CHAPTER-I

INTRODUCTION OF THE STUDY

1.1 INTRODUCTION

TALENT MANAGEMENT

MEANING:

Talent management refers to the anticipation of required human capital for an

organization and the planning to meet those needs. Talent management is the science of using
strategic human resource planning to improve business value and to make it possible for
companies and organizations to reach their goals. Everything done to recruit, retain, develop,
reward and make people perform forms a part of talent-management strategy should link to
business strategic to function more appropriately.

TALENT MANAGEMENT PROCESS:

1. Identify organization goals and understand the requirement:

What are your organizations high level priorities or goals? List down the goals and
upcoming changes you need to initiate in the organization. Develop the job descriptions and
specifications for the role you want to acquire the talent for since it the first step towards the
process, it plays a crucial role in the success process.

1
2. Sourcing and attracting the talent:

First thing one must understand in talent acquisition is why would somebody with
high-level skills come to work for you? Employment branding is the concept that comes into
play at this moment’s best thing to do for employment branding is to be honest.

Searching for the people according to the requirement is the main activity in the step.
Look out for the platforms like linked in where you can search highly talented people.

Despite the explosion of social networking sites like linked in and twitters, is still lot
of different ways people find new positions.

3. Recruiting and selecting the talent:

This is the stage where you actually conduct interview tests and recruit the top
talent .conduct relevant interview tests to identify the best person and scoop them in.

4. Employee retention:

Now that you have recruited the best employees, you need to make strategies to retain
those employees. How do you retain them?

Almost 51% of the employers have problem with employee retention high salary
hikes and incentive are not only things you should do to retain your employees. You have to
create opportunities for growth and give them the room for creativity you can implement
these employee retention to retain your best employees.

5. Promotion:

Promote the people gradually to the new role .nobody wants to work at the same
designation for a long period of time .this way you are helping your employees grow in their
professional career .

6. Performance appraisal:

Measuring the performance of an employee is imperative to identify his or her true

potential .you can check whether the person can be loaded with extra responsibilities or not.

2
7. Succession planning:

Succession planning is different from replacement planning .it is a conscious decision

by an organization to nature and develop the continuous development of employees. I have
written earlier about the importance of succession planning process in an organization.it is all
about who will replace whom in the near future.

PURPOSE OF TALENT MANAGEMENT:

Talent management is a key succession planning tool that provides an integrated

means of identifying, selecting, developing and retaining top talent with in our organization
which is required for long term planning.

Talent management provides a means of, Accelerating the development of employees

by identifying opportunities for career growth &development within the organization.
Identifying internal talent pools and transferring knowledge to others within the organization.
Evaluating and planning for the projected departure of positions identified as critical for
reasons retirement or otherwise Continuing renewal among employees.

BENEFITS OF TALENT MANAGEMENT:

 Talent management is integral to modern businesses and is one of crucial

management functions in an organizations here we have listed down the benefits that
talent management has to offer
 It helps the organization fulfil its vision with the help of efficient and promising
talented people.
 Talent management also assists the organizations to build a talent pool comprising a
list of talented people to meet future exigencies.
 It makes the organizations more competitive and progressive
 It paves the way for future leadership.
 It helps automate the core processes and helps capture data for making better
decisions.
 Automates repetitive takes like creating salaries thereby releasing time and resources
for making strategies and more critical decisions.

3
TALENT MANAGEMENT STRATEGIES:

Aligning business strategies with the HR strategies: business HR is one function

that is developing fast as part of the human resource department the person is responsible for
ensuring a smooth relationship between business and HR functions. They work with business
objectives.

Performance planning and evaluation: an integrated HR approach means that are uniform and
standard procedure for employee performance evaluation and compensation, up and down the
organizations. Performance is linked to growth and the process adds value for employees to
evaluate their work on talent.

Mapping your talent:

An ever increasing emphasis is being laid on identifying the top performing and talented
employees to think of way to develop nature and retain them. Further organization also like to
keep skill inventories for contingencies .as organizations realize the skills and abilities of
individual they can then more focused on devising means and strategies to attract develop and
retain these people.

Talent war:

Finding and retaining the best talent is the most difficult aspect of HR
management .HR survey consultancies are one in their view that organizations globally are
facing a dearth of talented employees and its often more difficult to retain them. Further
research has also shown that there is clear link between talent issues and overall productivity.

Technology and talent management:

Technology is increasingly getting introduced into people development online

employee portals have become common place in organizations to offer easy access to
employees to various benefits and schemes. In addition employees can also manage their
careers through these portals and it also helps organizations understanding their employees
better.

4
1.2 OBJECTIVE OF THE STUDY

 To identify the Demographic profile of the employees.

 To study the talent employees and management strategies of the
employees in Adithya Spices private limited.
 To identify the present employee talent management and
employee strategies in the organization.
 To identify the satisfaction level about the influencing factor of
employees working in Adithya Spices Private Limited.
 To provide suitable suggestions based on this study.

