A

SUMMER INTERSHIP PROJECT

ON
“A STUDY ON IMPACT OF EMPLOYEE RETENTION STRATERGIES DURING

COVID-19 SITUATION SHREENATH ENGINEERING, NASHIK”

SUBMITTED BY

JAYASHREE KEVAL SONAWANE

MBA II HUMAN RESOURCE MANAGEMENT

UNDER GUIDANCE OF
PROF. NISHA WAGH

SUBMITTED TO
“SAVITRIBAI PHULE UNIVERSITY OF PUNE”

IN THE PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF THE

DEGREE OF MASTER IN BUSINESS ADMINISTRATION

DR. B.V. HIRAY COLLEGE OF MANAGEMENT & RESEARCH

CENTER, MALEGAON (NASHIK)

BATCH (2020-21)
 ACKNOWLEDGEMENT

The satisfaction that the successful completion of the work would be incomplete unless we
mention the people, as an expression of gratitude, who made it possible and whose constant
guidance and served as light and crowed this efforts with success. This project would not have
been possible but for the support & guidance that I received from various people at different stages
of the project.

I would like to take the opportunity to thank and express my deep sense of gratitude to my Guide
Prof. Nisha Wagh .I am greatly indebted to her for providing her valuable guidance at all stages of
the study, her advice, constructive suggestions, positive and supportive attitude and continuous
encouragement, without which it would have not been possible to complete the project I would like
to thanks (Director) Dr. S.J. Jadhav, I would also like to thanks our Academic Coordinator Dr.
Kamran Rahmani for their cooperation and assistance during the course of my project. .Lastly, I
would like to thank my parents for supporting me through my studies in College and providing me
with everything I could possibly want.

I once again express my heartfelt in debtness to all-aforesaid. Any omission or error in

acknowledgment is inadvertent. For such oversights and lapses, I tender unconditional apology.

PLACE : MISS .JAYASHREE SONAWANE

DATE : / / MBA-II (HRM )

 STUDENT DECLARATION

I Jayashree Keval Sonawane hereby declare that the project entitled “A Study On Impact of
Employee Retention Stratergies During Covid-19 Situation At Shreenath Engineering,
Nashik” is a genuine and original work for the partial fulfillment of Master in Business
Administration to Savitribai Phule Pune University. To the best of my knowledge, any part of
this context has not been submitted earlier for any degree, or Certificate examination. The
collected data and certificate are true. Further I undertake that I will be solely responsible for
anything arise out of unfair mean.

DATE: - / /

PLACE: - NAME :-……………….....

SIGN: ………………………...

1
 INDEX

Chapter No. Title of contents Page No.

Introduction 6-17
1
1.1 Introduction
1.2 Organizational Culture
1.3 Need for Human relations
1.4 Why organisational relationship at
workplace
1.5 How to improve organisational
relationships in organizations
1.6 Organizational
performance/effectiveness
Project Profile 18-20
2.1 2.1Objective of the study
2 2.2 2.2 Scope of the Study
2.3 2.3 Limitation of Study

Company/Organization 21-23
3 Profile
Research Methodology 24-26
4.1 Meaning of Research
4
4.2 Type of research
4.3 Data collection
4. 4 Secondary data:
4.6 Data analytical tools
data interpretation 27-40
5
6.1 Finding 41-43
6 6.2 Suggestions & Recommendations

Conclusion 44-45
7

8 References 46-49
Appendix

2
 EXECUTIVE SUMMARY

This project is done on human resource management topic in the area of “A STUDY ON
IMPACT OF EMPLOYEE RETENTION STRATERGIES DURING COVID-19
SITITUATION” The mostchallenging job for any present manager is to retain their employees.
Employee retention involves taking measures to encourage employees to remain in the
organization for the maximum period of time. Corporate is facing a lot of problem in employee
retention these days. Hiring knowledgeable people for the job is essential for an employer.
Employee recruitment and retention are one of the major issues facing the IT Sector. But
retention is even more important than hiring. There is no end of opportunities for talented
person. There is ample number of choice around employees. In olden days salary was all that
matters, but today it’s just one among the components. Some of the other elements are like work
environment, relationship, freedom to work etc. Due to high level of attrition it is important to
know whether the employees are satisfied with their job and organization, if not the reason for
leaving. This project will specify the effectiveness of various retention practices used retain the
employees. The study also include various trends of practice followed by the organizations and
it’s effect on the problem of attrition. Retention is a top business priority for more than one third
of the organizations. More than one third of HR professionals in IT Sector views retention as
one of their pressing issues. It is not very often that the management would be aware of the true
reason as to why an employee would be leaving their organization. To be successful in knowing
the reason, an effective exit interview procedure is very essential. This would help the
organization to an extent to get a clear picture of what is going wrong.

