INTRODUCTION

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INTRODUCTION

Employee turnover is one of the largest though widely unknown costs an organization faces. While companies routinely keep track of various costs such as supplies and payroll, few take into consideration how much employee turnover will cost them: Ernst & Young estimates it costs approximately $120,000 to replace 10 professionals. According to research done by Sibson & Company, to recoup the cost of losing just one employee a fast food restaurant must sell 7,613 combo meals at $2.50 each. Employee turnover costs companies 30 to 50% of the annual salary of entry-level employees, 150% of middle-level employees, and up to 400% for upper level, specialized employees. Now that so much is being done by organizations to retain its employees. Why is retention so important? Is it just to reduce the turn over costs ? Well, the answer is a definite no. It’s not only the cost incurred by a company that emphasizes the need of retaining employees but also the need to retain talented employees from getting poached.

Retention involves five major things:  Compensation  Environment  Growth  Relationship  Support

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 Compensation: Compensation constitutes the largest part of the employee retention process. The employees always have high expectations regarding their compensation packages.

 Salary and monthly wage: It is the biggest component of the compensation package. It is also the most common factor of comparison among employees. It includes • • • • Basic wage House rent allowance Dearness allowance City compensatory allowance

 Health insurance: Health insurance is a great benefit to the employees. It saves employees money as well as gives them a peace of mind that they have somebody to take care of them in bad times. It also shows the employee that the organization cares about the employee and its family.  After retirement: It includes payments that an Employee gets after he retires like EPF (Employee Provident Fund) etc.  Miscellaneous compensation: It may include employee assistance programs (like psychological counselling, legal assistance etc), discounts on company products, use of a company cars, etc. • Employers And Their Key Drivers To Attract And Retain Talent Employers Key Drives To Attract And Retain Talent
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It is about managing people. People want to work for an organization which provides • • • • Appreciation for the work done Ample opportunities to grow A friendly and cooperative environment A feeling that the organization is second home to the employee Organization environment includes • • • • • • • • Culture Values Company reputation Quality of people in the organization Employee development and career growth Risk taking Leading technologies Trust Types of environment the employee needs in an organization • Learning environment: It includes continuous learning and improvement of the individual. If an organization manages people well.Environment: It is not about managing retention. Organizations should focus on managing the work environment to make better use of the available human assets. 4 . employee retention will take care of itself. certifications and provision for higher studies. etc.

Organizations can not keep aside the individual goals of employees and foster organizations goals. challenging work.• Support environment: Organization can provide support in the form of worklife balance. If an employee can not foresee his path of career development in his current organization. Employees’ priority is to work for themselves and later on comes the 5 . supportive co-workers. Lack or absence of such environment pushes employees to look for new opportunities. clarity of work and responsibilities. and recognition. involvement in decision-making. The important factors in employee growth that an employee looks for himself are: • Work profile: The work profile on which the employee is working should be in sync with his capabilities. The profile should not be too low or too high. The environment should be such that the employee feels connected to the organization in every respect. Work life balance includes:  Flexible hours  Telecommuting  Dependent care  Alternate work schedules  Vacations  Wellness • Work environment: It includes efficient managers. there are chances that he’ll leave the organization as soon as he gets an opportunity. Growth and Career Growth and development are the integral part of every individual’s career. • Personal growth and dreams: Employees responsibilities in the organization should help him achieve his personal goals also.

Many employers fear that if the employees are well rained. If he’s not satisfied with his growth. This bitterness could be due to many reasons. • Training and development: Employees should be trained and given chance to improve and enhance their skills. A supportive work culture helps grow employee professionally and boosts employee satisfaction. These trainings can be given toimprove many skills like:  Communications skills  Technical skills  In-house processes and procedures improvement related skills or customer satisfaction related skills  Special project related skills Importance of Relationship in Employee Retention Program Sometimes the relationship with the management and the peers becomes the reason for an employee to leave the organization. This decreases employee’s interest and he becomes demotivated. he’ll not be able to contribute in organization growth. There are times when an employee starts feeling bitterness towards the management or peers. Organization should not limit the resources on which organization’s success depends. they’ll leave the organization for better jobs. It leads to less satisfaction and eventually attrition.organization. Respect for the individual: Respect for the individual is the must in the organization. 6 . To enhance good professional relationships at work. the management should keep the following points in mind. The management is sometimes not able to provide an employee a supportive work culture and environment in terms of personal or professional relationships.

Try to make the current employees stay instead of recruiting new ones. Deliver what is promised. certifications. open door policy. etc. • Recruit whole heartedly: An employee should be recruited if there is a proper place and duties for him to perform.• Relationship with the immediate manager: A manger plays the role of a mentor and a coach. 7 . • Induce loyalty: Organizations should be loyal as well as they should promote loyalty in the employees too. He designs and plans work for each employee. • Individual development: Taking proper care of employees includes acknowledgement to the employee’s dreams and personal goals. Create opportunities for their career growth by providing mentorship programs. Employees should know what the organization expects from them and what their expectation from the organization is. educational courses. • Relationship with colleagues: Promote team work. Show them that the organization cares and he’ll show the same for the organization. This will induce competition as well as improve the Relationship among colleagues. So an organization should hire managers who can make and maintain good relations with their subordinates. not only among teams but in different departments as well. An employee based culture may include decision making authority. availability of resources. Otherwise he’ll feel useless and will be dissatisfied. etc. It is his duty to involve the employee in the processes of the organization. Promote anemployee based culture: The employee should know that the organization is there to support him at the time of need.

The feedback from supervisor helps the employee to feel more responsible.Support Lack of support from management can sometimes serve as a reason for employee retention. conseling services. Management should try to focus on its employees and support them not only in their difficult times at work but also through the times of personal crisis. Supervisor should support his subordinates in a way so that each one of them is a success. childcare services. Management can support employees by providing them recognition and appreciation. etc Employers can also support their employees by creating an environment of trust and inculcating the organizational values into employees. Employers can also provide valuable feedback to employees and make them feel valued to the organization. employee assistance Programs. Thus employers can support their employees in a number of ways as follows: • • • • By providing feedback By giving recognition and rewards By counseling them By providing emotional support 8 . Top management can also support its employees in their personal crisis by providing personal loans during emergencies. confident and empowered.

OBJECTIVE OF THE STUDY 9 .

and if the organizations are not awake to the situation and immediate actions are not taken to that effect. and labour relationships in service sector and its impact on workers. The purpose of this project study was also to prove how employee retention is essential in this day and age. This effort aims at identifying and exploring the shared interests to counter the preexisting belief that employees (the human resource) and the human resource management bodies in both the developing and developed world are divided. employment. One of the biggest challenges companies are facing is the attraction and retention of good employees and top performers.OBJECTIVE OF THE STUDY The main objective of doing this study was to understand the nature of work. what repercussions lay ahead and how they would affect the organization and the industry. 10 .

SCOPE OF THE STUDY SCOPE OF THE STUDY 11 .

Why the attrition rate is increasing. • • • • To know the behaviour of the employee in the service sector. What are the expectations of the employee in the service sector.• The scope of the study to know the employee retention in an organization / Service Sector • Need for such project report can be recognized from individual performance reviews. 12 . individual meetings. employee satisfaction surveys and by being in constant touch with the employees. What are the factors forcing the employees to leave the organisation/service sector.

LITERATURE REVIEW LITERATURE REVIEW 13 .

and the leaders. How can the provision of key human resources develop a long-term relationship that makes top employees stay in the company? The study aims to establish the procedure leaders apply to retain employees. Retention Management: Background: retention management is a highly topical subject and an important dilemma many organizations might face in the future. made at the case company. We believe that the leader plays a key role in employee retention and retention management. and a broader significance. The concept of retention management can both have a narrow. The purpose is to compare the qualitative study. Both parts of its significance are generally included in this thesis. if not facing it already. to work hard with retention management. Following key questions are intended to be answered: What are the consequences between leaders actions and employees retention? Which is the leader’s role when it comes to retaining employees? Purpose statement: The purpose of the thesis is to investigate and analyze how company leaders today can retain their key employees. The background of the thesis present a few articles that discuss issues that makes it important for the organization. The research is based on the leaders in the Finnish case company Tradeka. with findings from the thesis theoretical framework. Employee Retention Strategies 14 .EMPLOYEE’S SATISFACTION REGARDING MONETARY BENEFITS PROVIDED BY THE COMPANY.

Create an environment where the employees want to work and have fun. Hire the right people in the first place. 4. Low Level Employee Retention Strategies:  Appreciating and recognizing a well done job·  Personalized well done and thank-you cards from supervisors·  Congratulations e-cards or cards sent to spouses/families·  Voicemails or mess·ages from top management  Periodic days off for good performance·  Rewards ( gift. 9. These practices can be categorized in 3 levels: • • • • Low. Recognize and appreciate their achievements. Provide them information and knowledge. Empower the employees: Give the employees the authority to get things done. Keep providing them feedback on their performance. Keep their morale high. Make employees realize that they are the most valuable asset of the organization. Have faith in them. 8. medium and high level. 6. certificates.The basic practices which should be kept in mind in the employee retention strategies are: 1. 3. 7. 2. trust and respect them 5. monetary and non monetary rewards)· 15 .

etc. museums. etc·  Discounts in cinema halls. Recognizing professional as well as personal significant events·  Wedding gifts  Anniversary gifts  New born baby gifts  Scholarships for employee’s children  Get well cards/flowers  Birthday cards. rebates. discounts. celebrations and gifts  Providing benefits·  Home insurance plans  Legal insurance  Travel insurance  Disability programs  Providing perks: It includes coupons.  Retail store discounts  Computer peripherals purchase discounts  Providing workplace conveniences·  On-site ATM  On-site facilities for which cost is paid by employees  laundry facility for bachelors  Shipping services  Assistance with tax calculations and submission of forms  Financial planning assistance 16 . restaurants.

retirements. mehandi. promotions. cricket matches  Organize picnics and trips for movies etc  Sports outings like cricket match etc  Indoor games  Occasional stress relievers·  “Casual dress” day  “Green is the color” day  Handwriting analysis  Tatoo. Casual dress policies  Facilities for expectant mothers  Parking  Parenting guide  Lactation rooms  Flexi timings  Fun at work·  Celebrate birthdays. anniversaries. hair braiding stalls on weekends  Mini cricket in office  Ice cream Fridays  Holi-Day breakfast  Employee support in tough time or personal crisis· 17 . dushera. etc  Holiday parties and holiday gift certificates  Occasional parties like diwali. holi. hockey. etc  Organize get together for watching football.