5
1.3 NEED OF THE STUDY

The maintain aim of the study is to find out the employee talent employee and
management strategies at Adithya Spices private limited, focuses on finding out the
factors that helps to improve their talent management. Through this study the
researcher can able to guide the organization to know about how to maintain their
employee’s performance and also improve their performance in order to improve the
labour productivity.

6
1.4LIMITATION OF THE STUDY

o The Employee did not provide the adequate information for study.
o It was very difficult to collect the information from the Employee, because the
Employee was busy with their work schedule.
o The time of the study was very short period.
o The sample size of the study was 120 respondents

7
 CHAPTER-II

2.1 INDUSTRY PROFILE

Keeping in mind the uncertainties of COVID-19, we are continuously tracking and

evaluating the direct as well as the indirect influence of the pandemic on different end use
industries. These insights are included in the report as a major market contributor. 

Spices refer to the food additives that are primarily used for flavouring, colouring,
or preserving food items. They are usually manufactured by processing a wide range of
aromatic seeds, dried fruits or vegetables, roots, barks, etc. Spices offer exquisite aroma,
texture, and taste to food without adding any extra fat or calories. India currently represents
one of the largest producers of spices in the world. Some of the common spices that are
widely available in the country, include chili, turmeric, coriander, tamarind, cumin, mustard,
fenugreek, etc.

The increasing demand for innovative flavours, authentic cuisines, and ethnic tastes in
foods and snacks is augmenting the market for spices in India. Additionally, a significant
3growth in the food processing industry along with hectic work schedules and sedentary
lifestyles of the consumers are also propelling the demand for convenient food options. As a
result, the growing utilization of spices in processed and ready-to-eat food products is further
driving the market growth in the country. Apart from this, the expanding Horea sector in
India is also bolstering the market growth. Moreover, the increasing penetration of western
food trends is further catalysing the demand for a variety of newer spices. Additionally, the
Indian government has introduced stringent regulations to curb the adulteration of spices,
thereby inducing the production of safer product variants. Furthermore, the rising consumer
concerns towards the negative health impact of synthetic additives in spices are augmenting
the demand for natural and organic spices in the country.

The growing fondness towards enjoying various kinds of flavours in foods and snacks
is likely to prompt manufacturers to produce high-quality, appealing, and reliable products
that can maintain consistent standards globally. Spices can alter the taste of specific cuisines
and correlate with flavours of various regions. For instance, the Middle East and Southeast
Asia are likely to contribute to fusions, which is expected to gain presence in the market over
the forecast period.
 8

Key Market Segmentation:

Group provides an analysis of the key trends in each sub-segment of the India spices
market, along with forecasts at the country and regional level from 2022-2027. Our report has
categorized the market based on product type, application and form.

Pure Spices

 Chilli
 Turmeric
 Coriander
 Cumin
 Pepper
 Tamarind
 Asafoetida
 Bay Leaf
 Clove
 Cardamom
 Cinnamon
 Tulsi Leaf
 Others
 Blended Spices
 Garam Masala
 Non-Veg Masala
 Kitchen King and Sabzi Masala
 Chole and Channa Masala
 Chat Masala
 Sambhar and Rasham Masala
 Paneer and Curry Masala
 Pav Bhaji Masala
 Others
 9

Spices are seeds, dried fruits, roots, and barks used to give flavour, aroma, and colour to
food. Several spices from various origins and cuisines are available in various forms,
including ground, crushed, and whole. Each of these spices provides a unique flavour, aroma,
and taste to the food. Some of the commonly used spices are cinnamon, black pepper, cumin
seeds, nutmeg, cloves, chili powder, turmeric, ginger, and garlic.

Retail and e-commerce portals are among the sought-after destinations for the
distribution of spices. Retailers such as Walmart, Kroger’s, and Tesco are serving consumers
with self-label products to establish their presence in the market and sustain the competition.
However, retailers are also facilitating the availability of products with a higher affinity to
showcase their product content through transparent packaging and those with a higher shelf
life.

Besides the household consumption of spices, most of the fast-food chains such as
Domino’s, McDonald’s, and Starbucks are favourably inclined towards the use of chili flakes,
black pepper, dried ginger powders, and parsley to enhance the flavour in any product. Apart
from these chains, restaurants, bars, and resorts are also focusing on providing consumers a
taste of different culinary from selected regions, which is a part of diving into global trends.