3
 CHAPTER 1

INTRODUCTION

4
 1.1 INTRODUCTION TO THE TOPIC.

What is Employee Retention?

“Employee retention refers to the various policies and practices which let the employee stick to
an organization for a longer period of time” .It is 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 the employees in their workforce. In this sense, retention becomes the
strategies rather than the outcome.

Fig.1:-Image for employee retention.

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 deeper issues that have not been resolved, which may include low
employee morale, absence of a clear career path, lack of recognition, poor employee-manager
relationships or many other issues.

5
 A lack of job satisfaction and commitment to the organization can also cause an employee to
withdraw and begin looking forother 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 whom they consider to be
high performers.

In today's environmental conscious behavior society, companies that are more responsible
towards environment and sustainability practices can attract and retain employees.
Employees like to be associated with companies that are environmentally friendly.

Retention involves five major things:-

 Compensation
 Environment
 Growth
 Relationship
 Support

ADVANTAGES OF EMPLOYEE RETENTION:-

 Reduced Turnover Hassle.

 Improved Morale.

 Reduced Acquisition and Training Time.


6


 Dedicated Company Experts.

 Increased Overall Productivity.

 Better Customer Experience.
 Reduced Costs.

DISADVANTAGES OF EMPLOYEE RETENTION:-

 Non performing employees are retained.

 Groupies in workplace.
 Bad working environment
 De-structures the work culture.
 Makes employee underperforming.
 Affects the quality of work.

NEED & IMPORTANCE OF EMPLOYEE RETENTION:-

1. Hiring is not an easy process.

2. An organization invests time and money in grooming an individual to a corporate culture.
3. Whenever an individual resigns, there are chances that he/she may join competitors.
4. Employees working for longer period of time are more familiar with the company’s
policies, guidelines and thus they adjust better.
5. Every individual needs time to adjust with others.
6. It is essential for company to retain the valuable employees showing potential.

7
 WHAT IS COVID 19?

 The COVID-19 pandemic in India is part of the worldwide pandemic of corona

virus disease 2019 (COVID-19) caused by severe acute respiratory syndrome corona virus
2 (SARS-CoV-2). The first case of COVID-19 in India, which originated from China, was
reported on 30 January 2020. India currently has the largest number of confirmed cases in
Asia, and has the third highest number of confirmed cases in the world after the United
States and Brazil with the number of total confirmed cases breaching the 100,000 mark on
19 May, 200,000 on 3 June, and 1,000,000 confirmed cases on 17 July 2020. On 29
August 2020, India recorded the global highest spike in COVID-19 cases on a day with 78,
761 cases surpassing the previous global highest daily spike of 77, 368 cases which was
recorded in the US on 17 July 2020.
 India's case fatality rate is among the lowest in the world at 2.41% as of 23 July and is steadily
declining. By mid-May 2020, six cities accounted for around half of all reported cases
in the country – Mumbai, Delhi, Ahmadabad, Chennai, Pune and Kolkata. As of 24
May 2020, Lakshadweep is the only region which has not reported a case. On 10 June, India's
recoveries exceeded active cases for the first time.
 On 22 March, India observed a 14-hour voluntary public curfew at the instance of Prime
Minister Narendra Modi. It was followed by mandatory lockdowns in COVID-19 hotspots and
all major cities. Further, on 24 March, the prime minister ordered a nationwide lockdown for 21
days, affecting the entire 1.3 billion-person population of India. On 14 April, India extended the
nationwide lockdown till 3 May which was followed by two-week extensions starting 3 and 17
May with substantial relaxations. From 1 June, the government started "unlocking" the country
(barring "containment zones") in three unlock phases
 In March, after the lockdown was imposed, the United Nations (UN) and the World Health
Organization (WHO) praised India's response to the pandemic as 'comprehensive and robust,'
terming the lockdown restrictions as 'aggressive but vital' for containing the spread and building

8
necessary healthcare infrastructure. At the same time, the Oxford COVID-19 Government
Response Tracker (OxCGRT) noted the government's swift and stringent actions, emergency
policy-making, emergency investment in health care, fiscal stimulus, investment in va ccine and
drug R&D and gave India a score of 100 for the strict response. Also in March, Michael Ryan,
chief executive director of the WHO's health emergencies programme noted that India had
tremendous capacity to deal with the outbreak owing to its vast experience in eradicating smallpox
and polio. Other commentators have raised concerns about the economic fallout arising as a result of the
pandemic and preventive restrictions. The lockdown was justified by the government and other agencies
for being preemptive to prevent India from entering a higher stage which could make handling very
difficult and cause even more losses thereafter.

