SYNOPSIS REPORT

“A SURVEY REPORT ON EMPLOYEE STAY”

IND-SWIFT LABORATORIES LTD

INDUSTRY GUIDE – BHAWANA PANDEY

MOBILE NO.7529005848

EMAIL-hrbp.ho@indswiftlabs.com

MASTER OF BUSINESS ADMINISTRATION

(PHARMACEUTICAL MANAGEMENT)

(2022-2024)

SUBMITTED BY

ANURAAG SAINI

ROLL NO. 25152

UNIVERSITY OF APPLIED MANAGEMENT SCIENCE

PANJAB UNIVERSITY, CHANDIGARH

 ABOUT ORGANIZATION
• Headquartered in Chandigarh, India.
• Ind-Swift Laboratories Ltd today is a global manufacture of APIs,
Intermediates and formulations
• Established in 1995 Ind-Swift has fast evolved towards a business model that is focused on deep-rooted
domestic presence.
• Dealing in 70 countries across the globe.
• Ind-Swift laboratories Ltd. established by the Jains, Mehtas & Munjals.
• With workforce around 1000 employees.
• 6 manufacturing units.
• It has been ranked 35th in India pharmaceutical industry and is the second largest among the drug
manufacturers in India.
• It has 12 global accreditation such as US-FDA, EMA , KFDA etc.
• It operates by through the following divisions namely :
i. Ind-Swift Laboratories Ltd. (Manufacturer of APIs and a Contract Research Services Provider)
ii. Ind-Swift Laboratories Inc. (a US Subsidiary of ISLL)

REVIEW OF LITERATURE
• This paper explores employee turnover sources, effects, and strategies for minimizing it in
organizations. It argues that high turnover rates can negatively impact profitability and suggests
modifying policies in recruitment, selection, induction, training, job design, and wage payment.
A review of the literature on employee turnover Henry Ongori Department of Management,
University of Botswana, Botswana

• This study analyzed long-term staff members' common traits through interviews, revealing themes like
financial motivation and work-life balance, which could aid managers in selecting suitable employees.
John T. Self & Ben Dewald (2011) Why Do Employees Stay? A Qualitative Exploration of
Employee Tenure, International Journal of Hospitality & Tourism Administration, 12:1, 60-72,
DOI: 10.1080/15256480.2011.540982.

• The study investigates the impact of social factors on employee retention in information technology
firms in North India. Results show that group cohesiveness mediates the relationship between co-worker
support and social network, while supervisor support significantly influences employee intention to stay.
Role Of Supervisor, Co-Worker Support, Social Network And Group Cohesiveness On Employee
Intention To Stay Indranil Mutsuddi Chandranshu Sinha February 2023International Journal of
Business and GlobalisationDOI:10.1504/IJBG.2020.10035362

• This study examines the link between talent development and intention to stay among Generation Z
employees in . It investigates whether employee engagement and work satisfaction moderate the link
between talent development and desire to stay.
Job Satisfaction and Employee Engagement as Mediators of the Relationship Between Talent
Development and Intention to Stay in Generation Z Workers January 2023 International Journal
of Professional Business Review 8(1):e0814 DOI:10.26668/businessreview/2023.v8i1.814
 • The paper aims to examine the relationship between employee intention to stay and happiness through
work engagement and analyses how hope acts as a boundary condition in this relationship.
Intention to stay and happiness: a moderated mediation model of work engagement and hopeNeha
Bellamkonda ,Murugan Pattusamy june 2022South Asian Journal of Business Studies
DOI:10.1108/SAJBS-05-2021-0174

• This article discusses how an organization can retain its employees and the causes of employee turnover.
Employer retention is a tactic used by businesses to keep their workforces productive while also
satisfying operational demands. Various strategies adopted by organization can be regarding onboarding
and orientation, employee salary , work life balance and training and development.
Employee Retention: A Perspective by Nithya Sree , Thiruvikraman , Prakash Raaj , Sharani

OBJECTIVES
a. To determine the important variables influencing an employee's decision to stay with a company.
b. To evaluate employee satisfaction levels and how they affect hiring and retention
c. To evaluate current retention methods' performance and pinpoint opportunities for development.
d. Investigating the link between employee engagement and retention.
e. Based on survey results, offer suggestions for improving employee retention.

