Salary Native of job Reputation Motivation of the job TABLE NO: 4.12 RETENTION PROBLEMS WWW.

10 RETENTION PROBLEMS WWW.Com S. CHART NO: 4.STUDENTS3K. INFERENCE: Majority 90 percent of the respondents are the have retention problem. No 1 2 Retention problem Yes No Total No of Respondent 90 10 100 Percentage 90 10 100 INTERPRETATION: The above table shows that 90 percent of the respondents are have retention problem.COM . and 10 percent of the respondents are have no retention problem.For more MBA projects and other projects download: Students3k.

COM .For more MBA projects and other projects download: Students3k.Com RETENTION PROBLEMS 10% Yes No 90% TABLE NO: 4.STUDENTS3K.13 WWW.

and 1 percent of the respondent are strongly agree in good relationship with management. INFERENCE: Majority 36 percent of the respondents are disagreeing in relationship with management. No 1 2 3 4 5 Relationship with management Strongly disagree Disagree Natural Agree Strongly agree Total No of Respondent 26 36 30 7 1 100 Percentage 26 36 30 7 1 100 INTERPRETATION: The above table shows that 26 percent of the respondents are strongly disagree in good relationship with management.STUDENTS3K. 7 percent of the respondents are agree in good relationship with management.Com RELATIONSHIP WITH MANAGEMENT S. CHART NO: 4. 36 percent of the respondents are disagree in good relationship with management. 30 percent of the respondents are natural in good relationship with management.COM .For more MBA projects and other projects download: Students3k.11 RELATIONSHIP WITH MANAGEMENT WWW.

COM .Com RELATIONSHIP WITH MANAGEMENT 40 35 30 25 20 15 10 5 ag re e St ro ng ly Ag re e at ur al N D is ag re e di sa gr ee 0 St ro ng ly No of the respondent Good relationship with manage ment TABLE NO: 4.For more MBA projects and other projects download: Students3k.14 REWARDS & RECOGNITION WWW.STUDENTS3K.

STUDENTS3K. No 1 2 3 4 Rewards And Recognition Strongly disagree Disagree Natural Agree Total No of Respondent 32 49 18 1 100 Percentage 32 49 18 1 100 INTERPRETATION: The above table shows that 32 percent of the respondents are strongly disagree in rewards &recognition. 18 percent of the respondents are natural in rewards &recognition. 1 percent of the respondent are agree rewards &recognition. CHART NO: 4.Com S. 49 percent of the respondents are disagree in rewards &recognition.12 REWARDS & RECOGNITION WWW.For more MBA projects and other projects download: Students3k. INFERENCE: Majority 49 percent of the respondents are the disagree in Rewards and Recognition.COM .

STUDENTS3K.For more MBA projects and other projects download: Students3k.15 INFRASTRUCTURE S. No Infrastructure No of Respondent Percentage WWW.Com REWARDS & RECOGNITION 50 45 40 35 30 No of the re spondent 25 20 15 10 5 0 Strongly disagree Disagree Natural Agree Re wards & Re cognition TABLE NO: 4.COM .

COM . INFERENCE: Majority 49 percent of the respondents are disagreeing in infrastructure. 38 percent of the respondents are between in infrastructure.13 INFRASTRUCTURE WWW.Com 1 2 3 4 Strongly disagree Disagree Neutral Agree Total 9 49 38 4 100 9 49 38 5 100 INTERPRETATION: The above table shows that 9 percent of the respondents are strongly disagree in infrastructure.For more MBA projects and other projects download: Students3k. 49 percent of the respondents are disagree in infrastructure. CHART NO: 4. and 4 percent of the respondents are agree in infrastructure.STUDENTS3K.

Com INFEASTRUCTURE Ag re e eu tr al N D is ag re e St ro ng ly di sa gr ee No of the re sponde nt 50 45 40 35 30 25 20 15 10 5 0 Infrastructure TABLE NO: 4. No 1 2 3 4 Work Schedule Strongly disagree Disagree Neutral Agree Total No of Respondent 11 42 46 1 100 Percentage 11 42 46 WWW.16 WORK SCHEDULE S.STUDENTS3K.COM 1 100 .For more MBA projects and other projects download: Students3k.

