SUMMER INTERNSHIP PROGRAMM

ON
EMPLOYEE AND ENGAGEMENT RETENTION STRATEGIES
at
VERNACULAR MEDIUM EDUCATIONAL SERVICES PVT. LTD.

IN PARTIAL FULFILLMENT FOR THE AWARD OF THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION (INTEGRATED)
BY
RANJITA NAIK
REGD. NO.:-2013214035
EXTERNAL GUIDE: MR.BIBHU PRASAD
MOHAPATRA, INTERNAL GUIDE :MRS.RASMIREKHA
MALLIK

KONARK INSTITUTE OF SCIENCE & TECHNOLOGY, JATNI ,

BHUBANESWAR-752050
AFFILATED TO BPUT, ROURKELA,
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ODISHA

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 ACKNOWLEDGEMENT

It gives me great pleasure to express my boundless sense of gratitude to each and every
person who directly helped me with hand and hand in completing this humble piece of work
first,of all i would like to thanks my guide Mrs.Rasmirekha Mallik assistant professor of
Konark Institute of Science and Technology Jatni, Bhubaneswar for her unwavering support
valued guidance and encouragement to complete the dissertation work. I am grateful for
having an opportunity to meet so many wonderful personalities and professionals who
led me during my internship period . express my deepest sense of gratitude and special
thanks to Mr.Bibhu prasad Mahapatra for following me to carry out my project at this
esteemed organization .

YOURS SINCERELY

RANJITA NAIK

REDG NO:2013214035

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 DECLARATION

Ranjita Naik hear by declare that this report entitled-“Employee Engagement and
Retention Strategies” in vernacular medium educational services pvt. Ltd.,
Bhubaneswar in an original piece of work and has not been submitted to any other
collage to best of my knowledge, it is in partial fulfillment of the requirements for
the integrated master of business administration in Konark Institute of Science and
Technology for the section 2020-2025.

DATE: NAME: RANJITA NAIK

PLACE: REDG NO: 2013214035
KIST,
Bhubaneswar
IMBA 8th Semester

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 CONTENTS
CHAPTER: 1
1.1 NTRODUCTION
1.2 OBJECTIVE OF THE study
1.3 LIMITATION OF STUDY
1.4 REVIEW OF LITERATURE

CHAPTER: 2 ABOUT THE COMPANY

2.1 COMPANY PROFILE

CHAPTER :3 RESEARCH METHODOLOGY

3.1 Data sources

CHAPTER : 4 EMPLOYEE ENGEGAMENT RETAINTION

4.1 employee engagement
4.2 training & development
4.3 employee retention
4.4 employee compensation
4.5 3 R’ s of employee

CHAPTER : 5 DATA INTERPRETATION

5.1 Data analysis
5.2 Questionnaire

CHAPTER :6 SUMMER & RECOMMENDATION

6.1 FINDINGS
6.2 SUGGESTION

CONCLUSION

BIBILOGRAPH

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 Chapter 1
INTRODUCTIO
N

1.1 Introduction:

Employee engagement refers to employee’s emotional commitment and

involvement in their work and the organization . engaged employees are
passionate, productive, and likely to take extra steps to contribute to the
organization’s success. On the other hand, employee retention is about reducing
employee turnover by ensuring that talented individuals stay within the company
longer. A high retention
rate usually indicates a positive work environment and effective employee
engagement strategies. One of the primary drivers for employee retention is the
opportunity for career development. Offering promotions, lateral moves, and support
for further education are ways to show employees that the company is invested in
their growth.
Develop a formal career progression program and ensure employees know the
available pathways regular career discussions between managers and their team
members can also be instrumental in understanding individual career aspirations
and aligning them with the organization’s objectives.

Conducting regular employee surveys is a vital tool for understanding the pulse of
your work force. These surveys can provide insights into what the organization is
doing well and where improvements are needed. It’s essential that employees feel
their feedback is heard and valued. As such communicate the results of these surveys
and create action plans to address any identified issues. Social integration is an often
overlooked but critical aspect of employee retention. Creating a sense of community
and belonging within the work place can be achieved through various engagement
activities. Form team-building workshops and sports days to celebrating festivals and
achievements, these activities can strengthen interpersonal relationships and build a
culture of collaboration and camaraderie. Employee engagement and retention are not
just HR terminologies but essential to organizational success.

Organizations can foster a highly engaged and loyal workforce by focusing on career
development, recognizing achievements, creating a sense of community, and
providing work life balance. In the long run, this contributes to higher productivity,
innovation, customer satisfaction, and sustainable growth. We’ve seen it happen .an
organization that provides top wage and benefits losses great employee to a
competitors for no apparent reason . Of course , employee turnover is to be expected,
but the company is truly engaging its employee ,there is no good reason for the
unexpected loss of quality staff members . many companies already know wages and
benefits are important to employee. Employee engagement is the level of commitment
involvement an employee has towards their organization and its values . hr
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practitioners believe that the engagement challenge has a lot to do with employee
feels about the work experience treated in the organization . a positive attitude held
by the employee towards the organization and its values. An engaged employee works
with colleagues to improve

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performance within the job for the benefits of the organization .the organization must
work to develop and nurture engagement ,which require a two way relationship
between employer and employee.employee engagement is a powerful retention
strategy.the employee are effectively and positively engaged with their organization.
They form an emotional connection with the company .Employers can encourage
employee engagement in many ways, including communicating expectations clearly,
offering rewards and promotions for excellent work, keeping employees informed
about the company's performance, and providing regular feedback. Other strategies
include making efforts to make employees feel valued and respected, and feeling that
their ideas are being heard and understood. Engaged employees believe that their
work is meaningful, believe that they are appreciated and backed by their supervisors
and that they have been entrusted with the success of their company.Employee
engagement has been a considered part of management theory since the became
widely adopted.
While it has its detractors, mostly based on how difficult it can be to measure,
employee engagement has been found to have direct links to a company's profitability
and financial health.Employee engagement can be critical to a company's success, given
its clear links to job satisfaction and employee morale. Communication is a critical part
of creating and maintaining employee engagement. Engaged employees are more likely
to be productive and higher performing. They also often display a greater commitment
to a company's values and goals.employee engagement is how much an employee is
committed to helping their organization achieve its goals. It’s demonstrated by how
employees think, feel, and act, as well as the emotional connection employees, feel
towards their organization, their work, and their team.

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 1.3 objective of the study:

 A study of employee engagement and retention process at vernacular

medium, bhubaneswar.
 To critically analyze the functioning of employee engagement retention procedures.
 To identify the probable area of improvement to make employee engagement
and retention procedure and more effective.
 To study the organization culture of v cm .
 To study the factors affecting the employee engagement.

1.4 limitation of the study:

 The study is limit to the vernacular medium pvt.Ltd

 Time is very short for the research,a time span of 60 days to understand a
process is difficult.
 Many employee are not interested to attend this kind of programme in
regular basis
 The information was collected through the questionnaire is subject to willingness
of the respondent to respond.
.

1.5 Review literature:

Employee engagement and retention is mainly done to assure the constant growth of
the company . In term of production sales and monetary gains and reduce employee
turnover by cutting down . On the cost of employee hiring training etc.it is the
responsibility of the human resources management term to take initiative steps to
retain their important productive workers for long term benefits and future
prospects of business gains and success.carefully analyze the reasons that would
motivate them to stay in your company and make sure they are
implemented.feedback process of organization system should be simple and short. It
can work for boosting employee morale and helps the employee . Increasing
retention.employee compensation also plays an important role in employee retention
strategies. Fair and competitive salary package give the workers to want to say in the
company.

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 Chapter 2
About the
company

2.1 COMPANY PROFILE :

Vernacular Medium Educational Services Pvt. Ltd., Bhubaneswar (Vernacular Medium®)

is a multi-dimensional Ed-Tech platform meant for the students studying in different
Regional Languages all across the Country. It provides both Educational Contents (Non-IT
Services) and Educational Software Solutions (IT Services) to Students, Professors and
Organizations as a whole. Vernacular Medium® (Brand Name) is a unit of Vernacular
Medium Educational Services Private Limited (Legal Name). The company has been
incorporated under the Companies Act, 2013 (18 of 2013).