 Personal loans for emergencies  Childcare and eldercare services  Employee Assistance Programs ( Counseling sessions etc)  Emergency childcare services • Medium Level Strategies for Employee Retention  Appreciating and recognizing a well done job  Special bonus for successfully completing firm-sponsored certifications  Benefit programs for family support  Child adoption benefits  Flexible benefits  Dependents care assistance  Medical care reimbursement  Providing conveniences at workplace·  Gymnasiums·  Athletic membership program·  Providing training and development and personal growth opportunities·  Sabbatical programs  Professional skills development  Individualized career guidance • High Level Strategies  Promoting Work/Life Effectiveness·  Develop flexible schedules· 18 .

 Part-time schedules·  Extended leaves of absence·  Develop Support Services·  On-site day care facility etc. · • Understand employee needs: This can be done through proper management style and culture·  Listen to the employee and show interest in ideas·  Appreciate new ideas and reward risk-taking  Show support for individual initiative  Encourage creativity • Encouraging professional training and development and/or personal growth opportunities: It can be done through:·  Mentoring programs  Performance feedback programs  Provide necessary tools to the employees to achieve their professional and personal goals  Getting the most out of employee interests and talents  Higher study opportunities for employees  Vocational counselling  Offer personalized career guidance to employees • Provide an environment of trust: Communication is the most important and effective way to develop trust.· 19 .

leadership characteristics of the candidate should be in sync with the culture of the hiring organization. The process of retention begins right from the start of the recruitment process. The new joinees should fit with the organization’s culture. They are the best source of networking. etc. Referral bonus should be given to the employees for successful hires. An internship program can be followed to recruit the fresh graduates. Suggestion committees can be created  Open door communication policy can be followed • Regular feedbacks on organization’s goals and activities should be taken from the employees by:  Management communications  Intranet and internet can be used as they provide 24X7 access to the information Newsletters. open minded and transparent work 20 . • Hire the right people from the beginning: employee retention is not a process that begins at the end. Proper training should be given to the managers on interview and management techniques. notice boards. Retention Success Mantra • Transparent Work Culture In today’s fast paced business environments where employees are constantly striving to achieve business goals under time restrictions. The personality.

It induces responsibility among employees and accountability towards other peers. It is believed that in a transparent work culture employees rigorously communicate with their peers and exchange ideas and thoughts before they are finally matured in to full-blown concepts. A transparent work environment can serve as one of the primary triggers to facilitate accountability. Companies invest very many hours and monies in training and educating employees. communication. especially in the middle of some big company project or venture. Quality Of Work 21 . transparency in work environment discourages work-politics which often hinders company goals as employees start to advance their personal objectives at the expense of development of The company as a single entity. . trust. These companies are severely affected when employees check out.Related apathy and frenzy. pride and so on.More and more companies have now realized the importance of a healthy work culture and have a gamut of people management good practices for employees to have that ideal fresh work-life. they leave mainly because of work related stress and dissatisfactions .culture plays a vital role in employee retention. responsibility. More importantly. Although employees most often prefer to stay with the same company and use their time and experience for personal growth and development. Closed doors work culture can serve as a deterrent to communication and trust within employees which are potential causes for work. which gradually builds up trust and pride.

Thus. based on labor management cooperation. Providing quality work life involves taking care of the following aspects: Occupational health care: The safe work environment provides the basis for the person to enjoy working. QWL consists of opportunities for active involvement in group working arrangements or problem solving that are of mutual benefit to employees or employers. and retains its workforce. aware of their risks and rights. 22 . The basic objectives of a QWL program are improved working conditions for the Employee and increase organizational effectiveness. The work should not pose a health hazard for the person. Providing employees salary at par with the other counterparts of above that what competitors are paying motivates them to stick With the company for long. organizations are required to retain employees by addressing their work life issues. could achieve a lot in Their mutually beneficial dialogue. Suitable working time: Organizations are offering flexible work options to their employees wherein employees enjoy flexi-timings for dedicating their efforts at work. Appropriate salary: The appropriate as well as attractive salary has always been an important factor in retaining employees. the physical work environment. motivates. The employer and employee. administrative system and relationship between life on and off the job.The success of any organization depends on how it attracts. social environment within the organization. recruits. Organizations need to be more flexible so that they develop their talented workforce and gain their commitment. The elements that are relevant to an individual’s quality of work life include the task.

People also conceive of QWL as a set of methods. It requires employee commitment to the organization and an environment in which this commitment can flourish. Providing quality at work not only reduces attrition but also helps in reduced absenteeism and improved job satisfaction. they provide support in terms of personal crises. Supporting Employees Organizations these days want to protect their biggest and most valuable asset and they want to do this in a way that best suits their organizational culture. The management can support employees directly or indirectly. and motivated workforce. indirectly. Providing support to the employees acts as a mantra for retraining them. becomes an important task. loyal. Employers can also support their employees by creating an environment of trust and inculcating the organizational values into employees. hence. in a number of ways as follows: Manage employee turnover: Employee turnover affects the whole organization in terms of productivity. Directly. A proactive approach can be adopted to reduce attrition. managing stress and personal development. Management can support employees. but also it enhances a company's competitiveness. and high-involvement aimed at boosting the satisfaction and productivity of workers. such as autonomous work groups. Not only does QWL contribute to a company's ability to recruit quality people. Common beliefs support the contention that QWL will positively nurture a more flexible. Retaining employees is a difficult task. Strategies should be framed in 23 . Managing the turnover. job enrichment. which are essential in determining the company's competitiveness.

Keeping them engaged is an important task. Turnover costs should also be taken into consideration while framing these strategies. Coaching and mentoring: Employees whose work performance suffers due to poor interpersonal relationships or because of lack of interpersonal skills should be provided proper coaching by their superiors. Become employer of choice: What makes a company an employer of choice? Is the benefit it offers or the compensation packages it gives away to its employees? Or is it measured in terms of how they value their employees or in terms of customer satisfaction? Becoming an employer of choice involves following a road map which tells where to go as a brand. Engage the new recruits: The newly hired employees are said to be least engaged in the organization. maximize his potential and return to peak performance. Planed coaching sessions help an individual to work through issues. 24 . Optimize employee engagement: An organization’s productivity is measured not in terms of employee satisfaction but by employee engagement. So. Employees are said to be engaged when they show a positive attitude toward the organization and express a commitment to remain with the organization.advance and implemented when the times arrives. Employee satisfaction also comes with high engagement levels. organizations should aim to maximize the engagement among employees. The fresh talent should be utilized to maximum before they start feeling bored in the organization.

Some managers do not provide any kind of feedback to their employees. It suggests where the employee performance is effective and where performance has to improve. This feedback helps the employee assess his performance and identify the improvement areas. Due to no feedback. employees may assume that they are performing productively or they may feel that the manager is satisfied with their performance. It is a dialog between a manager and an employee which acts as a way of sharing information about the performance. Managers can provide either positive feedback or negative feedback to employees. However.Feedback Feedback acts as a channel of communication between the employee and his manager. feedback is necessary because: • • It builds trust and enhances communication between manager and employee. Thus. 25 . Positive feedback communicates managerial satisfaction. Moreover this improvement is short term. It gives managers and employees a way to identify and discuss skills and strengths. It is believed that positive feedback is the only type of feedback that generates performance above the minimum acceptable level. The amount of information employees receive about how well or how poorly they have performed is what we call feedback. But such times are very rare. negative feedback sometimes make employee to put more efforts to improve his performance. Negative feedback obviously communicates manager’s dissatisfaction. Studies reveal the performance tends be same or even decreases if no feedback is provided. Positive recognition for good performance boosts up morale of employees and results in performance improvement to a higher productivity level.

Communication is the solution to almost everything in this world. Employees look for organizations where communication and process are transparent. Input from manager’s side is necessary as it help employees to improve their performance and increase productivity. Same applies to employee retention also. The message may be or may not be in a common format or language that both the sender and receiver understand. • Communication Between Employee and Employer Communication is a process in which a message is conveyed to the receiver by the sender. The process of communication is incomplete without the feedback.• • Positive feedback leads to employee retention and Retention. It helps in identifying performance areas that need improvement and specific ways to improve them. Nothing is hidden and shared with the employees. There are 3 categories of employees: 26 . So there is a need to encode and decode the message in the process. Encoding and decoding also helps in the security of the message. It helps employees to understand the effectiveness of their performance and contributes to their overall knowledge about the work Managers have tendency to ignore good performances of their employees. Straight-from-the-shoulder communication is what the employees need from their employers. It acts as an opportunity to enhance performance by identifying resources for skill development. It is an opportunity for managers and employees to assess and identify career and advancement opportunities. Providing no feedback may demotivate employees and may lead to employee absenteeism.

