A STUDY ON EMPLOYER EMPLOYEE RETENTION IN BIG BAZAATR, CHENNAI.

Submitted in partial fulfillment of the requirement for the award Of the degree of Master of Business Administration by R.ABINAYA (Reg No: 2K10MBA02) Under the guidance of Ms.S.PadmaPraba MBA. M.PHIL

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DEPARTMENT OF MANAGEMENT STUDIES FATIMA COLLEGE (AUTONOMOUS) (COLLEGE WITH POTENTIAL FOR EXCELLENCE) RE-ACCREDITTED WITH ‘A’ GRADE BY NAAC MARY LAND MADURAI-625018

BONAFIDE CERTIFICATE

This is to certify that the project work entitled “A Study on employee retention in BIG BAZAAR, Chennai”, is a bonafide record of work done by R.ABINAYA (Reg. No. 2K10MBA02) submitted in partial fulfillment of the requirement for the Degree of Master of Business Administration, 2010-2012.

Signature of the Faculty Guide (Ms.S.PadmaPraba, B.com,MBA., )

Signature of the Head (Dr. Mrs. P. Uma, B.E., MBA,)

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FATIMA COLLEGE (AUTONOMOUS) DEPARTMENT OF MANAGEMENT STUDIES MARY LAND MADURAI-625018.

R.ABINAYA (Reg No: 2K10MBA02) DECLARATION

I hereby declare that the project done under the title “A Study on employees retention in Big Bazaar, vadapalani, chennai” submitted for the award of the degree of Master of Business Administration is my original work and that no part of this report has been submitted fully or partly for any other recognition earlier.

Signature of Candidate

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I wish to express my gratitude to all the staff members in the Department of Management Studies for their encouragement for completing this project. . It is a great pleasure to acknowledge my sincere thanks to Dr.People officer of Big Bazaar vadapalani. respondents. Celine Sahaya Mary. Principal.Padmapraba.Somu. and Madurai for her motivation to carry out the course of study. I convey my heartfelt thanks to beloved head of the department Dr. Jospin Nirmala Mary. friends and parents who helped us in completing the project successfully 4 . Madurai for her valuable support and guidance. Fatima College. Finally I thank my teachers. P. Sr. I thank and praise almighty for his guidance and protection throughout the course of our study.ACKNOWLEDGEMENT First and foremost.. Uma for her constant support. Dept of Management Studies for her encouragement and assistance for completing this project.N. I am greatly indebted to my guide Mr. S. Fatima College. I wish to express my gratitude to the faculty guide Ms. Chennai for his patient approach and for providing all the necessary assistance needed for the project. It is a great pleasure to acknowledge my sincere thanks to Sr. Vice Principal. co-operation and timely direction.

14. 4. 7. 9. 3. 2. 6. 13. 11.CONTENT S. 10. 8. 5.NO PARTICULARS Introduction Company profile Industry profile Objective of the study Scope of the study Limitation of the study Review of Literature Research Methodology Data Analysis and Interpretation Findings Suggestions Conclusion Bibliography Annexure PAGE NO 1. LIST OF TABLES 5 . . 12.

S.No 1 TABLES The number of respondents based on the gender Based on the age of the respondents The number of respondents based on the experience The number of respondents depending on the income salary and compensation Table showing Leave benefits Table shows about the health related benefits Table showing the Long term care insurance Table showing data about the tuition reimbursement Table showing the respondents of Deferred compensation Table to represent data about the Employee Assistant Program Table shows about the alternative work schedule Table showing the respondents of the mentoring Table showing the help with career planning Table showing the respondents rewards and recognition Table showing the respondents job rotation and new assignments Table shows about the employee suggestion program Table shows about the training opportunities Table showing the respondents about the performance appraisal Table showing about the Employees in my organization are treated with fairness and respect. Table shows about the Supervisors spend a good deal of time listening to employees ideas Table showing the respondents job is secured Table shows about the Employees doing their job independently Table showing about the Satisfaction about the fringe benefits Table showing the respondents Employees satisfied with their relationship with colleagues Table showing the respondents The superior is helpful to getting their job done Table showing about the opportunity for promotion is good Table showing the respondents the opportunity for promotion is good PAGE NO 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 6 .

Chart showing the respondents age group of respondents Chart showing the years experience of the respondents.LIST OF CHARTS S.No 1 CHARTS Chart showing the number of respondents based on the gender. Chart showing the income level of the employees Chart showing the salary and compensation Chart showing Leave benefits Chart shows about the health related benefits Chart showing the Long term care insurance Chart showing data about the tuition reimbursement Chart showing the respondents of Deferred compensation 7 PAGE NO 2 3 4 5 6 7 8 9 10 .

Chart shows about the Supervisors spend a good deal of time listening to employees ideas Chart showing the respondents job is secured Chart shows about the Employees doing their job independently Chart showing about the Satisfaction about the fringe benefits Chart showing the respondents Employees satisfied with their relationship with colleagues Chart showing the respondents The superior is helpful to getting their job done Chart showing about the opportunity for promotion is good Chart showing the respondents the opportunity for promotion is good 8 .11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 Chart to represent data about the Employee Assistant Program Chart shows about the alternative work schedule Chart showing the respondents of the mentoring Chart showing the help with career planning Chart showing the respondents rewards and recognition Chart showing the respondents job rotation and new assignments Chart shows about the employee suggestion program Chart shows about the training opportunities Chart showing the respondents about the performance appraisal Chart showing about the Employees in my organization are treated with fairness and respect.

9 . boutique or kiosk. or by mall. Shops may be on residential streets. In commerce. Manufacturing marketers see the process of retailing as a necessary part of their overall distribution strategy.1 INTRODUCTION TO THE STUDY Retail consists of the sale of physical goods or merchandise from a fixed location. Retail establishments are often called shops or stores. Purchasers may be individuals or businesses. Shopping streets may be for pedestrians only. The term "retailer" is also applied where a service provider services the needs of a large number of individuals. in small or individual lots for direct consumption by the purchaser. such as delivery. either directly or through a wholesaler. such as a department store. like electric power. Retailers are at the end of the supply chain.[1] Retailing may include subordinated services.1. and then sells smaller quantities to the end-user. a "retailer" buys goods or products in large quantities from manufacturers or importers. shopping streets with few or no houses or in a shopping mall. Sometimes a shopping street has a partial or full roof to protect customers from precipitation. such as a public utility.

sometimes it is done as a recreational activity. not buying) and browsing and does not always result in a purchase. the word retail in both Dutch and German (detailhandel and Einzelhandel. but this market is increasingly being taken over by large retail chains. electronics. 10 . which means "to cut off. Retail is usually classified by type of products as follows:   Food products Hard goods ("hard-line retailers") . and countless such markets are still in operation around the whole world. The traditional market square is a city square where traders set up stalls and buyers browse the merchandise.appliances. paring").[2] Like the French. the retail business is still dominated by small familyrun stores. TYPES OF RETAIL OUTLETS A marketplace is a location where goods and services are exchanged. This kind of market is very old. are forms of non-shop retailing. divide" in terms of tailoring (1365). respectively) also refers to the sale of small quantities of items. Recreational shopping often involves window shopping (just looking. pare. a type of electronic commerce used for business (B2C) transactions and mail order. furniture. sporting goods. shred. Shopping generally refers to the act of buying products. "piece cut off. clip. etc. ETYMOLOGY Retail comes from the Old French word tailer (compare modern French retailler).Online retailing. In some parts of the world. Sometimes this is done to obtain necessities such as food and clothing. It was first recorded as a noun with the meaning of a "sale in small quantities" in 1433 (from the Middle French retail. scrap.