The modern-day use of spices is limited to taste and flavour, but they are extensively used for
their health benefits. Many of these act as an antioxidant and thus are used to treat certain
health conditions. Spice companies have also started new advertising campaigns to encourage
consumers to try recipes at home. Manufacturers like McCormick and Kerry are widely
campaigning on social media platforms such as Pinterest, Facebook, and Twitter to create
awareness regarding the use of various spices.
 10

Product Insight

Pepper accounted for more than 15.0% share of the global revenue in 2019. Pepper is an
aromatic spice derived from the fruit peppercorn and has been used for centuries. It includes
black pepper, green pepper, and white pepper, available in whole or ground form. Black
pepper is the primarily used form of pepper worldwide and is also commonly known as the
king of spices. Its medicinal benefits, such as pain reduction and antioxidant properties, are
increasing its usage. However, with supply shortages, the price of pepper is shooting up in
many markets

and widening the supply-demand gap. This is creating tension in the domestic and export
markets, negatively affecting the segment growth.

Turmeric is expected to register the fastest 7.1% from 2020 to 2027. Turmeric is relatively
new in American cuisine but has been used in Asia and the Middle East for thousands of
years. It is more accessible in a ground, bright orange powder form, and can be found in any
spice aisle. It is a versatile powder that can be added to numerous dishes and has a range of
culinary purposes as it contributes to a peppery flavour, yellow colour, and mustard-like
scent. It complements both savoury and sweet dishes. However, its earthy taste makes it go
well along with more savoury, spice-based recipes. Turmeric is an essential ingredient in
classic dishes, like kedgeree and coronation chicken.
 11

PROFILE OF THE COMPANY

Aditya Spices Private Limited is a Private incorporated on 17 February 1995. It is

classified as Non govt company and is registered at Registrar of Companies, Coimbatore. Its
authorized share capital is Rs. 5,000,000 and it paid up capital is Rs. 400,000. It is involved
in Manufacture of other food products

Aditya Spices Private Limited's Annual General Meeting (AGM) was last held on 29
September 2017 and as per records from Ministry of Corporate Affairs (MCA), its balance
sheet was last filed on 31 March 2017.

Directors of Aditya Spices Private Limited are HARIPODDAR, HARIPODDAR

ABISHEK Poddar and Aditya Vik Ram Poddar.

Aditya Spices Private Limited's Corporate Identification Number is (CIN)

U15495TZ1995PTC005812 and its registration number is 5812.Its Email address is
aditya501@eth.net and its registered address is 32, OTTUKKARA CHINNIYA STREET-
ERODE TN 638003 IN

Current status of Aditya Spices Private Limited is - Strike Off.

 12

Company Details

CIN U15495TZ1995PTC005812

Company Name ADITYA SPICES PRIVATE LIMITED

Company Status Strike Off

ROC ROC-Coimbatore

Registration Number 5812

Company Category Company limited by Shares

Company Sub Category Non-govt company

Class of Company Private

Date of Incorporation 17 February 1995

Age of Company 27 years, 7 month, 21 days

Activity Manufacture of other food products

 13
PRODUCTS
TURMERIC POWDER CUMIN POWDER

CORRIANDER POWDER CHILLI POWDER

ADDRESS:

ADITYA SPICES PRIVATE LIMITED

32, OTTUKKARA CHINNIYA STREET- ERODE TN 6380032

 14

CHAPTER - III

RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem. The

research methodology considers the logic behind the method we use in the context of our
research study. According to Redman and Marry “Research is a systematized effort to gain
knowledge”.

3.1 RESEARCH DESIGN

It is a conceptual structure within which research should be conducted. Thus the

preparation of such a design facilitates research to be as efficient as possible and will yield
maximum information.

DESCRIPTIVE RESEARCH DESIGN

Descriptive research design includes surveys and fact-finding, enquiries of different

kinds. The major purpose of descriptive research is description of the state of affairs, as it
exists at present. In social science and business research, we quite often use the term ex post
facto research for descriptive research studies. The main characteristics of this method are
that the researcher has not control over the variable, he can only report what has happened or
what is happening.
3.2 SAMPLE DESIGN

A sample plan is a definite plan for obtaining a sample from a given population. It
refers to the technique or the procedure the researcher would adopt in selecting items for the
sample.
After deciding the research approach and instrument, the next stage is to design a
sampling plan. The selected respondents from the total population constitute what is
technically called a “Sample” and the selection process is called “Sampling technique”. The
sampling plan calls for the following decisions such as

Sampling Unit
Sample Size
Sampling Technique
15
SAMPLING UNIT

Those who are all the respondent of the study is called sampling unit. The sampling
unit for this study is 120.

SAMPLE SIZE

The sample size for this research is about 120 respondents they were analysed
individually and concluded for the result.
SAMPLING TECHNIQUE

In this study the population is finite probabilistic simple random sampling technique
was used for collecting the data.

3.3 DATA COLLECTION

The task of collecting data begins after a research problem has been defined and plan
is chalked out for this study data is collected from primary and secondary sources.

PRIMARY DATA

Primary data are those, which are collected a fresh and for the first time and thus
happen to be original in character. It is the backbone of any study.