The Company has been proudly registered with Startup Odisha, Startup India, MSME -
Udyam, ISO 9001:2015, SAI etc. The Company was all started in December 10, 2020 with
the sole idea of Mr. Bibhu Prasad Mahapatra (Founder, MD & CEO - Vernacular
Medium®) to impart Education in Regional Languages all across the country. An excellent
academic background of the Founder helped him build up the concept into a reality very
soon. In December 15, 2021 - the Company was formally incorporated to Vernacular
Medium Educational Services Private Limited under Ministry of Corporate Affairs, GoI.
The Company has recently acquired Trademark for its Brand Name under Ministry of
Commerce and Industry, GoI. The company is still under the status of a Startup Company.
The Company’s Registered Office is in Nayagarh, Odisha-752069. Whereas its Corporate
Head Office is in Bhubaneswar, Odisha-751030 where all the activities are being conducted
on a regular basis. Currently there are total 15+ Members associated directly and indirectly
with the Startup Company all across the Country.

Recently, the company has been offering numerous Professional Live Courses, Internship
Programs, Mentor ship Programs,and so on in a variety of Regional Languages. The
company is also developing a SaaS-based Exam Conducting Platform to administer exams
to students enrolled in various educational institutions around the country. Approximately
500 students have graduated in various phases.

Company’s Mission & Vision:

Mission: To provide professional, industry-focused education and training to students

learning in their regional languages across India.

Vision: To assist students with skill-based professional certification courses designed to

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advance their careers.

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 Chapter3

Research

methodology

A research methodology describe the techniques and procedure used to identify

and analyze information regarding a specific research topic . it is a process by which
researchers design their study so that they can achieve their objectives using the
selected research instruments . it including all the important aspects of
research ,including research design, data collection methods data analysis methods
and the overall framework within which the research is conducted.

3.1 sources of data:

Data can be gathered from two places: internal and external sources .the
information collected from internal sources is called “primary data”, while
information gathered from outside references is called “secondary data” for data
analysis,it all must be collected through primary or secondary research.

for the purpose of the study following sources of data are used:

 Primary data
 Secondary data

 Primary data:

I have collected the primary data for the purpose of research study.
The primary data were collected through well designing and
structured
Questionnaire based on the objectives and filled up the questionnaire by the
employee Of vernacular medium.

 Secondary data:

Secondary data are those data, which refer those collected from already gathered and
available data in correct in contrast with the primary data, there may be internal
sources within the firm. Externally those sources may include in the books or
periodicals, published reports etc. For the completion of the training, I have
consulted the secondary data which is includes:
 Books of Accounts

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 Published reports relevant to the topic
 Records of the company
 Periodical reports

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 Chapter:4
Employee engagement and retention

4.1 Employee engagement:

A Study explores employee engagement as a motivating, dedicating feeling to

accomplish a task Efficiently.The findings of that model supported that the good working
conditions, safety measures, time of work and positivity in the organization is directly
linked with employee engagement. A Study define engagement as the extension of
commitment. A research elaborated employee engagement more extensively and divide
engagement in to two areas one is engagement with job and other is engagement with the
organization. The study describes employee engagement as” long lasting, positively and
motivational approach of employees that results in high level of work involvement with
passion and dedication. A study define Employee Engagement as individual cognitive state
and his positive behavior and emotions that lead him to work in tandem with organization
goals.
And Employee engagement is a human resources concept that describe the level of
enthusiasm and dedication a work feels toward their job. Engaged employees care about their
work and about the performance of the company, and feel that their efforts make a
difference. An engaged employee can encourage employee engagement in many ways,
including communicating expectation clearly, offering reward and promotion for excellent
work, keeping employees informed about the company performance, and providing regular
feedback. Other strategies include making efforts make employee feel valued and respected,
and feeling their ideas are being heard and understood.engaged employees believe that their
company.employee engagement are invested in their roles and are motivated to go above and
beyond their job duties . Hr professionals are responsible for creating an environment that
promotes engagement, from hiring the right people to implementing policies that encourage
employee. Employee engagement is defined as the emotional investment employees
make in their organizations. It is the passion, involvement, and motivation they bring to
work, which they use to guide their work. Engaged employees identify with the goals of
the organization and align their own goals with the organization’s goals.The focus on
employee engagement is on the rise globally. And it is not an issue relegated only to the
HR team of an organization. It is a business concern that requires serious consideration.
In this piece, we discuss what employee engagement means, why it is critical to the
bottom line of an organization, effective technology-enabled employee engagement,
and examples of employee engagement in action.
Employee engagement is the emotional and professional connection employees feel
toward their organization, colleagues and work. High engagement leads to
increased job satisfaction, performance, employee retention and is a reflection of a
positive overall employee experience.
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The meaningfulness of an employee's work is a key factor in engagement, as are their
relationships with colleagues and managers, and the support, recognition and
development opportunities their organization offers. Truly engaged employees reflect
a company's respect for its workforce, which makes it more attractive to prospective
hires and can lead to increased profitability and return.Organizations with high levels
of employee engagement are more profitable and have higher customer satisfaction
ratings than ones with low engagement levels, according to Gallup and other
researchers. This research also shows that successful engagement efforts lead to less
absenteeism and turnover. In a competitive hiring market, engaged staff members who
feel they have good work-life balance and high levels of employee satisfaction are also
less likely to look elsewhere for employment.On the flip side, disengaged employees
can create a negative atmosphere that can damage a company's reputation,
profitability and bottom line. It is critical for organizations to keep employee
engagement at a high, positive level.The recent shift to remote work has made
fostering employee engagement even more important. Remote workers can feel
isolated and disconnected from colleagues. They also often struggle to maintain a
constructive work structure.
According to the United States Census Bureau, the number of remote workers

Employers can encourage employee engagement in many ways including

communicating expectations clearly, offering rewards and promotions for excellent
work, keeping employees informed about the company's performance, and
providing regular feedback. Other strategies include making efforts to make
employees feel valued and respected, and feeling that their ideas are being heard
and understood.
Engaged employees believe that their work is meaningful, believe that they are
appreciated and backed by their supervisors and that they have been entrusted with
the success of their company.Employee engagement has been a considered part of
management theory since the became widely adopted. While it has its detractors,
mostly based on how difficult it can be to measure, employee engagement has been
found to have direct links to a company's profitability and financial health.Employee
retention refers to your organization’s ability to prevent voluntary and involuntary
employee turnover, and an employee retention strategy is a plan businesses develop
and implement to reduce employee turnover rates. The employee retention program
generally includes company policies and programs that help organizations attract
and retain qualified employees.

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 Aspect of employee engagement:

Three aspect of employee engagement are:

 The employee and their own unique psychology make up experience
 The employee and their ability to create the conditions promote
employee engagement.
 Interaction between employees at all the level.

 Importance of employee engagement:

The importance of employee engagement can’t be overstated – employee engagement

has been proven to reduce staff turnover, improve productivity and efficiency,
improve customer service and retention, and deliver higher profits. Conversely.
Ultimately, having an engaged team makes running a business easier and enables
leaders to focus on higher-value activities, such as innovation, process improvement,
and development. Engaged employees will stay with the company .be an advocate of
the company and it product and services. They will normally perform better and are
more motivated. Their is a significant link between employee engagement and
profitability. Employee engagement refers to the emotional connection that
employees have with their work, their colleagues, and their organization. It is
essential for organizations to foster an environment that encourages employees to be
engaged in their work and this can be done through employee engagement activities.

When organizations invest in employee engagement activities, employees are more

likely to be satisfied with their jobs and to feel appreciated for their work. When
employees feel appreciated, they are more likely to remain loyal to the organization
and more likely to be productive.Employee engagement activities can also help to
increase employee morale, reduce absenteeism and turnover, and foster a culture of
collaboration and innovation.Employee engagement activities can help to drive
innovation and creativity within the organization. When employees feel empowered
and valued, they are more likely to think outside the box and contribute to the
organization’s success.Employees who are engaged are also more likely to be
committed to their work, which can lead to higher quality work and better customer
satisfaction.By increasing employee engagement, employers can reap the rewards of
higher productivity, improved customer service, and better job satisfaction. To
achieve this, employers need to create a culture of open communication,
collaboration, and recognition. With the right initiatives in place, employers can watch
their employee engagement soar as high as the sky - and maybe even "touch the
stars"!Employee engagement can help build a strong team that is focused on achieving
the same goals and objectives

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 Factor leading of employee engagement:

Studies have shown that there are some critical factors which lead to
Employee engagement. Some of them identified are:

 Career Development- Opportunities for Personal Development:

Organizations with high levels of engagement provide employees with opportunities

to develop their abilities, learn new skills, acquire new knowledge and realize their
Potential. When companies plan for the career paths of their employees and invest in
them in this way their people invest in them.