Soft goods - clothing, apparel, and other fabrics.

There are the following types of retailers by marketing strategy:

Department stores - very large stores offering a huge assortment of "soft"

and "hard goods; often bear a resemblance to a collection of specialty stores. A retailer of such store carries variety of categories and has broad assortment at average price. They offer considerable customer service.

Discount stores - tend to offer a wide array of products and services, but

they compete mainly on price offers extensive assortment of merchandise at affordable and cut-rate prices. Normally retailers sell less fashion-oriented brands.

Warehouse stores - warehouses that offer low-cost, often high-quantity

goods piled on pallets or steel shelves; warehouse clubs charge a membership fee;

Variety stores - these offer extremely low-cost goods, with limited Demographic - retailers that aim at one particular segment (e.g., high-end Mom-And-Pop: is a retail outlet that is owned and operated by individuals.

selection;

retailers focusing on wealthy individuals).

The range of products are very selective and few in numbers. These stores are seen in local community often are family-run businesses. The square feet area of the store depends on the store holder.

Specialty stores: A typical specialty store gives attention to a particular

category and provides high level of service to the customers. A pet store that specializes in selling dog food would be regarded as a specialty store. However, branded stores also come under this format. For example if a customer visits a Reebok or Gap store then they find just Reebok and Gap products in the respective stores.
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General store - a rural store that supplies the main needs for the local Convenience stores: is essentially found in residential areas. They provide

community;

limited amount of merchandise at more than average prices with a speedy checkout. This store is ideal for emergency and immediate purchases.

Hypermarkets: provides variety and huge volumes of exclusive

merchandise at low margins. The operating cost is comparatively less than other retail formats.

Supermarkets: is a self service store consisting mainly of grocery and

limited products on non food items. They may adopt a Hi-Lo or an EDLP strategy for pricing. The supermarkets can be anywhere between 20,000 and 40,000 square feet (3,700 m2). Example: SPAR supermarket.

Malls: has a range of retail shops at a single outlet. They endow with Category killers or Category Specialist: By supplying wide assortment in a

products, food and entertainment under a roof.

single category for lower prices a retailer can "kill" that category for other retailers. For few categories, such as electronics, the products are displayed at the centre of the store and sales person will be available to address customer queries and give suggestions when required. Other retail format stores are forced to reduce the prices if a category specialist retail store is present in the vicinity.

E-tailers: The customer can shop and order through internet and the

merchandise are dropped at the customer's doorstep. Here the retailers use drop shipping technique. They accept the payment for the product but the customer receives the product directly from the manufacturer or a wholesaler. This format is ideal for customers who do not want to travel to retail stores and are interested in home shopping. However it is important for the customer to be

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wary about defective products and non secure credit card transaction. Example: Amazon, Pennyful and Ebay.

Vending Machines: This is an automated piece of equipment wherein

customers can drop in the money in machine and acquire the products. Some stores take a no frills approach, while others are "mid-range" or "high end", depending on what income level they target. Other types of retail store include:

Automated Retail stores are self service, robotic kiosks located in airports,

malls and grocery stores. The stores accept credit cards and are usually open 24/7. Examples include ZoomShops andRedbox.

Big-box stores encompass larger department, discount, general Convenience store - a small store often with extended hours, stocking General store - a store which sells most goods needed, typically in a rural

merchandise, and warehouse stores.

everyday or roadside items;

area; Retailers can opt for a format as each provides different retail mix to its customers based on their customer demographics, lifestyle and purchase behaviour. A good format will lend a hand to display products well and entice the target customers to spawn sales. RETAIL PRICING The pricing technique used by most retailers is cost-plus pricing. This involves adding a mark-up amount (or percentage) to the retailer's cost. Another common technique is suggested retail pricing. This simply involves charging the amount

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For example. retail prices are often called psychological prices or odd prices. including telemarketing and television shopping channels. newspaper. It was common before the 1900s in the United States and is more common in certain countries like India. In Western countries. Often prices are fixed and displayed on signs or labels. where the salesperson sometimes travels with the goods for sale. are also used to generate telephone orders. when prices are not clearly displayed. jewelry) and controlled items like medicine and liquor.. Started gaining significant market share in developed countries in the 2000s. Direct marketing. TRANSFER MECHANISM There are several ways in which consumers can receive goods from a retailer:  Counter service.  Door-to-door sales. television advertisement or a local restaurant menu. Mail order from a printed catalog was invented in 1744 and was common in the late 19th and early 20th centuries. either from a catalog. there can be price discrimination. where goods are out of reach of buyers and must be obtained from the seller. This type of retail is common for small expensive items (e.[which?]  Delivery. Alternatively. Another example would be the practice of discounting for youths.g. where goods are shipped directly to consumer's homes or workplaces. Ordering by telephone is now common. for immediate service (especially for pizza delivery). or senior citizens.suggested by the manufacturer and usually printed on the product by the manufacturer. a customer may have to pay more if the seller determines that he or she is willing and/or able to. where the sale price is dependent upon who the customer is. students. 14 .

common stock) purchased.g. • Absence of developed supply chain and integrated IT management. in terms of both absolute amount of financing provided and percentage share of voting stock (e. the person gives the shop owner a percentage of the sale price. Self-service. especially those designed to penalize or keep out "big box" retailers (see "Regulatory" above). a prospective retail establishment must overcome the following hurdles: • Regulatory barriers including ♦ Restrictions on real estate purchases. In give-away shops goods can be taken for free. CHALLENGES To achieve and maintain a foothold in an existing market. Another form is the pawnshop. There are also "consignment" shops. • Unfavorable taxation structures. especially as imposed by local governments and against "big-box" chain retailers. In the case of a non-profit shop.. • High competitiveness among existing market participants and resulting low profit margins. caused in part by 15 . in which goods are sold that was used as collateral for loans. where goods may be handled and examined prior to purchase SECOND HAND RETAIL Some shops sell second-hand goods. which are where a person can place an item in a store and if it sells. the public donates goods to the shop to be sold. The advantage of selling an item this way is that the established shop gives the item exposure to more potential buyers. ♦ Restrictions on foreign investment in retailers.

A destination store is one that customers will initiate a trip specifically to visit. SALES TECHNIQUES Behind the scenes at retail. Corporations and independent store owners alike are always trying to get the edge on their competitors. generating foot traffic. even when it is not. The nation's largest retailers spend millions every year on in-store marketing programs that correspond to seasonal and promotional changes." It is important for a sales associate to greet the customer and make himself available to help the 16 . which is capitalized upon by smaller retailers. As products change. One way to do this is to hire a merchandising solutions company to design custom store displays that will attract more customers in a certain demographic. and • Lack of properly educated and/or trained work force. so will a retail landscape.Constant advances in product design resulting in constant threat of product obsolescence and price declines for existing inventory. caused in part by • Lack of educational infrastructure enabling prospective market entrants to respond to the above challenges. often including management. CUSTOMER SERVICE Customer service is the "sum of acts and elements that allow consumers to receive what they need or desire from your retail establishment. Retailers can also use facing techniques to create the look of a perfectly stocked store. These stores are often used to "anchor" a shopping mall or plaza. sometimes over a large area. there is another factor at work.