Primary data was collected through a well-structured questionnaire from the employee
in Adhithya Spices Private Limited reference to erode.
SECONDARY DATA

Secondary data are those which have already been collected by someone else and
which have already been passed through the statistical process. Secondary data either is
published data or unpublished data.
 Secondary data was collected from the company websites, text books, journals,
magazines and internet sources.

16
3.4 DATA ANALYSIS

The data collected from the primary source were arranged sequentially and tabulated
in the systematic order in the master table.  

TOOLS USED FOR ANALYSIS

Data collected through questionnaire. For analysis and interpretation of the data
simple statistical tools like Percentage Analysis, Weighted Average Ranking Method and Chi-
Square Analysis was used.

 Percentage Analysis
 Chi-square Analysis
 Weighted Average Ranking Method
3.4.1 Percentage Analysis

The Statistical tool used in this study is Percentage Analysis. This is the simplest way
to analyses different types of data. In this method we found out the percentage rate of
each data with respect to total. Using this percentage rating we analyses data.

No of Respondents
Percentage of Respondents = --------------------------- * 100
Total Respondents

3.4.2 Chi-Square Analysis

The Chi-Square test is an important test amongst the several tests of significant'. Chi-
2
Square, symbolically written as χ , is a statistical measure used in the context of sampling
analysis for comparing a variance to a theoretical variance.
 It can also be used to make comparisons between theoretical populations and actual
data when categories are used. Thus, the chi-square test is applicable in large number of
problems.

17
The tests is in fact, a technique through the use of which it is possible for all
researchers to
(i) Test the goodness of fit
(ii) Test the significant of association between two attributes, and
(iii) Test the homogeneity or the significance of population variance.

(Oij −Eij )2
∑ E
χ2 = ij

Where
O I j = Observed frequency of the cell in ith row and j th column.
E I j = Expected frequency of the cell in I row and jth column.

3.4.3 Weighted Average Method

Weighted average ranking method is used to find out the most significant factor
which influences the respondent. As per this method, respondents have been asked to
assign the rank for all factors and the outcome of such ranking have been converted into
score value with the help of the following formula,

X1w1 + x2w2 +x3w3………… X n W n

---------------------------------------------
Total no. of respondents

Where

X= Response count for answer choice.

W = Weight of ranked position.

Weights are applied in reverse. In other words, the respondent’s most preferred choice
has the largest weight and their least preferred choice has the smallest weight. We apply
weights in this way to ensure that which answer choice is most preferred. The factors having
highest mean value is considered to be the most important factor.

18

CHAPTER-IV

DATA ANALYSIS AND INTERPRETATION

DATA ANALYSIS
Data analysis is a process of inspecting, cleaning, transforming, and
modelling data with the goal of discovering useful information, informing conclusions,
and supporting decision-making.[1] Data analysis has multiple facets and
approaches, encompassing diverse techniques under a variety of names, and is
used in different business, science, and social science domains.

INTERPRETATION
Data interpretation refers to the process of using diverse analytical
methods to review data and arrive at relevant conclusions. The interpretation of data
helps researchers to categorize, manipulate, and summarize the information.
 19

4.1 SIMPLE PERCENTAGE ANALYSIS

TABLE NO- 4.1

AGE

S. No. Age No. of Respondents Percentage

1 18 - 25 years 52 43
2 26-35 years 30 25
3 36-50 years 25 21
4 Above 50 years 13 13
Total 120 102

INTERPRETATION

The above table shows that, 43% of the respondents are Age group between 18-25
years, 25% of the respondents are Age group between 26-35 years, 21% of the respondents
are Age group between 36-50 years, and remaining 11% of the respondents are Age group
between Above 50 years.

It is Majority 43% of the respondents are Age group between 18-25 years.
 20

CHART NO - 4.1

AGE

140

120
120

100
100

80
Percentage

60 52
43
40
30
25 25
21
20
13 11

0
18-25 26-35 36-50 ABOVE 50YEAR TOTAL

AGE
 21

TABLE NO – 4.2
GENDER

S. NO. Gender No. of. Respondents Percentage

1 Male 96 80
2 Female 24 20
Total 120 100

INTERPRETATION

The above table shows that, 80% of the respondents are male and remaining 20% of
the respondents are female respondents.

It is Majority 80% of the respondents are male persons.

 22

CHART NO - 4.2

GENDER

250

200

100
150
Percentage

80

100

100%
50 80%
20
20%
0
MALE FEMALE TOTAL
Gender
 23

TABLE NO -4.3

Category of Employee

S. No. Category No. of Respondents Percentage

1 Workman 27 43
2 Supervisor 43 36
3 Quality control 34 28
4 Manager 16 13
Total 120 120

INTERPRETATION

The above table shows that, 36% of the respondents are using Workman, 43% of the
respondents are using Supervisor, 28% of the respondents are using Quality control and
remaining13% of the respondents are using Manager respondents are using Individual.