 Career Development – Effective Management of Talent:

Career development influences engagement for employees and retaining the

most talented employees and providing opportunities for personal development.

Feeling Valued & Involved

Career Development- Opportunities for personal

development Career Development – Effective Management of

talent Leadership- Clarity of vcm

 Other factor

 Equal Opportunities and Fair Treatment.

The employee engagement levels would be high if their bosses provide equal
opportunities for growth and advancement to all the employees. Equal Employment
Opportunity is the concept of equal opportunity in an organization to achieve or
maintain fair employment. The definition is that all employees should be fairly treated
when regarded in different decisions on employment, such as hiring, promotion,
termination, compensation, etc.

 Performance appraisal:
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Fair evaluation of an employee’s performance is an important criterion for
determining the level of employee engagement. The company which follows an
appropriate performance appraisal technique will have high levels of employee
engagement. The Performance appraisal is one of the most significant human asset the
managerial practices as it yields basic choices necessary to different human asset
activities and results. Performance appraisal is the efficient clearing of employees as
indicated by their activity and potential turn of events. Performance evaluation has
expansive ramifications for mentalities and practices in associations. Responses to
appraisal and the evaluation procedure are accepted to essentially impact the
adequacy and the general suitability of appraisal frameworks. Recently, employee
commitment has gotten expanded consideration from analysts as a significant
determinant of representative presentation. The Performance appraisal is
fundamentally about what employees need to convey to drive the association's
prosperity. It's an opportunity to review results, provide feedback on how results were
achieved and confirm expectations. Performance appraisal may be defined as a
structured formal interaction between a subordinate and supervisor, that usually

 Pay and Benefits:

The company should have a proper pay system so that the employees are motivated to
work in the organization. In order to boost his engagement levels the employees
should also be provided with certain benefits and engagement can be critical to your
company’s future for a number of reasons. When organizations prioritize engagement,
it will show in their team’s behavior, and that can translate into sustained benefits of
employee engagement for the organization as a whole Engaged employees and
disengaged employees alike are susceptible to stress at work. The difference lies in
how it's managed, as well as the outcomes of that stress. And as a manager, your
support will play a huge role here.

For engaged employees, some stress at work is usually much easier to manage
and could even become a motivator. Employees who are engaged tend to be more
self- aware and can better detect when their stress levels surpass a healthy
threshold.
They're also more prone to seek support from managers and peers when needed.
On the other hand, when engagement dwindles, stress can become unmanageable
and sometimes even detrimental to people's well-being. And this is especially true
when employees do not feel a sense of belonging at work and feel unsupported..
Employee engagement doesn't just benefit individual employees – it benefits the
team. This is because engaged employees perform at a higher level. And when you
have a group of engaged employees working together, the team naturally performs at
its best as well.
Not only that, but employee morale can be really contagious. When team members
are surrounded by driven and motivated peers who care about what they do, they're
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more likely to feel engaged in their own roles. Individual engagement leads to team

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engagement, and individual performance improves team performance.Engaged
employees and disengaged employees alike are susceptible to stress at work. The
difference lies in how it's managed, as well as the outcomes of that stress. And as
a manager, your support will play a huge role here.
For engaged employees, some stress at work is usually much easier to manage
and could even become a motivator. Employees who are engaged tend to be more
self- aware and can better detect when their stress levels surpass a healthy
threshold.
They're also more prone to seek support from managers and peers when needed.
On the other hand, when engagement dwindles, stress can become unmanageable and
sometimes . Highly engaged employees are more efficient and produce higher-quality
work. Because they're personally invested in their job, and their performance matters
to them. They're aligned with the team and business goals, and accountable for their
individual contribution. This means increased productivity on your team and greater
returns for your business.

 Health and Safety:

Research indicates that the engagement levels are low if the employee does not feel
secure while working. Therefore every organization should adopt appropriate method
sand systems for the health and safety of their employees.The health and safety of your
employees should be at the top of your management priority list, no matter what
sector you operate in. But getting your employees to engage with your health and
safety policies can be difficult. Creating a shared health and safety culture throughout
your business will better help your teams remain safe in the work environment, and
encourage them to report any potential hazards to you.

 Job Satisfaction:

Only a satisfied employee can become an engaged employee. Therefore it is very

essential for an organization to see to it that the job given to the employee matches
his career goals which will make him enjoy his work and he would ultimately be
satisfied with his job.Communication The company should follow the open door
policy. There should be both upward and downward communication with the use of
appropriate communication channels in the organization. If the employee is given a
say in the decision making and has the right to be heard by his boss than the
engagement levels are likely to be high. Job satisfaction can be defined as the sense of
contentment one feels as a direct result of being employed in a particular role. It isn’t
only when the employee is content while in the office workplace — their job makes
them feel content in life, impacting areas such as security and confidence. Job
satisfaction is a must-have if you want your employees to have a long tenure with
your company.

 Communication:

The company should follow the open door policy. Therr should be both upward and
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downward communication with the use of appropriate Communication channels in the

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organization. If the employee is given a say in the decision making and has the right to
be heard by boss than .The engagement levels are likely to be high.
Organized communication is a term that covers all communication employed by a
company and its representatives. This includes communication between staff as well as
outward-facing communication. Companies often strive to have a unified message
behind formal communications, with all messages following a larger communication
plan Communication is an important part of business as it can impact its progress and
overall success. When it comes to organizations, the process of communication
includes various levels of interactions. It's essential for businesses to understand the

organizational communication definition, the different types, its importance, and

its impact.

 Co-operation:

If the entire organization works together by helping each other.all the employee as
well as the supervisors co-ordinate well than the employee will be engaged.
Cooperation demonstrates the ability to work effectively and respectfully with diverse
people or teams, make compromises, build consensus in decision-making, assume
shared responsibility for collaborative work, and value the opinions and contributions
of individual team members, from a position of firm self-identity

4.2 training & development:

A study stated that good Training and development exercises can high up the rate of
retention because by the training they achieve their as well organizational goal in time and
will be benefited to rewards. A study concluded that good knowledge based organization
now emphasizing on training & development activities. Previous HR studies also states that
these will induce retention. A study showed that high growth of an organization is depend
on ability of employees. To achieve the level of competitive advantage the comprehensive
training & development programme must be applied . A research concluded that good
training programme lead to high rate of employee retention . By investing in training and
development, your organisation is sending a clear signal that you value your
employees as individuals as well as caring about them and their personal development.
When employees understand and feel valued, they have the opportunity to not only
develop their abilities and skills through work and training but it can provide a
motivation boost as they’ll likely be more engaged with their jobs and willing to work
harder to not only to support their own careers but your organizations too. What also
matters is the types of training you offer that can influence their motivation as well.
For example, you could provide training that helps individuals understand how their
roles fit into your business’ purpose, mission and goals. Gaining a true understanding

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of how their jobs

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contribute to your business, your employees will have a real sense of purpose at
work that will drive their day-to-day efforts.

4.3 employee retention:

A study stated that good Training and development exercises can high up the rate of
retention because by the training they achieve their as well organizational goal in time and
will be benefited to rewards. A study concluded that good knowledge based organization
now emphasizing on training & development activities. Previous HR studies also states that
these will induce retention. A study showed that high growth of an organization is depend on
ability of employees. To achieve the level of competitive advantage the comprehensive
training & development programmes must be applied . A research concluded that good
training programmes lead to high rate of employee retention . are practices an organization
follows to retain its staff through compensation, policies, benefits,. A company’s main
intent

when planning those strategies is to minimize employee turnover, in other words, the
number of employees that leave a company during a certain period.
Even though a small turnover rate can be healthy depending on the nature of each
industry, higher percentages can be expensive both in terms of money and time. Replacing
an employee can be expensive, costing approximately 6 to 9 months salary based on the
position. Losing highly performing employees can also impact team productivity and
employee morale, as it requires adjustments to the daily functioning and workflows of a
department or team – particularly if the departing employee is a manager or higher
Employee retention is systematic efforts by employers to create and foster an
environment that encourage currents employees to remain employed, by
having policies and practice in place that address their divers needs. A strong
strategy, therefore,become a powerful recruitment tools.
Retention is key employee is critical to the long term health and success of any
organization .it is a know fact that retaining the best employee ensure customer
satisfaction increase product .employee retention matter as organizational issues such
as training time , lost knowledge insecure employee, costly candidate are
involved.employee retention is a not a debate but rather it’s the most important things
for any concern if it serious in long term business what business without people and
how is it going to work if the require people are not”there. The only most important
resource for any company is it people. Some people might have this misconception
that this resource is less important than the others resource like money.