EMPLOYEE RETENTION AND COVID- 19

The recent Pandemic in the form of Covid-19 has created a lot of mess all over the world. After
engulfing a lot of lives across the globe, the recent Pandemic has left a lot of adverse impact on
the economic well-being of the economies that include slashes of jobs or reducing their salaries.
The impact of this factor varies from countries to countries. It means that its impact is adverse
on some economies and lighter on the other. Nevertheless, most of the economies are having a
tough economic time.
Due to losing of jobs abruptly and mounting the debt pressure, lots of employees across the
globe are getting unsatisfied. The Human Resources (HR) department is focusing on the
retention of their employees professionally. For that purpose, they are taking a lot of measures
and points into consideration.
Especially during pandemics, employees are a strategic asset of any organization that has to be
managed, preserved and retained, with focus on experienced and skilled ones. When they feel
dissatisfied with the current job because of lack of several variables. Consequently,
organizations lose their invested resources for competitors, employees organizational
relationship are then damaged and more over the moral goes down dramatically, which leads
directly to low level of retention.

9
 CHAPTER 2

PROJECT PROFILE

10


2.1 OBJECTIVE OF THE PROJECT

1. To understand the basic concept of Employee Retention.

2. To analyze the different strategies of Employee Retention during Covid

19 at Shreenath Engineering, Nashik.

3. To evaluate the impact of Employee Retention strategies at Shreenath

Engineering, Nashik.

2.2 RATIONALE OF THE STUDY:-

Employee is known as assets of the company when employee is motivated he/she

could give 100% towards work. Employee retention is important aspect of any
organization as it helps to improve the efficiency of employee towards work. It
increases the profitability and productivity of work. Retention activity can create
positive environment in organization which encourage others to perform well.
Particularly talking about the pandemic situation of Covid 19 it has led the
employee and the organization in a very helpless situation. In this both employee
and the organization need to go hand in hand with proper strategies.

11
 2.3 SCOPE OF THE STUDY

Employee retention has become a major goal of the organization. Initially recruitment was
only talked about, but now in today’s corporate world, recruitment has become just a part
of HRM. This project not only aims to present the theoretical aspects, but the practical
aspects as well. A survey has been done to understand the strategies to ensure employee
retention

This project has been prepared with an intention to understand the significance of
employee retention in COVID-19. It is not about managing retention. It is about managing
people. If an organization manages people well, employee retention will take care of itself.
People want to work for an organization which provides:

• Appreciation for the work done.

• Ample opportunities.

• A friendly and cooperative environment.

• A feeling that the organization is second home to employee.

2.4 LIMITATION OF THE STUDY

 The survey is done with respect to the permanent Employees of Shreenath Engineering.
 Time was the most critical limiting factor.

 The responses from the employees could be casual in nature. This may be due to lack of
interest or time on their part.

12
 CHAPTER 3

COMPANY PROFILE

13
COMPANY PROFILE:-

'Shreenath Engineering' established in 2001 have an expansive unit, spread over a

combined area of 74,000 sq. ft., which consists of a manufacturing unit, a testing
laboratory and a warehousing facility. All units are well equipped with the latest machinery
and technologies, and are manned by experienced professionals. Our range of Sheet Metal
& Fabrication Products that includes Exhaust Duct with Grating, Duct Under Conveyor,
Ducting, Portable Steam-Shower, Fabrication Fixture, Portable Shower Room.

Company name:-Shreenath Engineering.

Proprietor:-Mr.Anant Shinde.

Location 1:-Office: a-17,shop no. b-s/3, Udyog Swamini Prerana Sankul, MIDC,
ambad,nashik-422010

Location 2:-Factory: gut no.12-3, behind Toyota store, in front of ray

construction, Vilholi Shivar, Nashik-422010

Fig. 2:- Company symbol.

14
 PROCESS OVERVIEW:-

PRODUCTS &SERVICES:

 Industrial ovens
 Liquid painting booths.
 Paint booths.
 Portable showers.
 Pre-treatment plants.
 Sheet metal and fabrication services.
 Sound roof enclosure.
 Ducts.
 Skids
 Special purpose machines.

