IMPORTANCE OF RETENTION IN AN ORGANIZATION WITH REFERENCE TO HOTEL DECCAN PLAZA Project Submitted to the The Global Open University

in partial fulfillment of the requirements for the award of the Degree of

Master of Philosophy in Business Administration
Submitted by;

N.Sriram
(Registration Number)

Project Guide Dr.G.Selvaraj M.E, MBA, Ph.D

THE GLOBAL OPEN UNIVERSITY
Dimapur , Nagaland

THE GLOBAL OPEN UNIVERSITY
DIMAPUR, NAGALAND

BONAFIDE CERTIFICATE REGISTRATION NUMBER:

Certified that this is the Bonafide record of work done by N.Sriram of the M.Phil ( Business Administration) during the year 2009.

Project Guide

Coordinator Date:

Examiner

Annexure-III

DECLARATION
I hereby declare that the project entitled “IMPORTANCE OF RETENTION IN AN ORGANIZATION WITH REFERENCE TO HOTEL DECCAN PLAZA” submitted for the M.Phil. Degree is my original work and the dissertation has not formed the basis for the award of any degree, associate ship, fellowship or any other similar titles.

Place: Date:

N.Sri Ram Signature of the Student

Annexure-IV

CERTIFICATE

This is to certify that the project entitled “ IMPORTANCE OF RETENTION IN AN ORGANIZATION WITH REFERENCE TO HOTEL DECCAN PLAZA” is the bonafide research work carried out by N.SRI RAM student of M.Phil., The Global Open University, Nagaland, during the year 2007 -2009, in partial fulfillment of the requirements for the award of the Degree of Master of Business Administration and that the project has not formed the basis for the award previously of any degree, diploma, associateship, fellowship or any other similar title.

Place: Date:

(Dr.G.Selvaraj) Signature of the Guide

4 1.1 4.5.2 2.6 3.3.3 3.5 1.3 1.2 4.2 3.3 1.1 TYPE OF PROJECT Data type TARGET RESPONDENTS LIMITATIONS OF THE STUDY SAMPLING METHOD DATA PROCESSING TOOLS FOR DATA ANALYIS Framework of data analysis CHAPTER 4 DATA ANALYSIS AND INTERPRETATION 4.1 1.2 1.2 WILL RECOMMEND THIS ORGANISATION TO OTHERS AS A PLACE TO WORK Data Chart Interpretation THE COMPANY POLICIES ARE TRANSPARENT 13 13 13 14 14 10 10 11 11 11 11 12 12 7 7 7 1 1 3 3 4 4 4 4 4 5 5 5 5 6 .3.1 1.2 1.4 3.5 1.3.5.6.1.3 4.2 1.5 3.3 OVERVIEW OF THE ORGANISATION MODE OF SURVEY REVIEW OF LITERATURE CHAPTER 3 RESEARCH METHODOLOGY 3.1.4 1.6 1.1.1 4.3.3.1 3.1 1.TABLE OF CONTENTS CHAPTER 1 INTRODUCTION 1.1.1 3.6 INTRODUCTION RESEARCH BACKGROUND IDENTIFIED PROBLEM The Cost of Turnover Loss of Company Knowledge Interruption of Customer Service Turnover leads to more turnovers Goodwill of the company Regaining efficiency NEED FOR STUDY OBJECTIVES & SCOPE General Specific DELIVERABLES CHAPTER 2 LITERATURE SURVEY 2.3.1 2.

1 4.7.3 4.4.7.2 4.6.9.2.3 4.5.4.8.6.6.4 4.2 4.2 4.1 4.7 4.1 4.3 4.9 4.3.2.9.3.3.1 4.8.8.3 4.8 4.5 4.6 4.4.7.5.1 4.3 4.2.1 4.10 Data Chart Interpretation HAVE THOUGHT OF LEAVING THIS ORGANISATION Data Chart Interpretation SUPERIOR IS COOPERATIVE & HELPFUL Data Chart Interpretation JOB SATISFACTION Data Chart Interpretation HAPPY WORKING WITH THIS ORGANIZATION Data Chart Interpretation AWARE OF DO’S AND DON’TS POLICIES Data Chart Interpretation HAVE GROWTH OPPORTUNITY Data Chart Interpretation PERFORMANCE LEVEL ARE RECOGNIZED IN THIS ORGANISATION Data Chart Interpretation MAY LEAVE THE ORGANISATION ON GETTING BETTER OPPORTUNITY 14 14 15 15 15 15 16 16 16 16 17 17 17 17 18 18 18 18 19 19 19 19 20 20 20 20 21 21 21 21 22 22 .3 4.2 4.3 4.3 4.1 4.3 4.2 4.1 4.2 4.2 4.9.4.5.2 4.