Category C: These are the employees who have proper. 27 . Communication is also the way to win the employees trust in the organization. So the organizations should hire managers who are active communicators. Intranet and many more.A: Who will leave their current employer in 3 years of their employment B: Who have a probability of leaving their current employer in next 3 years C: Who will stay with their current employer in the next 3 years Category A: These are the employees who lack communication with their employers. well structured communication with their employers. Employees trust the employers who are friendly and open to them. Newsletters. So there should be effective communication across the organization and this communication should be two-way. Open door policy: Organizations should support open door policies so that the employees feel comfortable and are able to express their doubts and feeling to their employers. Employers also feel that the immediate supervisors are the most authenticated and trusted source of information for them. Communication mediums. Frequent meetings and Social gatherings Emails. This trust leads to employee loyalty and finally retention. Communication alone can lead to unimaginable heights of employee retention.

COMPANY PROFILE 28 .

Shri Venkateshwara University is strongly wedded to orienting education capable of meeting the rapidly changing needs and challenges of the universe at large and of India in particular. value and proper mindset. including management and technical education. an educational entrepreneur. He analyzed and observed very keenly the changing global scenario and its demand on education system especially the applied sciences. our Founder Chancellor. a down to earth person with human values by childhood and family experience. With this in mind. an achiever and leader. The dreamer. Shri Sudhir Giri. a world class facility had been created in Gajraula to develop products to be the most integrated and well tuned professionals. an Engineer by profession. knows how to translate his dream to reality. technocrats who will serve the society with dedication. The University education is an organized attempt to help people 29 .COMPANY PROFILE Shri Venkateshwara University is the outcome of the dream of a visionary who had a desire to create an education system where even a deprived background student will get equal opportunity and motivation to learn and receive education in order to become an achiever par excellence.

The district came into being on 24th April 1997 in the memory of famous social reformer Sant Mahatama Jyotiba Phule by combining Amroha.become intelligent. requiring the students to undergo the rigor of the professional world in forms as well as in substance providing them an opportunity to apply their class-room knowledge to live situations. able to face real life situation and have an economic and ethical relevance to the society. Ghaziabad & Buland Shahar. Dhanora & Hasanpur Tehsils of Moradabad district vide UP Gazette no. DUAL DEGREE PROGRAM (INTEGRATED PROGRAM): One of the most popular flexibilities provided in the University's Educational structures is the dual degree integrated programs. We at Shri Venkateshwara University evolved and adopted the teaching programs. to build the long needed bridge between the professional world and the educational world. self reliant. 1071/1-5-97/224/sa-5 dated 15/4/1997 whose head-office is situated in the ancient city Amroha. ORIGIN District Jyotiba Phule Nagarlies in the west of Moradabad District adjoining Meerut. Thus. 30 . We have introduced some value aided programs and also the course structure has been designed in a way where a student can earn while learning. it is possible for a student to work for and complete concurrently two programs within a reasonable period of time (normally one year is saved). ABOUT JP NAGAR HISTORY The District has been the part of Moradabad in the past which was a part of 'Sarkar of Sambhal' of Delhi Province during the Akbar regime. Under the scheme.

Meerut. & 177ft. Average annual export of Brass and handicraft items from Moradabad is estimated to be worth 3000 crores.AREA & GEOGRAPHY The district consists of 1133 villages. In the north of the district lies district Bijnore. Ghaziabad & Buland Shahar. 6 Blocks & 11 Police Stations. Rudrapur. The maximum & minimum heights from sea level are 240ft. INSILCO. Km. Coral Newsprint. Masjids. away from Moradabad & 100 Km. to name some are Vam Organics. Jubiliant Life Sciences. It extends from Latitude 28° 54' North to 39° 6' North and Longitude 78° 28' East to 78° 39' East. which constitutes 40% of the total export from India in their category. Chaddha Rubber. 53 km. Raunaq Automobiles. It has been developed as an important industrial city. and the list goes on. ABOUT GAJRAULA Gajraula is situated on National Highway 24. Many large & medium scale industries are established here. Meerut & Buland Shahar. Shivalik Cellolose of Hindustan Lever. Kashipur. Hardwar. from Delhi. Amraha is a historical city with Mazars. Ganga river separates it from district Ghaziabad. Temples and Gates as old as 1325 AD-1351 AD. Noida. Roorkee. Moradabad is a hub of commercial activities and is called "Brass City". respectively. 3 Tehsils. EOU. Its geographical area is 2470 Sq. Tehsil Sadar of Moradabad is in the east and in the west are situated districts Meerut. 31 . Ghaziabad and Delhi. There are several hundred of units engaged in the manufacturing and export of Brass Products. The University is surrounded by industrial towns like Moradabad. Tehsil Sambhal of Moradabad is in the south. providing a wealth of opportunities to the graduating students to get trained and absorbed both in Indian and Multinational companies.

IIT Delhi 4. Dr. & Head of Marketing.P. Ghaziabad 6.(Dr. Prof. S. Dr. IIT Delhi 5. Gajraula Former Professor . Gajraula 9. Shri Venkateshwara University. Dr. Sabberwal Former Director. Dr. Energy Center.C Sharma Registrar. ICMR (Indian Council for Medical Research) Safdarjung Hospital Campus. Ashish Banarjee Prof. Ashok Agarwal Former Professor . Sunita Saxena Director.) Nand Kumar All India Institute of Medical Sciences. Binod Kumar Vice Chancellor .IIM Calcutta. Professor (Adjunct) BITS. Prof( Dr. Dr. IIM Calcutta 3. (Prof. Dr.ACADEMIC ADVISORY BODY 1. Prof. Shri Venkateshwara University. & Head of Paedodontistry Santosh Medical College. 7. (Dr. Piliani. New Delhi 10. Director IMT. Sen Gupta 32 . ) A K Raghav Former Dean(IRD). Dr.)Binita Srivastava Prof.R. New Delhi 8. S. Ghaziabad 2.) S.IIM Calcutta and Former CMD. SQL Star International.

Disaster Management. India T.K.( Dr.. Mayank Manshingh Director. Dr. & Head. Jagdish Kapur Ex Prof. dedication. Ajay Anand IPS 18.CMD.Sinha CEO. creativity. Air India 15. Gurgaon 16. Prof. 14. Mr. 17. Sinha Chief Technical Manager.) N. QUEST HR SDN. HR. Haryana Institute of Public Administration. Venkateshwarta Group of Institutions. New Delhi 13. adjustability under all conditions. Abhay Kumar Srivastava Head. Mr. Portland Oregon USA 12. Piyush M. IIPA . 33 .V. Sh.Meerut MISSION & VISION MISSION To create a world class academic system with best infrastructure and learning resources in order to produce global level achievers. Mr. value orientation and foresight. Kualalumpur Malaysia 11.V. Prof. BHD. To facilitate integration and tuning of personal excellence among our pupils that will be demonstrated through their balanced personality. Dr. India T. Hemant Sharma Director. Anup Srivastava Director. passion for learning.

To facilitate research of high quality and publication of standard Books & Journals. Public Address System etc. LABORATORIES 34 . the student and the teacher will not feel any type of discomfort as the flow of natural light will provide enough light to continue with their teaching activities. To inculcate passion among the university community including students to apply knowledge for the development & growth of community. CLASSROOMS & TUTORIALS Class Rooms & Tutorials at Shri Venkateshwara University are spacious.Development of high standard of professionalism among our products with global vision and managerial leadership to build and lead a winning team. Power Presentation Techniques (PPT). To organize national and international seminars for sharing of knowledge and also meaningful understanding and networking among schools and scholars. society & mankind as a whole. producing research of high standard and developing talents with balance of personal and professional excellence. Magnetic Boards. airy and well ventilated. The furniture is designed keeping in view the comfort and the necessities of the students. LCD projector. The class rooms are equipped with modern teaching aids such as Over Head Projector. VISION To be a recognized as a centre of academic excellence imparting quality education. They are designed in a manner that even when there is a power failure.