USD have been announced. USD in 2004. 17 .000 in the advanced one. [5] The largest transactions with involvement of retailers in/from the United States have been: the acquisition of Albertson's Inc. USD in 2005[7] . Between 1988 and 2010. undivided attention and helping him find what he is looking for will contribute to the customer's satisfaction. Retail firms provide data on the dollar value of their retail sales and inventories. for 17 bil. It has been published by the US Census Bureau since 1951.9 bil.[6] the merger between Federated Department Stores Inc with May Department Stores valued at 16. important. A sample of 12.now Macy's. Giving the customer full.000 firms is included in the final survey and 5.5 bil. an important indicator of the US GDP.customer find whatever he needs. worldwide 40'788 mergers & acquisitions with a total known value of 2'255 bil. When a customer enters the store. and make sure he leave the store satisfied. USD in 2006. STATISTICS FOR NATIONAL RETAIL SALES United States The Retail Sales report is published every month. and the merger between Kmart Holding Corp and Sears Roebuck & Co with a value of 10. It is a measure of consumer spending. it is important that the sales associate does everything in his power to make the customer feel welcomed. CONSOLIDATION Among retailers and retails chains a lot of consolidation has appeared over the last couple of decades. The advanced estimated data is based on a subsample from the US CB complete retail & food services sample.

[when?] there are 210 stores across 80 cities and towns in India. Currently.COMPANY PROFILE C Big Bazaar is a chain of hypermarket in India. Big Bazaar is designed as an agglomeration of bazaars or Indian markets with clusters offering a wide range of 18 .

Within a span of ten years. HISTORY Big Bazaar was launched in September.000 SKUs in a wide range of categories led primarily by fashion and food products. food products. accessory and general merchandise. fast food and leisure and entertainment sections. the Group CEO and Managing Director of Pantaloon Retail. Electronic Bazaar and Furniture Bazaar. cosmetics. Big Bazaar is part of Future Group. and is owned through a wholly owned subsidiary of Pantaloon Retail IndiaLimited(BSE: 523574 523574). Though Big Bazaar was launched purely as a fashion format including apparel. books. electronics. The current format includes Big Bazaar. 19 . over the years Big Bazaar has included a wide range of products and service offerings under their retail chain. These stores offer over 200. general merchandise. 2001 with the opening of its first four stores in Calcutta. Big Bazaar was started by Kishore Biyani. there are now 150 Big Bazaar stores in 80 cities and towns across India. Indore. furniture. Bangalore and Hyderabad in 22 days. which also owns the Central Hypermarket.merchandise including fashion and apparels. that is listed on Indian stock exchanges. OPERATIONS Most Big Bazaar stores are multi-level and are located in stand-alone buildings in city centers as well as within shopping malls. Food Bazaar.

a supermarket format was incorporated within Big Bazaar in 2002 and is now present within every Big Bazaar as well as in independent locations. It was mainly to draw customers to the stores on Wednesdays.000 square feet (4. the aim of the concept is "to give home makers the power to save the most and even the stores in the city don a fresh look to make customers feel that it is their day". According to the chain. It has attractive offers in all its value formats such as Big Bazaar. MAHA BACHAT Maha Bachat was started off in 2006 as a single day campaign with attractive promotional offers across all Big Bazaar stores.000 square feet (7. Over the years it has grown into a 6 days biannual campaign.000 square feet (15. TIME LINE 20 . and offers free shipping on some of their products. Food Bazaar. Electronic Bazaar and Furniture Bazaar . While the larger metropolises have Big Bazaar Family centres measuring between 75. INNOVATION WEDNESDAY BAZAAR Big Bazaar introduced the Wednesday Bazaar concept and promoted it as “Hafte Ka Sabse Sasta Din”.800 m2). when least number of customers are observed.catering to the entire needs of a consumer.000 m2).600 m2) of retail space. Big Bazaar Express stores in smaller towns measure around 30.000 m2) and 160.Food Bazaar. Big Bazaar has the facility to purchase products online through its official web page.000 square feet (2. A typical Big Bazaar is spread across around 50.

37. the store at Lower Parel becomes the first to touch Rs 10 million turnover on a single day 2005 Initiates the implementation of SAP and pilots a RFID project at its central warehouse in Tarapur. 2008 Big Bazaar becomes the fastest growing hypermarket format in the world with the launch of its 101st store within 7 years of launch. Launches a unique shopping program: the Big Bazaar Exchange Offer. Big Bazaar welcomes its 10 million-th customer at its new store in Gurgaon 2004 Big Bazaar wins its first award and national recognition. Big Bazaar joins the league 21 . Navaras – the jewellery store launched within Big Bazaar stores 2007 The 50th Big Bazaar store is launched in Kanpur. Electronic Bazaar and Furniture Bazaar are launched 2006 Mohan Jadhav sets a national record at Big Bazaar Sangli with a Rs 1. Food Bazaar becomes part of Big Bazaar with the launch of the first store in Mumbai at High Street Phoenix 2003 Big Bazaar enters Tier II cities with the launch of the store in Nagpur. Big Bazaar partners with Futurebazaar. Big Bazaar dons a new look with a fresh new section. Big Bazaar initiates the Power of One campaign to help raise funds for the Save The Children India Fund Pantaloon Retail wins the International Retailer of the Year at USbased National Retail Federation convention in New York and Emerging Retailer of the Year award at the World Retail Congress held in Barcelona. A day before Diwali.ICICI Bank Card is launched. Big Bazaar launches Shakti.2001 Three Big Bazaar stores launched within a span of 22 days in Kolkata. India’s first credit card program tailored for housewives. Bangalore and Hyderabad 2002 Big Bazaar . Fashion@Big Bazaar. The Sangli farmer becomes Big Bazaar’s largest ever customer.com to launch India's most popular shopping portal. Big Bazaar and Food Bazaar awarded the country’s most admired retailer award in value retailing and food retailing segment at the India Retail Forum. inviting customers to exchange household junk at Big Bazaar.367 shopping bill.

creating retail realty. OUR MISSION  We share the vision and belief that our customers and stakeholders shall be served only by creating and executing future scenarios in the consumption space leading to economic development. Big Bazaar connects over 30.of India’s Business Superbrands. Big Bazaar wins CNBC Awaaz Consumer Awards for the third consecutive year. 2009 Big Bazaar opens its second store in Assam at Tinsukia.000 small and medium Indian manufacturers and entrepreneurs with around 200 million customers visiting its stores. Adjudged the most preferred Most Preferred Multi Brand Food & Beverage Chain. 22 . Big Bazaar opens its third store in Kanpur at Z Square Mall. Big Bazaar captures almost one-third share in food and grocery products sold through modern retail in India. OUR VISION Future Group shall deliver Everything. 2010 Future Value Retail Limited is formed as a specialized subsidiary to spearhead the group’s value retail business through Big Bazaar. making consumption affordable for all customer segments – for classes and for masses. Big Bazaar initiates Maha Annasantarpane program at its stores in South India – a unique initiative to offer meals to visitors and support local social organizations. Every time for Every Indian Consumer in the most profitable manner. Food Bazaar and other formats. Most Preferred Multi Brand Retail Outlet and Most Preferred Multi Brand One Stop Shop. It is voted among the top ten service brands in the country in the latest Pitch-IMRB international survey. Big Bazaar should opens its fourth store in Kanpur at Jajmau which is the largest leather tannery garrison of Asia. Everywhere.  We will be the trendsetters in evolving delivery formats.