2 Chart 4.2 SUGGESTIONS AND RECOMMENDATIONS 5.11 PERFORMANCE REVIEW ARE TRANSPARENT 4.10.12.1 Data 4.3 CONCLUSIONS 5.1 Data 4.2 Chart 4.3 Interpretation 4.1 Data 4.3 Interpretation 4.1 Data 4.3 Interpretation 4.3 Interpretation CHAPTER 5 CONCLUSIONS 5.4.4 FUTURE DIRECTIONS APPENDICES (Copy of questionnaire) LIST OF TABLES 4.1 Data 4.10.3 4.11.13.11.13.12 EMPLOYEES’ VIEWS ARE CONSIDERED 4.14 PROVIDED WITH ALL HR BENEFITS 4.14.1 SUMMARY OF FINDINGS 5.2 Chart 4.1 4.6 WILL RECOMMEND THIS ORGANISATION TO OTHERS AS A PLACE TO WORK THE COMPANY POLICIES ARE TRANSPARENT HAVE THOUGHT OF LEAVING THIS ORGANISATION SUPERIOR IS COOPERATIVE & HELPFUL JOB SATISFACTION HAPPY WORKING WITH THIS ORGANIZATION 22 22 23 23 23 23 24 24 24 24 25 25 25 25 26 26 26 26 20 28 31 32 32 33 13 14 15 16 17 18 .13 PROPER TRAINING ARE PROVIDED TO EMPLOYEES 4.13.2 Chart 4.3 Interpretation 4.14.4 4.12.2 4.2 Chart 4.11.5 4.14.12.10.

13 4.1 4.9 4.2 AWARE OF DO’S AND DON’TS POLICIES HAVE GROWTH OPPORTUNITY PERFORMANCE LEVEL ARE RECOGNIZED IN THIS ORGANISATION MAY LEAVE THE ORGANISATION ON GETTING BETTER OPPORTUNITY 19 20 21 22 23 24 25 26 28 29 PERFORMANCE REVIEW ARE TRANSPARENT EMPLOYEES’ VIEWS ARE CONSIDERED PROPER TRAINING ARE PROVIDED TO EMPLOYEES PROVIDED WITH ALL HR BENEFITS SUMMARY OF FINDINGS DISSATISFACTION AREA OF THE EMPLOYEES LIST OF FIGURES 4.14 WILL RECOMMEND THIS ORGANISATION TO OTHERS AS A PLACE TO WORK THE COMPANY POLICIES ARE TRANSPARENT HAVE THOUGHT OF LEAVING THIS ORGANISATION SUPERIOR IS COOPERATIVE & HELPFUL JOB SATISFACTION HAPPY WORKING WITH THIS ORGANIZATION AWARE OF DO’S AND DON’TS POLICIES HAVE GROWTH OPPORTUNITY PERFORMANCE LEVEL ARE RECOGNIZED IN THIS ORGANISATION MAY LEAVE THE ORGANISATION ON GETTING BETTER OPPORTUNITY 22 23 24 25 26 PERFORMANCE REVIEW ARE TRANSPARENT EMPLOYEES’ VIEWS ARE CONSIDERED PROPER TRAINING ARE PROVIDED TO EMPLOYEES PROVIDED WITH ALL HR BENEFITS 21 13 14 15 16 17 18 19 20 .11 4.2 4.9 4.7 4.12 4.10 4.3 4.14 5.13 4.1 5.8 4.12 4.4.10 4.7 4.8 4.5 4.6 4.4 4.11 4.