COM .Com INTERPRETATION: The above table shows that 11 percent of the respondents are strongly disagree in work schedule.14 WORK SCHEDULE WWW. CHART NO: 4. INFERENCE: Majority 46 percent of the respondents are having the work Schedulein neutral.STUDENTS3K. 42 percent of the respondents are disagree in work schedule. 46 percent of the respondents are natural in work schedule.For more MBA projects and other projects download: Students3k. and 1 percent of the respondent are agree in work schedule.

17 COMPANY POLICY S.COM .Com WORK SCHEDULE Ag re e eu tr al N St ro ng ly di sa gr ee No of the respondent D is ag re e 50 45 40 35 30 25 20 15 10 5 0 Work sche dule TABLE NO: 4. No Company policy No of Respondent Percentage WWW.For more MBA projects and other projects download: Students3k.STUDENTS3K.

For more MBA projects and other projects download: Students3k.COM . INFERENCE: Majority 45 percent of the respondents aredisagreed with the company’s policies.STUDENTS3K. 45 percent of the respondents are disagree in company policy.15 COMPANY POLICY WWW.Com 1 2 3 Strongly disagree Disagree Neutral Total 22 45 33 100 22 45 33 100 INTERPRETATION: The above table shows that 22 percent of the respondents are strongly disagree in company policy. and 33 percent of the respondents are natural in company policy. CHART NO: 4.

For more MBA projects and other projects download: Students3k.18 AVAILABILITY OF PROMOTION OPPORTUNITY WWW.Com COMPANY POLICY 50 45 40 35 30 No of the respondent 25 20 15 10 5 0 Strongly disagree Disagree Neutral Company policy TABLE NO: 4.COM .STUDENTS3K.

INFERENCE: Majority 62 percent of the respondents are having the promotion opportunities in strongly disagreed.16 AVAILABILITY OF PROMOTION OPPORTUNITY WWW.Com S. No 1 2 3 Promotion Opportunity Strongly disagree Disagree Neutral Total No of Respondent 62 29 9 100 Percentage 62 29 9 100 INTERPRETATION: The above table shows that 62 percent of the respondents are strongly disagree in promotion opportunity. and 9 percent of the respondents are natural in promotion opportunity. CHART NO: 4.COM . 29 percent of the respondents are disagree in promotion opportunity.For more MBA projects and other projects download: Students3k.STUDENTS3K.

19 JOB SECURITY WWW.STUDENTS3K.Com PROMOTION OPPORTUNITY 9% Strongly disagree 29% 62% Disagree Neutral TABLE NO: 4.COM .For more MBA projects and other projects download: Students3k.

and 3 percent of the respondents are natural in job security.Com S. INFERENCE: Majority 78 percent of the respondents arestrongly disagreedwith the job securities. CHART NO: 4.17 JOB SECURITY WWW. 19 percent of the respondents are disagree in job security.COM .STUDENTS3K. No 1 2 3 Job security Strongly disagree Disagree Neutral Total No of Respondent 78 19 3 100 Percentage 78 19 3 100 INTERPRETATION: The above table shows that 78 percent of the respondents are strongly disagree in job security.For more MBA projects and other projects download: Students3k.

No Statutory benefit No of Respondent Percentage WWW.20 STATUTORY BENEFIT S.For more MBA projects and other projects download: Students3k.Com JOB SECURITY 80 70 60 50 No of the respondent 40 30 20 10 0 Strongly disagree Disagree Neutral Job security TABLE NO: 4.STUDENTS3K.COM .

18 STATUTORY BENEFIT WWW. and 7 percent of the respondents are agree in statutory benefit. 29 percent of the respondents are natural in statutory benefit. INFERENCE: Majority 52 percent of the respondents are disagreed with the statutory benefits.Com 1 2 3 4 Strongly disagree Disagree Neutral Agree Total 12 52 29 7 100 12 52 29 7 100 INTERPRETATION: The above table shows that 12 percent of the respondents are strongly disagree in statutory benefit.COM . CHART NO: 4. 52 percent of the respondents are disagree in statutory benefit.STUDENTS3K.For more MBA projects and other projects download: Students3k.

21 MOTIVATION OF EMPLOYEES S.For more MBA projects and other projects download: Students3k.Com STATUTORY BENEFIT 60 50 40 No of the respondent 30 20 10 0 Strongly disagree Disagree Neutral Agree Statutory benefit TABLE NO: 4. No Motivation of employee No of Respondent Percentage WWW.STUDENTS3K.COM .