OBG and Pediatrics Lab. Plumbing Shop. Physical Chemistry Lab. Organic Lab. Smithy Shop.e. Pre-Clinical Science Lab. Mechanical Lab. for which the appropriate authorities have been approached for a license. Carpentry Shop. Professional Communication Lab. Machine Shop. School of Pharmacy Labs include Pharmaceutics Lab. All the above said labs have latest equipment in sufficient number to meet the requirement of the industry and of the PCI. We have also planned to have an Animal House. and Computer Lab. Pharmaceutical Analysis Lab. Painting Shop. CHN Lab. Inorganic Chemistry Lab. 35 . Foundry Shop and each section is equipped with adequate number of latest machines and tools to cater to the syllabus and needs of the students capable of meeting the challenges of the industries. Chemistry Lab. Sheet Metal Soldering & Brazing Shop. Workshop. Human Anatomy & Physiology Lab. Electronics Lab. School of Nursing Labs include Nursing Foundation Lab. These labs are equipped with required articles and equipment needed for practicing nursing procedures. School of Engineering & Technology Labs include Physics Lab. In all these labs. Nutrition Lab. Computer Lab.SHRI VENKATESHWARA UNIVERSITY is well equipped with laboratories which have been aesthetically designed and arranged with modern equipment and infrastructure to completely cover the syllabus of each branch and school of study. Computer Lab. hands-on training is imparted for students to keep pace with modern technology. Graphics Lab etc. Welding Shop. Clinical facilities have also been created. The University also has a hospital consisting of three hundred beds with community service center. Electrical Lab. Fitting Shop. The Central Workshop is divided in different sections i.

restaurant. School of Management and School of Computer Science. Printers. The University is recruiting well-qualified and experienced technical staff with all resources to develop the technical skills of the students in all fields.School of Hospitality Management. Database. To ignite the intellectual spirit in young minds. Operating System. Journals. industry and company information sources are made available to the students. Three studios have been planned with latest cameras and other equipment for imparting print and electronic media techniques to the students. The University also has school-wise libraries to provide 36 . Shri Venkateshwara University has a well-stocked and fully computerized multimedia library for the various schools. Lenovo machines with high-resolution color TFTs. Hubs and UPS. CISCO switches. Networking. service room. Dedicated Computer labs have been set up. DELL. Advanced Java. HCL. guest room and front office. HP. Each Laboratory is networked through an appropriate IBM server. faculty and staff. Arrangements have already been made to establish modular kitchen. a stock of about 25. workstations running Microsoft Windows Vista. Graphics Multimedia. large collection of video/audio CDs. School of Journalism and Mass Communication. flower room. Scanners. Magazines. dedicated computer labs. common computer labs have also been planned for other schools. Mobile Computing and Advance Computer Network. The Computer laboratories have a large number of P-4 IBM. Visual Studio Dot Net. Computer Laboratories include Artificial Intelligence. Windows7 and XP. CD/DVD writers.000 latest books. In addition to these. The Centre is equipped with 24 Mbps leased-line-based Internet facility.

to download desired materials   Photocopy facilities Small team discussion center 37 . Additionally. It is also to contribute to the wider section of the world with the transfer of knowledge by collaborating and cooperating with other organizations.adequate support for complete academic pursuit. The very purpose of the Library is to support and supplement teaching. We give access to information of the world and can help the university community at large. separate reference section for each school with recommended books for each course have also been provided. Major features of the Libraries include:           A rich collection of Reference & Text Books Large collection of National & International Journals Spacious & Airy Reading Halls Separate reading room for Researchers & Teachers Computerized Library Management System Audio-Visual Library Section Career Guidance Section Magazines and Periodicals Section Easy operation through automated library procedures and Bar Code system Digital Library – to provide access to e-Journals. learning and research in the University by developing and promoting access to relevant and useful information resources. to develop a mindset and make the most of it. The timings of the library are extended during the examination periods to cater to the needs of the students.

Three and Four students are accommodated in a room depending on its size. Hot water is supplied during the winter. Common rooms in every hostel are equipped with modern recreational activity equipments. We have the required infrastructure for the various outdoor sports. Water coolers are attached with R. our Library can be redefined as a place where students can get unrestricted access to information in many formats and from many sources. HOSTEL Separate hostel facility has been created for men and women keeping in view the need of discipline. It extends beyond the physical walls of a building by including material accessible by electronic means and by providing the assistance of librarians in navigating and analyzing tremendous amounts of knowledge with a variety of digital tools as well as manually. Single.O. 24 hours security is deployed on the campus to ensure the safety of the students. We strive to provide the best facilities to hostellers. security and comfort. A high level of hygiene is observed in the campus.Therefore. Shri Venkateshwara University provides immaculate hostel rooms for both men and women. High standard of discipline is also ensured on the campus. Students are encouraged to take part in sports so that 38 . Double. SPORTS We believe that a healthy body is a healthy mind. Uninterrupted power and water supply is in the hostel rooms. installed on each floor.

A fully air conditioned gym on the campus with all the latest equipment's are a matter of envy. The menu comprises of dishes from across the states. TRANSPORT Students should not come across any kind of problem with regard to Transport. We would like to have our own team of builders to represent us in various events. It allows the individuals to make constructive use of their leisure time. You can apply for cab or bus service in the office by submitting an application and we will notify you about the services we can provide in your respected locality. CAFETERIA A cafeteria is a place where students come to hangout and relax between lectures. Regular supply of drinking water in the campus is ensured. With the high level of stress and anxiety prevalent in the lifestyle today. We believe that a student must enjoy his/her social life as much as he/she enjoys his/her academic life. It is pleasing to see the students staying fit in their journey of life. we have highly qualified instructors to 39 . Shri Venkateshwara University has ties with cab and bus services. For the purpose.they imbibe various attributes that are helpful in life. The basic amenities in the college campus are available at a comfortable distance. We offer a lavish menu to cater to the taste buds of the students. The sumptuous meals are served round the clock at our cafeteria. OGA We also touch upon the spiritual aspect of individuals. We have the luxury of providing personal coaches for students who aspire to become future body builders. The mouthwatering dishes served at our cafeteria are prepared maintaining high standards of hygiene and cleanliness.

help cope with same. For admission in MBA. ADMISSION LEVERAGES FEE PAYMENT: Every student is required to make full payment of the requested course fee for confirmed admission. In case a student fails to report for admission on a given date or an extended date. GD & PI will also be conducted in addition to entrance exams. However. All admissions will be treated as provisional till the realization of full fee. focus and concentration. 40 . admission will be merit based. Further a student is not eligible to attend classes till the full payment of all components of the course of SVU fee is paid. his/her admission will be cancelled and such a student will not have any right to admission subsequently. Yoga is important as it helps to remove negative blocks from the mind and toxins from the body. Mental strength is equally important as is the physical might. deposit required documents and University Fee. It also helps in building attention. The Entrance Examination schedule will be notified in the Admission Notification circular. for some of the courses. ADMISSION CRITERIA Admission in Shri Venkateshwara University will be through Entrance Examinations conducted online at a several centers across the country. These students will then need to report to the University Admissions office to complete further formalities. especially in children. ADMISSION PROCEDURE Students securing desired merit in the SVU Entrance Examination will be informed of their selection.

a certain amount of fee waiver is granted in admission to a student based on the percentage of marks secured by the candidate in the qualifying exams. REFUND OF SECURITY DEPOSIT: If a student withdraws admission in the middle of the tenure of a course. if any. relaxations may be granted by the Vice Chancellor. However. The formalities for scholarship to a second year or more student are being worked out. Every student needs to attend 75% theory and practical classes. in some exceptional cases (to be notified separately).REFUND OF FEE: Fee once paid will not be refunded in any case if a student wants to get his/her admission withdrawn on his/her own reason. fee paid may be refunded after deducting processing charges. A student is required to pay full fees and clear all the University dues before granting permission to appear in the examinations. the security amount. The University has adopted semester system exams for most of its courses. in case a student is found ineligible for admission due to certain criteria. SCHOLARSHIPS To start with. EXAMINATION SYSTEM Students who fulfill Shri Venkateshwara University's admission eligibility criteria are allowed to appear in the examinations. will be refunded only after the completion of the tenure of the course. 41 . However. The detailed pre-requisite guidelines for appearing in Shri Venkateshwara University conducted exams and promotion are to be issued separately by the controller of exams. Each academic year comprises of two semesters.

TECH.Tech (Integrated). No.(Integrated) 1. 1.(INTEGRATED) S. a candidate should have Automobile Engineering passed High School or 10th from any (AE) Board or its equivalent from any Aeronautical & Space recognized Board/University. Name of Program Eligibility Duration B. Merit in AIEEE/ UPSEE 2011-12 Engineering (ECE) Computer Science Engineering (CSE) Information Technology (IT) 4 Years (8 Semest B.Tech. Compulsory : Science Group Electronics & Communication Engineering (ECE) 42 6 Years (12 Seme . No. Name of Program Eligibility Duration B. For admission in First year of B. Civil Engineering (CE) 2. Candidates appearing in 10+2/ Mechanical intermediate with above combination may Engineering (ME) also apply.Tech. Mechanical Engineering (ME) 2.SCHOOL OF ENGINEERING AND TECHNOLOGY B. Electronics & Communication 3. Physics and Aeronautical & Space Chemistry / Computer Science/ BioEngineering (ASE) Technology/ Biology can apply. 2. 1.TECH. S. Candidate Engineering (ASE) is essentially required to pass in each Civil Engineering (CE) subject of the qualifying subject group. Candidates who have passed 10+2 (intermediate) levels from any Board or its Automobile equivalent from any recognized Board/ Engineering (AE) University with Mathematics.

Computer Science Engineering (CSE) Information Technology (IT) M.TECH.(FULL TIME) S. No. 3. Name of Program Eligibility Duration

M.Tech.(Full Time) Automobile Engineering (AE) Aeronautical & Space Engineering (ASE) Civil Engineering (CE) Mechanical Engineering (ME) Electronics & Communication Engineering (ECE) Computer Science Engineering (CSE) Information Technology (IT)

1. B. Tech. in relevant field. 2. For CSE/IT B. Tech. CSE/IT, MCA and M.Sc. in CSE/IT 3.For ECE B. Tech. ECE/EI, M.Sc. (Electronics) 4. GATE Score or merit based on percentage of marks secured in the qualifying examination 2011-12 will be preferred.