but employees leave for a variety of reasons. In today's rapidly changing business environment. This may be obvious.1 INTRODUCTION Retention can be defined as the measures taken by the organization to retain talented employees. The word refers to a company's ability to keep talented employees people who will help their Organizations remain competitive in a world of rapid change. Because it's people not machines or financial assets who acquire. The HR managers have been facing a tough time finding a suitable replacement with required experience and ability. and use the very knowledge that companies depend on to survive and thrive in times of accelerating change. but at the same time to retain them. growth in opportunities as a result of economic reforms and liberalized policies pursued by successive governments at the Centre. it is important for the top management to immediately understand and analyze the causes and devise strategies to retain employees. High employee turnover also affects the morale of the other employees. Retaining good employees is arguably among the most essential ingredients for success in today's business world. This report states the importance of having a good retention strategy and the role the management should play in retaining the employees. In today's fast-paced technology companies. It isn't all about the money. build on. Understanding these reasons we can . The reasons can be varied like shortage of skilled manpower. Because it is the easiest fix. but when employees leave. compensation is important. to fill up the vacancies created on account of exit of key employees. When an organization has a high employee turnover. or at least they think it is. most managers offer them more money. 1. it is not only important to attract candidates.2 RESEARCH BACKGROUND Retention of efficient employees is one of the most critical challenges faced by many corporate worldwide and our Indian companies /mutual funds are no exception to this phenomenon.CHAPTER 1 INTRODUCTION 1.

Employee turnover is costly. The HR managers have been facing a tough time finding a suitable replacement with required experience and ability. departures that are voluntary. but often little effort is made to hold on to key employees. who hate their manager. At times. dysfunctional and avoidable).can be 90% or higher. Addressing these issues from the start will set up an environment where employee retention -. to fill up the vacancies created on account . employees may also be leaving the employer as a result of factors that employers can control or influence. Employee retention has to be a top priority for management. hate them because they do little or nothing to develop or motivate the employee. all the way up to the CEO. however.even in this market -. with both direct costs (replacement and training costs) and indirect costs (lower productivity and reduced customer/client loyalty). The former occurs when an employee makes a decision to leave the organization. But it’s important to distinguish between voluntary and involuntary turnover. employees leave an organization for reasons beyond the control of the employer. Managers often perform poorly because they are completely untrained. Most employees. such as the attractiveness of the current job and the availability of alternative employment. it’s important to consider whether such turnover is functional (poor performers are leaving) or dysfunctional (good performers are leaving). Involuntary turnover is an employer-initiated termination of employment.give great insight into our group's dynamics and fundamentally help build a great company. The first question to ask our self is: "why do employees quit?" Extensive studies of exit interviews show that most employees quit for one of two reasons: 1) they hate their manager. Focusing on voluntary turnover. This may be affected by a wide range of factors. However. Retention programs within organizations are really aimed at this last group (that is.3 IDENTIFIED PROBLEM Retention of efficient employees is one of the most critical challenges faced by many corporate worldwide and our Indian companies /mutual funds are no exception to this phenomenon. Retention is a concern for most organizations. 1. 2) they are no longer learning anything and are unchallenged.

Relationships are developed that encourage continued sponsorship of the business. 1. When an employee leaves.3. If the process of employee retention is not followed. industry experts often quote 25% of the average employee salary as a conservative estimate. 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. the effect is felt throughout the organization. When the employee leaves. current projects and past history sometimes to competitors). he takes with him valuable knowledge about the company. the organisation would be affected in the following ways. Coworkers are often required to pick up the slack.3. While it is difficult to fully calculate the cost of turnover (including hiring costs.4 Turnover leads to more turnovers When an employee terminates. . 1. 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. the investment is not realized. which could lead to potential customer loss.2 Loss of Company Knowledge When an employee leaves. training costs and productivity loss). growth in opportunities as a result of economic reforms and liberalized policies pursued by successive governments at the Centre.3.of exit of key employees.1 The Cost of Turnover The cost of employee turnover adds hundreds of thousands of money to a company's expenses. The unspoken negativity often intensifies for the remaining staff. customers. The reasons can be varied like shortage of skilled manpower.3. 1. Now that so much is being done by organizations to retain its employees.3 Interruption of Customer Service Customers and clients do business with a company in part because of the people. 1.

bonuses.5. 1.5. Therefore the topic is focused on Retention. 1. In the knowledge economy. Every organization tries to retain best performers in their organization as they are the resource for the organization. Along with common financial incentives like increments.2 Specific  To study the role of HR in engaging the employees. as many organizations are facing the problems caused due to employees leaving the organization.1.1 General  To study the practice followed by HR managers in retaining employees in the various organizations. etc a conductive atmosphere in the workplace makes the employee to retain in the organization.5 Goodwill of the company The goodwill of a company is maintained when the attrition rates are low.6 Regaining efficiency If an employee resigns.3. by that the employees can be retained in the organization. . 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. corporate houses have to address the core issues of human resource management such as employee engagement. 1.  To study if employee engagement is a tool in retaining employees. And even after this you cannot assure us of the same efficiency from the new employee. 1. Higher retention rates motivate potential employees to join the organization.4 NEED FOR STUDY It is very important for the current scenario.  To study the employee’s satisfaction level.5 OBJECTIVES & SCOPE 1.3.  To describe the various causes for retaining employees in the organisation. This study throws light on the measures taken by HR managers to keep their employees engaged with their work and their organization.