 Level of employee retention:

There are three level of employee retention

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 lower level employee retention
 medium level employee retention
 High level employee retention

 Lower level employee retention:

The lower level employee retention as part of an employee retention program,

you should look to compensate staff according to their skill set, experience level,
and loyalty to your organization. It's more cost-effective to pay staff well than to
lose them and have to spend thousands on recruitment every month

 Medium level employee retention:

Mid-level managers should ensure that employees feel valued and supported in
their roles, as this can significantly contribute to job satisfaction and retention. 2.
Invest in training and development programs that help employees enhance their
skills and advance in their careers.

 High level employee retention:

High retention rates can indicate a high level of engagement, superior performance,
and better customer service and customer retention. It can also mean a business is
more profitable because the cost of turnover can have a devastating effect on a
company's bottom line.

 Retention process:

There are various types of the retention process are.

 Effective on boarding

 Recognize employee contributions

 Flexible work arrangement

 Effective on boarding:

A comprehensive on boarding process fosters positive working relationships that

help new employees gain confidence and become productive quickly. It also ensures
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their

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successful integration in the organization's culture. Successful on boarding can
minimize attrition rates, and develop and sustain an effective workforce.an effective
on boarding process sets the tone for the entire employee experience
And is a key components of an employee development strategy .effective on boarding.

 Recognize employee contributions:

Employee recognition on engagement and retention refers to publicly praising and

rewarding employees for their hard work and success. Motivating factors might
range from simple words of thanks to cash bonuses, higher-up positions, and special
privileges Employee engagement has a significant impact on retention within an
organization. When employees are engaged, they develop a strong connection to
their work and feel valued and appreciated. This sense of fulfillment and purpose
increases their overall job satisfaction, making them more likely to stay with the
company.

 Flexible work arrangement:

Flexible work arrangements provide employees with the freedom to manage their
personal commitments and responsibilities effectively. By allowing employees to
adjust their work schedules or work remotely, have prioritized work-life balance.
These practices enable employees to better balance their personal and professional
lives, reducing stress and enhancing job satisfaction
Flexible working arrangements are all the rage these days and for the right reasons.
Companies are recognizing the benefits of offering employees flexible work options
that accommodate their personal lives and schedules. Workers crave flexibility, and
with the right arrangements, companies can access a larger pool of talent and enjoy
higher employee retention rates. So, what is flexible work, how does it affect employee
retention

 Role in employee retention:

 career planning
 succession planning

 Career planning:

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The importance of career growth has been skyrocketing due to changing
expectations of employees and the presence of a multi generational workforce in
today’s

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organizations. Newer generations, especially gain talent, have different needs
and expectations and are more likely to change jobs quickly.

For them, an excellent employee experience is based on continuous learning and

growth opportunities along with challenging and meaningful work. Or, in other words,
younger workers want to grow, they want to learn, they want flexibility, and they
want to feel like they are truly part of the company’s mission. Increases employee
engagement, satisfaction, and retention Fosters a growth mindset, flexibility, and
agility. Reduces costs associated with attrition and new hires . Makes succession
planning easier and more efficient. Prepares the organization and its teams for the
challenges of tomorrow
Contributes to a positive brand image and reputation.

 Succession planning:

Succession planning can be defined as the process of identifying and developing

potential future leaders within an organization. It includes assessing the skills and
capabilities of current employees, identifying areas for improvement and
development, and providing opportunities for growth and advancement. Importance
of Succession Planning Succession planning is an important aspect of human resources
management and is crucial for the long-term success of an organization. Here are some
of the reasons why succession planning is important. Succession planning ensures that
there is a pipeline of talented individuals who can step into key leadership roles in the
event of departures or retirements. This helps to maintain business continuity and
minimize the disruptive effects of leadership transitions.
Prepares future leaders: Succession
planning provides opportunities for employees to develop their skills and knowledge,
and to prepare for leadership roles. This helps to build a strong pool of potential future
leaders and to ensure that the organization is well-positioned for the future.
Attracts and retains talent:
Succession planning can help to attract and retain top talents by demonstrating that
the organization values employee growth and development and is committed to the
future success of the organization .

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 Important of employee retention:

The basic premise for actively and purposefully retaining employees is built on the
hypothesis that employees who are happy and content at work will not consider
changing jobs. Ideally, they also won’t be as receptive to active poaching attempts
by other companies.

In addition to these positives, content employees are often more motivated, and
therefore more productive. As well as this, if employers manage to retain
employees over a long period of time, they will benefit from a lower staff turnover
rate.
As long tenures are rare in today’s workplace—especially within the fast-moving
start- up scene—this, in turn, has a positive impact on the employer’s image. It
suggests that employees’ expectations were met, or even exceeded, when they joined
the company. This makes it much easier to attract more talent of a higher quality.

impact of Employee Retention on Performance of a Company explains that Employee

retention . Retaining top talents within your organization can benefit your company
in numerous ways. It can save time for HR professionals, improve productivity,
enhance business growth, reduce hiring costs, increase employee engagement, and so
forth.
Now, let’s look at some of these crucial factors that add to the significance of employee
retention in any organization.have two different aspects one is that when employee
feel retain in the company for long time then he didn't do work properly and feel free
from duty, didn't do work and also involve in other different time wasting activities so
employee retention also is a bad aspect and in the other hand employee retention is a
good thing when one employee retain in the firm and got different benefits from the
company and also got the bonuses, old age benefits from the company then employee is
doing everything for the company. Employee retention is important for building a
productive, healthy and committed workforce. Retention practices help save costs
associated with recruitment, business productivity or poor customer service. The
objective of the Employee Retention Strategy is to increase the awareness, tools and
information available to employers to assist them in employee retention. Retention
starts at the top. Sourcing Employee Retention refers to the techniques employed by
the management to help the employees stay with the organization for a longer period
of time. Employee retention strategies go a long way in motivating the employees so
that they stick to the organization for the maximum time and contribute effectively.
Sincere efforts must be taken to ensure growth and learning for the employees in their
current assignments and for them to enjoy their work.
Employee retention has become a major concern for corporate in the current
scenario. Individuals once being trained have a tendency to move to other
organizations for better prospects. Lucrative salary, comfortable timings, better
ambience, growth prospects are some of the factors which prompt an employee to
look for a change.
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Whenever a talented employee expresses his willingness to move on, it is
the responsibility of the management and the human resource team to
intervene immediately and find out the exact reasons leading to the decision

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 Benefits of successful employee retention:

Retention measures offer high performers positive incentives to stay with a

company. In addition to having a better employee retention rate, organizations may
also benefit from:

 Improvement of the employer image

 Higher likelihood of recommendations/referrals
 Reduced staff turnover
 Resource savings in talent acquisition
 Improvement of the working atmosphere
 Increased productivity and employee engagement

When employees feel their employer supports and values them, they may feel more
loyal to the goals of their company. Finding ways to keep employees around longer
can also improve loyalty since long-term employees have invested a lot of time and
effort into their job. With increased employee loyalty comes more productivity and
ethical work. For instance, an employee who genuinely cares about the company may
feel more inclined to finish their work on time and be honest about the hours they
report. Finding new team members can get quite costly. Things like hiring recruiters,
training staff and giving sign-on bonuses can add up. By keeping their employees
around, companies can limit these costs. Companies can save money by investing in
their current staff rather than looking for new candidates
When an employee is with the company for a while, they can build their skill set and
relevant experience. Rather than starting over with a new employee, employers can
build an effective. workforce by using their resources for continued training and career
development among current team members. When filling a high-level position,
employers can benefit from promoting internally since their current employees
already know the company and may have the right set of skills. High turnover rates
can lead to a decrease in productivity. That's because when an employee resigns, it can
take some time to fill their role, which could lead to either a gap in the position or
more work for the remaining staff members. By contrast, organizations that retain
their employees may experience fewer gaps in their positions and can often avoid
overloading the workloads of the existing employees. The longer colleagues work
together, the better they can get to know each other. By working with the same people
for years, you can get to know each other's personalities and working styles. This can
lead to better teamwork and collaboration in the workplace. It can also lead to more
camaraderie among staff, which can contribute to increased job satisfaction

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 Criteria for employee satisfaction:

The criteria of employee retention in order to successfully retain employees,

these points, in particular satisfactory for employee.