19 MOTIVATION OF EMPLOYEES WWW. 40 percent of the respondents are disagree in motivation of employees. INFERENCE: Majority 52 percent of the respondents aredisagreed with the motivation of employee.For more MBA projects and other projects download: Students3k.COM . CHART NO: 4.STUDENTS3K. 39 percent of the respondents are natural in motivation of employee. and 3 percent of the respondents are agree in motivation of employees.Com 1 2 3 4 Strongly disagree Disagree Neutral Agree Total 18 40 39 3 100 18 40 39 3 100 INTERPRETATION: The above table shows that 18 percent of the respondents are strongly disagree in motivation of employees.

For more MBA projects and other projects download: Students3k.STUDENTS3K.22 RATE OF THE APPRAISAL SYSTEM WWW.COM .Com MOTIVATION OF EMPLOYEE 40 35 30 25 No of the respondent 20 15 10 5 0 Strongly disagree Disagree Neutral Agree Motivation of employees TABLE NO: 4.

Com S. No 1 2 3 Appraisal system Strongly disagree Disagree Neutral Total No of Respondent 23 47 30 100 Percentage 23 47 30 100 INTERPRETATION: The above table shows that 23 percent of the respondents are strongly disagree in appraisal system. INFERENCE: Majority 47 percent of the respondents aredisagreed with the appraisal systems.For more MBA projects and other projects download: Students3k.COM . CHART NO: 4.20 RATE OF THE APPRAISAL SYSTEM WWW. 47 percent of the respondents are disagree in appraisal system and 30 percent of the respondents are natural in appraisal system.STUDENTS3K.

Com APPRAISAL SYSTEM 50 45 40 35 30 No of the respondent 25 20 15 10 5 0 Strongly disagree Disagree Neutral Rate of the appraisal system TABLE NO: 4.23 OPPORTUNITY TO SHARE YOUR IDEAS AT WORK WWW.STUDENTS3K.COM .For more MBA projects and other projects download: Students3k.

INFERENCE: Majority 80 percent of the respondents are having opportunities to share your ideas at work no.21 OPPORTUNITY TO SHARE YOUR IDEAS AT WORK WWW. 80 percent of the respondents are does not have to share their ideas. No 1 2 Opportunity to share your ideas No of Respondent Percentage Yes No Total 20 80 100 20 80 100 INTERPRETATION: The above table shows that 20 percent of the respondents are had to share their ideas.For more MBA projects and other projects download: Students3k. CHART NO: 4.COM .Com S.STUDENTS3K.

For more MBA projects and other projects download: Students3k.COM .24 ATTENDED ANY TRAINING PROGRAMS S. No Training programs No of Respondent Percentage WWW.Com OPPORTUNITY TO SHARE YOUR IDEAS 20% Yes No 80% TABLE NO: 4.STUDENTS3K.

COM .Com 1 2 3 Yes No Total 34 66 100 34 66 100 INTERPRETATION: The above table shows that 34 percent of the respondents are percent attended training program.For more MBA projects and other projects download: Students3k. INFERENCE: Majority 52 percent of the respondents’percent are the training program no.STUDENTS3K. 66 percent of the respondents are does not attended training program. CHART NO: 4.22 ATTENDED ANY TRAINING PROGRAMS WWW.

25 CAREER ENHANCEMENT OPPORTUNITIES WWW.Com TRAINING PROGRAMS 34% Yes No 66% TABLE NO: 4.COM .For more MBA projects and other projects download: Students3k.STUDENTS3K.

For more MBA projects and other projects download: Students3k. INFERENCE: Majority 26 percent of the respondents are between the career opportunities no. CHART NO: 4. and 83 percent of the respondents are do not company provides career enhancement opportunities for no.Com S.COM .23 CAREER ENHANCEMENT OPPORTUNITIES WWW. No 1 2 3 Career opportunities Yes No Total No of Respondent 17 83 100 Percentage 17 83 100 INTERPRETATION: The above table shows that 17 percent of the respondents are company provides career enhancement opportunities for yes.STUDENTS3K.