15
 Fig.3:- Image of product oven.

Fig.4:- Image of product Paint Booth.

16
 FEATURES:-

 Strength in Engineering:- The majority of SNE' business is done through custom projects. We
will design, engineer, manufacture and build equipment to your unique requirements. This level
of customization requires an expansive and experienced design and engineering staff. Our in-
house design and engineering team rivals our competition in size and experience.
 Service after sales:-Our relationships with our customers don’t stop once the product has been
installed. SNE offers many options for service and maintenance, and provides a full line of
replacement parts and filters to ensure your products operate at peak efficiency.

MAJOR CUSTOMERS

Fig 5 :- Major Customers of Shreenath Engineering.

17
ORGANIZATIONAL CHART:-

18
 CHAPTER 4

RESEARCH METHODOLOGY

19
4.1MEANING
Research may be very broadly defined as systematic gathering of data and information and its
analysis for advancement of knowledge in any subject. Research attempts to find answer
intellectual and practical questions through application of systematic methods.

4.2 DEFINITION
According to the American sociologist Earl Robert Babbie, “Research is a systematic inquiry to
describe, explain, predict, and control the observed phenomenon. Research involves inductive and
deductive methods.”

4.3 TYPE OF RESEARCH

Descriptive research design: In a descriptive design, a researcher is solely interested in describing
the situation or case under their research study. It is a theory-based design method which is created
by gathering, analyzing, and presenting collected data. This allows a researcher to provide insights
into the why and how of research. Descriptive design helps others better understand the need for
the research. If the problem statement is not clear, you can conduct exploratory research.

1.4 DATA COLLECTION

Data collection is the process of gathering and measuring information on variables of interest, in
an established systematic fashion that enables one to answer stated research questions, test
hypotheses, and evaluate outcomes.

4.5 SECONDARY DATA: Secondary data will support the primary data for analysis and
interpretation data which is collected and processed from company manual, records. And Company
website. Magazines,New papers, Several books, Websites, Journals

20
4.6 DATA ANALYTICAL TOOLS: I have collected and analyzed the data analysis review
from the 2018-2019 years research articles, research papers, journals etc.

4.7 Sample size : 45

21
 CHAPTER 5

DATA ANALYSIS & DATA

INTERPRETATION

22
1. Impact of employee retention to the development of organization in this COVID-19 pandemic
situation.
Options No of respondents Percentage(%)
Never 1 2.3
Sometimes 20 45.5
Most of the times 19 43.2
All the times 4 9.1
Total 45 100%

Table No.2: Impact of Employee Retention

Graph No.1: Impact of employee retention

Interpretation:-

From above graph, it is clear that 45.5% says that employee retention sometimes contribute to the
development of organization in this pandemic situation, which indicates the strategies used for
employee retention is not proper or facilities provided to employees such as safety facility ,health
facility, relationship with superiors etc. is not up to the satisfactory level which affects the
organizational growth .

23
2. Provision of flexible working hours in Covid 19 pandemic.

Options No of respondents Percentage(%)

Yes 33 75
No 11 25
Total 45 100%
Table No.3: Flexible working hours

Graph No.2: Flexible working hours

Interpretations:-

From the above graph, 75% employees that are almost 33 respondents are saying they got flexible
working hours in pandemic as flexible working hour is indeed a need of an hour in pandemic time
of covid 19 while 25% of labour didn’t get flexible hours sometimes due to the emergency work of
project.

24
3.Overtime details.

Options No of respondents Percentage(%)

Yes 14 31.8
No 30 68.2
Total 45 100%

Table No.4: Overtime details

Graph No.3: Overtime details

Interpretations:-

Employees who had to do overtime where specially the skilled workers, in emergency project work
which is almost 68.02% while rest of the employees who are doing official work need not have to
do the overtime at all.

25
4.Provision of leaves in Covid 19 pandemic.

Options No of respondents Percentage(%)

Yes 35 77.3
No 10 22.7
Total 45 100%

Table No.5: Provision of leaves

Graph No.4: Provision of leaves

Interpretation:-

From the graph, 77.3% say that they got leaves in Covid 19 pandemic; while the rest 22.7% people
must have ended up with their paid and unpaid holidays later on as they were performing some
emergency service at company.

26
 5. Type of leaves:

Options No of respondents Percentage(%)

Paid 27 61.4
Unpaid 17 38.6

Table No.6: Type of leaves

Graph No.5: Type of leaves

Interpretation:-

Employees who got paid leaves are from the office work as they are on the permanent basis while
rest 38.06% are on daily wages hence they got the unpaid leaves in pandemic situation

27
6.Deduction from salary during covid 19.