 Fulfillment of expectations and needs:

The signing of the employment contract is accompanied by certain expectations and

desires on both sides. If employers stand by their word and meet or exceed these,
the foundation for good employee retention is laid. However, this alone is not
enough.retention and loyalty.
Employees who feel that their expectations are being met are more likely to stay
with the organization for the long term. This can contribute to higher employee
retention rates and foster a sense of loyalty to the company.Knowing what's
expected can motivate employees to perform at their best. It gives them a sense of
purpose and direction, leading to higher employee engagement. On the other hand,
unclear expectations can lead to confusion, frustration, and conflicts

 Attractive working conditions:

An appealing work environment, good organization strategies, a positive culture

and attractive working conditions provide the basic attractiveness of the workplace.
A sense of belonging should also not be overlooked.

it's in the employer's best interests to ensure that their conditions of employment
and work environments meet certain conditions. Another reason for employers to
pay attention to the working conditions they provide is the extensive legislation that
governs working conditions. Working conditions are often a key determinant when
looking for work. If offered two similar positions, most people would accept the role
that has better working conditions. Businesses that need to attract highly skilled and
knowledgeable staff often compete to offer the best working conditions.
Employee attraction is about finding the right kind of people that fit into your company
ethos, your culture and future business goals. Selecting candidates at the early stages
of hiring is just as important as the final decision. This way, you can recognize the
attributes of each individual candidate. Look out for things like relevant qualifications,
skills personal to them, their personality and nature. You need to understand what
motivated the individual to want to invest themselves into your company.
Retention is the continuous motivation and improvement of employee satisfaction
to keep your valued employees within your organization, and reduce turnover.

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 Offering fringe benefits:

Whether it’s free meals, sports and health offers, flexible working hours, or support
with childcare, offering additional benefits that make life easier for employees helps
employee retention. Meeting their needs expresses goodwill and appreciation,
which employees expect for their loyalty.

Fringe benefits refer to non-monetary compensation provided to employees and their

regular wages. Fringe benefits are extra rewards given to employees to make their
total compensation better and encourage them to stay with the company
Employers offer fringe benefits as a way to improve employee satisfaction and
well- being. Employers give extra benefits to make a good work environment and
keep employees happy and motivated.

Offering fringe benefits also contributes to boosting employee morale and

productivity. Employees who feel valued through such offerings are more likely to be
engaged and committed in their organizational roles.
Furthermore, by providing attractive fringe benefits, companies can gain a competitive
edge in recruitment efforts by standing out as desirable employers with
comprehensive compensation packages.

 Availability of progression opportunities:

The changing world of work constantly creates new areas of responsibility, which can
overwhelm employees. However, if they are appropriately supported to grow into
new areas of responsibility and to be able to develop profitably, they are much more
willing to actively engage in the goals of their company and to drive their
achievement.invest in talent to retain and grow your employee.
There is strong evidence that internal mobility creates resilient, agile organizations.
In fact, the report reveals that at the two-year mark, an employee that has made
internal advancement is almost 20% more likely to stay with the organization than
one who hasn't the employee.
Organizations must offer development opportunities to enhance employee
engagement. These opportunities can be in the form of training programs,
workshops, mentoring, and coaching. It helps employees acquire new skills,
knowledge and experiences to help them perform their duties better. In addition to
that, they also provide a sense of fulfillment and purpose in employees as they feel
the company is investing in their growth and development, and when employees feel
their employers do not offer enough opportunities to develop they tend to get
disengaged and demotivated. This can lead to a decrease in productivity and higher
turnover rates.
Companies must prioritize employee development while offering ample growth
opportunities. This helps create a culture of learning and development while also
providing feedback, coaching, and mentoring. Companies can create an engaged and
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motivated workforce leading to increased productivity, higher retention rates, and
greater success . To achieve employee engagement, companies must provide training
and development programs tailored to meet the specific needs of employees while also
focusing on the needs of the organization. Conducting a need analysis and designing
relevant, engaging, and interactive programs is essential. Trainers must also provide
the necessary expertise and skills to engage and motivate employees. Training and
development programs can include workshops, seminars, and online courses that
equip employees with the skills and knowledge they need to excel in their jobs. These
opportunities can motivate employees who want to develop their skills and advance
their careers. Development opportunities are vital for employees to establish fulfilling
careers and pursue professional aspirations. Providing them with access to such
opportunities is the employer's responsibility. In order to accomplish this, they must
create a culture of learning and development that motivates them and sustains their
employees' growth. In order to achieve employees' career goals, the organization must
ensure that they have adequate training, mentoring, and funding to be able to
participate in the training and mentoring they need.Employee development is critical
to organizational success. It is an investment that pays off in the long run, as it leads to
increased productivity, better job performance, and a more positive work
environment. By prioritizing employee development, organizations can ensure they
remain competitive and adaptable in an ever-changing business landscape.

4.4 Employee compensation :

The research conducted on employee retention stated that financial perks is the major factor
which the relationship between the employee and intention to stay in organization can be
measured . A study on employee engagement concluded that a competitive pay structure is a
vital aspect that easily affect the level of retention. The research concluded that
good ministrated Compensation structure plays a vital role in retaining the
employees.
Compensation and benefits are the tangible rewards that employees receive for their
work, such as salary, bonuses, incentives, commissions, stock options, pensions, health
insurance, paid leave, and other perks. These rewards are important because they
attract and retain talent by being competitive and fair; motivate and reward
performance; support employee well-being; and enhance employer brand. When
employees feel that their compensation and benefits reflect their contributions, they
are more likely to work hard and achieve their goals. Furthermore, when employees
have access to benefits that support their physical, mental, and social needs, they
become healthier, happier, and more productive. And when they are satisfied with
their compensation and benefits, they are more likely to recommend their employer to
others.When employees feel their employer supports and values them, they may feel
more loyal to the goals of their company. Finding ways to keep employees around
longer can also improve loyalty since long-term employees have invested a lot of time
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and effort into their job. With increased employee loyalty comes more productivity
and ethical work. For instance, an employee who genuinely cares about the company
may
feel more inclined to finish their work on time and be honest about the hours
they report.

 Important of employee compensation:

Even though it’s important to stay within your budget, offering competitive and
desirable compensation to your employees is important. It is because you can use it to
find and hire the best people, make them more loyal to your company, and cut down
on employee turnover.
It’s also a good idea to look over employees’ pay as they work for the company. By
giving competitive raises and bonuses for hard work, you can make your
employees happier, encourage them to do their best, and improve your company’s
overall reputation.
Additionally, it can help keep your best employees; you don’t want them to leave
your company because of their underappreciated feeling.

 Type of compensation:

 Salary
 Bonus
 commission

 Salary:

Salary pay, or an agreed-upon amount of annual compensation, is usually reserved

for a full-time worker, often with more responsibility and skillsets. More technical
positions, leadership positions, and highly educated staff typically earn a salary.
Offering competitive compensation packages, including wages, bonuses, and benefits,
is critical for attracting and retaining top talent. Employees who feel that they are
fairly compensated for their skills and contributions are more likely to remain with the
organization

 Bonus:

Bonuses are another form of variable pay and compensation, applicable as the name
implies – a bonus. For salespeople or team members responsible for achieving
vernacular medium goals, bonuses are typically a percentage of a sum or established
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as

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a flat-rate payout. Additionally some offer vernacular medium bonuses based on
departmental performance, while others share bonus pay on a timeline of quarterly or
annual results. Bonuses, however, don’t have to be incentive pay like commission.
These can be associated with holidays and offered as a loyalty gift without any direct
quantitative performance metric A retention bonus is typically paid in one lump sum
on a date agreed upon by the employee and the company. If the agreement is altered or
ends prematurely, the employee might receive a portion of the bonus based on the time
served or may not receive it at all.

Sometimes businesses need to offer a financial advantage in order to entice key

employees to remain with the company. An employee retention bonus can motivate
employees to stay with their business, particularly during crucial business cycles, such
as a merger or acquisition, or during a deadline-driven production period. Many
factors contribute to the efficacy of retention bonuses.
When employees perform excellently within a set organization, they are provided
performance bonuses. These are typically delivered after specific projects are
completed. They may also be provided with this type of payment bonus during the
end of a fiscal year.
Certain companies practice generating bonuses to even low-performing employees
even when it has the tendency to take a toll on their growth and revenue
generation. Some firms may do this in order to foster employee backlash or
jealousy, which eventually makes them outperform themselves in the workplace
environment

Referral bonuses, signing bonuses and retention bonuses are all different aspects
of incentive bonuses. A signing bonus is typically offered to those potential
candidates who they want to entice so these employees can accept the position and
become important assets of the firm.