 We shall infuse Indian brands with confidence and renewed ambition.  Flow: to respect and understand the universal laws of nature. cost.  Valuing and Nurturing Relationships: to build long term relationships. to meet challenges. business and action.  We shall be efficient.  Leadership: to be a leader.  Simplicity & Positivity: Simplicity and positivism in our thought.  We shall ensure that our positive attitude. CORE VALUES  Indian ness: confidence in ourselves. both in thought and business.  Respect & Humility: to respect every individual and be humble in our conduct. sincerity.  Openness: to be open and receptive to new ideas. SWOT Analysis Strengths: 23 .  Adaptability: to be flexible and adaptable.conscious and committed to quality in whatever we do. knowledge and information. humility and united determination shall be the driving force to make us successful.  Introspection: leading to purposeful thinking.

Jockey. Opportunity: • • • A lot of scope in Indian organized retail as it stands at approximately 4%.  A no of branded products are still missing from Big Bazaar’s line of products.• • • • • • • • High brand equity enjoyed by Big Bazaar State of the art infrastructure A vast variety of stuff available under one roof Everyday low prices.g. E. More people these days prefer to visit big stores where they can find large variety under one roof Threats: 24 . where entire family can visit Available facilities such as online booking and delivery of goods together. Van heusen. which attract customers Maximum percent of footfalls converted in sales Huge investment capacity Biggest value retail chain in India It offers a family shopping experience. • Weakness:  Unable to meet store opening targets on time  Falling revenue per sq ft  General perception: ‘Low price = Low quality’  Overcrowded during offers  Long lines at billing counters which are time consuming  Limited only to value offering low price products. Increasing mall culture in India.

Reliance trends). Unorganized retail also appears to be a threat to Big Bazaar’s business. Hyper city and D mart. A (Fresh and • large population still prefers to visit local convenient stores for daily purchases • • Changing Government policies International players looking to foray India OBJECTIVES OF THE STUDY • To find the factors that influence employee retention • To find the factors which motivates the employee to retain in organization • To make recommendation for future research. PRIMARY OBJECTIVE: • To identify the factors influencing participation in employee retention activities. SECONDARY OBJECTIVE: • To identify the employees expectation from the rewards and recognition system.• Competition from other value retail chains such as Shoprite. 25 . • To ascertain the motivational drivers that help to create a retain workplace.

This study is helpful to the organization for conducting further research. To understand the relationship between the employer and employees. 2. 3.SCOPE OF THE STUDY The scope of the study includes: 1. 26 . It is helpful for the organization to understand the employee relationship regarding human resource practices in the organization.

5. Area of the study is confined to the employees in Big Bazaar vadapalani only. 4.6 LIMITATIONS OF THE STUDY: 1. age condition of economy etc. Findings of the research may change due to area. The findings of the study are subjected to bias and prejudice of the respondents. 3. 6. Time factor can be considered as a main limitation. 27 . 2. The findings of the study are solely based on the information provided by the respondents.1. The accuracy of findings is limited by the accuracy of statistical tools used for analysis.

EMPLOYEE RETENTION: 1) Employers have a need to keep employees from leaving and going to work for other companies. Job 28 . Hammer 2000). This is true because of the great costs associated with hiring and retraining new employees. The best way to retain employees is by providing them with job satisfaction and opportunities for advancement in their careers (Eskildesen 2000. 2) Employees that are satisfied and happy in with their jobs are more dedicated in doing a good job and taking care of customers that sustain the operation.REVIEW OF LITERATURE A literature review is a body of text that aims to review the critical points of current knowledge including substantive findings as well as theoretical and methodological contributions to a particular topic.

Money 2000. (2002). motivation . and optimize the value of its employees hinges on how well jobs are designed. retain. (2000)). and the commitment and support that is shown to employees by the management would motivate employees to stay in organization’s (Johnson et al (2000)). communication. the extent of the organisation’s collaborativeness and its capacity for making knowledge and ideas widely available to employees. the organization’s capacity to engage. 4) The employees are extremely crucial to the organisation since their value to the organization is essentially intangible and not easily replicated Meaghan et al. managers must recognize that employees as major contributors to the efficient achievement of the organization’s success (Abbasi et al.justice and leisure time all seem to play a part as to whether employees are satisfied with their jobs. (2002). how employees' time is used.This accessibility of information would lead to strong performance from the employees and creating strong corporate culture Meaghan et al. Employee 2000. (Brewer 2000. according to studies which helps to retain employees. Sharing of information should be made at all levels of management. 5) Employee engagement. Wagner 2000). Therefore. 29 .would make employees to stay in the organisation. 3) Research has shown that there may be many environmental features that can be created and maintained to give employees job satisfaction. 6) Knowledge accessibility. Denton 2000). Pay and benefits.satisfaction is something that working people seek and a key element of employee retention (Marini 2000.

establishing accountability and making good hiring choices would retain employees in their organisation. Sherman. Basta and Johnson.7) Workforce optimization. 1981. Garden. Parden. 3. RESEARCH DESIGN: The Research design is purely and simply the framework of plan for a study that guides the collection and analysis of data. the organisation’s success in optimizing the performance of the employees by establishing essential processes for getting work done. 1986). Descriptive Research design was used for this research DATAUSED: The type of data collected comprises of Primary data and Secondary data.1 RESEARCH METHODOLOGY Research methodology is the systematic way to solve the research problem. 1988. It gives an idea about various steps adopted by the researcher in a systematic manner with an objective to determine various manners. 30 . It was collected through questionnaire. Primary data is the first hand data collected from the employer and employee. 1989. 1989. providing good working conditions. (Badawy.

Secondary data for the study has been compiled from the reports and official publication of the organization. Likert –type scale consists of a number of statements which express either a favorable or unfavorable attitude towards the given object to which the respondents is asked to react. Percentage analysis SCALING TECHNIQUE: Likert .type scaling is adopted for this study. simple random sampling was adopted. RESEARCH INSTRUMENT: The method used for data collection was “questionnaire method”. DIAGRAMMATIC REPRESENTATION 31 . Chi-Square Test 2. The questionnaire is a structured one. ANOVA 3. It was a mixture of close ended and multiple choices. POPULATION SIZE: The population size is 100 SAMPLE SIZE: The size of the sample is 25 SAMPLING TECHNIQUE: The technique adopted here is the probability sampling. Weighted Average 4. which have been helped in getting an insight of the present scenario existing in the operation of the company. The Statistical tools applied 1.