It is Majority 43% of the respondents are using Supervisor.

 24

CHART NO-4.3

Category of Employee

Percentage
50
45 43
40
35 34

30 27
Percentage

25
20
16
15
10
5
0
Workman Supervisor Quality control Manager
Category
 25

TABLE NO -4.4
Educational Qualification

S. No. Educational Qualification No. of Respondents Percentage

1 School 30 25
2 Graduate 20 17
3 Professional 25 21
4 Diploma/Others 45 38
Total 120 101

INTERPRETATION

The above table shows that, 25% of the respondents are School qualification, 17% of
the respondents are qualified in Graduate, 21% of the respondents are Professional
qualification, and remaining 38% of the respondents are qualified in Diploma /Others.

It is Majority 38% of the respondents are Diploma qualification.

 26

CHART NO -4.4
Educational Qualification

Percentage

25

38 School
Graduate
Professional
Diploma/Othrs

17

21
 27

TABLE NO -4.6

MARITAL STATUS

S. No. Marital status No. of. Respondents Percentage

1 Married 80 67
2 Unmarried 40 33
Total 120 100

INTERPRETATION

The above table shows that 67% of the respondents are coming under married
category.37% of the respondents are coming under unmarried category.

It is observed that the majority 67% of the respondents are coming under married
category.
 28

CHART NO - 4.6

MARITAL STATUS

80

70 67

60

50
percentage

40
33
30

20

10

0
Married Unmarried

Marital status

29
 TABLE NO -4.7

Monthly Income

S. No. Income No. of Respondents Percentage

1 Below Rs.10000 40 33
2 Rs.10001 to Rs.15000 52 44
3 Rs. 15001to Rs. 20000 18 15
4 Above Rs.20000 10 8
Total 120 100

INTERPRETATION

The above table shows that, 33% of the respondents having the monthly income of
the Below Rs.10000, 44% of the respondents are Rs.10001 to Rs.15000, 15% of the
respondents are having Rs.15001 to Rs. 20000 of the monthly income, 8% of the
respondents are having above Rs.20000 of the monthly income.

It is identify that that majority 44%of the respondents monthly income Rs.10001 to Rs.15000.
 30

CHART NO - 4.7
Monthly Income

Percentage
15 8
33

44

Below Rs.10000 Rs.10001 to Rs.15000 Rs,15001 to Rs. 20000 Above Rs.20000

 31

TABLE NO -4.8
WORK EXPERIENCE

S. No. Experience No. of Respondents Percentage

1 Less than 5 years 44 34

2 5 Years to10 Years 31 26
3 11 years to 15 years 24 21
above 15years 19
4 21

Total 120 100

INTERPRETATION

The above table shows that, 34% of the respondents are between Less than 5 years
of experiences, 26% of the respondents are 5 years to 10 years of experience, 21% of the
respondents are 10 years to15 years of experience, and remaining 19% of the respondents
are above 15 years of experience.

It is Majority 34% of the respondents are between less than 5 years of experience.
 32

CHART NO - 4.8

WORK EXPERIENCE

Percentage
40

35 34

30
26
25
Percentage

21
20 19

15

10

0
Lss than 5 years 5 yeas to 10 years 11 years to 15 years above 15 years
Experience

Percentage
 33

TABLE NO - 4.9

RESIDENTIAL AREA

S. No. Residential area No. of. Respondents Percentage

1 Rural area 80 67

2 Urban area 40 33

Total 120 100

INTERPRETATION

The above table shows that 67% of the respondents are rural areas, 33% of the
respondents are urban areas.

It is observed that the majority 67% of the respondents are rural areas.
 34

CHART NO - 4.9

RESIDENTIAL AREA

Percentage
80

70 67

60

50
Percentage

40
33
30

20

10

0
Rural urban
Residential

Percentage

35
 TABLE NO - 4.10

NATURE OF FAMILY

S. No Family No. of. Respondents Percentage

1 Joint Family 80 58
2 Nuclear Family 40 32
Total 120 100

INTERPRETATION

The above table shows that, 58% of the respondents are between joint families 32%
of the respondents are nuclear families.

It is Majority 58% of the respondents are joint families .

 36

CHART NO – 4.10

NATURE OF FAMILY

70

60 58

50

40
Percentage

32
30

20

10

0
Joint family uclear Family
Family

Percentage

37
 TABLE NO – 4.11
ALIGNS EMPLOYEES WITH THE MISSION AND VISION OF THE

ORGANIZATION

S. No. Particular No. of. Respondents Percentage

1 Strongly disagree 22 18
2 Disagree 54 45
3 Neutral 14 12
4 Agree 17 14
5 Strongly Agree 13 11
Total 120 100

INTERPRETATION

The above table shows 18% of the respondents are said strongly disagree,45% of the
respondents are said disagree,12% of the respondents are said neutral,14% of the
respondents are said agree and 11% of the respondents are said to strongly agree.