6 DELIVERABLES This study emphasizes the importance of retention at work places and to minimize the attrition issue in an organization. The research expects to find effectiveness of retention in organization to improve organization performance and also expects to reduce employee attrition in order to yield maximum profit to the organization.1. CHAPTER 2 .

Questionnaire was framed based on multiple choice questions that is. the engaging and retaining of our skilled and talented employees has become an important strategic consideration because it affects our competitiveness as an organisation. The hotel strives to fulfill the requirements of the guests in short span of time. . but in addition there are the secondary costs of delayed deadlines. 2. competitiveness rests on being effective. Associated with this process are the obvious primary costs. Questionnaires were distributed to the employees of Hotel Deccan Plaza. Deccan Plaza is a luxurious hotel that enjoys a convenient location in Chennai. 2. but we will also have to invest time to locate and train a replacement if we can find a suitable candidate. The necessary data was collected by distributing Questionnaire to the employees of Hotel Deccan Plaza. Sample of 100 was taken for the sample size. the hotel boasts of impeccable services and flawless amenities. organizations have fought their competitors on the battleground of efficiency and the tight control of resources.3 REVIEW OF LITERATURE For many years now. Now that efficiency has become more of a given. We are in the middle of a crucial project rollout and one of our key managers decides to leave the company. Besides its warm hospitality. maintaining the high quality standards. The sample was taken among100 employees working in this organization. questions along with various multiple options. which is about working smarter through our people As a result. possible errors and potential loss of goodwill with customers.LITERATURE SURVEY 2.2 MODE OF SURVEY The Survey was conducted through primary data type. There are about 250 employees working in this organisation.1 OVERVIEW OF THE ORGANISATION The survey was taken with the employees of Hotel Deccan Plaza at Chennai. A big setback! There is the obvious loss of their skills.

which is why throwing money at a retention problem is only a short-term fix. salary. This is one way of defining talent because your top-level employees certainly have a major impact on your organizational strategy. A CLC study showed that employees who are engaged perform 20% better and are 87% less likely to leave the organisation. 19 are within the control of the manager. In a report. from the UK Chartered Institute of Personnel and Development. The same CLC study found that of the top 25 levers for engagement.g.A more inclusive definition refers to high-potential employees and these could be at any level of the organisation. Equip our managers and make them accountable Employees experience the culture of the organisation through their managers. Provide systems and processes that support motivational factors. However. Hygiene factors are the foundational requirements for an employee to feel valued e. working . those that hold the budgets and make decisions that have far-reaching consequences. Two employees with different managers can have completely distinct experiences of the organisation and if the experience is a bad one. A recent opinion poll revealed that 56. Two Factor Theory separates motivational factor from ˜hygiene factor. Many organizations consider the talent to be the top 10 to 15% of their employees. Employees tend to leave managers and not the organisation. We have already talked about the fact that money alone does not motivate people. In other words. the employee will leave no matter how good the pay is or how strong your company brand is. The risk of taking this approach is that you could have a group of enthusiastic captains steering the boat with an unengaged crew paddling out of time behind them. It is therefore essential that organizations define high potential carefully and have measurable standards that must be achieved for someone to be considered as high potential. if the salary is not competitive or realistic. the second most common reason for investing in talent development activities was to develop senior managers. Instruments such as psychometrics and 360-degree feedback tools are useful in this regard.7% of respondents felt insecure in their jobs If organisation can find a way to engage their employees then they will retain them since engagement is a measure of commitment to the organisation.