DATA ANALYSIS AND INTERPRETATION It is an astonishing skill to discover the new things for a researcher in his study. Bars on horizontal base are more common. It calls for the researcher’s own judgment and skill. • Pie diagram: Pie diagram is an important and a popular means of representation. Analysis means a critical examination of the assembled and grouped data for studying the characteristics of the object studying and for determining the patterns of relationship among the variables relating to it. Pie diagram should be used on a percentage basis and not on an absolute basis.• Bar diagram: A bar diagram can be drawn either on a horizontal or vertical base. percentage can be presented by circles equal in size. Pie diagram showing absolute figures would require the larger totals represented by larger circles. When pie diagram are constructed on a percentage basis. A bar diagram is simple to draw and more common to understand. 32 .

x 100 Sample size 33 .  Percentage analysis Actual population Simple Percentage = -----------------------.PERCENTAGE ANALYSIS METHOD It is a special kind of ration. It is used in making comparison between two or more series of data that are used to describe relationship. Moreover % can also be used to compare the relative terms of the distribution of two or more series of data.

of employees 58 42 100 Simple percentage 58 42 100 INFERENCE The above table shows that 58% of the employees are belong to male category and the rest 42% are belongs to female category.PERCENTAGE ANALYSIS TABLE 1 Table No.No 1.1 shows the employee’s category distribution on the basis of gender S. 34 . 2. Gender Male Female Total No.

CHART 1 Chart showing the number of respondents based on gender m ale Fem ale S 3 lice S 4 lice 35 .

Age group 18-25 years 26-35years 36-45years 46-55 years Above 55 years Total No.. 50% are attained the age 18-25years. 36 . 3.TABLE 2 Table No. of employees 25 50 25 0 0 100 Simple percentage 25 50 25 0 0 100 INFERENCE The above table shows that majority of the employees i.e. 25% of the employees are attained the age 18-25years and 25% of the employee are attained the age between 36-45years and there is no respondents in the age 46-55 and above 55 years.2 shows the age wise distribution of the employees S. 5. 2. 4.No 1.

CHART 2 Chart showing age group of respondents 18-25years 26-35years 36-45years 46-55years above 55 37 .

3 shows the experience of the employees S. Experience Below 1 year 1-3 years 4-6 years 7-9 years 10-12 years Total No. there is no respondents in the 7-9 years and 10-12 years 38 . 5.No 1. 4. 48% of the employees is below 1 year. 35% of the employees are between1-3 years and 17% of the employees are between 4-6 years.e. 3.. 2. of employees 48 35 17 0 0 100 Simple percentage 48 35 17 0 0 100 INFERENCE The above table shows the experience of the employees i.TABLE 3 Table No.

CHART 3 Chart showing the experience of the respondents 60 50 40 30 20 10 0 39 .

5% of the employees are Rs.TABLE 4 Table No.No 1. 40 . of employees 68 12 5 15 0 25 Simple percentage 68 12 5 15 0 100 INFERENCE The above table shows the income level of the employees i. 15% of the employees are Rs. 5. 3. 2.3001-4000.. 68% of the employees is Rs.3001-4000 Rs.4 shows the income level of the employees S. Total Income Rs.6001-7000 and 12% of the employees are Rs. 4.7000.5001-6000 Rs.4001-5000 Rs.4001-5000.6001-7000 Above 7000 No.e.5001-6000 and above Rs.

6001-7000 aboveRs.5001-6000 Rs.3001-4000 Rs.7000 41 .4001-5000 Rs.CHART 4 Chart showing the income of the respondents 70 60 50 40 30 20 10 0 Rs.

4..e. 17% of the employees said satisfied and 20% of the employees are said neutral and 43% of the employees said dissatisfied and 18% are highly dissatisfied.No 1. 42 . Factors Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No. of employees 2 17 20 43 18 100 Simple percentage 2 17 20 43 18 100 INFERENCE The above table shows employees satisfied with their salary and compensation i.TABLE 5 Table No. 5. 3. 2% of the employees said highly satisfied. 2.5 Salary and compensation S.

CHART 5 Chart showing Salary and compensation 50 40 30 20 10 0 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 43 .

e. 5. 2. i. 12% of the employees said highly satisfied.6 Leave Benefits S. 3.No 1. 46% of the employees said satisfied and 33% of the employees said neutral and 9% are dissatisfied and no response are highly dissatisfied. of employees 12 46 33 9 0 100 Simple percentage 12 46 33 9 0 100 INFERENCE The above table shows employees leave benefits. Factors Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No. 4.TABLE 6 Table No. 44 ..

CHART-6 Chart shows about the employees leave benefits H hly s fied ig atis S fied atis Neutral D s fied is atis H hly dis atis ig s fied 45 .

Factors Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No. 3. of employees 12 39 35 14 0 100 Simple percentage 12 39 35 14 0 100 INFERENCE The above table shows Health related benefits i.7 Health related benefits S.TABLE 7 Table No. 46 . 5.. 12% of the employees said highly satisfied. 4. 2.No 1.e. 39% of the employees said satisfied and 35% of the employees said neutral and 14% of the employees said dissatisfied and 0% are highly dissatisfied.

CHART 7 Chart showing about the Health related benefits Hig s fied hly atis 40 30 20 10 0 S fied atis Neutral Diss atisfied Hig hly dis atis s fied 47 .

.e. 48 . 3.TABLE 8 Table No. Factors Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No. 4. 12% of the employees said highly satisfied. 5.8 Long term care insurance S. 2. of employees 12 64 13 11 0 100 Simple percentage 12 64 13 11 0 100 INFERENCE The above table shows Long term care insurance i. 64% of the employees said satisfied and 13% of the employees said neutral and 11% of the employees said dissatisfied and0% of the employees said highly.No 1.

CHART 8 Chart showing about the Long term care Insurance H hly s fied ig atis S fied atis Neutral D s fied is atis H hly dis atis ig s fied 49 .

4.e.TABLE 9 Table No.. 50 . 2. Factors Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No. 3% of the employees said highly satisfied. 5.9 Tuition Reimbursement S. of employees 3 68 17 12 0 100 Simple percentage 3 68 17 12 0 100 INFERENCE The above table shows tuition reimbursement i. 3.No 1. 68% of the employees said satisfied and 17% are in neutral and 12% are in dissatisfied and 0% are highly dissatisfied.

CHART 9 Chart showing about the Tuition Reimbursement 120 100 80 60 40 20 0 H hly dis atis ig s fied D s fied is atis Neutral S fied atis H hly s fied ig atis 51 .

52 .TABLE 10 Table No.e. of employees 9 68 17 12 0 100 Simple percentage 9 68 17 12 0 100 INFERENCE The above table shows the Deferred Compensation i. 3. 2. 68% of the employees said satisfied and 17% of the employees said neutral and 12% of the employees said dissatisfied and 0% are highly dissatisfied.No 1. 5. 4.10 Deferred compensation S. Factors Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total No.. 9% of the employees said highly satisfied.

CHART-10 Chart showing about the Deferred Compensation Hig hly Dis atisfied s Dis atisfied s Neutral S fied atis Hig hly s fied atis 0 20 40 60 80 53 .

2.11 Employee Assistant Program (Counseling) S.. 5% of the employees said highly satisfied.e. of employees 5 39 27 21 8 100 Simple percentage 5 39 27 21 8 100 INFERENCE The above table shows the Counseling i. 3. CHART-11 54 . Factors Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total No.TABLE 11 Table No. 4. 39% of the employees said satisfied and 27% of the employees said neutral and 21% of the employees said dissatisfied and8% are highly dissatisfied.No 1. 5.