It is identified that the majority 45% of the respondents are said disagree with the
aligns employees with the mission and vision of the organization.
 38

CHART NO -4.11

ALIGNS EMPLOYEES WITH THE MISSION AND OF THE ORGANIZATION

Percentage
50
45
45
40
35
30
percentage

25
20 18
15 14
12 11
10
5
0
Strongly disagree disagree Neutral agree Strongly agree
Mission and Vision
 39

TABLE NO -4.12

BUILDS A DEEP RESERVIOR OF SUCCESSORD AT EVERY LEVEL

S. No. Particular No. of. Respondents Percentage

1 Strongly disagree 25 1
2 Disagree 13 9
3 Neutral 14 12
4 Agree 17 23
5 Strongly agree 51 43
Total 120 100

INTERPRETATION

The above table shows 13% of the respondents are said strongly disagree,9% of the
respondents are said disagree,12% of the respondents are said neutral,23% of the
respondents are said agree and 43% of the respondents are said to strongly agree.

It is observed that the majority 42% of the respondents are said strongly agree with
the Builds a deep reservoir of successor at every level.
 40

CHART NO -4.12

BUILDS A DEEP RESERVIOR OF SUCCESSORD AT EVERY LEVEL

Percentage
50
45 43
40
35
30
25 23
20
15 13 12
10 9

5
0
Strongly disagree Disagree Neutral Agree Disagree
Levels
 41

TABLE NO -4.13

CREATS A CULTURAL THAT MAKES EMPLOYEES WANT OF STAY WITH

THE ORGANIZATION

S. No. Particular No. of. Respondents Percentage

1 Strongly disagree 15 13
2 Disagree 13 10
3 Neutral 24 20
4 Agree 27 23
5 Strongly agree 41 34
Total 120 100

INTERPRETATION

The above table shows 13% of the respondents are said strongly disagree,10%
of the respondents are said disagree,20% of the respondents are said neutral,23% of the
respondents are said agree and 34% of the respondents are said to strongly agree.

It is observed that the majority 34% of the respondents are said strongly
agree with the Employee want to stay with the organization.
 42

CHART NO -4.13

CREATS A CULTURAL THAT MAKES EMPLOYEES WANT OF

STAY WITH THE ORGANIZATION

percentage
40

35 34

30

25 23
Percentage

20
20

15 13
10
10

0
Strongly disagree disagree Neutral Strongly agree Agree
Stay with organization
 43

TABLE NO -4.14
ENCOURAGE CAREER GROWTH AND DEVELOPMENTAL
OPPORTUNITIES

S. No. Encourage Career Growth No. of. Respondents Percentage

and Developmental
opportunities
1 Strongly disagree 15 13
2 Disagree 13 10
3 Neutral 24 20
4 Agree 27 23
5 Strongly agree 41 34
Total 120 100

INTERPRETATION

The above table shows 17% of the respondents are said strongly disagree,7% of the
respondents are said disagree,23% of the respondents are said neutral,13% of the
respondents are said agree and 40% of the respondents are said to strongly agree.

Finally concluded that the 40% of the respondents are said strongly agree with the
Employee want to stay with the organization.
 44

CHART NO -4.14
ENCOURAGE CAREER GROWTH AND DEVELOPMENTAL
OPPORTUNITIES

45
40
40

35

30
Percentage

25 23

20
17
15 13

10
7
5

0
Strongly disagree Disagree neutral agree Strongly agree
Career Growth
 45

TABLE NO -4.15
PLACES THE PEOPLE IN THE RIGHT JOBS

S. No Places the right in the right job No. of. Respondents Percentage

1 Strongly disagree 17 14
2 Disagree 12 10
3 Neutral 37 31
4 Agree 44 37
5 Strongly agree 15 13
Total 120 100

INTERPRETATION

The above table shows 14% of the respondents are said strongly disagree,10%
of the respondents are said disagree,31% of the respondents are said neutral,37% of the
respondents are said agree and 13% of the respondents are said to strongly agree.