NEED OF STUDY
Exit interviews are a method for locating Repelling Factors (RFs) and focusing on them in order to alter
organizational exit trends. However, they frequently appear when damage has already been done, such when a
worker has resigned and is about to go. Any organization should avoid trying to keep people around since doing
so is unhealthy, and the justifications given by a departing worker may not hold true for others.. In order to
determine the "Binding Factors" (BFs) that keep individuals employed by the company, employers need
conduct "Stay Interviews," which entail interviewing employees. These elements function as forces that
promote employee retention, and methods may be designed to investigate and enhance these elements in order
to stop employee churn. By providing knowledge about practical retention tactics that businesses may use to
lengthen employee stays, the research seeks to add to the body of current knowledge.

SCOPE OF STUDY
An employee stay survey's objectives often include getting input from staff members to determine their degree
of involvement, satisfaction, and desire to remain with the company. The purpose of the survey is to better
understand the elements that affect employee retention and to spot areas that might use improvement in order to
boost morale and lower turnover.

RESEARCH METHODOLOGY
Research design can be qualitative, quantitative, or mixed. Under these research projects, researchers can
choose between different types of research methods; test studies, surveys, correlation studies, or review courses
such as testing. There are also sub-types of research methods which are experimental design, to explain research
problems, and descriptive studies. The research projects also include aspects of data collection, data
measurement with appropriate tools, and data analysis. The research problem the company chooses to work on
is a determining factor in the research design chosen by the researcher instead of the alternative. In this research
we use descriptive research, attempts to describe and explain current situations through a wide range of topics
and a list of questions to fully explain the phenomenon. Research design is one of the most popular in
dissertation research. It uses direct view to provide a complete summary of the reading material. It is useful if
not much is known about an event.

TENTATIVE CHAPTER PLAN

The complete research report will be structured as follows:

a. Chapter 1: Introduction

b. Chapter 2: Review of Literature

c. Chapter 3: Research Methodology

d. Chapter 4: Data Analysis and Findings

e. Chapter 5: Discussion and Interpretation of Results

f. Chapter 6: Conclusion and Implications

g. Appendix: Survey Questionnaire and Results

The tentative chapter plan provides a framework for the comprehensive research report and ensures a logical
flow of information, from the introduction to the final recommendations and conclusions.

BIBLIOGRAPHY
• Sunil Ramlall. “Employee Motivation Theories and Their Implications for Employee Retention Within
Organizations.” HR Profiling Solutions(2004), Academia
• John T. Self & Ben Dewald (2011) Why Do Employees Stay? A Qualitative Exploration of Employee
Tenure, International Journal of Hospitality & Tourism Administration, 12:1, 60-72, DOI:
10.1080/15256480.2011.54098
• Merton, R.K. (1957) Social Theory and Social Structure. New York, Free Press of Glencoe in Ferguson,
A. (2007) ‘Employee engagement: Does it exist, and if so, how does it relate to performance, other
constructs and individual differences?’
• Buchanan, D. and Huczynski, A. (2004) Organisational Behaviour. An introductory text, 5th ed.
Harlow, FT/Prentice Hall.
• Deepak Bangwal, Prakash Tiwari, (2018) "Workplace environment, employee satisfaction and intent to
stay", International Journal of Contemporary Hospitality Management, https://doi.org/10.1108/ IJCHM-
04-2017-0230
• Cotton, J. and Tuttle, J. (1986), “Employee turnover: Ameta-analysis and review with implications for
research”, Academy of Management Review.
• Harter, J.K., Schmidt, F.L. and Hayes, T.L. (2002) ‘Business-unit level relationship between employee
satisfaction, employee engagement, and business outcomes: a meta- analysis’, Journal of Applied
Psychology.
• Mitchell, T. R., Holtom, B. C. and Lee, T. W. (2001) How to Keep Your Best Employees: Developing
an Effective Retention Policy, AcademyofManagementExecutive.