12 Alternative work schedule 55 .Chart showing about the Employee Assistant Program Counseling 45 40 35 30 25 20 15 10 5 0 . Hig satisfied hly S atisfied Neutral Dissatisfied Hig Dissatisfied hly TABLE 12 Table No.

. CHART-12 Chart shows about the Alternative Work Schedule 56 . 2. Factors Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total No.No 1. and 3% are highly dissatisfied. 3. of employees 7 49 23 18 3 100 Simple percentage 7 49 23 18 3 100 INFERENCE The above table shows Alternative work schedule i. 5. 18% are dissatisfied. 4.S. 49% of the employees are satisfied. 7% of the employees said highly satisfied.e. 23% are in neutral.

50 40 30 20 10 0 Hig hly satisfied S atisfied Neutral Dissatisfied Hig hly Dissatisfied TABLE 13 57 .

13 Mentoring S.No 1. 4. 68% of the employees are satisfied. and 0% are highly dissatisfied. CHART-13 Chart shows about the Mentoring 58 . 8% are in neutral. 23% of the employees said highly satisfied.Table No. 3.. 1% are dissatisfied. Factors Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total No. of employees 23 68 8 1 0 100 Simple percentage 23 68 8 1 0 100 INFERENCE The above table shows Mentoring i. 5. 2.e.

14 Help with career planning 59 .70 60 50 40 30 20 10 0 Hig satisfied hly S atisfied Neutral Dissatisfied Hig hly Dissatisfied TABLE 14 Table No.

5.No 1.14 Chart shows about the health with career planning 60 . Factors Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total No. CHART. 12% are dissatisfied.e. of employees 25 48 10 12 5 100 Simple percentage 25 48 10 12 5 100 INFERENCE The above table shows Help with career planning i. 48% of the employees are satisfied. 4. and 5% are highly dissatisfied.. 10% are in neutral.S. 3. 25% of the employees said highly satisfied. 2.

Hig satisfied hly S atisfied Neutral Dissatisfied Hig hly Dissatisfied TABLE 15 Table No.15 Rewards and recognition 61 .

3% are dissatisfied. 25% of the employees said highly satisfied.S. 49% of the employees are satisfied. 23% are in neutral. CHART-15 Chart shows about Rewards and recognition 62 . 4. Factors Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total No.No 1. 2. 3. 5. of employees 25 49 23 3 0 100 Simple percentage 25 49 23 3 0 100 INFERENCE The above table shows rewards and recognition i..e. and 0% are highly dissatisfied.

16 Job Rotation and new assignments 63 .60 50 40 30 20 10 0 Hig satisfied hly S atisfied Neutral Dissatisfied Hig hly Dissatisfied TABLE 16 Table No.

12% of the employees are strongly agree and 59% of the employees said agree . 4. 5. of employees 12 59 22 5 3 100 Simple percentage 12 59 22 5 3 100 INFERENCE The above table show job rotation and new assignments i. 3. 2.5% are said to be disagree. and 3% are strongly disagree.22% are in neutral.e..No 1.. CHART-16 Chart shows about the Job Rotation and new assignments 64 . Factors Strongly agree Agree Neutral Disagree Strongly disagree Total No.S.

60 50 40 30 20 10 0 S trong ag ly ree Ag ree Neutral D ag is ree S trong dis ree ly ag TABLE 17 Table No.17 Employee suggestion program 65 .

CHART-17 Chart shows about the Employee suggestion program 66 . Factors Strongly agree Agree Neutral Disagree Strongly disagree Total No. 4. of employees 27 35 23 10 5 100 Simple percentage 27 35 23 10 5 100 INFERENCE The above table shows employee suggestion program i.No 1.e. 27% of the employees said strongly agree and 35% of the employees said agree and 23% of the employees are Neutral. 10% are disagree. 3. and 5% are strongly disagree.. 2. 5.S.

S trong dis ree ly ag Dis ree ag Neutral Ag ree S trong ag ly ree 0 10 20 30 40 TABLE 18 Table No.18 Training opportunities 67 .

. 35% of the employees said strongly agree and 27% of the employees said agree and 22% of the employees said Neutral. Factors Strongly agree Agree Neutral Disagree Strongly disagree Total No. 5. 4.S. 12% are disagreeing and 4% are strongly disagreeing.e. of employees 35 27 22 12 4 100 Simple percentage 35 27 22 12 4 100 INFERENCE The above table shows training opportunities. 2. 3. CHART-18 Chart shows about the Training opportunities 68 .No 1. i.

of employees Simple percentage .35 30 25 20 15 10 5 0 S trong ag ly ree Ag ree Neutral Dis ree ag S trong dis ree ly ag TABLE 19 Table no: 19 Annual performance appraisals S.No Factors 69 No.

e. 2. 5. 4. Strongly agree Agree Neutral Disagree Strongly disagree Total 43 21 36 0 0 100 43 21 36 0 0 100 INFERENCE The above table shows about annual performance appraisal i. 43% of the employees said strongly agree.1. 3. 21% of the employees said agree and 36% of the employees said neutral 0% of the employees said disagree 0% are strongly disagree CHART-19 Chart shows about the Annual performance appraisals 70 .

71 .20 Employees in my organization are treated with fairness and respect.50 40 30 20 10 0 S trong ag ly ree Ag ree Neutral Disag ree S trong disag ly ree TABLE 20 Table No.

CHART-20 Chart shows about the Employees in my organization are treated with fairness and respect.No 1.S. 72 . Factors Strongly agree Agree Neutral Disagree Strongly disagree Total No. 5. of employees 35 58 4 3 1 100 Simple percentage 35 58 4 3 1 100 INFERENCE The above table shows adequate space at the workplace i.e. 2.. 3. 35% of the employees said strongly agrees and 58% of the employees said agree and 4 of the employees said neutral. 4.3% says disagree and 1% say strongly disagree.

10 8 6 4 2 0 S trong ly ag ree S trong ag ly ree Ag ree Neutral Disag ree S trong disag ly ree TABLE 21 Table No.21 Supervisors spend a good deal of time listening to employees ideas 73 .

and 1% are strongly disagree. 3.No 1. 4.. Factors Strongly agree Agree Neutral Disagree Strongly disagree Total No. 2. CHART-21 Chart showing about the Supervisors spend a good deal of time listening to employees ideas 74 . 49% of the employees said strongly agree and 33% of the employees said agree and 12% of the employees said neutral. of employees 49 33 12 5 1 100 Simple percentage 49 33 12 5 1 100 INFERENCE The above table shows supervisors spend a good deal of time listening to employees ideas i. 5.5% are disagree.e.S.

S trong ag ly ree Ag ree Neutral D ag is ree S trong dis ree ly ag TABLE 22 Table No.25 job is secured 75 .

12% of the employees said strongly agree and 37% of the employees said agree.7% are disagree and 3% are strongly disagree CHART-22 Chart showing about the job is secured 76 .S. Factors Strongly agree Agree Neutral Disagree Strongly disagree Total No. 3. of employees 12 37 41 7 3 100 Simple percentage 12 37 41 7 3 100 INFERENCE The above table shows job is secured i.No 1.e. 5. 4. 2. 41% are in neutral..

S trong disag ly ree D ree isag Neutral Ag ree S trong ag ly ree

0

2

4

6

TABLE 23 Table No.23 Employees doing their job independently
S.No Factors No. of employees Simple percentage

77

1. 2. 3. 4. 5.

