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[MS 100] SYNOPSIS ON RETENTION OF NEWLY RECRUITED EMPLOYEES IN ORGANISATIONs PROBLEMS & SOLUTIONS

SUBMITTED BY:
JAIDEEP MITTRA PROGRAMME CODE: MP ENROLLMENT NO. : 081090951

INDIRA GANDHI NATIONAL OPEN UNIVERSITY, NEW DELHI 2013

RATIONALE FOR THE STUDY


Employee retention refers to the ability of an organization to retain its employees. Employee retention can be represented by a simple statistic (for example, a retention rate of 80% usually indicates that an organization kept 80% of its employees in a given period). However, many consider employee retention as relating to the efforts by which employers attempt to retain employees in their workforce. In this sense, retention becomes the strategies rather than the outcome. A distinction should be drawn between low performing employees and top performers, and efforts to retain employees should be targeted at valuable, contributing employees. Employee turnover is a symptom of a deeper issue that has not been resolved. These deeper issues may include low employee morale, absence of a clear career path, lack of recognition, poor employee-manager relationships or many other issues. A lack of satisfaction and commitment to the organization can also cause an employee to withdraw and begin looking for other opportunities. Pay does not always play as large a role in inducing turnover as is typically believed. In a business setting, the goal of employers is usually to decrease employee turnover, thereby decreasing training costs, recruitment costs and loss of talent and organizational knowledge. By implementing lessons learned from key organizational behavior concepts employers can improve retention rates and decrease the associated costs of high turnover. However, this isn't always the case. Employers can seek "positive turnover" whereby they aim to maintain only those employees who they consider to be high performers.

OBJECTIVES OF THE STUDY


The purpose of this study is to test the association of the independent variables (role conflict, role overload, role ambiguity, interpersonal conflict, career development, physical working condition) with the dependent variable that is stress. The basic questions we want to investigate in this research study are as follows: To analyzes different causes of stress in RECRUITED EMPLOYEES. To observes or identify different symptoms of work stress in RECRUITED EMPLOYEES. To evaluates the impact of stress on occupational performance. The basic objective is to understand the job stress and its nature. Understand theoretical view point of stress. How it has affected employees in RECRUITED EMPLOYEES. .

RESEARCH METHODOLOGY

Research Design and Methodology

It would be an exploratory, qualitative and quantitative research and we will use both the quantitative and qualitative approach to analyze data and find out the association / relationship between stress and the factors affecting it. Scope The scope of this study needs to be defined in two horizons. Geographic: The scope of this research would be limited to Local Headoffice of State Bank of India Lucknow. Sampling Population: Total population of the employees at SBI is around 500 employees. Sample size: A total of 45 employees out of which 10 employees will be from top management, 15 employees will be selected from middle management and 20 employees will be selected from lower level. Sampling method: the sampling method will be probability sampling that is based on random selection of employees. Sampling plan: The employees would be contacted through

Questionnaires and if necessary interviews will also be conducted.

Data Collection and Analysis Survey would be conducted with the help of questionnaire in order to collect required data. The questions will be Structured and close-ended type and respondents will be asked to mark the appropriate box matching the correct answer.

Descriptive statistics and inferential statistics, both the techniques would be used to analyze, interpret and represent the data.

The responses to the structured close-ended questions will be rated and presented through graphs, charts etc. MS Excel will also be used in the research.

LIMITATIONS OF THE STUDY


1. The findings of the study are subjected to bias and prejudice of the respondents. 2. Area of the study is confined to the employees in Lucknow only. 3. Time factor can be considered as a main limitation. 4. The findings of the study are solely based on the information provided by the Respondents. 5. 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, demography, age condition of economy etc.

BIBLIOGRAPHY

BOOKS:
Ashwathapa K., Human Resource Management (third edition), Tata Mc Graw Hill

Publication Company Ltd. Chhabra. , T. N. Human Resource Management, Dhanpat Rai $Co(P)Ltd. India, ninth edition. Kothari C.R., Research Methodology, New Delhi; New Age International

Publication, second edition.

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