1 TYPE OF PROJECT The project study is undertaken on the basis of descriptive and survey type. Research methodologies provide various steps that can be adopted by the researcher in study his research problem.1. the type of hypothesis formulated. the method used for collecting and analysis of data. In this research a questionnaire was prepared containing eighteen questions and was distributed to the employees of Hotel Deccan Plaza to collect necessary data.1 Data type • Primary data . 3. the type of data collected. Motivational factors include opportunities for personal growth. If they are absent or undermined. Research methodology deals with the objective of research study. collecting data from target respondents. the foundations of motivation will be compromised however they do not intrinsically motivate.A. CHAPTER 3 RESEARCH METHODOLOGY Research Methodology is a method that can be used to solve research problem. the method of define the research problem. 3. recognition for achievement and the freedom to make a difference or leave a mark. Survey type includes designing questionnaire for collection of data through field study. processing and analyzing the collected data and arriving at conclusions. A recent study by the C.I.conditions and status. referred to in the Sunday Times Business Times found that this is the case even with black talent where perceptions are that affirmative action has led to an increase in job hopping.

A survey through questionnaire was conducted by distributing among the employees of this organization.2 TARGET RESPONDENTS Target respondents for this report are the employees of Hotel Deccan Plaza. That is. For this study certain data are collected from websites. In this study the researcher has used multiple choice questions. 3. The sample size for this report is 100 employees of this organization. The samples are taken based on random sampling among the employees of Hotel Deccan Plaza. The employees gave their opinions to the questionnaire distributed to them . Since the organization has strict control. 3. The distributed data are collected which are filled with the opinion of the . Formulation of questionnaire contains open ended. multiple choice and dichotomous questions. Lack of experience of Researcher. • Secondary data Secondary data would be the information collected from magazines.4 SAMPLING METHOD The sampling method used for this study is probability sampling method. it acts as another barrier for getting data.Primary data is the information collected directly from the respondents through the questionnaire administered to them. 3. The sample taken for the study was only 100 and the results drawn may not be accurate. questionnaire containing questions with various choosing options to be given. The responds from the respondents may not be accurate. 3.3 LIMITATIONS OF THE STUDY • • • • The data was collected through questionnaire.5 DATA PROCESSING The framed questionnaires are distributed among 100 random employees of Hotel Deccan Plaza. websites pertaining to the topic.

CHAPTER 4 DATA ANALYSIS AND INTERPRETATION Analyzing individual percentage for questions in the questionnaire: .6.1 Framework of data analysis • • • To analyze individual Percentage for each question in the questionnaire. After collecting the data is processed with the feedback given by the employees the collected data are analyzed and interpreted. 3.6 TOOLS FOR DATA ANALYSIS Processed data will be analyzed and interpreted using appropriate tools such as percentage analysis 3.employees. To analyze the approximate attrition percentage that may prevail in the organisation. To analyze the area the most dissatisfied by employees with the organisation.

1 Data SL NO PARTICULAR NUMBER OF RESPODENTS EMPLOYEES OPINION % a b c d Strongly Agree Agree Disagree Strongly disagree Total 70 23 5 2 100 70 23 5 2 100 Table 4.2 Chart Chart 4.1 4. 4.1 4.1.2.1.3 Interpretation The above table shows 93% of the respondents are satisfied with the organisation and they are interested to refer other persons to work here.1.2 THE COMPANY POLICIES ARE TRANSPARENT 4.4.1 WILL RECOMMEND THIS ORGANISATION TO OTHERS AS A PLACE TO WORK 4.1 Data SL NO PARTICULAR NUMBER OF RESPODENTS EMPLOYEES OPINION % a Strongly Agree 62 62 .

Therefore the organisation has to concentrate on this 29% and analyze the area where they are lacking.3 Interpretation The above table represents that 71% of the employees agree that the organization’s policies are transparent and 29% of the employees do not agree to this statement.1 Data SL NO PARTICULAR NUMBER OF RESPODENTS EMPLOYEES OPINION % a b c d Strongly Agree Agree Disagree Strongly disagree Total 14 3 2 81 100 14 3 2 81 100 .2.2 4.2 Chart Chart 4. 4.3.2 4.3 HAVE THOUGHT OF LEAVING THIS ORGANISATION 4.b c d Agree Disagree Strongly disagree Total 9 24 5 100 9 24 5 100 Table 4.2.

4. But there is chance for 17% of employees to leave the organisation.2 Chart Chart 4.3. That is.3 4.3 4. they are happy working with this organisation.4 SUPERIOR IS COOPERATIVE & HELPFUL 4.3. Therefore Organization must take measures to retain efficient employees on those 17% of employees.Table 4.2 Chart .4.1 Data SL NO PARTICULAR NUMBER OF RESPODENTS EMPLOYEES OPINION % a b c d Strongly Agree Agree Disagree Strongly disagree Total 37 31 5 27 100 37 31 5 27 100 Table 4.3 Interpretation The table represents that 83% of the employees are not ready to leave the organization.4.4 4.