No deduction
Month Salary deduction option 10-30 30-60 60-90
No of respondents
5 1 1 37
March Percentage (%)
11.36 2.27 2.27 84.09
No of respondents
9 16 5 14
April Percentage (%)
20.45 36.36 11.36 31.18
No of respondents 5 2 0 37
May Percentage (%)
11.36 4.54 0 84.09

Table No.7: Deduction from salary

84.09 84.09

31.18

2.27 2.27

Graph No.6:Deduction from salary

28
Interpretation:-

In March 2020 almost 84.09% of the employees got the full payment without any deduction while
other employees who works on the floor got deduction in salary due to their personal leaves
.From the above graph it indicates 30-60% of the salary has deducted from 36.36% of employees
in the month of April due to covid situation and slack in business. Variation in salary deduction
depends on individuals wages and attendance count as 11.36%of employees got 60 -80%salary
deduction and 20.45% have 10-30%of deduction while 31.18%have no deduction in salary. One
of the effective strategy use by the company in covid is again paying full salary to the almost
84.09% of employees in the month of may creates impact in employee retention in pandemic
situation.

29
 7.Advance payment details:

Options No of respondents Percentage (%)

Yes 30 71.4
No 12 28.6

Table No.8: Advance payment details

Graph No.7: Advance payment details

Interpretations:-

From the graph, it is clear that 71.8% got advance payment of Rs 3000/- during pandemic
for their day to day life while other 28.06% of employees did not ask for the advance
payment.

30
8.Company’s pick up and drop facility during pandemic.

Options No of Percentage(%)
respondents
Yes 23 52.3
No 21 47.7

Table No.9: Company’s pick up and drop facility

GraphNo.8:Company’s pick up and drop facility

Interpretations:-

During covid pandemic as transportation service was not available so company has
provided pick up and drop facility for 52.3% employees who lives far away from the
company while rest 47.70% travelled by their own vehicles.

31
 9.If yes, then is it

Options No of respondents Percentage(%)

Free 25 86.20
Payable 4 13.80

Table No.10: Company’s pick up& drop facilities details

Pie Chart No.1:Company’s pick up& drop facilities details

Interpretations:-

From above pie chart, 86.2% respondents got free travelling facility while rest of the
employee had to pay for the same as they were living outside of the route and facility
provided.

32
10.If no, then do you get?

Options No of Percentage
respondents (%)
Travelling allowance 18 52.9
Travel at your own expenses 16 47.1

Table No.11: Travelling charge details

Pie chart No.2:Travelling charge details

Interpretations:-

From the pie chart, 52.9% of employees got travelling allowance while others had to travel at
their own expenses.

33
11.You are satisfied with Companies pick up and drop facility.

Options No of respondents Percentage (%)

Yes 27 84.4
No 5 15.6

Table No.12: Satisfaction with Companies pick up and drop facility

Pie chart No.3: Satisfaction with Companies pick up and drop facility

Interpretations:-

From the pie chart, 84.4% respondents were satisfied; while 15.6% respondents were not
satisfied with the pickup and drop facilities as they did not get the service at door step.

34
12.Details of health facility of employees:

Options No of respondents Percentage (%)

Yes 43 97.7

No 1 2.3

Table No.13: Details of health facility

Health facility

Yes No

Graph No: 9: Details of health facility

Interpretations:-

From the above graph, 97.7% respondents says they have health facility; while remaining 2.3%
of employees are new in organization hence they don’t have health facility. From this it is clear
that Organization has emphasized a lot on health services which will be benefited to employees
in past, present and future.

35
 13.Type of health facility:

Options No of respondents Percentage(%)

ESIC 21 47.7
Mediclaim 2 4.5
Both 18 40.9
Other 3 6.8

Table No.14: Type of health facility

47.70%
50.00%
40.90%
45.00%
40.00%
35.00%
30.00%
25.00%
20.00%
15.00%
6.80%
10.00% 4.50%
5.00%

ESIC Mediclaim Both Other

Graph No.10: Type of health facility

Interpretation:-

From the above graph, 47.7% employees have ESIC schemes, offering medical facility to
an employee benefit is generally one of the simplest but most effective steps you can take
to reward and attract talent. Health benefits can also deliver a range of benefits, such as
increasing productivity, boosting morale, and helping shape a positive company culture
40.9% have the benefit of both the ESIC and Mediclaim facility while others are new in
organization so they have some other facilities.