COM .26 REASON FOR LEAVE WWW.For more MBA projects and other projects download: Students3k.STUDENTS3K.Com CAREER OPPORTUNITIES 17% Yes No 83% TABLE NO: 4.

and 26 percent of the respondents are reason for leave other reason. 32 percent of the respondents are reason for leave career opportunity.COM .For more MBA projects and other projects download: Students3k.24 REASON FOR LEAVE WWW. INFERENCE: Majority 26 percent of the respondents are the reasons for leave career opportunity.Com S.STUDENTS3K. No 1 2 3 4 Reason for leave marriage Team fitment Career opportunity Others Total No of Respondent 19 23 26 32 100 Percentage 19 23 26 32 100 INTERPRETATION: The above table shows that 19 percent of the respondents are reason for leave marriage. 23 percent of the respondents are reason for leave team fitment. CHART NO: 4.

27 SATISFIED WITH THE INCENTIVES S.For more MBA projects and other projects download: Students3k. No Incentive No of Respondent Percentage WWW.Com REASON FOR LEAVE O th er s en t Ca re er op po rt un ity ft m Te am m ar ria ge No of the re spondent 35 30 25 20 15 10 5 0 Re ason for le ave TABLE NO: 4.STUDENTS3K.COM .

For more MBA projects and other projects download: Students3k.Com

1
2

Yes
N0
Total

33
67
100

33
67
100

INTERPRETATION:
The above table shows that 33 percent of the respondents are satisfied their incentive, 67
percent of the respondents are does not satisfied their incentive,

INFERENCE:
Majority 67 percent of the respondents are the statutory incentive no.

CHART NO: 4.25
SATISFIED WITH THE INCENTIVES

WWW.STUDENTS3K.COM

For more MBA projects and other projects download: Students3k.Com

No of Respondent

33%
Yes
N0
67%

TABLE NO: 4.27
SATISFIED WITH THE WORKING HOURS
S. No
1
2

Working hours
Yes
No
Total

No of Respondent
19
81
100

Percentage
19
81
100

WWW.STUDENTS3K.COM

For more MBA projects and other projects download: Students3k.Com

INTERPRETATION:
The above table shows that 19 percent of the respondents are satisfied working hours, and
81 percent of the respondents are does not satisfied working hours.
INFERENCE:
Majority 81 percent of the respondents are satisfied working hours no.

CHART NO: 4.26
SATISFIED WITH THE WORKING HOURS

WWW.STUDENTS3K.COM

COM .29 SATISFIED WITH THE BENEFIT OFFERED BY THE ORGANIZATION S.STUDENTS3K.Com WORKING HOURS 19% Yes No 81% TABLE NO: 2. No Benefit offered by the No of Respondent Percentage 1 2 organization Yes No Total 20 80 100 20 80 100 WWW.For more MBA projects and other projects download: Students3k.

INFERENCE: Majority 80 percent of the respondents are thenot benefit offered by the organization.For more MBA projects and other projects download: Students3k.Com INTERPRETATION: The above table shows that 20 percent of the respondents are satisfied benefit offered by the organization.COM . and 80 percent of the respondents are does not satisfied benefit offered by the organization.STUDENTS3K. CHART NO: 4.27 SATISFIED WITH THE BENEFIT OFFERED BY THE ORGANIZATION WWW.

STUDENTS3K.For more MBA projects and other projects download: Students3k.30 PARTICIPATION IN DURING HOLIDAYS S. No 1 2 3 4 Participation in holidays Not at all Not much involved Neutral Involved Total No of Respondent Percentage 54 54 24 24 WWW.Com BENEFIT OFFERED BY THE ORGANIZATION 20% Yes No 80% TABLE NO: 4.COM 20 20 2 2 100 100 .

COM . CHART NO: 4.STUDENTS3K.Com INTERPRETATION: The above table shows that 24 percent of the respondents are not at all in participation in holidays. and 2 percent of the respondents are involved in participation in holidays. 20 percent of the respondents are neutral in participation in holidays.For more MBA projects and other projects download: Students3k.28 PARTICIPATION IN DURING HOLIDAYS WWW. INFERENCE: Majority 52 percent of the respondents are the participation in holidays not at all. 54 percent of the respondents are not much involved in participation in holidays.

COM .STUDENTS3K.Com PARTICIPATION IN HOLIDAYS 60 50 40 No of the respondent 30 20 10 0 Not at all Not much involved Neutral Involved Participation in holidays WWW.For more MBA projects and other projects download: Students3k.