Strongly agree Agree Neutral Disagree Strongly disagree Total

23 73 3 0 0 100

23 73 3 0 0 100

INFERENCE
The above table shows employee independence in their job i.e., 23% of the employees said strongly agree and 73% of the employees said agree and 3% of the employees said neutral,0% said disagree, and 0% are strongly disagree.

CHART-23 Chart showing about the Employees doing their job independently

78

80 70 60 50 40 30 20 10 0 S trong ly Ag ree Neutral Disag ree S trong ly ag ree disag ree

TABLE 24 Table No.24 Satisfaction about the fringe benefits

79

5%are strongly disagree CHART-24 Chart showing about the Satisfaction about the fringe benefits 80 .. Factors Strongly agree Agree Neutral Disagree Strongly disagree Total No. 3. 5.35% of the employees said strongly agree and 28% of the employees said agree and 20% of the employees said neutral and 12% of the employees said disagree. 4.S. 2. of employees 35 28 20 12 5 100 Simple percentage 35 28 20 12 5 100 INFERENCE The above table shows satisfaction level i.e.No 1. .

25 Employees satisfied with their relationship with colleagues 81 .40 30 20 10 S trong ly ag ree Neutral 0 S trong ly dis ree ag S trong ag ly ree Ag ree Neutral Disag ree S trong disag ly ree TABLE 25 Table No.

40% of the employees said strongly agree.No 1. of employees 10 5 4 3 3 25 Simple percentage 40 20 16 12 12 100 INFERENCE The above table shows communicating openly and honestly i. 3. CHART-25 Chart showing about the employees satisfied with their relationship with colleagues 82 . 12% are strongly disagree.S. Factors Strongly agree Agree Neutral Disagree Strongly disagree Total No. 5. 20% of the employees said agree and 16% of the employees said neutral and 12% of the employees said disagree.e.. 2. 4.

S trong disag ly ree Disag ree Neutral Ag ree S trong ag ly ree 0 2 4 6 8 10 TABLE 26 Table No. of employees Simple percentage 83 .26 The superior is helpful to getting their job done S.No Factors No.

35% of the employees said agree and 12% of the employees said neutral and 8% of the employees said disagree. 5. 0% is strongly disagree. 2.1. 4. Strongly agree Agree Neutral Disagree Strongly disagree Total 45 35 12 8 0 100 45 35 12 8 0 100 INFERENCE The above table the superior is helpful to getting their job done i.. 3. 45% of the employees said strongly agree.e. CHART-26 Chart showing about the superior is helpful to getting their job done 84 .

No Factors No.26 The opportunity for promotion is good S. of employees Simple percentage 85 .50 40 30 20 Neutral 0 S trong ly ag ree S trong ly disag ree 10 S trong ag ly ree Ag ree Neutral Disag ree S trong disag ly ree TABLE 27 Table No.

Strongly agree Agree Neutral Disagree Strongly disagree Total 12 12 13 39 24 100 12 12 13 39 24 100 INFERENCE The above table the opportunity for promotions is good. 5.e. i. 4. 12% of the employees said strongly agree.. 3. 12% of the employees said agree and 13% of the employees said neutral and 39% of the employees said disagree. 24% is strongly disagreeing. 2.1. CHART-26 Chart showing about the opportunity for promotion is good 86 .

It is also called as test of association.S trong ag ly ree Ag ree Neutral D ree isag S trong disag ly ree CHI-SQUARE ANALYSIS The chi-square test is one of the tests of significance. 87 . It is used in relation to sampling analysis for comparing variance to a theoretical variance. It is written as x ² (pronounced as ‘ki’square).

Significance of population variance. c.Significance of association between two attributes.When we have nominal data in from of frequencies and when each and every observation is independent of all other observation in such cases this is applied This test can also be used to decide if two classifications are independent as a non parametric test.Goodness fit test b. Alternate hypothesis (H1) There is an association between the experience level of the respondents and job security in the company. FORMULA: CHI-SQUARE= (O-E) ²/E Where O = Observed Frequency. Relationship between the job security and experience of the respondents 88 . All the researcher may use this test for the a. E =Expected Frequency CHI-SQUARE TEST TESTING OF HYPOTHESIS 1 Null Hypothesis (H0) There is no association between the educational qualification of the respondents and satisfaction towards salary in the company.

Job security STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE TOTAL Experience 8 Below 1 year 2 1-3 year 2 4-6 year 0 7-9 year 0 10-12 year 12 TOTAL 37 41 7 3 100 0 0 0 0 0 0 0 0 5 10 0 0 17 12 16 4 1 35 20 15 3 2 48 89 .

8711 0.2177 1.97 2.0176 21.3171 6.36 0.76 17.44 4.7225 2.6641 9.68 -0.36 1.29 6.00078 0.3136 4.1806 0.20 -0.04 6.65 1.05 -0.84 0.0025 0.9024 0.4025 0.55 -0.49998 Calculated value 90 .0697 0.0016 1.1897 0.24 2.76 19.04 -1.29 3.Observed frequency (O) Expected frequency(E) (O-E) (O – E)2 [(O – E)2 / E] 8 20 15 3 2 2 12 16 4 1 2 5 10 TOTAL 5.56 -2.0386 0.95 14.2825 1.45 1.1129 0.0176 5.03 5.1296 0.24 -4.35 2.05 2.9025 2.1523 0.9806 0.2646 1.95 1.20 12.68 3.0024 0.

296). so null hypothesis is accepted (i.χ2 = ∑ [(O – E) 2 / E] =6.) there is no significant relationship between the experience and of the job secure of the respondents.49998 Inference: Calculated value (6.49998) is less than the table value (26.49998 Degree of freedom= (r-1) (c-1) = (5-1) (5-1) =16 Table value at 12 degree of freedom at 5 % significance=6. TWO WAY ANOVA 91 .e.

Twoway ANOVA technique is used when data are classified on the basis of two factors and it may have repeated measurements of each factor or may not have repeated values The following is an analysis of variance done to find out the relation between age of the respondents and satisfaction towards quantum of work allotted to the respondents Null hypothesis (H0) There is no significant difference in means of income of the respondents and opportunities of the respondents Alternate hypothesis (H1) There is a significant difference in means of income of the respondents and opportunities of the respondents 92 .Two-way ANOVA analyzes one interval dependent in terms of the categories (groups) formed by two independents. one of which may be conceived as a control variable.

Computation for TWO WAY ANOVA to income of the respondents and opportunities of the respondents Opportunities STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE TOTAL Income 10 3001-4000 0 4001-5000 1 5001-6000 1 6001-7000 0 Above 7000 12 TOTAL 12 13 39 24 100 0 0 0 0 4 1 5 4 15 0 1 3 0 5 3 2 6 1 12 5 9 25 19 68 93 .

F MS F-Ratio 5% F-Limit Between columns 110.1044 F(4.75/-1014.4= -0.7 27.Source of variation SS D.16) =3.0185 Total 52 Calculation: 94 .6 (5-1)=4 105.9 105.16) =3.8 (5-1)=4 27.4= 0.0273 F(4.01 Between rows 603.9/-1014.01 Residual errors -300 (5-1) * (5-1)=16 -18.75 -18.7/-1014.4= -0.