36
14.Safety measures provided by company:

Options No of respondents Percentage (%)

Safety shoes 34 77.3

Mask and Gloves 39 88.6

Helmet & Safety belt 33 75

Sanitizer 43 97.7
Table No.15:.Safety measures provided by company

Graph No.11:.Safety measures provided by company

Interpretations:-

Shreenath Engineering has provided with most of the safety measures like safety shoes,
safety helmet, or height work on site safety belt is provided, mask, sanitizer& hand gloves.
As per the site requirement 77.3 % of employees got safety shoes while almost 97.7 % got
sanitizer &at many time 88.6% got mask and gloves facility.75% employees were got
helmet and safety belt if it is required on site.

37
15.Bonding with teammates.

Options No of .Bonding with Percentage (%)

teammates. respondents
Yes 39 92.9

No 3 7.1

Table No.16:..Bonding with teammates.

Pie chart No.4:.Bonding with teammates.

Interpretations:-

From the above Pie chart, 92.9% of respondents have noted that they are happy with their
teammates; while 7.1% are not happy. If teammates help each other’s it will surely open
doors to various opportunities and ventures.

38
16.Impact of career path and promotion opportunities at Shreenath
engineering for career development.

Options No of respondents Percentage(%)

Yes 35 83.3
No 2 4.8
May be 5 11.9

Table No.17: Impact of career path and promotion opportunities.

Pie chart No.5: Impact of career path and promotion opportunities.

Interpretations:-

From the above pie chart, 83% of respondents says that Shreenath Engineering is good enough
for their career development; while 5.% of respondents said no; while 12% seems to be
somewhere in between. If practiced properly by organization this will also create Self
Assessment, Career Exploration, and most importantly Career Identification of the employees.

39
17.Management come forward to support when you are facing with critical
situation during covid 19.

Options No of respondents Percentage(%)

Strongly disagree 1 2.3
Disagree 1 2.3
Neutral 12 27.3
Agree 19 43.2
Strongly Agree 11 25

Table NO. 18 : Management support

Pie chart No.6: Management support

Interpretations:-

From the above pie chart,43.2% of employees are agree that when they come across any critical
situation then management come forward to support them in covid pandemic. While other
27.3% employees were neutral, if practiced, employees will feel a safe environment and will
work with great enthusiasm and helps to build up good relation with superiors.

40
18. There are no barriers of communication while you are
communicating with your superior.

Options No of respondents Percentage (%)

Strongly disagree 0 0
Disagree 3 6.8
Neutral 10 22.7
Agree 16 36.4
Strongly Agree 15 34.1
Table No.19: Communication barriers

Chart
Title
0%

6.80%

34.10%
22.70%

36.40%

Strongly disagree Disagree Neutral Agree Strongly Agree

Pie Chart No.7: Communication barriers

Interpretations:-

From the above pie chart,6.8% of employees are disagree which can create conflict in
relationships among colleagues, co-workers, supervisors and subordinates, team members and
even employees and customers. As 34.1 %are strongly agree that there is no barrier in
communication with superiors as they have built up good relationship with seniors.

41
19.You are rewarded periodically for your performance from covid- 19
situation:

Options No of respondents Percentage

(%)
Strongly disagree 2 4.5
Disagree 12 27.3
Neutral 10 22.7
Agree 5 11.4
Strongly Agree 15 34.1

Table No.20: Reward details

Pie chart No.8: Reward details

Interpretations:-

To keep employees and keep their satisfaction levels high, any organization needs to implement
each of the three R’s of employee retention: respect, recognition, and rewards. Above graph
indicates that 27.3% of employees are disagree to the extra perks of hard work which affects the
motivation.11.4%of employees have got the reward from covid situation while 22.7% are
neutral. This helps to retain the employees in any situation.

42
20.Interpersonal relationships are encouraging in this organization.

Options No of respondents Percentage(%)

Highly dissatisfied 0 0
Dissatisfied 1 2.3
Neutral 13 29.5
Satisfied 17 38.6
Highly satisfied 13 29.5

Table No.21: Interpersonal relationships

Pie Chart No.9: Interpersonal relationships

Interpretations: -

From the above pie chart, 38.6% of respondents are satisfied with the interpersonal relationship
like friendly nature, healthy work environment, trustworthiness, transparency, co-operative
nature of superiors, while 29.5% are strongly agree to the same .It help to form and maintain
social bonds and will relate to situations of others. while 2.3% of employees are dissatisfied as
they are not getting adjustable with the colleagues or having some trust issue.
43
21.The job you are performing is satisfactory

Options No of respondents Percentage(%)

Highly dissatisfied 1 2.3

Dissatisfied 2 4.5
Neutral 8 18.2
Satisfied 19 43.2
Highly satisfied 14 31.8

Table No.22: Job performance

Pie chart No.10: Job performance

Interpretations:-

From the above pie chart,43.2%of employees are satisfied with the job they are performing
while 31.8%are strongly agree to the statement as they are satisfied with work environment,
with their superiors and clear with the goal.2.3%are disagree as they are not getting facilities up
to their satisfactory level.