Com CHAPTER-VI CHAPER-VI FINDING. Majority 52 percent of the respondents are disagreed with the motivation of employee.COM . Majority 73 percent of the respondents are married. Majority 80 percent of the respondents are having opportunities to share your ideas at work no. Majority 45 percent of the respondents are disagreed with the company’s policies. Majority 80 percent of the respondents are the not benefit offered by the organization. SUGGESTION AND CONCLUSION 6.STUDENTS3K. Majority 52 percent of the respondents are disagreed with the statutory benefits. Majority 26 percent of the respondents are between the career opportunities no. WWW. Majority 64 percent of the respondents are male. Majority 46 percent of the respondents are having the work Schedulein neutral. Majority 33 percent of the respondents are awareness of the organization nearby home. Majority 61 percent of the respondents are between the 6001 to 12000 as monthly income Majority 61 percent of the respondents are the Education up to +2. Majority 67 percent of the respondents are the statutory incentive no. Majority 49 percent of the respondents are the disagree in Rewards and Recognition. Majority 36 percent of the respondents are disagreeing in relationship with management. Majority 50 percent of the respondents are motivated by native of job. Majority 47 percent of the respondents are disagreed with the appraisal systems. Majority 49 percent of the respondents are disagreeing in infrastructure. Majority 62 percent of the respondents are having the promotion opportunities in strongly disagreed. Majority 81 percent of the respondents are satisfied working hours no. Majority 69 percent of the respondents are the nuclear family. Majority 52 percent of the respondents’ percent are the training program no. Majority 53 percent of the respondents are having the experiencesbelow 2years. Majority 90 percent of the respondents are the have retention problem.For more MBA projects and other projects download: Students3k. Majority 26 percent of the respondents are the reasons for leave career opportunity.1 Findings: Majority 38 percent of the respondents are between the age group of 26 – 30 years. Majority 78 percent of the respondents are strongly disagreed with the job securities.

6. In fact. So that improves the satisfaction of the employees.Com Majority 52 percent of the respondents are the participation in holidays not at all. WWW.COM .2Suggestions: Retaining key personnel is critical to long term success of an organization.For more MBA projects and other projects download: Students3k. Some of the suggestions forthis can be summarized as follows:  The company should provide better motivations to the employees. some companies do not have to recruit because they receive somany qualified unsolicited submissions due to their history of excellence in employee retention.STUDENTS3K. How do you getyour employees to "fall in Love" with your organization? This is a great question. A Retention Strategy has becomeessential if your organization is to be productive over time and can become an important part of your hiringstrategy by attracting the best candidates.

 The company should provide other benefits properly to the employees. identify the factors and contributing to the problem and behave in ways that would either eliminate the casual variables or reduce their influence on the problems. Employees comprise the most vital assets of the company. Prithivi Creation in Tirupurexists a high level of employee retention. So. In a work place where employees are not able to usetheir full potential and not heard and valued. the process of concretization is sure to produce the desired results conducted in proper ways. they are likely to leave because of stress and frustration.Com  The company should maintain a good relationship with the employees that help to improve their production.3Conclusion: The research has a humble attempt in identifying the causes of employee retention and come up with a few suggestions. 6.  The company want to change their work schedule and policies of their organisation  The company should also develop their infrastructure facility of their organisation.COM . identify the problem.  The company want to reduce their employee retention problem and provide promotion      offers to their employees The company should provide job security and statutory benefits to their employees. The company should provide proper incentives to the employees The company should maintain proper work timings for the employees and should main a proper attendance of the employees.For more MBA projects and other projects download: Students3k.STUDENTS3K. They needtransparent work environment to work in.  The company should provide promotions opportunitiesto the employees. the management has simply to concretize people and live them alone with an environment in which they find it possible it behave appropriately. In a WWW. Though slow. The company should provide training programs for their employees The company should provide career opportunities to the employees.  The company should provide Rewards and Recognitionto the employees. appreciate the need to resolve it.

BIBILIOGRAPHY WWW.COM .Com transparent environment where employees get a sense ofachievement and belongingness. where they can best utilize their potential and realize their skills. They love tobe the essential part of such organization and the company is benefited with a stronger.For more MBA projects and other projects download: Students3k.STUDENTS3K. reliable work-forceharboring bright new ideas for its growth.

