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

4. 3. 10. 2. 12. 5.CONTENT S. 14. . 6. 7. 13. 8.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. 11. 9. LIST OF TABLES 5 .

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.S. 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.No 1 CHARTS Chart showing the number of respondents based on the gender.LIST OF CHARTS S. 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.

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

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

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

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

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

customer find whatever he needs. A sample of 12. USD in 2005[7] . [5] The largest transactions with involvement of retailers in/from the United States have been: the acquisition of Albertson's Inc.000 in the advanced one. When a customer enters the store. and make sure he leave the store satisfied. The advanced estimated data is based on a subsample from the US CB complete retail & food services sample. and the merger between Kmart Holding Corp and Sears Roebuck & Co with a value of 10. USD have been announced.000 firms is included in the final survey and 5. Retail firms provide data on the dollar value of their retail sales and inventories. for 17 bil. It is a measure of consumer spending. an important indicator of the US GDP. Between 1988 and 2010. it is important that the sales associate does everything in his power to make the customer feel welcomed.9 bil. USD in 2006. Giving the customer full. It has been published by the US Census Bureau since 1951. USD in 2004. CONSOLIDATION Among retailers and retails chains a lot of consolidation has appeared over the last couple of decades. important. worldwide 40'788 mergers & acquisitions with a total known value of 2'255 bil. 17 . undivided attention and helping him find what he is looking for will contribute to the customer's satisfaction.now Macy's.[6] the merger between Federated Department Stores Inc with May Department Stores valued at 16. STATISTICS FOR NATIONAL RETAIL SALES United States The Retail Sales report is published every month.5 bil.

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

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

Electronic Bazaar and Furniture Bazaar . MAHA BACHAT Maha Bachat was started off in 2006 as a single day campaign with attractive promotional offers across all Big Bazaar stores. and offers free shipping on some of their products. According to the chain.000 m2) and 160.000 square feet (4. It has attractive offers in all its value formats such as Big Bazaar. 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". Big Bazaar has the facility to purchase products online through its official web page.600 m2) of retail space. A typical Big Bazaar is spread across around 50. It was mainly to draw customers to the stores on Wednesdays. Over the years it has grown into a 6 days biannual campaign.Food Bazaar. Food Bazaar.000 square feet (7.catering to the entire needs of a consumer. when least number of customers are observed. 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”.000 square feet (2. TIME LINE 20 . a supermarket format was incorporated within Big Bazaar in 2002 and is now present within every Big Bazaar as well as in independent locations.000 m2).800 m2).000 square feet (15. Big Bazaar Express stores in smaller towns measure around 30.

367 shopping bill. Bangalore and Hyderabad 2002 Big Bazaar .2001 Three Big Bazaar stores launched within a span of 22 days in Kolkata. A day before Diwali. Fashion@Big Bazaar.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.ICICI Bank Card is launched. Big Bazaar dons a new look with a fresh new section. Navaras – the jewellery store launched within Big Bazaar stores 2007 The 50th Big Bazaar store is launched in Kanpur.37. 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 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. Launches a unique shopping program: the Big Bazaar Exchange Offer. India’s first credit card program tailored for housewives. Big Bazaar joins the league 21 . Big Bazaar launches Shakti. 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. The Sangli farmer becomes Big Bazaar’s largest ever customer. Big Bazaar partners with Futurebazaar. inviting customers to exchange household junk at Big Bazaar. Big Bazaar welcomes its 10 million-th customer at its new store in Gurgaon 2004 Big Bazaar wins its first award and national recognition. Electronic Bazaar and Furniture Bazaar are launched 2006 Mohan Jadhav sets a national record at Big Bazaar Sangli with a Rs 1. 2008 Big Bazaar becomes the fastest growing hypermarket format in the world with the launch of its 101st store within 7 years of launch.

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

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

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. • 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. More people these days prefer to visit big stores where they can find large variety under one roof Threats: 24 . 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. Van heusen. Increasing mall culture in India. Jockey. where entire family can visit Available facilities such as online booking and delivery of goods together. E.• • • • • • • • 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.

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. Unorganized retail also appears to be a threat to Big Bazaar’s business. 25 . Reliance trends). PRIMARY OBJECTIVE: • To identify the factors influencing participation in employee retention activities. Hyper city and D mart. • To ascertain the motivational drivers that help to create a retain workplace. SECONDARY OBJECTIVE: • To identify the employees expectation from the rewards and recognition system.• Competition from other value retail chains such as Shoprite.

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

age condition of economy etc. 27 . 4. 6. 5. The findings of the study are solely based on the information provided by the respondents. Findings of the research may change due to area. Time factor can be considered as a main limitation. 2. 3. Area of the study is confined to the employees in Big Bazaar vadapalani only.1. The accuracy of findings is limited by the accuracy of statistical tools used for analysis.6 LIMITATIONS OF THE STUDY: 1. The findings of the study are subjected to bias and prejudice of the respondents.

Hammer 2000). Job 28 . EMPLOYEE RETENTION: 1) Employers have a need to keep employees from leaving and going to work for other companies. 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. The best way to retain employees is by providing them with job satisfaction and opportunities for advancement in their careers (Eskildesen 2000. This is true because of the great costs associated with hiring and retraining new employees.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.

retain. Employee 2000. Money 2000. 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. Denton 2000). (Brewer 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)). 5) Employee engagement. and optimize the value of its employees hinges on how well jobs are designed. the organization’s capacity to engage. 29 . managers must recognize that employees as major contributors to the efficient achievement of the organization’s success (Abbasi et al. (2002). (2000)). how employees' time is used. motivation . (2002). Pay and benefits. the extent of the organisation’s collaborativeness and its capacity for making knowledge and ideas widely available to employees. according to studies which helps to retain employees.This accessibility of information would lead to strong performance from the employees and creating strong corporate culture Meaghan et al.justice and leisure time all seem to play a part as to whether employees are satisfied with their jobs. Wagner 2000).would make employees to stay in the organisation. Therefore. 6) Knowledge accessibility. communication. 3) Research has shown that there may be many environmental features that can be created and maintained to give employees job satisfaction.satisfaction is something that working people seek and a key element of employee retention (Marini 2000. Sharing of information should be made at all levels of management.