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 22. Relationship with superiors.

Options No of Percentage (%)

respondents
Highly dissatisfied 0 0
Dissatisfied 3 6.8
Neutral 9 20.5
Satisfied 18 40.9
Highly satisfied 14 31.8

Table No.23: Relationship with superiors

Pie Chart No.11: Relationship with superiors

Interpretations:-

From the above pie chart, 6.8% of employees are dissatisfied with the relationship with
superiors., if relationship maintained, helps to increases job satisfaction and motivation. while
40.9% are satisfies with their relationship which will help to maintain the employee retention in
organization.

45
23.Level of satisfaction regarding the Safety measures provided by the
Company.

Options No of respondents Percentage (%)

Highly dissatisfied 2 4.5
Dissatisfied 2 4.5
Neutral 9 20.5
Satisfied 14 31.8
Very dissatisfied 17 38.6

Table No.24:Level of satisfaction regarding the Safety measures

Pie chart No.12: Level of satisfaction regarding the Safety measures

Interpretations:-

From the above pie chart, 38.6%of employees are very dissatisfied with the safety measures
used in the company, while 31.8 are satisfied. It will help in creating and maintaining safe work
place which will reduce the risk of work related illness and injuries. At the time of project on
site it is mandatory for all to wear all the safety measures provided by the company.4.5% are
highly dissatisfied as it may create some injuries to workers while performing task.

46
 CHAPTER 6

FINDINGS & RECOMMENDATIONS

47
 FINDINGS

During the project I found that the company has adopt these strategies:-

 Benefits: -Offering employees an health facilities of ESIC, Mediclaim,is a great way to keep
employees happy. Almost 97.7% of employees get this benefit.
 Higher pay: - Giving employees regular pay in the month March and May and giving advance
pay in pandemic situation has major impact on retention strategies.
 Flexible schedule:-Giving them the opportunity to choose which days off they want, or at least
giving them two in a row and not working them more than eight hours would be extremely
beneficial in employee retention.
 A positive attitude from superiors: -Managers and supervisors has came forward to face
critical situation without any barrier of communication with positive way in the covid
situation.
 Job satisfaction: Most of the Employees are satisfied with their job and Teammates.
 Employees are satisfied with the company’s pick up and drop facility provided in covid
situation.
 Employees view on retention strategies are sometimes contributed to the development of
organization in covid pandemic situation.

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 RECOMMENDATIONS

Employee Retention helps an organization and its employees if company

Management allows it. There is a tool to assist in addressing the causes of retentions. It is often
used as a performance indicator may be preventive measure should be as well. It is impossible
to achieve Employee retention altogether, therefore management must learn how to deal with it
and the effect it has on a company. In addition, management should be better prepared to take
the proper action after the retention occurs. All effort should be focused on maintaining job
Satisfaction and managing controllable caused of employee retention.

The following of recommendation are to be made to improve the retention strategies:

 Company should focus more on employees safety measures provided on site.

 Company should promote effective communication with the superiors or management.

 Employees should be rewarded for good performance periodically.

 Interpersonal relationship with superiors should be open, friendly and trustworthy.

 Company should help employees to clarify their goals. Appropriate performance system
should be there for career development.

49
CHAPTER 6

CONCLUSION

50
 CONCLUSION

In the study it has been found that factors like senior management support, interpersonal
relations, salary structured, performance monitoring system ,health and safety facilities
learning and growth opportunities, employee satisfaction
.These are the critical factors which influence the employee retention in the company.
Companies need to put high emphasis on these factors to achieve employee satisfaction and
consequently retain the employee for long period of time in the organization.

For company to retain employees longer some practices are to be followed:

 Remove the barriers and biases which create unfair workplace.

 Conducting workers satisfaction survey, find specific problem area to watch and improve
 Reduction in workload and working hours and more flexible work patterns were important to
consultants.
 Providing a challenging job, and offering realistic promotion opportunities.