4.3 Interpretation The table represents that 68% employees states that their superiors are helpful in guiding them to carry out their job.2 Chart . The organization has to concentrate on the remaining 32% of employees and has to analyze their superiors where they are lacking in cooperating their subordinates.5 4.5.5. 4.1 Data SL NO PARTICULAR NUMBER OF RESPODENTS EMPLOYEES OPINION % a b c d Strongly Agree Agree Disagree Strongly disagree Total 34 51 10 5 100 34 51 10 5 100 Table 4.4 4.Chart 4.5 JOB SATISFACTION 4.

6 HAPPY WORKING WITH THIS ORGANIZATION 4.6. 4.5.6.6 4.2 Chart .3 Interpretation The above table represents that 85% employees are satisfied working with this organisation.Chart 4. The Organisation has to analyze the dissatisfaction areas of those 15% employees.1 Data SL NO PARTICULAR NUMBER OF RESPODENTS EMPLOYEES OPINION % a b c d Strongly Agree Agree Disagree Strongly disagree Total 9 68 18 5 100 9 68 18 5 100 Table 4.5 4.

4.3 Interpretation The above table represents that 77% employees are happy working with this organisation working with this organisation.6 4.2 Chart .7 4.6.7.7 AWARE OF DO’S AND DON’TS POLICIES 4.7.Chart 4.1 Data SL NO PARTICULAR NUMBER OF RESPODENTS EMPLOYEES OPINION % a b c d Strongly Agree Agree Disagree Strongly disagree Total 17 54 22 7 100 17 54 22 7 100 Table 4.

2 Chart .7.Chart 4.8.1 Data SL NO PARTICULAR NUMBER OF RESPODENTS EMPLOYEES OPINION % a b c d Strongly Agree Agree Disagree Strongly disagree Total 25 43 18 14 100 25 43 18 14 100 Table 4.7 4.8 HAVE GROWTH OPPORTUNITY 4.8 4.3 Interpretation The above table represents that 71% employees are alone aware of the organization’s do’s and don’ts policies.8. 4. It is the duty of the organisation to make every individual of its organisation to be aware of Organization’s policies.

9 4.3 Interpretation The above table represents that 68% employees agrees that they have growth opportunity in this organisation.8 4. 4.9.2 Chart .Chart 4.1 Data SL NO PARTICULAR NUMBER OF RESPODENTS EMPLOYEES OPINION % a b c d Strongly Agree Agree Disagree Strongly disagree Total 21 59 7 13 100 21 59 7 13 100 Table 4.9.8.9 PERFORMANCE LEVEL ARE RECOGNIZED IN THIS ORGANISATION 4.

9. 4.2 Chart .3 Interpretation The above table shows that 80% of employees agree that the employees are recognized according to their level of performance.10 4.Chart 4.1 Data SL NO PARTICULAR NUMBER OF RESPODENTS EMPLOYEES OPINION % a b c d Strongly Agree Agree Disagree Strongly disagree Total 20 5 54 21 100 20 5 54 21 100 Table 4.9 4.10 MAY LEAVE THE ORGANISATION ON GETTING BETTER OPPORTUNITY 4.10.10.

10 4.10.2 Chart .11.11 PERFORMANCE REVIEW ARE TRANSPARENT 4.Chart 4.11 4. It is the duty of the organisation to retain efficient employees otherwise it would be a loss to the organisation 4.1 Data SL NO PARTICULAR NUMBER OF RESPODENTS EMPLOYEES OPINION % a b c d Strongly Agree Agree Disagree Strongly disagree Total 27 53 14 6 100 27 53 14 6 100 Table 4.11.3 Interpretation The above table shows that 25% of the employees may leave the organisation on getting better opportunity.

12 4. 4.12.12.2 Chart .1 Data SL NO PARTICULAR NUMBER OF RESPODENTS EMPLOYEES OPINION % a b c d Strongly Agree Agree Disagree Strongly disagree Total 29 35 21 15 100 29 35 21 15 100 Table 4.11 4.Chart 4.12 EMPLOYEES’ VIEWS ARE CONSIDERED 4.11.3 Interpretation The above table shows that 80% of the employees agree that the performance review are conducted with transparency.