2 Years (4 Semeste

M. TECH. (PART TIME/ WEEKEND) S. No. 4. Name of Program Eligibility Duration

M. Tech. (Part Time/ Weekend)

1. B. Tech. in relevant field.

2 Years (4 Semest

2. For CSE/IT B. Tech. CSE/IT, MCA Automobile Engineering and M.Sc. in CSE/IT (AE) Aeronautical & Space 3.For ECE B. Tech. ECE/EI, M.Sc. Engineering (ASE) (Electronics) Civil Engineering (CE) Mechanical Engineering 4. GATE Score or merit based on
43

(ME) Electronics & Communication Engineering (ECE) Computer Science Engineering (CSE) Information Technology (IT)

percentage of marks secured in the qualifying examination 2011-12 will be preferred. 5. Sponsorship or employment certificate from the employer is essential.

B.TECH. + M.TECH (DUAL DEGREE) S. No. 5. Name of Program Eligibility Duration

B.Tech. + M.Tech (Dual Degree)

1. Candidates who have passed 10+2 5 Years (intermediate) levels from any Board or its (10 equivalent from any recognized Board/ Semesters Automobile University with Mathematics, Physics and Engineering (AE) Chemistry / Computer Science/ BioAeronautical & Space Technology/ Biology can apply. Engineering (ASE) Civil Engineering 2. Candidates appearing in 10+2/ (CE) intermediate with above combination may Mechanical also apply. Engineering (ME) Electronics & 3. Merit in AIEEE/ UPSEE 2011-12 Communication Engineering (ECE) Computer Science Engineering (CSE) Information Technology (IT)

B.TECH. + M.B.A. (DUAL DEGREE) S. No. 6. Name of Program B.Tech. + M.B.A. (Dual Eligibility Duration

1. Candidates who have passed 10+2 4 Years (intermediate) levels from any Board or its (8 Semesters) equivalent from any recognized Board/ University
44

Degree)

with Mathematics, Physics and Chemistry / Computer Science/ Bio-Technology/ Biology can apply. 2. Candidates appearing in 10+2/ intermediate with above combination may also apply. 3. Merit in AIEEE/ UPSEE 2011-12

SCHOOL OF MANAGEMENT B.B.A. S. No. 1. Name of Program B.B.A. Eligibility Duration

1. Candidates who have passed 10+2 or intermediate 3 Years levels from any Board or its equivalent from any (6 Semesters) recognized Board/ University with English are eligible. 2. Candidates appearing in 10+2/ intermediate may also apply.

M.B.A. (FULL TIME) S. No. 2. Name of Program Eligibility Duration

M.B.A. (Full Time) Finance HR International Business Marketing Information Technology Hospital and Healthcare

1. Candidates who have passed 10+2 or intermediate levels from any Board or its equivalent from any recognized Board/ University with English are eligible. 2. Candidates appearing in 10+2/ intermediate may also apply. 3. Merit/ Percentile in MAT/ CAT/ XAT/ JMET/ CET/ SNAP Board/ UPCMET/
45

2 Years (4 Semesters

A.A. + M.B. . Name of Program Eligibility Duration B. (DUAL DEGREE) S. (PART TIME/ WEEKEND/ EXECUTIVE) S.B.A. + M.A. (Part Time/ 1. Sponsorship or employment certificate Retail Management from the employer is essential. GD/PI Hospitality Entrepreneurship & 5.B.B.A. Merit/ Percentile in MAT/ CAT/ XAT/ Hospital and JMET/ CET/ SNAP Board/ UPCMET/ Healthcare ATMA will be considered. 3. Management Tourism and 4. 4. Candidates appearing in 10+2/ Marketing intermediate may also apply. Name of Program Eligibility Duration M. Candidates who have passed 10+2 or 2 Years Weekend/ Executive) intermediate levels from any Board or its (4 Semesters) equivalent from any recognized Board/ Finance University with English are eligible. No. HR International Business 2. (Dual Degree) Finance HR International Business 2. 4.A. Information Technology 3.B. B. GD/PI M. Candidates appearing in 10+2/ Marketing intermediate may also apply. No. Candidates who have passed 10+2 or 5 Years intermediate levels from any Board or its (10 equivalent from any recognized Board/ Semesters) University with English are eligible.Management Tourism and Hospitality Entrepreneurship & Retail Management ATMA will be considered.B. Information 46 1.

A. Information Technology Hospital and Healthcare Management Tourism and Hospitality Entrepreneurship & Retail Management B. Com (Professional) 1. S.C. Candidates appearing in 10+2/ Marketing intermediate may also apply. 5.B. (Dual intermediate levels from any Board or (10 Degree) its equivalent from any recognized Semesters) Board/ University with English are Finance eligible.A. 1. No. Candidates who have passed 10+2 or intermediate 3 Years levels from any Board or its equivalent from any (6 Semesters) recognized Board/ University with English are 47 . No. COM (PROFESSIONAL) + M. Name of Program B.A.Candidates who have passed 10+2 or 5 Years + M. Name of Program Eligibility Duration B.Technology Hospital and Healthcare Management Tourism and Hospitality Entrepreneurship & Retail Management B. HR International Business 2.A.C. (DUAL DEGREE) S. Eligibility Duration 1.B.

A.A.eligible. + MCA (DUAL DEGREE) S. Name of Program Eligibility Duration B. Eligibility Duration 1.A.PHARM. Candidates who have obtained or appeared in final year of BCA may apply. M. 48 . 5 Years (10 Semesters SCHOOL OF PHARMACY B.C. Candidates appearing in 10+2/ intermediate may also apply.C. 3. Candidates who have passed 10+2 M.A. No. 2. Candidates appearing in final year in Bachelor's degree can also apply. 2. 3 Years (6 Semes B. No.C. Candidates who have obtained Bachelor's degree in any discipline or equivalent higher qualification with mathematics as a compulsory subject in 10th standard can apply.A. 3. Candidates appearing in 10+2/intermediate may also apply.C. (Dual (intermediate) levels from any Board or its Degree) equivalent from any recognized Board/ University with English & Math can apply. + 1. S. Name of Program M. 2.C. 2.

Airlines Tourism & Hospitality BHMCT 49 Eligibility Duration 1. M. Name of Program B. S.Pharm. Name of Program B. 1. Eligibility Duration 1. Candidates who have passed or are appearing in 4 Years 10+2 with Mathematics. 2. Biology (4 Semesters and Chemistry/ Computer Science / BioTechnology can also apply. No. S. No. 1. Candidates who have passed or are 2 Years appearing in 10+2 with Mathematics.Pharm.SC. Biology and Chemistry/ (8 Semesters Computer Science / Bio-Technology can also apply. SCHOOL OF HOSPITALITY B. Name of Program Eligibility Duration M.Sc.S.PHARM. Candidates who have passed or are appearing 3 Years in 10+2 or intermediate class can apply. (6 Semester . 1. No.

Graphics) B.J.J. 3. Name of Program B. (6 Semesters) PG PROGRAM IN TELEVISION PRODUCTION. No. Candidates who have passed or are 3 Years appearing in 10+2 or intermediate levels can (6 Semesters (Animation and apply. DIRECTION & BROADCAST JOURNALISM S. No. No. Name of Program Eligibility Duration B. Direction & Broadcast Journalism 1. Name of Program Eligibility Duration BHMCT (Bachelor of Hotel Management & Catering Technology) 1. 2. No. Multimedia 1.S. Biology and Chemistry/ Computer Science / BioTechnology/ Biology can apply.C Eligibility Duration 1. MULTIMEDIA (ANIMATION AND GRAPHICS) S. 50 .C.M. S. 2. Candidates who have passed or are appearing 3 Years in 10+2 or intermediate levels can apply. 1. 4 Years (8 Semesters) SCHOOL OF JOURNALISM AND MASS COMMUNICATION B. Name of Program Eligibility Duration Post Graduation Program in Television Production.SC. Candidates who have passed or are appearing in the 10+2 (intermediate) levels with Mathematics. Candidates who have passed in 1 Year Bachelor Degree from a (2 Semesters) recognized University or equivalent are eligible.Sc.M.

2. 6.2. Name of Program Eligibility Duration Diploma in Television 1. 5. PR AND MARKETING S. Candidates appearing in the 10+2 can also apply. Candidates who have passed in Bachelor Degree from a recognized University or equivalent can apply. 4. Candidates appearing in the 10+2 can also apply. Candidates appearing in final year bachelor degree may also apply. Name of Program Eligibility Duration Diploma in Animation and Special Effects 1. Name of Program Eligibility Duration Master Program in Advertising. No. (2 Semesters) 2. Candidates who have passed 10+2 or 1 Year Production intermediate class are eligible. 1 Year (2 Semesters) DIPLOMA IN ANIMATION AND SPECIAL EFFECTS S. DIPLOMA IN TELEVISION PRODUCTION S. PR and Marketing 1. EVENT MANAGEMENT & CORPORATE COMMUNICATION 51 . No. No. Candidate appearing in final year bachelor degree may also apply MASTER PROGRAM IN ADVERTISING. (2 Semesters) 2. Candidates who have passed 10+2 1 Year or intermediate class can apply.

6 Months CERTIFICATE COURSE IN RADIO JOCKEYING S. Candidates who have passed in Bachelor Degree from a recognized University or equivalent can apply. No.S. 2. 2. No. 8. 52 . Name of Program Eligibility Duration Certificate Course 1. 7. Name of Program Eligibility Duration Event Management & Corporate Communication 1. Candidates appearing in final year bachelor degree may also apply. Candidates appearing in final year. Candidates who have passed in Bachelor 6 Months in Radio Jockeying Degree from a recognized University or equivalent are eligible to apply.