Sultan Chand and Sons. Kothari. and July 1997.For more MBA projects and other projects download: Students3k. Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal. Issue-2.P. and 1998. Arthur. and June 2005. Volume-2. Manikandan. Issue-2.C.A Strategic Accountability Approach.S. 4. Narayan Publications.STUDENTS3K. 5. The Cromwell Press. Volume-3.K. Anurag Jain. 3.Memoriya. and March 2007. and February 1994. Human Resource Development. Volume-3. 2. Issue-3. Issue2. Taylor Stephen. Personnel management. Human Resource Management. Reference Articles: 1. 4. J. Managing Employee Retention. Management and Labour Studies. RAO VSP. Wishwa prakashan.R. Volume-5. Institute of Management. Issue-5. 3. The Employee Retention Handbook. Indian Journal of individuals. 2. Elsevier Butterworth Hethemann Publications. Biswas. Philips J. Prof. Venkat.P. Tripathi. WWW.R.Com BIBLIOGRAPHY Reference books: 1. Institute of Management. HRM Review.COM .C.N. The ICFAI University. Volume-5. Research Methodology methods and Techniques. 5.

Divorce [ ] d. Male [ ] b. Married [ ] b. Nuclear [ ] b. Above 36yers [ ] 3. Gender: a. Widow [ ] 5.COM .Com APPENDIX A Study on Employee Retention with Special Reference to Prithivi Creation in Tirupur Questionnaire 1. 31yers To 35yers [ ] d.STUDENTS3K. Female [ ] 4. Join family [ ] WWW. 26yers To 30yers [ ] c. 20yers To 25yers [ ] b. Name : 2. Family Size : a. Unmarried [ ] c.For more MBA projects and other projects download: Students3k. Marital Status: a. Age : a.

Salary [ ] b. What Motivated You To Take Up Job: a. How Long You Work In This Organization: a. Native Of Job [ ] c. Below 6000rs [ ] b. Up To PG Degree [ ] e. Nearby Home [ ] 9. Above Six Years [ ] 10. How Do You Come To Know About The Organization: a. Relative [ ] c. 12001rs To 18000rs [ ] d. Below Two Years [ ] b. Education Qualification: a. Two Years To Four Years [ ] c. Up To Diploma [ ] 8. Neighbour [ ] d. Yes [ ] b. 6001rs To 12000rs [ ] c. Illiterate [ ] b. Above 18001rs [ ] 7. Four Year To Six Years [ ] d. Up To 12th [ ] c.Com 6. Problems Faced By Them: Variables SA A N DA SDA A) Good Relationship With Management B) Rewards And WWW. Up To UG Degree [ ] d. No [ ] 12.STUDENTS3K.For more MBA projects and other projects download: Students3k. Do You Know Any Specified Retention Problems In Your Organization: a. Monthly Salary: a. Reputation [ ] 11.COM . Friend [ ] b.

Yes [ ] b. Do You Have An Opportunity To Share Your Ideas At Work: a.COM . Others [ ] If Specify : 17. Yes [ ] b. Yes [ ] If Specify: b. Are You Satisfied With The Working Hours: a. Career Opportunity [ ] d. Yes [ ] b.For more MBA projects and other projects download: Students3k. No [ ] 18. No [ ] 16. Team Fitment [ ] c.Com Recognition C) Infrastructure D) Work Schedule E) Company Policy And Procedure F) Availability Of Promotion Opportunity G) Job Security H) Statutory benefit I) Motivation Of Employees J) Rate Of The Appraisal System 13.STUDENTS3K. Marriage [ ] b. Yes [ ] WWW. Do You Feel That The Company Provides Career Enhancement Opportunities For Your Growth And Development: a. No [ ] 14. If You Want To Leave The Organization. Are You Satisfied With The Incentives: a. No [ ] 15. What Would Be The Reason: a. Have You Attended Any Training Programs: a.

No [ ] 19. Your Participation In During Holidays: a.COM .Com b. Highly Involved [ ] b. Not At All [ ] WWW. Involved [ ] c. Not Much Involved [ ] e.For more MBA projects and other projects download: Students3k. Yes [ ] If Specify : b. No [ ] 20. Neutral [ ] d.STUDENTS3K. Are You Satisfied With The Benefit Offered By The Organization: a.