These come in the form of exceptional monetary offers. In the same way, a referral
bonus is one where employees are presented with bonus rewards for recommending
candidates to the company. On the other hand, retention bonuses, as the name
implies, are provided to those employees who need loyalty encouragement.

Various companies provide these bonuses specifically during the month of December
to their employees. Gift cards, gifts or even cash as salary bonus are certain ways to
reward these bonuses to employees. Generally, employees who have been retained in
the company for a long time or those who Bonuses are also offered to employees when

new hires are made, referrals are practised to foster enhanced employee
recruitment and refer successful candidates. Some employees also receive employee
bonuses that are delivered as annual, milestone or spot bonuses, respectively.have
accomplished specific company goals for the firm are rewarded with these bonuses.

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 commission:

Another form of compensation is commission-based pay. And it’s most common in

sales or performance-driven roles. This kind of pay usually represents a percentage of
total goals met and serves as an incentive for employees to perform well.
Commissions can also be based on profit margins.

Commission pay is ideal for businesses since it’s directly associated with revenue
and performance. It’s an incentive, forward-rewarding method that also tends to
drive improved sales
Profit share and commission structures are widely used in sales based roles, where
revenue generation is the key objective. However, it can also be used outside of
this traditional model as an effective tool for employee retention, where incentives
are aligned with key deliverable of the role
Similarly, payment methods can also affect retention. Councils will typically pay
providers in arrears but the length of this will vary. Councils may pay providers weekly
or monthly and will differ in exactly how they pay for care (payment might be on what
is commissioned, what is actually delivered or something similar). Councils will also
have specific terms concerning canceled home care visits or periods when the person
needing care may be in hospital. The systems and processes councils use will also
affect the accuracy and promptness of payment. Thinking about how payment
agreements affect the workforce is important when considering retention issues
The influence a council’s commissioning actions and decisions can have on how the
provider’s workforce is employed and deployed can be underestimated and
misunderstood. This is because the nature and level of impact may not always be
clear and can differ according to the type of service (typically, home care is more
impacted than care homes), the commissioning approach and local circumstance
This section is not advocating any specific commissioning actions or approach, but
it aims to highlight key connections between commissioning approaches and the
workforce, with examples used to illustrate the impact such approaches can have
on workforce retention.

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 4.5 3 R’s of employee

The organization need to focus on the 3 R’s of employee

retention: respect,recognize,and reward.

Respect:the cornerstone of trust:

As the foundation of every meaningful relationship,respect plays a pivotal role in the

workplace .A workplace environment that fosters respect encourages open
communication, promotes teamwork, and values individual contributions. When
employees feel respected, they are more invested in their roles and the company’s
mission.this mutual respected not only reducs turnover but also enhances the
overall workplace atmosphere,creating a more productive,and engaging
environment for all.

Respect is an essential aspect of any healthy relationship. It is a cornerstone that

underlies trust, communication, and intimacy. Respect is not just about treating others
the way you want to be treated; it is also about recognizing the inherent worth and
dignity of every person. In a world where many people are quick to judge, criticize,
and dismiss others, respect can be hard to come by. However, it is something we all
need and deserve in our relationships. In this section, we will explore what respect
means and why it is so important for healthy relationships.

Respect is the act of showing consideration, appreciation, and admiration for others.
It involves treating others with dignity, empathy, and kindness. Respect is not
something that can be demanded or forced; it must be earned through our actions
and behaviors. When we respect others, we create an atmosphere of mutual trust and
understanding that allows us to build deeper connections
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 Recognition:the power of appreciation :

Employee recognition goes far beyond the occasional perfunctory show of

appreciation.it is a powerful tool that empowers the people driving your business
forward.and that can have a truly transformative impact on workplace culture
and outputs .

Recognition well played, plays right into the hands of organizations gaming to
make strong engagement points with their employees. A great many people have
built lucrative businesses out of other organizations’ recognition programs by
furnishing watches and clocks, employee travel incentives and mementos of all sorts
From enhanced productivity to reduced turnover rates, investing in an intentional
recognition program brings multi-fold returns. Happier employees are more engaged.
That engagement encourages collaboration, better problem solving and more
innovation. And a team with a strong commitment to the company mission can excel
in their individual roles
The importance of employee recognition goes beyond compliments; it’s the heart
of appreciation crafted into workplace culture. Acknowledging and applauding
employees’ accomplishments or behaviors is an integral tool for organizations. Its
impact is profound, motivating, reinforcing, and cultivating a culture of excellence.
Appreciation is about who someone is, and recognition is about what someone has
done. The key difference is that appreciation is a way to show gratitude for a person's
value, whereas recognition is showing gratitude for their actions the power of
appreciation should not be underestimated. It is a force that can transform
relationships, workplaces, and even our overall well-being. The act of showing
genuine gratitude and recognition to others can create a ripple effect, fostering a more
positive and harmonious society

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 Reward:the motivational catalyst:

Rewards,both tangible and intangible,act as motivational catalysts.gone are the days

in which employees seek only good pay and benefits.the organizations are offering
rewards to keep and attract top talent .whether it’s a performance or opportunities
for career growth,rewards signal to employees that their efforts are valued and
appreciated.

Rewards and recolonization are an important part of employee motivation. They are
formal and effective ways of recognizing and promoting individuals and the team as a
whole. Although rewards and recognition help to build a strong and motivating team,
they can also demoralize the team, in absence of established method or criteria for
handing them out. For example, if you have consistent outstanding performers on the
team, you could kill morale by consistently rewarding the same set of people
repeatedly. The solution to this problem is go for team awards. This is a win-win
because all team members are recognized for their contributions and you can
appropriately link the reward to the performance. Team members should be
rewarded for going above and beyond the call of duty. Perhaps they have gone out of
the way by significant amount of overtime to meet a project goal. This should be
rewarded and formally recognized by the top management as nothing is better than
recognizing and respecting.Whether it's a performance bonus, a gift card, or
opportunities for career growth, rewards signal to employees that their efforts are
valued and appreciated.
Incorporating rewards into your employee retention programs can significantly boost
job satisfaction and morale Salaries and perks are the two biggest drivers of retention.
But money might not be the core issue: Even if it's not intentional, compensation also
reflects how much your organization values your employees, affecting their pride and
motivation. Rewarding employees for their performance encourages them to strive for
better results. This motivates employees to achieve more, increasing engagement and
productivity. This creates a positive impact on employee performance. Employee
rewards are benefits or bonuses that are given to employees who go above and
beyond what's expected of them or who meet specific performance targets. Reward
programs can be put in place to reward employees who reach specific performance or
quality targets . Benefits are a form of non-cash compensation, which your employer
usually states in your contract. Benefits aren't linked to employee performance, unlike
Rewards. Rewards are a motivational tool used to get the best from your employees.

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 Organization environment includes:

 Culture
 Values
 Company reputation
 Quality of people in the organization
 Employee development and career growth
 Risk taking
 Leading technology

 Employee turnover:

Employee engagement reduces turnover because engaged employees are less likely
to leave their jobs. This helps organizations avoid the high costs associated with
turnover that result from the recruitment and on boarding of new employees, loss of
productivity, and effects of disengagement on performance.Turnover can be
voluntary or involuntary. In the case of involuntary turnover, employees are
terminated for a number of reasons, such as poor job performance, behavioral issues,
or violating policies. Layoffs are also considered involuntary turnover.

Voluntary turnover is when an employee’s resignation is based on their, rather than

their employer’s, decision. The resignation could be for a wide range of reasons, such
as accepting a position with another organization, relocating, changing careers, or
leaving the workforce entirely Turnover can be voluntary or involuntary. In the case of
involuntary turnover, employees are terminated for a number of reasons, such as poor
job performance, behavioral issues, or violating policies. Layoffs are also considered
involuntary turnover.It is inevitable that every organization will experience some
amount of employee turnover, no matter how great the organization’s culture is or
how competitive the compensation is. This is a completely normal part of business.

However, turnover can become a big problem for an organization when it becomes
the norm or when organizations start to lose high performers and employees who
have a longer tenure with the organization.
When this becomes the case, organizations need to take steps to determine why this is
happening. If a large number of employees are leaving their jobs for the same reason,
it could indicate issues with management or organizational culture.
Voluntary turnover is when an employee’s resignation is based on their, rather than
their employer’s, decision. The resignation could be for a wide range of reasons, such
as accepting a position with another organization, relocating, changing careers, or
leaving the workforce entirely.