EMPLOYEE RETENTION ON SHRI VENKATESHWARA UNIVERSITY 53 .

the effect is felt throughout the organization. Loss of Company Knowledge: When an employee leaves. Relationships are developed that encourage continued sponsorship of the business. the investment is not realized. The Cost of Turnover: The cost of employee turnover adds hundreds of thousands of money to a company's expenses. Co-workers are often required to pick up the slack. current projects and past history (sometimes to competitors). Turnover leads to more turnovers: When an employee terminates. When the employee leaves. which could lead to potential customer loss. The unspoken negativity often intensifies for the remaining staff. 54 . customers. he takes with him valuable knowledge about the company. When an employee leaves. Often much time and money has been spent on the employee in expectation of a future return. the relationships that employee built for the company are severed. industry experts often quote 25% of the average employee salary as a conservative estimate.EMPLOYEE RETENTION The process of employee retention will benefit an organization in the following ways: 1. training costs and productivity loss). Interruption of Customer Service: Customers and clients do business with a company in part because of the people. While it is difficult to fully calculate the cost of turnover (including hiring costs.

Job and person mismatch: A candidate may be fit· to do a certain type of job which matches his personality. If he is given a job which mismatches his personality. Higher retention rates motivate potential employees to join the organization. 55 . then good amount of time is lost in hiring a new employee and then training him/her and this goes to the loss of the company directly which many a times goes unnoticed. There are certain circumstances that lead to their leaving the organization. then he won’t be able to perform it well and will try to find out reasons to leave the job. Regaining efficiency: If an employee resigns.Goodwill of the company: The goodwill of a company is maintained when the attrition rates are low. The most common reasons can be: Job is not what the employee expected· to be: Sometimes the job responsibilities don’t come out to be same as expected by the candidates. Unexpected job responsibilities lead to job dissatisfaction. And even after this you cannot assure us of the same efficiency from the new employee What Makes Employee Leave? Employees do not leave an organization without any significant reason. No growth opportunities: No or less learning and growth opportunities in the current job will make candidate’s job and career stagnant.

Nonsupportive co workers. seniors and management: Trust is the most important factor that is required for an individual to stay in the job. Identify cost of employee turnover. 3. can lead an employee to leave the organization. seniors and management can make office environment unfriendly and difficult to work in. the employee feels de-motivated and loses interest in job. New job offer: An attractive job offer which an employee thinks is good for him with respect to job responsibility. growth and learning etc. Managing Employee Retention: The task of managing employees can be understood as a three stage process: 1. Stress from overwork and work life imbalance: Job stress can lead to work life imbalance which ultimately many times lead to employee leaving the organization. 2. Lack of trust and support in co workers.Understand why employee leave.Implement retention strategies The organizations should start with identifying the employee turnover rates within a particular time period and benchmark it with the competitor organizations. This will 56 . Compensation: Better compensation packages being offered by other companies may attract employees towards themselves.Lack of appreciation: If the work is not appreciated by the supervisor. compensation.

According to a survey. Understand why employees leave : Why employees leave often puzzles top management.help in assessing the whether the employee retention rates are healthy in the company. An effective retention strategy will seek to ensure: Attraction and recruitment strategies enable selection of the ‘right’ candidate for 57 . Secondly. This amounts to major organizational and financial stress. and 6 months’ pay for each hourly employee who leaves. a strategy is to be implemented so as to reduce employee turnover. So an impartial person should be appointed with whom the employees feel comfortable in expressing their opinions. the cost of employee turnover can be calculated. However employees never provide appropriate response to the asked questions. on an average. The most effective strategy is to adopt a holistic approach to dealing with attrition. Exit interviews are an ideal way of recording and analyzing the factors that have led employees to leave the organization. considering that one out of every three employees plans to leave his or her job in the next two years. They allow an organization to understand the reasons for leaving and underlying issues. attrition costs companies 18 months’ salary for each manager or professional who leaves. Implement retention strategy : Once the causes of attrition are found.

providing recognition. According to a survey. and that they are kept aware of their likely career path with the organization The organization’s reward strategy reflects the employee drivers How To Increase Employee Retention Companies have now realized the importance of retaining their quality workforce. employees look beyond the money factor. A retention bonus plan is not a panacea. But are they really positively contributing to the retention rates of a company? Basic salary. They need to give key people an attractive incentive to stay on through these transitions to ensure productivity. Retention Bonus Higher attrition rates within a particular industry have forced companies to use some innovative strategies to retain employees. Retention Bonus is one of the important tools that are being used to retain employees. benefits and opportunities for individual growth. these days. Retention bonuses are becoming more common in the corporate world because companies are going through more transitions like mergers and acquisitions. Retaining quality performers contributes to productivity of the organization and increases morale among employees/ Four basic factors that play an important role in increasing employee retention include salary and remuneration. Retention bonuses have proven to be a useful tool in persuading employees to stay.each role/organization New employees’ initial experiences of the organization are positive Appropriate development opportunities are available to employees. hardly reduces turnover. Retention bonus is an incentive paid to an employee to retain them through a critical business cycle. non management employees generally receive about 10 percent of their annual salaries in bonuses. while management and top-level supervisors earn an additional 50 58 . Today.

depending on position. the implementation of a system may take 18 months. some companies pay in instalments as on when the business cycle completes. It can also run for a particular project. To retain its key senior employees post merger with EDS Corporation. followed by financial service providers and manufacturing firms. tenure and other factors. However. the employees who have worked hard on it are entitled to receive the retention bonus. While bonuses based on salary percentages are the generally used. A retention period can run somewhere between six months to three years. Retail/wholesale companies are the most appropriate to implement stay-pay bonuses. some industries are more likely than others to offer them. Companies of all sizes use retention bonus plans to keep knowledge employees retained in the company. As long as the project gets completed. Mphasis is providing cash component based retention bonus plan for its employees. This is mainly to retain good employees and provide them a cash incentive to keep them motivated. A project has its own life span. 59 . Although retention bonuses are becoming more common everywhere.percent of their annual salaries. bonuses range from 25 percent to 50 percent of annual salary. For example. Retention bonuses are generally vary from position to position and are paid in one lump sum at the time of termination. so a retention bonus will be offered after 20 months. Employees are chosen for retention bonuses based on their contributions to management and the generation of revenue. some companies choose to pay a flat figure. In some companies.

Don’t hire under qualified or clearly overqualified candidates. For this the employer should understand the job requirements clearly. 60 . Hire candidates who are actually suitable for the job. tell the candidate what is expected from him. Setting wrong expectations or hiding expectations will result in early leaving of employees. Discuss what the expectations of the employees are: Ask employees what they expect from the organization. If their requirements can be fulfilled only then promise them. Realistic preview of the job responsibilities can be given to the employment seekers by various methods like discussions. Or tell them beforehand that their requirements cannot be fulfilled. Here are a few ways to ensure how to hire the right talent for a particular job. internships etc. trial periods. Clearly discuss what is expected from the employee : Before joining the organization. Provide realistic job preview at the time of hiring: Mostly employees leave an organization because they are given the real picture of their job responsibilities at the time of joining. Hire appropriate· candidates. Be realistic.Hire Right Talent employee retention starts with recruitment. Early departures arise from the wrong recruitment process. Attrition rate can be reduced if a right person is hired for a right job.

There is a fear of hampering the image and reputation of the person who referred the candidate. pay attention to their aspirations. managers and team leaders play an active and vital role in employee retention. It is seen that managers who respect and value employees’ competency. referred candidates stay longer with the organization. but leave because of what their managers’ do or don’t do. research has shown that people join companies. Retention does not necessarily have to come through fun events such as parties. assure challenging work. Managers and team leaders can reduce the attrition levels considerably by creating a motivating team culture and improving the relationships with team members.Don’t show them an unrealistic picture Culture fit : Try to judge individual’s capability to adapt to the organization’s culture. A drastic change in the culture may give a culture shock to the candidate. low salary comes out to be a common excuse. Referrals: According to· the research. Manager Role in Retention When asked about why employees leave. 61 . This can be done in a following way: Creating a Motivating Environment: Team leaders who create motivating environments are likely to keep their team members together for a longer period of time. value the quality of work life and provided chances for learning have loyal and engaged employees. Therefore. However.

Delegation: Many team leaders and managers feel that they are the only people who can do a particular task or job. they also need to educate their managers about the realities on the ground. Extra Responsibility: Giving extra responsibility to employees is another way to get them engaged with the company. The manager must spend good time teaching the employees of how to manage responsibilities given to them so that they don’t feel over burdened. Providing coaching: Everyone wants to be successful in his or her current job. However.celebrations. However. However. Delegation is a great way to develop competencies. Standing up for the Team: Team leaders are closest to their team members. e. coaching is followed by monitoring performance and providing feedback on the same. When agents see the team leader standing up for them. arranging a talk by the VP of Quality on career opportunities in the field of quality. Therefore. Therefore. team outings etc. Employees who look forward to these events and are likely to remain more engaged. Managers often tend to escape this role by just coaching their employees. just giving the extra responsibility does not help. one of the key responsibilities will be providing coaching that is intended to improve the performance of employees. not everyone knows how. they will have one more reason to stay in the team. While they need to ensure smooth functioning of their teams by implementing management decisions. They can also come through serious events. 62 .g. they do not delegate their jobs as much as they should.