2 Chart .13.13 4.Chart 4.3 Interpretation The above table shows that 64% of the employees agree that their views are considered in achieving the goals of the organisation.12.1 Data SL NO PARTICULAR NUMBER OF RESPODENTS EMPLOYEES OPINION % a b c d Strongly Agree Agree Disagree Strongly disagree Total 33 56 8 3 100 33 56 8 3 100 Table 4. 4.12 4.13 PROPER TRAINING ARE PROVIDED TO EMPLOYEES 4.13.

3 Interpretation The above table shows that 89% of the employees agree that they are given proper frequent training by the organisation.2 Chart .Chart 4.1 Data SL NO PARTICULAR NUMBER OF RESPODENTS EMPLOYEES OPINION % a b c d Strongly Agree Agree Disagree Strongly disagree Total 21 65 12 2 100 21 65 12 2 100 Table 4.14.14.13 4. 4.13.14 PROVIDED WITH ALL HR BENEFITS 4.14 4.

employees satisfaction and dissatisfaction level percentage for each question are analyzed.3 Interpretation The above table shows that 86% of the employees are satisfied that they have been provided with all HR benefits by the organisation. . From the above mentioned tables and figures individual percentage that is.14 4. From the above findings it has been delivered to the organization about the area where the employees are not satisfied with the organization.14. It helps the organization to take effective measures in the area where it is lacking.Chart 4.

CHAPTER 5 CONCLUSIONS 5. value employees are not satisfied with the performance of the organisation.1 The particulars containing alphabets represents the following data: a b -Recommend to others -Company policies are transparent .1 SUMMARY OF FINDINGS From the above interpreted data it has been found that 22. This is represented through below mentioned table PARTICULARS a b c d e f g h i j k l m n AGREE 23 9 3 31 51 68 54 43 59 5 53 35 56 65 STRONGLY AGREE 70 62 14 37 34 9 17 25 21 20 27 29 33 21 DISAGREE 5 24 2 5 10 18 22 18 7 54 14 21 8 12 STRONGLY DISAGREE 2 5 81 27 5 5 7 14 13 21 6 15 3 2 Total 100 100 100 100 100 100 100 100 100 100 100 100 100 100 NOT SATISFIED % 7 29 17 32 15 23 29 32 20 25 20 36 11 14 22.14% DISSATISFACTION LEVEL% Table 5.14% approx.

. So that efficient employees can be retained. Apart from that the following below mentioned activities are found out.2 100 100 100 100 OPINION 36 32 32 29 RESPONDENTS EMPLOYEES The organisation has to concentrate in the above mentioned areas to increase the satisfaction among the employees.c d e f g h i J k l m n -Have thought of leaving the organisation -Superior is helpful -Job satisfaction -Happy working with this organisation -Aware of company policies -Have growth opportunity -Performance level recognized -May leave on getting better opportunity -Performance review are transparent -Employees views are considered -Proper training are given -Provided with all HR benefits The area most dissatisfied by the employees of the organisation are represented in the below table SL NO PARTICULAR NUMBER OF % OF ARE OF THESE 1 2 3 4 Employees views are not considered Do not have growth opportunity Superior is not cooperative Company policies are not transparent Table 5.

. Most of the workers agreed that the company is eager in recognizing and acknowledging their work. and provide better opportunity to the employees so that they can be retained in the organization. So it is the duty of the organization to maintain that confidence level among the employees. The employees are satisfied with the policies of the company. The employees are really motivated by the management. • • • • The study reveals that there is a good relationship exists among employees. From the study it is clear that most of employees agree to the fact that performance appraisal activities are transparent and support from the coworkers in helpful to get motivated.• • • • There is a harmonious relationship is exist in the organization between employees and management. • Many employees agree that the company policies are transparent. • The incentives and other benefits will influence the performance of the employees and makes them to stay in the organization for a long span of time.2 SUGGESTIONS AND RECOMMENDATIONS • Many employees agree that they may leave the organisation on getting better opportunity. Majority of the employees agreed that there job security to their present job. 5. So the company should try to improve performance appraisal system. The company is providing good safety measures for ensuring the employees safety. • The study reveals that increase in the salary will motivates the employees more and makes them to be retained in the organization.