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 Work environment:

Improving an organization’s work environment as part of a retention strategy might

mean creating more quiet spaces where employees can focus, opening up office space
to encourage collaboration, or offering flexible work hours and work-from-home
options.A work environment should encourage employees to put in their best work
and be a place where they can concentrate, collaborate, and feel welcomed. This should
be true of both the physical environment for in-office employees and the digital
environment (including collaboration platforms and hardware) for remote or hybrid
employees.A work environment is the setting, social aspects, and physical conditions in
which an individual performs their job.

It has the potential to significantly impact employee morale, workplace relationships,

performance, job satisfaction, and employee health. Understanding what a working
environment is and what a healthy one looks like can assist you in finding an
employer who promotes a positive working environment. In this article, we will
answer the question, ‘What is a work environment?’, investigate the elements of a
working environment, discuss the various types, and explain why a positive
environment is important.A positive work environment brightens the mood, improves
concentration, and provides a good working approach for both employees and
employers.

The physical layout of the workplace, the equipment and tools used, the level of noise
and lighting, listening music in the workplace, the temperature and ventilation, and the
level of safety and security are all factors.Aside from these physical factors, tworkplace
environment also includes social and cultural aspects such as organizational culture,
workplace communication style, relationships between colleagues and supervisors,
and the level of support and recognition provided to employees.positive work
environment promotes productivity, creativity, and employee satisfaction. It is
identified by clear communication, effective teamwork, diversity, respect, and a
commitment to employee well-being. On the other hand, a bad workplace environment
can cause occupational stress, burnout, and low morale, which can impact individual
and organizational performance.

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 Empowering the employee:

Employee empowerment is giving employees the authority to make decisions about

their jobs. That can mean giving employees the authority to decide values, priorities,
goals, plans, schedules, methods, hiring, training, etc. In the extreme, it can even
mean giving employees the authority to decide their jobs and compensation.
Employee empowerment is also a piece of effective people operations, and it’s a piece
that can be overused. For example, too much “empowerment” can sometimes mean
too little direction, leading to role ambiguity. “Role ambiguity” is one of the qualities
that tend to decrease employee satisfaction and limit worker effectiveness. Research
indicates that a balance between empowerment and direction is best, and that balance
varies based on industry, culture, and the (Knowledge, Skills, Abilities and Other
characteristics) of the involved workers.
Research indicates that a balance between empowerment and direction is best,
and that balance varies based on industry, culture, of the involved workers.
A balanced approach to empowerment often ends up looking a lot like an attempt to
apply the highly important expectancy theory of motivation. “Expectancy theory”
identifies three steps that result in higher worker output.An employee needs to
believe that his effort will result in improved performance.
The employee needs to believe that his performance will actually affect the
intended outcome.
The employee needs to believe that the outcome will produce a desirable reward. An
employee that believes all three feels confident in his ability to gain the desired reward.

 Greater motivation
 Higher productivity
 Enriched company culture
 More creativity in problem solving
 Confident decision making
 Reduced employee attrition
 More trust in leadership
 Improved customer experience
 A better brand experience for customers
 Better business outcomes

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 Retention strategy:

A retention strategy is a plan organizations create and use to reduce employee

turnover, prevent attrition, increase retention, and foster employee engagement.
While some turnover is inevitable, building a retention strategy to prevent as much
voluntary turnover as possible can save an organization time and money. After all, it’s
much easier and much less expensive to train and develop your current employees
than it is to continually hire new people.A retention strategy is a plan organizations
create and use to reduce employee turnover, prevent attrition, increase retention, and
foster employee engagement.
While some turnover is inevitable, building a retention strategy to prevent as much
voluntary turnover as possible can save an organization time and money. After all, it’s
much easier and much less expensive to train and develop your current employees
than it is to continually hire new people . Employee retention refers to your
organization’s ability to prevent voluntary and involuntary employee turnover, and an
employee retention strategy is a plan businesses develop and implement to reduce
employee turnover rates. The employee retention program generally includes company
policies and programs that help organizations attract and retain qualified employees.
Although some turnover is inevitable and acceptable rates vary between businesses
and industries, an employee retention strategy can help optimize retention and reduce
expenses related to hiring and training.Employee retention refers to your
organization’s ability to prevent voluntary and involuntary employee turnover, and an
employee retention strategy is a plan businesses develop and implement to reduce
employee turnover rates. The employee retention program generally includes
company policies and programs that help organizations attract and retain qualified
employees.

Although some turnover is inevitable and acceptable rates vary between businesses
and industries, an employee retention strategy can help optimize retention and reduce
expenses related to hiring and training.Choosing the right candidate for the position is
a key part of employee retention. If an employee isn’t a good fit for their role, they’re
more likely to leave your organization regardless of the other retention strategies you
use. Focus on the hiring process by creating a job description that clearly describes the
expected qualifications, skills and experience for the position as well as your
workplace’s environment and culture.Employee retention is a phenomenon where
employees choose to stay on with their current company and don’t actively seek other
job prospects. The opposite of retention is turnover, where employees leave the
company for a variety of reasons.Retention is defined as the process by which a
company ensures that its employees don’t quit their jobs. Every company and industry
has a varying retention rate, which indicates the percentage of employees who
remained with the organization during a fixed period.

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 Investing in employees’ professional development.
 Establishing clear-cut expectations and policies.
 Offering benefits package.
 Creating a culture of open communication.
 Not overburdening employees.
 Providing employees with meaningful work.

Employee retention is the organizational goal of keeping productive and talented

workers and reducing turnover by fostering a positive work atmosphere to promote
engagement. This includes showing appreciation to employees, providing competitive
pay and benefits, and encouraging a healthy work-life balance.Employers
arparticularly interested in retaining employees during periods of low unemployment
and heightened competition for talent. To retain employees, organizations use human
resoutechnology for recruiting, onboarding, engaging and recognizing workers, as well
as offer more work flexibility and modern benefits like physical and financial wellness
programs.
Employee retention is not a question but rather it’s the most important things for any
concern if it serious in long term business . what’a business without people and how is
it going to work if the require people aren’t there. The only and most important
resource for any company is it people.some people might have this misconception that
this resource is less important than the other resource like money, material and
machinery.but we have all learned from all successful companies around the world
that their success was and is due the most important employee engagement. Other
than the obvious cost savings, an employee retention strategy is important for your
company’s culture and morale. Lower turnover is good for team building—the more
time your employees spend working together, the better they function as a unit. That
can boost morale and productivity at the same time.Better employee retention is also
good for revenue. A constant revolving door of staff members means a constant
learning curve, which could annoy some customers. You want a friendly,
knowledgeable staff who can help customers get what they need, and maybe a little
extra something. If you’re always having to hire new people, you’ll never get that
benefit of the seasoned employee who impresses customers and makes them want to
come back. Finally, you’ll want a great employee retention strategy because it’s good
for employee engagement. Engaged employees are happier and more productive. They
stay on staff longer. And they’re your highest performers. But your team members
won’t have the chance to become engaged if they’re constantly leaving for another job.
Taking the time to boost your retention efforts will pay off for your business in
multiple ways.

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 Focus on the hiring process:

Choosing the right candidate for the position is a key part of employee retention. If
an employee isn’t a good fit for their role, they’re more likely to leave your
organization regardless of the other retention strategies you use. Focus on the hiring
process by creating a job description that clearly describes the expected
qualifications, skills and experience for the position as well as your workplace’s
environment and culture. By creating a clear

 Offer a competitive salary and benefits:

Employees often leave when they don’t feel they’re appropriately compensated. Use
Indeed Salary to understand the average salary for the position, and make sure you’re
within that range.Benefits and perks can also help make a compensation package more
competitive. Many modern employee benefits relate to enhanced work-life balance
and personal wellness, which in turn can help employees feel more motivated to work
and loyal to your organization.

 Train effective leaders:

Employees spend much of their time at work interacting with management. If they
have a bad experience or don’t feel like they’re receiving clear, supportive or effective
guidance, they’re more likely to leave the company. Focus on training management
with an emphasis on skills in leadership, communication and teamwork

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 CHAPTER 5

DATA INTERPRETATION

 How do you come to know about opening in vernacular medium?

factors No.respondents percentage

friends 20 40
Newspaper 10 20
internet 18 36
others 2 4

Interpretation:

The above chart shows that 40% of the respondents were influence by
Friends, 20% of the respondents were come to know by newspaper,36% of
the
respondents come to know from internet,4% of the respondents were come to
know about the opening of vernacular medium:

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 Do you want refer more friends to vernacular medium?