ask the potential employee what motivates them on the job. Organizations should target job applications for employees who have characteristics that fit well with the organizational culture. managers should play the role of career counsellors as well. Understand that employees need to balance life and work so offer flexible starting times and core hours. A manager should focus on showing employees his career ladder. Offer attractive.Focus on future career: Employees are always concerned about their future career. Therefore. Consider allowing anonymous surveys occasionally so employees will be more honest and candid with their opinions. then they are likely to stay longer in the company. such as loyalty. Provide 360 feedback surveys and other questionnaires to foster open communication. 63 . should they get hired into the company. seek out traits. competitive benefits . Provide opportunities within the company for career progression and cross-training. If an employee sees that his current job offers a path towards their future career aspirations. Upon conducting an interview. Also. How to Improve Employee Retention? People want to enjoy their work so make work fun and enjoyable. Having more information about the potential employee’s expectations can help retain them.

and personal. A Harvard University study concluded that organizations can avoid the disruption caused by employee turnover by avoiding hiring mistakes and selecting and retaining top performers. but others in the organization as well. When the reward system is credible. appropriate. Unrecognized and no valued performance can contribute to turnover. the opposite effect will occur. Organizations can avoid employee turnover by rewarding top performers. Need for Rewards and Recognition Recognition should be part of the organization's culture because it contributes to both employee satisfaction and retention. appropriate. Rewards are one of the keys to avoiding turnover. Through a rewards program. One of the keys to avoiding turnover is to make rewards count. and personal. Organizations may want to evaluate whether 64 . if the reward system is broken. Rewards and recognition respond to this need by validating performance and motivating employees toward continuous improvement. Recognition for a job well done fills the employees' need to receive positive. Rewarding and recognizing people for performance not only affects the person being recognized. Rewards are to be immediate. honest feedback for their efforts. however. the entire organization can experience the commitment to excellence. or that others in the organization are rewarded for the wrong behaviours.Rewards and Recognition Employees want to be recognized for a job well done. rewards are meaningful. especially if they are immediate. Employees may feel that their performance is unrecognized and not valued.

65 . Designing a Rewards and and Recognition Solution In designing a rewards and recognition program. Rewards should be based on well-defined. a personal note may mean more than a generic company award. • Rewards that are spontaneous (sometimes called on-the-spot awards) are also highly motivating and should also use a set criteria and standard to maintain credibility and meaning.getting a bonus at the end of the year is more or less rewarding than getting smaller. more frequent payouts. if used. Rewards can be based on an event (achieving a designated goal) or based on a time frame (performing well over a specific time period). the following guidelines should be considered. • • Rewards should have meaning and value for the recipient. For example. credible standards that have been developed using observable achievements. should be valued by the individual. Nonmonetary rewards. that employee might be given a spa membership. The nonmonetary rewards are best received when they are thoughtfully prepared and of highest quality. Use what employees say when it comes time to reward for performance. Professionalism in presenting the reward is also interpreted as worthwhile recognition. • • Rewards should be visible to all members of the organization. or. Additionally. if an individual enjoys physical activity. • • Rewards should be achievable and not out of reach by employees. an avid camper might be given a 10-day pass to a campsite. Employees should be asked for input on their most desirable form of recognition.

and desired results are all factors. Rewards are given on a monthly. financial parameters. and notes from peers In addition to nonmonetary rewards. Profit sharing and pay-for-skills are monetary bonus plans that both motivate individuals and improve goal achievement. and yearly basis.000 individuals in Omaha. and other items. employees can be rewarded using money in numerous ways. and Rick. Formal recognition program can be used with success. pens. plaques. A cash award of $50 would be inappropriate for someone who just recommended a process that saved the organization a million dollars. mugs. Nebraska. phone calls. Recognition for a job well done can be just as valued and appreciated as monetary awards. gift certificates. uses a formal recognition program (Adams. whether at formal meetings or on the spot. and range from Nebraska football tickets. a data processing services company that employees more than 6. quarterly. Small acts 66 .2002). One of the most popular awards at First Data is called the "Fat Cat Award" that consists of: $500 gift check Professional portrait of the employee • • Appreciation letter from the CEO and senior management E-mails.Rewards should be appropriate to the level of accomplishment received. First Data Resources. Variable bonuses linked to performance are another popular reward strategy. Determining the amount of money given is a delicate matter of organizational debate in which organizational history. Mahaffey. Cash is a welcome motivator and reward for improving performance.

rewards and recognition should be based on a clear set of standards. In one survey. The profile should not be too low or too high. Meaningful rewards and recognition that are achievable have the greatest impact. Personal growth and dreams: Employees responsibilities in the organization should help him achieve his personal goals also. Organizations can not keep aside the individual goals of employees and foster organizations goals. 2000): • • • • Employee of the month awards Years of service awards Bonus pay (above and beyond overtime) for weekend work Invitations for technicians to technical shows and other industry events Meaningful and Retention Rewards What gives meaning to rewards and recognition? What makes them effective? First. Employees’ 67 . Sometimes a personal note may mean more than a generic company award. If the reward is based on an unachievable result. then those employees will not be motivated. employees cited the following as meaningful rewards (Moss. with performance verifiable or observable. The standards for the reward should also be achievable.of recognition are valuable for employee daily Retention. such as a production goal that is beyond employees' power. Factors for Retaining the Employee The important factors in employee growth that an employee looks for himself are: Work profile: The work profile on which the employee is working should be in sync with his capabilities.

he’ll not be able to contribute in organization growth. Many employers fear that if the employees are well rained. they’ll leave the organization for better jobs. Organization should not limit the resources on which organization’s success depends. you need to implement each of the three Rs of employee retention: respect. and rewards. recognition. These trainings can be given to improve many skills like: • • Communications skills Technical skills In-house processes and procedures improvement related skills C or customer satisfaction related skills • • • Special project related skills The Three Rs of Employee Retention To keep employees and keep satisfaction high. Training and development: Employees should be trained and given chance to improve and enhance their skills. 68 .priority is to work for themselves and later on comes the organization. If he’s not satisfied with his growth.

69 . As the pyramid shows. special regard. Recognition is defined as “special notice or attention” and “the act of perceiving clearly. respect is the foundation of keeping your employees. While rewards represent the smallest portion of the retention equation. Recognition and rewards will have little effect if you don’t respect employees. or particular consideration given to people. to care.” Many problems with retention and morale occur because management is not paying attention to people’s needs and reactions. Rewards are the extra perks you offer beyond the basics of respect and recognition that make it worth people’s while to work hard. to go beyond the call of duty.RESPE CT RECOGNITION REWARD Respect is esteem. they are still an important one.

but in general. respect should be the largest component of your efforts.You determine the precise methods you choose to implement the three Rs. Without it. 70 . recognition and rewards seem hollow and have little effect—or they have negative effects. The magic truly is in the mix of the three.

RESEARCH METHODOLOGY 71 .

The researcher used descriptive research to discover the characteristics of customers.RESEARCH METHODOLOGY Research Design: The research design indicates the type of research methodology under taken to collect the information for the study. Questionnaire Design: The questionnaire framed for the research study is a structured questionnaire in which all the questions are predetermined before conducting the survey. Descriptive research also includes demography characteristic of consumer who use the product. The form of question is of both closed and open type. It mainly involves surveys and fact finding enquiries of different kinds. The main objective of using descriptive research is to describe the state of affairs as it exits at present. 72 . Research instrument: The Structured questionnaire is used as the research instrument for the study. The researcher also used analytical research design to analyze the existing facts from the data collected from the customer. Venkateshwara University. The researcher used both descriptive and analytical type of research design for his research study. Area of study: The area of study is confined to employees Retention Strategy of Shri.

satisfied. Dissatisfied. Neither Satisfied nor dissatisfied. Sampling Technique: The researcher adopted simple random sampling for the study. So pilot study was conducted on 5 respondents which is a 10% of the sample. R3…) The questionnaire for the research was framed in a clear manner such that it enables the respondents to understand and answer the question easily. It is the procedure used by the researcher in selecting items for the sample. Highly dissatisfied) • • Category scale (Multiple items) Ranking type (R1. variance and confidence methods are used for determining sample size. Sampling design: A Sample design is a definite plan for obtaining a sample from a given population. 73 . Pilot study: It is appropriate to conduct pilot survey to check the reliability of the questionnaire. The questionnaire was designed in such a way that the questions are short and simple and is arranged in a logical manner.The scales used to evaluate questions are: • • Dichotomous scale (Yes or No) Likert 5 point scale (Highly satisfied. R2. Sample size: Sample size=100 samples.

Secondary data: The secondary data are collected through the structured questionnaire.DATA COLLECTION METHOD Primary data: Primary data is the new or fresh data collected from the respondents through structured scheduled questionnaire. 74 . literature review and also from the past records maintained by the company.

FINDINGS & ANALYSIS 75 .

76 .FINDINGS & ANALYSIS 1. Is your University Facing the problem of attrition? Yes No 60% 40% 4 0 % Y e s No 6 0 % Interpretation: 60% employees were leaving the organisation as they find better opportunity.

What’s your organization attrition rate? Attrition 15% Retention 85% 1 5 % A ttritio n R eten tio n 8 5 % Interpretation: The company is able to retain around 85% of employees whereas the rate of attrition is approx.2. 15% 77 .

Have you done employee satisfaction survey? What are the findings? A) Yes. Happy unhappy 65% 35% 78 . we found that our employees are happy with the University.3.

According to your survey what are the reasons for attrition? Competitors Better Salaries 79 40% 60% .3 5 % Hap p y Un Hap p y 6 5 % Interpretation: 65% employees are Happy with the organisation efforts. 4.

80 .4 0 % C om p e titors Be tte rS alaries 6 0% Interpretation: 40% attrition rate arises due to of Competitors & 60% attrition rate arises due to Better Salary offers.