• • Frequent open hall meeting can be conducted to address the issues of employees. Better carrier development opportunities should be given to the employees for their improvement. Therefore the organization should concentrate on this 22% employees and needs to take corrective measures. • • Skills of the employees should be appreciated.. They are satisfied with the company policies. • If the centralized system of management is changed to a decentralized one. then there would be active and committed participation of staff for the success of the organization. by taking corrective measures efficient employees can be retained in the organization.3 CONCLUSIONS From the analysis of above data it has been found that 78% of employees are satisfied with the organization they are engaged. appraisal system etc.Only 22% of employees are not satisfied with the organization. 5.• Organization should give importance to communication between employees and gain co-ordination through it. Employees must be given proper training on their work responsibility and should be well trained on their key responsible area. The attrition is possible only on these 22% of employees of this organization. • Frequent employee survey can be conducted so that the opinion of the employees can be known. • Employees must be trained on company policies and HR polices frequently by the organization. superior cooperation. These activities make the employees to be motivated and make them to stay in the organization for long durations. If the efficient .

To study the opinion of the employees on the various sector. a.< =one year c.4 FUTURE DIRECTIONS • • To take sample from various organisation in Chennai. I would be obliged if you cooperate with me in filling the questionnaire. Kindly fill the following: (Please put a tick mark in the appropriate option) 1) Total number of work experience I have in this field of industry. the information gathered will be strictly confidential. As a part of my project I would like to gather some information from you which will help me in an in depth study of project. 3 to 5 yrs c. 3 to 5 yrs . APPENDICES A STUDY ON THE IMPORTANCE OF RETENTION Respected madam/sir. 1 to 2 yrs d. < =one year b. 2 to 3 yrs 2) Total number of work experience I have in this organization. 1 to 2 yrs d.would be wasted . 2 to 3 yrs b. Since the questionnaire is being used for academic purpose. etc. 5.employees leave the organization it is a huge loss to the company.. a. the cost incurred on him such as training.

Strongly Disagree 5) At any point of time had the taught of leaving the organisation I am working a.Strongly Disagree 8) I am happy on working with this Organisation.Strongly Disagree 6) My superior is cooperative & helpful in helping me if I face any hazards in my task of job performing a.Strongly Disagree . Disagree b. Agree c.Strongly Disagree 7) I am having the satisfaction level on the job allotted to me a.3) Will recommend my organisation to others as a place to work. Agree c. Strongly Agree d. Disagree b. Disagree b. Disagree b. Agree c. Strongly Agree d. Strongly Agree d. a. Agree c. Strongly Agree d. Disagree b. Disagree b. Strongly disagree 4) The company policies are transparent to me a. Strongly Agree d. a. Strongly Agree d. Agree c. Agree c.

Strongly Disagree 12) I may leave the Organisation if I get better opportunity from other Organisation. a. Strongly Disagree .9) I am aware of Organization’s do’s & don’ts policies a. a. Strongly Disagree 13) Periodic performance review are conducted in this organisation in a transparent manner. a. Strongly Disagree 14) I am able to express my ideas/views for improving the organization. Agree c. Disagree b. Strongly Agree d. Strongly Agree d. a. Strongly Agree d. Disagree b. Disagree b.Strongly Disagree 11) I am recognized for my performance level and rewarded accordingly. Disagree b. Agree c. a. Agree c. Strongly Agree d. Agree c. Strongly Agree d. Agree c.Strongly Disagree 10) I have the growth opportunity in this Organisation. Agree c. Disagree b. Disagree b. Strongly Agree d.

Strongly Disagree 17) Employees and their family are insured according to the medical insurance scheme offered by the company.naukrihub.com/importance-of-employee-retention.icmrindia. Agree c. Disagree b. Agree c. Strongly Agree d. Disagree b. Strongly Disagree 16) Employees are given HR benefits such as leave according to company leave policy.encyclopedia. Disagree b. a. Strongly Agree d. Agree c. Strongly Disagree REFERENCES The following websites were referred for this study importance of retention in an organization • • • http://retention.org/casestudies/catalogue/Human%20Resource%20and %20Organization%20Behavior/Retaining%20Employees-Human%20Resource %20Management%20Case%20Study.com/doc/1G1-198995240.html http://www. a.15) Required training are conducted regularly to the employees on soft skills a.htm . Strongly Agree d.html http://www.

case studies etc….Certain data were collected from the organisation. .

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