Finally concluded that the 37% of the respondents are said agree with the
Employee want to stay with the organization.
 46

CHART NO -4.15

PLACES THE PEOPLE IN THE RIGHT JOBS

Percentage
40
37
35
31
30

25
Percentage

20

15 14 13
10
10

0
Srongly disagree Disagree neutral strongly agree Agree
Right People in Right Place
 47

TABLE NO- 4.16

PERCEPTION LEVEL FOR AFTER ATTENDING THE SKILL

DEVELOPMENT TRAINING PROGRAMME

PERCEPTION
LEVEL Very High High Moderate Low Very Low
Re
Per Res Per Res Per Res Per Res Per
s
Self confidence 44 37% 30 25% 24 20% 17 14% 5 4%
Learning capacity 35 29% 48 40% 19 16% 12 10% 6 5%
Performance 41 34% 45 38% 16 13% 14 12% 4 3%
Quality 56 47% 34 28% 12 10% 11 9% 7 6%
Reduction in wastage 40 33% 50 42% 10 8% 15 13% 5 4%
Accident Reduction 35 29% 51 43% 15 13% 13 11% 6 5%
Time management 40 33% 48 40% 12 10% 16 13% 4 3%
Stress management 40 33% 46 38% 13 11% 17 14% 4 3%

INTERPRETATION

The above table shows that 37% of the respondents are very high in Self confidence
40% of the respondents are very high in Learning capacity and Time management, 38% of
the respondents are high in Performance, 47% of the respondents are very high in Quality,
42% of the respondents are high in Reduction in wastage, 43% of the respondents are high in
Accident Reduction, and remaining 38% of the respondents are high in Stress management.
 Maximum 47% of the respondents are very high in Quality.

48

CHART NO -4.26

PERCEPTION LEVEL FOR AFTER ATTENDING THE SKILL

DEVELOPMENT TRAINING PROGRAMME

50 47 46
45 42 43
40 40
40 37 38
35 34 33 33 33
30 29 28 29
25
25
20
Percentage

20 16
15 14 1312 13 13 13 14
10 10 9 11 10 11
10 8
5
0
ce ity ce ity e on t t
en ac an al ta
g ti en en
fid ap rm Qu as uc em em
on c w ed ag ag
lfc ng rfo in R an an
ni pe n nt
Se a r tio e m m
Le uc ci d m
e
re
ss
ed Ac Ti St
R

statistics
Very high High Moderate Low Low
 49

3.3 WEIGHTED AVERAGE

IMPORTANT FACTORS THAT MOTIVATED TOWARDS

PRODUCTIVITY

Weighted
S. No. Factors Rank
Score

1 Role Based Capabilities 542 IV

2 Career Pathways 580 II

3 Learning and Development 645 I

4 Recruiting and onboarding 467 V

5 Performance Management 579 III

INTERPRETATION

It is found from the above table that major important factor that motivates towards
productivity as ‘Learning and Development’ which ranked first with the Weighted score of
645 point. It followed by the second and third ranks assigned to ‘Career pathways’ and
‘Performance management’ with the Weighted scores of 580 and 579 points respectively.
The fourth and fifth ranks assigned to ‘Role based capabilities’ and ‘Recruiting and
onboarding’ with the weighted scores of 542 and 467 points respectively.

50

3.2 CHI SQUARE ANALYSIS

GENDER OF THE RESPONDENTS AND OPINION ON COMPANY

PROVIDES GOOD WORKING CONDITIONS

Null Hypothesis (H0) : There is no significant relationship between gender of

the respondents and their opinion on company
provides good working conditions.

Alternative Hypothesis (H1) : There is a close significant relationship between

gender of the respondents and their opinion on
company provides good working conditions.
 51

RESULT

Calculated 2
Factor Table Value D.F Remarks
Value

GENDER 25.754 21.026 12 Significant at 5% level

INTERPRETATION

It is determined from the above analysis that the calculated chi-square value is greater
than the table value. So the Null hypothesis is rejected. Hence, there is a close significant
relationship between gender of the respondents and their opinion on company provides good
working conditions.
 52

CHAPTER - V

FINDINGS, SUGGESTIONS AND CONCLUSION

5.1 FINDINGS

 Majority 80% of respondents are Male.

 To study shows that 43%of the respondents are below 18-25 years of age category

 The study reveals that 67% of the respondents are married.

 It is noted from the study that respondents are male.

 Majority 44% of the respondents are Rs.10001 to Rs.15000.

 It majority 38% of the respondents are Diploma Qualification.

 It majority 43%of the respondents are using supervisor.

 It is majority 34%of the respondents are between less than 5 years of experience.

 It is observed that the majority 67% of the respondents are rural areas.

 It is majority 58%of the respondents are joint families.

 It is identified that the majority 45% of the respondents are said disagree with the
aligns employee with the mission and vision of the organization.

53

 It is observed that the majority 42% of the respondents are said strongly agree
with the Builds a deep reservoir of successor at every level.

 It is observed that the majority 34% of the respondents are said strongly agree with
the Employee want to stay with the organization.

 Finally concluded that the 40% of the respondents are said strongly agree with the
employee want to stay with the organization.

 Finally concluded that the 37% of the respondents are said agree with the
employee want to stay with the organization.

 Maximum 47% of the respondents are very high in Quality.

 54

5.2 SUGGESTIONS

 The researcher after the study felt the need for giving suggestion.