Factors No. Of Respondents Percentage

Yes 40 80

No 10 20

Interpretation:

The above chart shows that 80% of respondents were like to refer their friends
to vernacular medium and 20% of the respondents are not interested to
rereferring friends to vernacular medium

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 What should be best employee engagement according to your performance?

Factors No.of respondents percentage

Internal engagement 18 36

External engagement 20 40

Both 12 24

Interpretation:

The above chart shows that36% of the respondents were influenced by internal
engagement,40% of respondents were influence by the external engagement
performance and 24% of respondents were influenced by both sources of performance .

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 How do you feel about interview panel?

Factors No.of respondents percentage

excellent 20 40

Good 15 30

Satisfactory 10 20

Poor 5 10

Interpretation:

Out of the sample size 40% of the respondents felt

excellent,30%felt Good about the interview panel,20%satisfied
with it, and 10%felt Interview panel.

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 The incentive offered by the company is satis factory?

Factors No.of respondents percentage

Strongly agree 31 62

Agree 7 14

agree 8 16

disagree 4 8

Interpretation.
Out of the sample size 62% of the employees strongly agree with the above given
statement,14% of the employees just agreed with it,16% of them are disagree with
it and 8% of them are strongly disagree with the same.

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 Recruiter should be knowledgeable and experience?

Factors No.of respondents percentage

Strongly agree 24 48

Strongly disagree 16 32

Agree 6 12

Disagree 4 8

Interpretation:

Out of the sample size48% of the employees strongly agree to above statement,
32% of employees agree to it, 12% of employee disagree to the same and only 8% of
the employees strongly disagree to it.

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 Did you know fully about the company policy before joining in the company?

Factor No. Of respondents percentage

Yes 45 90

No 5 10

Interpretation:
The above the chart shows that 90% of respondents were influence by yes,and
10% respondents are not joining in the company.

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 Is the organization doing timeline employee engagement and retention process?

Factors No.of respondents percentage

Yes 45 90

No 5 10

Interpretation :

The above the chart shows that 90% of respondents were like to timeline employee
engagement process, and 10% not respondents employee engagement and
retention process.

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 Are you satisfied with promotion policy in the company?

Factors No.of respondents percentage

Yes 40 80

No 10 20

Interpretation:

The above the chart shows that 80% of employee respondents are promotion
policy, and 20% not respondents the promotion policy.

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 Do you receive the training before starting your job?

Factors No.of respondents percentage

Yes 35 70

No 15 30

Interpretation:

The above the chart show that 70% of employee respondents were receive
the training, and 30% of respondents are not receive the training.

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 Does the manager motivate you?

Factors No.of respondents percentage

Strongly agree 45 90

Strongly disagree 15 30

Agree 8 16

Disagree 5 10

Interpretation:

The above chart shows that 90% of respondents were influence by strongly agree,
30% of respondents were influence by strongly disagree and 16% of respondents
were influence by agree, 10% of respondents were influence by disagree to motivate
your manager.

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 Do you get all the facilities from the company?

Factors No.of respondents percentage

Yes 40 80

No 10 20

Interpretation:

The above chart shows that 80% of respondents the employee yes all facilities
from the company and 20% of respondents are not get the facilities the company.

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 Is the employee engagement regularly carried at vm ?

Factors No.respondents percentage

Yes 35 70

No 15 30

Interpretation:

The above the chart shows that 70% of respondents employee engagement carried at
v.m and 30% of respondents not carried at v.m.

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 Do you get the feedback necessary to complete your job?

Factors No. Of respondents percentage

Yes 35 70

No 15 30

Interpretation:

The above the chart shows that 70% of respondents are yes feedback
necessary complete your job and 30% of respondents are not by the feedback.

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 Extent of satisfaction regarding you designation and work load?

Factors No. Of respondents percentage

Highly satisfied 24 48

Satisfied 16 32

Dissatisfied 8 16

Neutral 2 4

Interpretation:

The above the chart shows that 48% of the respondents were influence by highly
satisfied, 32% of respondents were influence by the satisfied,and 16% of respondents
influence by dissatisfied,4% of respondents were influence by neutral designation
work load

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 Would you like to work at this company again if given a chance?

Factors No. Of respondents percentage

Yes 40 80

No 10 20

Interpretation:

The above chart shows that 80% of respondents were work in the company given
a chance, 20% of the respondents not interested work again in the company.

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 5.2 QUESTIONNAIRE

Q.1 how do you to know about opening in vernacular

medium A.friends
B.newspape
r C.internet
D.others

Q.2 do you want refer more friends to vernacular medium

A. yes
B. no

Q.3 what should be best employee engagement according to your performance:

A. Internal engagement
B. External engagement
C. both

Q.4 how do you feel about interview

panel: A.excellent
B. good
C. satisfactory
D. Poor

Q.5 the incentive offered by the company is satisfactory:

A. Strongly agree
B. agree
C. disagree
D. Strongly disagree

Q.6 recruiter should be knowledgeable and experience

A. Strongly agree
B. Strongly disagree
C. agree
D. disagree

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Q.7 did you know fully about the company policy before joining in the company

A. yes
B. no

Q.8 Is the organization doing timeline employee engagement and retention

process A.yes
B. no

Q.9 Are you satisfied with promotion

policy A.yes
B. no

Q.10 Do you receive the training before starting your

job A.yes
B.no

Q.11 Does the manager motivate

you A.strongly agree
B. Strongly disagree
C. agree
D. disagree

Q.12 Do you all the facilities from the company

A. yes
B. no

Q.13 is the employee engagement regulary carried at vm?

A. yes
B. no

Q.14 Do you get the feedback necessary to complete your job?

A.ye
s
B.no

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 Q.15 extent of satisfaction regarding you designation and work load?

A. Highly satisfied
B. Satisfied
C. Dissatisfied
D. neutral

Q.16 would you like to work at this company again if given a chance?

A. yes
B. no

Q.17 Do you feel that you are utilizing your full potential here?

A. yes
B. no

Q.18. Do you understand your duties and responsiblities?

A. yes
B. no

Q.19. Do you feel that your contributions to the company are recognized and valued?

A. yes
B. no

Q.20. Do you have a good relationship with your boss?

A. yes
B. no

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 CHAPTER 6

SUMMARY & RECOMMENDATION:

 FINDING:

 According to employees there is a good employee engagement and

retention process is the organization .
 Through the observation it is found that the company hiring process is good
 Many employees come to know about the opening of vernacular medium
through internet.
 According to the survey,it is observed that the companies are utilizing the
job description in order to make screening process more efficient.

 SUGGESTION:

 Employee should be provided with proper training which are linked with
their Carrier development.

 employee should be appreciated for good work.

 more emphasis should be given on internet and advertisement so that more

and more candidate apply for the job and it will be easy to find the right
employee among them.

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 CONCLUSION

Employee engagement and retention is an important concept that has been

receiving considerable attention from practicing hr manager .in it comprise
important elements such as need or content, search and choice strategies, goal
directed behaviour,social compensation and reward .employee engagement
emphasizes the importance of employee communication on the success of a business.
An organization should thus recognize employees, more than others variable, as
powerful contributors to a company competitive position. Therefore employee
engagement should be a continuous process of learning, improvement, measurement
and action.Engaged employees are passionate, motivated, and aligned with the
organization's goals. This
level of engagement directly influences retention because when employees are engaged,
they feel a sense of fulfillment and purpose in their roles, making them more likely to
stay with the organization. An employee engagement strategy works in tandem with
employee retention plans, to improve engagement. Employee retention refers to the
ability of a company to keep existing employees by using employee engagement as a
retention tool Employers can encourage employee engagement in many ways,
including communicating expectations clearly, offering rewards and promotions for
excellent work, keeping employees informed about the company's performance, and
providing regular feedback. Other strategies include making efforts to make employees
feel valued and respected, and feeling that their ideas are being heard and understood.
Engaged employees believe that their work is meaningful, believe that they are
appreciated and backed by their supervisors and that they have been entrusted with
the success of their company.Employee engagement can be critical to a company's
success, given its clear links to job satisfaction and employee morale. Communication
is a critical part of creating and maintaining employee engagement. Engaged
employees are more likely to be productive and higher performing. They also often
display a greater commitment to a company's values and goals.

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 Bibliography

Books preferred:

 Human Resource Management.....................Fisher Shaw

 Human Resource Management............V.S.P Rao

 Human Resource Management............Subba Rao

Website preferred:

1. www.google.com
2.www.vernaculamedium.co
m 3.Wikipedia

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