 Help employees learn to achieve the same results in less time through productivity training.
 Provide as much job security as possible.

 Frequent reviews and positive reinforcement reward and encourage high- performing
employees.
After reviewing data interpretation, objectives are achieved.

51
 BIBLIOGRAPHY

 https://www.tutorialspoint.com/employee_retention/employee_retention_introduc tion.htm
 https://www.managementstudyguide.com/importance-of-mployee-retention.htm
 https://www.who.int/health-topics/coronavirus#tab=tab_1
 https://www.medicalnewstoday.com/articles/covid-19-global-impact-how-the- coronavirus-
is-affecting-the-world#Too-little,-too-late?
 www.humanresource management.com
 Power point presentation shared by Shreenath Engineering.
 https://www.indiamart.com/shreenath-engineering/profile.html
 https://www.reseachgate.net/publication/The_Impact_of_Increased_Employee_R
etention,Wardhit Asia Pacific Journal of Human Resources.

 https://www.researchpaper.net/publication/Employee_Retention_Techniques,Dr. Nafees A.

 https://www.students.com/publication/Targeted_Employee_Retention_Performance-
Based_and_Job-Related_Differences_in_Reported_Reasons_for_Staying, John P.
Hausknecht,Julianne M. Rodda and Michael J. Howard, African Journal of Business
Management, Volume-2,Issue-3, and April 2008.

52
 ANNEXURE

Please tick [√] the most desired Option.

1.Do you think that employee retention contribute to the development of organization

in this pandemic situation?

(A) Never (B) Sometimes

(C) Most of the times (D) All the times

2. Does company provide you flexible working hours in Covid 19 pandemic?

(A) Yes (B) No

2.1 Do you have to do Overtime?

(A) Yes (B) No

3. If required, do you get leaves in Covid 19 pandemic?

(A) Yes (B) No

3.1 Whether the leaves are-

(A) Paid (B) Unpaid

4. Has company deducted your salary during covid 19?

Deduction(%) March 2020 April 2020 May2020

10-30
30-60
60-90
No Deduction

53
5.Did company give any advance payment?

(A) Yes (B) No

6.Now, in unlock situation Does Company provide you any pick up and drop facility?

(A) Yes (B) No

7 .If yes, then is it

(A) Free (B) Payable

8.If no, then do you get

(B) Travelling allowance (B) Travel at your own expenses

9.Are you satisfied with the companies pick up and drop facility.

(A)Yes (B ) No

10.Does company have health facility for employees?

(A) Yes (B) No

11.If yes then is it

(A) ESIC (B) Medi claim (C) Both (D) Other

12.While carrying out work does company provide you with safety measure like

(A) Safety shoes (B) Mask & Gloves (C) Helmet & Safety Belt D) Sanitizers

13.Are you happy with your teammates?

(A) Never (B) Rarely (C) Sometimes (D) Often (E) Always

14 .Do you think that career path and promotion opportunities at Shreenath Engineering are
good enough for your career development.

(A) Yes (B) No (C) May Be

54
55
56
 Indicate the extent to which each of the following statements you agree in your organization during
covid 19 pandemic using the five point scale by marking a tick mark [√]

10. Management comes forward to support when you are facing with critical
situation during covid 19.

(A) Strongly Disagree (B) Disagree (C) Neutral

(D) Agree (E) Strongly Agree

11. There are no barriers of communication while you are communicating with your superior.

(A) Strongly Disagree (B) Disagree (C) Neutral

(D) Agree (E) Strongly Agree

12. You are rewarded periodically for your performance from covid 19 situation.

(A) Strongly Disagree (B) Disagree (C) Neutral

(D) Agree (E) Strongly Agree

Indicate the extent to which each of the following statements you satisfy in your organization
during covid 19 pandemic using the five point scale by marking a tick mark [√] against that
column.

13. Interpersonal relationships are encouraging in this organization.

(A) Highly Dissatisfied (B) Dissatisfied

(C) Neutral (D) Satisfied

(E) Highly Satisfied

14. The job you are performing is satisfactory

(A) Highly Dissatisfied (B) Dissatisfied

(C) Neutral (D) Satisfied

(E) Highly Satisfied

57
15. How are your relationships with your superiors?

(A) Highly Dissatisfied (B) Dissatisfied

(C) Neutral (D) Satisfied

(E) Highly Satisfied

16. Express your level of satisfaction regarding the Safety measures provided by the Company.

(A) Highly Dissatisfied (B) Dissatisfied

(C) Neutral (D) Satisfied

(E) Highly Satisfied

58
59