8) = -1014.Step1 :T=100: n=25 Correction factor=T^2/n= (25) ^2/25 = 25 Step 2:Total SS= (10+5+9+25+19+0+3+2+6+1+1+1+3+1+4+1+5+4)-400 =100-400=-300 Step 3:SS Between column treatments = ∑ (Tj) ^2/ Nj.6 Step 5 :SS Residual or error = Total SS-(SS between columns + SS Between rows) = -300-(603.4 Inference 95 .(T) ^2/n = (4624/5+144/5+25/5+225/5+25/5)-25 = 1003.6+110.(T) ^2/n = (144/5+144/5+169/5+1521/5+576/5)-300 = Step 4:SS Between rows treatments = ∑ (Ti) ^2/ Ni.

e. WEIGHTED AVERAGE CALCULATION Statutory & Non-Statutory benefits 96 . Null hypothesis is rejected (i.) there is significant difference between the income of the respondents and opportunities of the respondents.78). Null hypothesis is rejected (i.78). The calculated value of between rows (52) is greater than the limit value at 5% significant level (2. .The calculated value of between columns (48) is greater than the limit value at 5 % significant level (2. .e.) there is significant difference between the income of the respondents and opportunities of the respondents.

deferred compensation is the third rank. Employee Assistance Program is the sixth rank and salary/Compensation is the seventh rank. The long-term care insurance is first rank.77 1 Tuition Reimburseme nt 3 5 15 68 4 272 17 3 51 12 2 24 0 1 0 3.10 3 6 5 39 4 156 27 3 81 19 2 38 10 1 10 INFERENCE: It is inferred that satisfaction level of statutory and non statutory.49 5 12 5 60 64 4 256 13 3 39 11 2 22 0 1 0 3.62 2 Deferred Compensation EAP (counseling) 9 5 5 45 25 63 4 252 13 3 39 10 2 20 5 1 5 3.42 7 4 Leave Benefits Health Related Benefits Long-Term Care Insurance 12 5 60 46 4 184 33 3 99 8 2 16 1 1 1 3.FACTORS Salary/ Compensation STRONGLY AGREE AGREE X W WX NEUTRAL X W WX DISAGREE X W WX STRONGLY DISAGREE X W WX WEIGHTED AVERAGE RANK X 2 W WX 5 10 17 4 68 20 3 60 43 2 86 18 1 18 2. FINDINGS 97 . health benefits is the fifth rank. leave benefits is the fourth rank.61 3.60 12 5 60 39 4 156 35 3 105 14 2 28 0 1 0 3. the tuition reimbursement is the second rank.

68% of the employees said satisfied with their Mentoring. 11. 4. 7. 20.4001-up toRs. 18. 16. 35% of the employees said satisfied and 27% of the employees said highly satisfied with their training opportunities. 37% of the employees said satisfied and 41% of the employees said neutral with their job security. 25% of the employees are attained the age between 18-25years and 50% of the employee are attained the age between the 26-35years. 73% of the employees said satisfied and 23% of the employees said highly satisfied with their independency in their jobs. 5. 48% of the employees is below 1 year. 35% of the employees said satisfied and 58% of the employees said highly satisfied with their respect for employees in the organization. 8. 68% of the employees said satisfied in their tuition reimbursement. 59% of the employees said satisfied with their job rotation and new assignments 17. 49% of the employees say yes for the employees alternative work schedule.6001-7000 and 15% of the employees are above 7000. 12% of the employees said to be highly satisfied &39% of the employees said satisfied in their health related benefits. 14. 33% of the employees said satisfied and 49% of the employees said highly satisfied with their employee’s ideas. 63% of the employees said satisfied with their deferred compensation. 19. 49% of the employees said satisfied with their rewards and recognition. There are 25% of the employees attained the age between the 36-45 years.5001-6000 and 5% of the employees are above Rs. 48% of the employees said satisfied with their career planning 15. 58% of the employees are belong to male category 2. 17% of the employees are between 4-6 years of experience. 23. 21. 46% of the employees said satisfied with their leave benefits. 39% of the employees said satisfied in Employee Assistance Program or Counseling 12. 13. 9.5000 and 12% of the employees are Above Rs.PERCENTAGE ANALYSIS 1. 64% of the employees said satisfied in the long term care insurance. 10. 68% of the employees are Above Rs. 22. 43% of the employees said satisfied and 21% of the employees said highly satisfied with their annual performance. 98 . 35% of the employees said satisfied and 27% of the employees said highly satisfied with their employee suggestion programs. 6. 35% of the employees are between 1-3 years. 3. 17% of the employees said satisfied with their salary and compensation.

24. 28% of the employees said satisfied and 35% of the satisfied with their fringe benefits. 12% of the employees said satisfied and 12% of the satisfied with opportunities for promotions. employees said highly employees said highly employees said highly employees said highly CHI-SQUARE TEST 99 . 25. 26. 27. 35% of the employees said satisfied and 35% of the satisfied with people employee talk. 35% of the employees said satisfied and 45% of the satisfied with their superior getting their job done.

According to the findings it clearly exhibits that the job security is good in the organization. SUGGESTIONS 100 . Employee Assistance Program is the sixth rank and salary/Compensation is the seventh rank. deferred compensation is the third rank. WEIGHTED AVERAGE From this Weignted Average testis clearly shoes the satisfaction level of statutory and non statutory. The long-term care insurance is first rank. ANOVA TEST From this ANOVA test it is clear that there is a significant difference between the income of the respondents and opportunities of the respondents. the tuition reimbursement is the second rank. leave benefits is the fourth rank.From this chi-square test it is clear that there is a significant relationship between the job security and experience of the respondents. health benefits is the fifth rank.

All the employees should be rewarded suitably CONCLUSION 101 . Employer and employee relationship can be enhanced by conducting weekly seminar and meeting. and fringe activities. 7. Management games. 3. this will give the best result in conflict management. 2. The grievance system should be monitor by the authorities in a periodical manner. Effective communication will result to reduce the barriers.1. The employer should make each and every employee realize their job security in Sundaram Industries ltd. 6. Organization Culture must be a path to enhance the relationship between employer and employee 5. will give the team spirit and through can be held to build a good relation among employees. 4. this can be lead to build a positive relationship among the employees.

Before implementing targeted solutions to improve retention. Thus I conclude that this employee retention is very important task in an every organization to have retained the employees. While the general conclusions across organizations may appear similar.g. the composition and ordering of specific retention key drivers is unique to each company. In addition.Retention programs often fail because managers do not know and. the actions to be taken may vary by organization.. do not act on the most important areas affecting an employee’s intention to leave. the meaning attached to specific drivers (e. Across the organizations. BIBLIOGRAPHY 102 . therefore. at a more micro level. therefore. managers need to determine which factors drive retention in their organization as well as the meaning of those drivers. opportunities for personal growth and development) and. individual development and career advancement stand out as both frequent and critical key drivers of any employee’s intent to leave.

Books:  “RESEARCH METHODOLOGY”.html#post222921  Retention Review-From-Wikipedia  http://en.citehr.wikipedia. Kothari C.cs.ny.gov/successionplanning/workgroups/Retention/employeeretenti onreport.bigbazaar.org/wiki/Employee retention  http://www.com/48275-executive-summary-n-conclusion-employeeretention-2. Websites:  www.com  http://www.pdf 103 .R.

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