 The majority of the respondents opined that level of satisfaction towards

safety measures as neutral. The company must taken the adequate measures to
ensure the safety in working environment.
 Employees are clear about their role and responsibilities.
 Almost all of the respondents are satisfied with the result of the talent
management program.
 Improvement in personal skills of employees, employee’s relationship in the
organization.
 The study recommends that manufacturing industries need to value and ensure
that talent attraction strategies in place are effective and efficient because the
study found a great influence of talent attraction on employee performance.
 55
5.3 CONCLUSION

This study evaluated the effect of talent management on employee performance in

selected manufacturing industries in Anambra State. The study found that talent attraction has
significant positive effect on employee perform

The study also found that talent development has significant positive effect on
employee performance. Talent mentoring was found to have significant positive effect on
employee performance in Food industries. The study therefore concludes that talent
management has significant positive effect on employee performance in selected Food
industries

Food Organizations are expected to provide line managers with training, skills,
knowledge and encourage them to engage and conduct regular conversation with employees,
especially around their career aspirations and developmental needs so as to ensure the right
allocation of work assignments are assigned to the high potential employees to increase their
performance. Also, firms need to define processes, systems and procedures for effective talent
mentoring and further define the required competencies for the different job levels in order to
enhance performance.
 56

BIBLIOGRAPHY

BOOKS

1. Aswathappa K. (2013), “Human Resource Management - Text and Cases”, Published

by Tata McGraw Hill Education Private Limited, New Delhi, Seventh Edition.

2. Biswajeet Pattanayak (2006), “Human Resource Management”, Published by Prentice

Hall of India Private Limited, New Delhi, Third Edition.

3. Dr C.B. Gupta (2007), “Human Resource Management”, Published by Sultan

Chand & Sons Company Limited, New Delhi, Eighth Edition.

4. John W. Newstrom, Keith Davis (2000), “Organizational Behaviour - Human

Behaviour At Work”, Published Tata McGraw Hill Education Private Limited, New
Delhi, Tenth Edition.

5. Kothari C.R. (2014), “Research Methodology - Methods and Techniques”, Published

by New Age International (P) Limited Publishers, New Delhi. Third Edition.

6. Kothari C.R. (2004), “Research Methodology - Methods and Techniques”, Published

by New Age International (P) Limited Publishers, New Delhi. Second Edition.

Pillai R.N.S. (2009), “Statistics - Theory and Practice”, Published by Sultan Chand&
Sons Company Limited, New Delhi, Seventh Edition.
 57

WEBSITES

1. www.google.com

2. https://en.m.wikipedia.org

3. https://www.edapp.com
 58

APPENTIX

A STUDY ON EMPLOYEE TAKENT MANAGEMNT STRATGIES

ADITHYA SPICES PRIVATE LIMITED WITH SPECIAL REFERENCE
TO ERODE.

1. Name :
2. Age
(a) 18 - 25 years (b) 26-35 years

(c) 36-50 years (d) Above 50 years

3. Gender
(a) Male (b) Female

4. Category of Employee
(a) Workmen (b) Supervisor

(c) Quality controller (d) Manager

5. Educational Qualification
(a) School (b) Graduate

(c) Professional (d) Diploma /Others

6. Marital Status
(a) Married (b) Unmarried
7. Monthly Income
(a) Below Rs.10, 000 (b) Rs.10, 001 to Rs.15, 000

(c) Rs.15, 001 to Rs.20, 000 (d) Above Rs.20, 000

59

8. Work Experience
(a) Less than 5 years (b) 5 years to10 years

(c) 11 years to 15 years (d) above 15 years

9. Residential Area
(a) Rural area (b) Urban area

10. Nature of family

(a) Joint family (b) Nuclear family

11. Factors Influencing Motivation

Please put a tick mark () in the relevant boxes based on your opinion

SA- Strongly Agree A - Agree N - Neutral D– Disagree

SDA-Strongly Disagree

S. No. Statements SA A N DA SDA

1 Aligning employees with the mission and

vision of the organization

2 Building a deeper reservoir of successors

at every level
Creating a culture that makes employees
3
want to stay with the organization

4 Has policies that encourage career growth

and developmental opportunities
 5 Places the right people in the right job

60

12.State the Level of Satisfaction in your organization.

Please put a tick mark () in the relevant boxes based on your opinion

HS - Highly Satisfied S – Satisfied N - Neutral

DS – Dissatisfied HDS - Highly Dissatisfied

S. No. Factors HS S S N DS HDS

1 Self confidence

2 2 Learning capacity

3 3 Performance

4 Quality

5 Reduction in wastage

6 6 Accident Reduction

7 Time management

8 Stress management
 61

12. Rank the important factor that motivates towards productivity.

S. No. Factors Rank

1 Role Based Capabilities

2 Career Pathways

3 Learning and Development

4 Recruiting and onboarding

5 Performance Management

13.Please give your valuable suggestion for improving motivation towards in your
organization

……………………………………………………………………………………
62