By providing Training By Personal development 60% 40% 40 % B y Train in g B yP e rson al d evelop m en t 6 0 % Interpretation: 60% attrition can be cope with providing training & 40% by personal development. 81 .5. How do you cope with attrition? A) By providing Training B) personal development.

82 .6. What are your retention strategies? A) Reward & Recognition B) Promotion & Fringe Benefit 70% 30% Reward & Recognition Promotion & Fringe Benefit 30% Reward& Reco g n itio n P rom otio n & Frin g e Ben efit 70% Interpretation: 70% retention strategies are based on reward & recognition and 30% are based on promotion & fringe benefit.

What is your company success rate in retaining employees? Success rate Failures rate 80% 20% 2 0 % S u cces s rate F ailu res rate 8 0 % 83 .7.

Interpretations: By using retention strategy the success rates are 80% 8. What are the HR suggestions to Top Management to reduce attrition? Good Training Calendar Salary rise as per market standards Better career growth Healthy environment at work place 30% 30% 20% 20% 84 .

20% on Better career growth & 20% on Healthy environment at work place.2 0 % Go od T rain in gC ale n d er 3 0 % S alary rise as p er m arket stan d ard s Better caree rg ro wth 2 0 % 3 0 % He alth y en viro n m en t at work p lace Interpretations: The retention of the employee in an organisation is depend on. 30% on Salary rise as per market standards. What are the steps taken by the top management to reduce attrition? 85 . 9. 30% on Good Training calendar.

20% on Better career growth & 20% on Healthy environment at work place. 30% on Salary rise as per market standards. 86 .A) Good Training Calendar B) salary rise as per market standards C) better career growth D) healthy environment at work place Good Training Calendar Salary rise as per market standards Better career growth Healthy environment at work place 30% 30% 20% 20% 2 0 % Go od T rain in gC ale n d er 3 0 % S alary rise as p er m arket stan d ard s Better caree rg ro wth 2 0 % 3 0 % He alth y en viro n m en t at work p lace Interpretations: The retention of the employee in an organisation is depend on. 30% on Good Training calendar.

87 .10. What are the difficulties you face to retain your employees? High salaries of competitors unhealthy competition 40% 60% 4 0 % C om p e titors Be tte rS alaries 6 0% Interpretation: 40% difficulties due to of Competitors & 60% difficulties due to of Better Salaries offers.

11. How does you motivate your employees? A) With Concept better growth B) personal development through training With concept better growth Personal development through training 40% 60% 4 0 % With con cep tb etter g ro wth P erso n al d eve lop m en t th rou g h train in g 6 0% 88 .

Interpretation: The motivation of employees depends 40% with the concept of better growth and 60% by personal development through training. 12. Which level of the organizational hierarchy results in leaving their jobs due to various reasons?? A) Top level Middle level Low level Top Level B) Middle Level 10% 80% 10% C) Low Level 89 .

13.1 0 % 1 0 % T op level Mid d le leve l L o w level 80 % Interpretation: Middle level is more consider of the organizational hierarchy in leaving their jobs due to various reasons. Who is the one who has the responsibility to retain the employee? IS that the Hr manager or some other? A) HR Manager Business Head HR Manager B) Business Head 40% 30% 90 C)Both .

14.Both 30% 3 0 % 4 0 % HR Bu s in ess Head Both 30 % Interpretation: HR Manager & Business Head both has the responsibility to retain the employees. What is your company doing to improve retention? 91 .

92 .A) Career Development Career Development Reward & Recognition B) Reward & Recognition. 40% 60% 4 0 % C are er Develop m en t Re ward & R eco g n itio n 6 0 % Interpretation: The improvement of the retention can be done 40% by Career Development & 60% by Reward & Recognition.

CONCLUSION CONCLUSION 93 .

Retention is an important concept that has been receiving considerable attention from academicians, researchers and practicing HR managers. In its essence, Retention comprises important elements such as the need or content, search and choice of strategies, goal-directed behaviour, social comparison of rewards reinforcement, and performance-satisfaction. The increasing attention paid towards Retention is justified because of several reasons. Motivated employees come out with new ways of doing jobs. They are quality oriented. They are more productive.

Any technology needs motivated employees to adopt it successfully. Several approaches to Retention are available. Early theories are too simplistic in their approach towards Retention. For example, advocates of scientific Management believe that money is the motivating factor. The Human Relations Movement posits that social contacts will motivate workers. Mere knowledge about the theories of Retention will not help manage their subordinates. They need to have certain techniques that help them change the behavior of employees.One such technique is reward. Reward, particularly money, is a motivator according to need-based and process theories of Retention. For the behavioral scientists, however, money is not important as a motivator. Whatever may be the arguments, it can be stated that money can influence some people in certain circumstance. Being an outgrowth of Herzberg’s, two factor theory of Retention, job enrichment is considered to be a powerful motivator. An enriched job has added responsibilities. The makes the job interesting and rewarding. Job enlargement refers to adding a few more task elements horizontally. Task variety helps motivate job holders. Job rotation involves shifting an incumbent from one job to another.
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SUGGESTIONS AND RECOMMENDATIONS

SUGGESTIONS AND RECOMMENDATIONS

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SUGGESTIONS • • • • Employee should be provided with proper training. Employee should be rewarded for their better performance. If any changes are brought in to software or any module is added then proper training should be given. Develop an attractive employee value proposition. • • • Standard Salary should be given to the employee as per the market rate. Some welfare activities should be conducted. RECOMMENDATIONS 1. Employee should be motivated to welcome the change. 97 . Employee should be appreciated for good work.

in addition to compensation.” 2. yet. as an employer. That self-realization is multi-dimensional and different for each employee. 3. support for employees to attain their personal objectives aligned with the goals of their organization. gives them a formal means to provide input. Most managers and employees are not enamored with the performance appraisal process in their organization. total rewards packages go far beyond money. yet. This feedback contributes to employee engagement and retention. Ongoing performance feedback allows employees to better know where they stand. you must understand what makes your organization attractive to potential recruits and current employees. Be flexible in terms of work-life balance. The best advocates for an employer’s brand are its current employees. People want a chance to make a difference and realize themselves. Branding yourself as an employer of choice is not just a slick set of marketing tactics. an effective performance management process serves many purposes. They want more flexible ways to engage with their employer. 98 . “This is a great place to work. it does not always equate with engagement. Create a total reward structure that includes more than compensation. Every company should have all the normal compensation mechanisms common to their type of employment. indicates that their managers pay attention to them and that their performance matters. Workers more and more value a balance between work and life. The total reward structure should include. Give feedback on employee performance on a regular basis. 4. While money might temporarily retain employees. What messages do they send to others about their employer? Are they honestly saying and believing that.An employee value proposition means that your company has something attractive to offer that is perceived as valuable to an employee.

. Engaged employees are more likely to stay with their employer. It is imperative to provide supervisors and managers with adequate tools to become effective managers since we cannot assume that these competencies are innate. teams and projects and away from company loyalty. Employees are shifting their loyalty to people. Train managers to be effective. 99 . 6. Exit interviews consistently show that “poor and bad” management practices greatly contribute to an employee’s decision to leave a company. It calls for a different managerial mindset and practices that involve letting go of old ways of controlling workers’ time and attendance in favor of result criteria such as output.To attract and retain workers with different work and career expectations. It is organizations that create the culture and climate that allow people. Employees have become more connected with others in the organization (and the broader supply-and-customer chain) through project-based team work and process management activities. 5. productivity and quality. organizations have to be more flexible in structuring work and its expectations. processes and projects to become fully connected and engaged with one another. Create a culture of engagement.

2. The findings of the study are subjected to bias and prejudice of the respondents. 100 .LIMITATIONS OF THE STUDY LIMITATIONS OF THE STUDY 1. Area of the study is confined to the employees in Moradabad only.

age condition of economy etc. Time factor can be considered as a main limitation.3. 4. The accuracy of findings is limited by the accuracy of statistical tools used for analysis. 6. Findings of the research may change due to area. 5. The findings of the study are solely based on the information provided by the respondents. 101 . demography.

K (2001) “Human Resource Management” Tata MC Graw Hill 5 th edition 2) Bernadi (2000) “Human Resource Management” Tata Graw Hill 4 th edition 102 .BIBLIOGRAPHY BIBLIOGRAPHY Books: 1) Awasthapa.

“Human Resource Management” Prentice. 3.com/school_communication. http://www.hrdnetworks.com http://www.com 2.thesvu.hrdindia. http://www.html 103 .3) Desslar Gary (2003). Hall of India Put 9th edition 4) Kothari CR (2000) “Research Methodology” method & technology. New Delhi Wishwa Prakashan WEBSITES: 1.

ANNEXURE (QUESTIONNAIRE) 104 .

5.QUESTIONNAIRE 1. Better salaries. What are the difficulties you face to retain your employees? 105 . What’s your organization attrition rate? 3. How do u cope with attrition? 6. Have you done employee satisfaction survey? What are the findings? 4. What are the steps taken by Ur top management to reduce attrition? 10. What are the HR suggestions to Top Management to reduce attrition? 9. What are your retention strategies? 7. Is your University Facing the problem of attrition? 2. According to your survey what are the reasons for attrition? • • Competitors. What is your company success rate in retaining employees? • • Success Failure 8.

How does u motivate your employees? 12. What is your company doing to improve retention? 106 .• • High salaries of competitors unhealthy competition 11. Which level of the organizational hierarchy results in leaving their jobs due to various reasons? • • • Top level Middle level Low level 13. Who is the one who has the responsibility to retain the employee? IS that the Hr manager or some other? 14.

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