30 . 1986). RESEARCH DESIGN: The Research design is purely and simply the framework of plan for a study that guides the collection and analysis of data. 3. It was collected through questionnaire. 1989. Basta and Johnson. the organisation’s success in optimizing the performance of the employees by establishing essential processes for getting work done. 1989. Garden. Parden. Descriptive Research design was used for this research DATAUSED: The type of data collected comprises of Primary data and Secondary data. Sherman. providing good working conditions. (Badawy. It gives an idea about various steps adopted by the researcher in a systematic manner with an objective to determine various manners. establishing accountability and making good hiring choices would retain employees in their organisation. 1988.7) Workforce optimization.1 RESEARCH METHODOLOGY Research methodology is the systematic way to solve the research problem. 1981. Primary data is the first hand data collected from the employer and employee.

Chi-Square Test 2. The Statistical tools applied 1. The questionnaire is a structured one. DIAGRAMMATIC REPRESENTATION 31 . 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. It was a mixture of close ended and multiple choices. ANOVA 3.Secondary data for the study has been compiled from the reports and official publication of the organization. simple random sampling was adopted.type scaling is adopted for this study. RESEARCH INSTRUMENT: The method used for data collection was “questionnaire method”. 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. Weighted Average 4. which have been helped in getting an insight of the present scenario existing in the operation of the company. Percentage analysis SCALING TECHNIQUE: Likert .

When pie diagram are constructed on a percentage basis. 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. • Pie diagram: Pie diagram is an important and a popular means of representation. A bar diagram is simple to draw and more common to understand. 32 . Bars on horizontal base are more common.• Bar diagram: A bar diagram can be drawn either on a horizontal or vertical base. It calls for the researcher’s own judgment and skill. percentage can be presented by circles equal in size. DATA ANALYSIS AND INTERPRETATION It is an astonishing skill to discover the new things for a researcher in his study. Pie diagram showing absolute figures would require the larger totals represented by larger circles.

 Percentage analysis Actual population Simple Percentage = -----------------------. Moreover % can also be used to compare the relative terms of the distribution of two or more series of data.x 100 Sample size 33 .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.

1 shows the employee’s category distribution on the basis of gender S.No 1.PERCENTAGE ANALYSIS TABLE 1 Table No. 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. Gender Male Female Total No. 34 . 2.

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

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. 4.TABLE 2 Table No.2 shows the age wise distribution of the employees S. 36 .e.No 1. 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. Age group 18-25 years 26-35years 36-45years 46-55 years Above 55 years Total No.. 5. 50% are attained the age 18-25years. 3.

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

4. 35% of the employees are between1-3 years and 17% of the employees are between 4-6 years. 5.3 shows the experience of the employees S. 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. Experience Below 1 year 1-3 years 4-6 years 7-9 years 10-12 years Total No. 2.No 1.e. 3.. there is no respondents in the 7-9 years and 10-12 years 38 .TABLE 3 Table No. 48% of the employees is below 1 year.

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

6001-7000 and 12% of the employees are Rs.3001-4000 Rs..TABLE 4 Table No.5001-6000 Rs. 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. 3.4001-5000. Total Income Rs.6001-7000 Above 7000 No.7000.No 1.4 shows the income level of the employees S. 40 . 5% of the employees are Rs.4001-5000 Rs. 68% of the employees is Rs.5001-6000 and above Rs. 15% of the employees are Rs. 4. 2. 5.e.3001-4000.

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

Factors Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No.TABLE 5 Table 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. 2% of the employees said highly satisfied.e. 5. 3.No 1. 4. 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. 42 . 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.No 1.. i. 5. 44 . 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.TABLE 6 Table No. Factors Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No. 4. 3. 12% of the employees said highly satisfied.6 Leave Benefits S. 2.

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 .

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. 3.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. Factors Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No. 12% of the employees said highly satisfied.No 1. 5. 46 ..TABLE 7 Table No.7 Health related benefits S. 4. 2.

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. 12% of the employees said highly satisfied. 48 .TABLE 8 Table No. 3. 5. 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. 2. Factors Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No. 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..No 1. 4.8 Long term care insurance S.

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 .

3. Factors Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No. 68% of the employees said satisfied and 17% are in neutral and 12% are in dissatisfied and 0% are highly dissatisfied.e. 5. 4.TABLE 9 Table No.No 1. 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% of the employees said highly satisfied. 2.9 Tuition Reimbursement S. 50 .

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 .

. 3. 4. 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.TABLE 10 Table No.No 1. 5. 9% of the employees said highly satisfied. 2.e. 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. Factors Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total No.10 Deferred compensation S. 52 .

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 .

CHART-11 54 . 39% of the employees said satisfied and 27% of the employees said neutral and 21% of the employees said dissatisfied and8% are highly dissatisfied. 4.No 1. of employees 5 39 27 21 8 100 Simple percentage 5 39 27 21 8 100 INFERENCE The above table shows the Counseling i. 5% of the employees said highly satisfied. Factors Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total No.TABLE 11 Table No.. 5. 3.11 Employee Assistant Program (Counseling) S. 2.e.

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

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

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

e. 68% of the employees are satisfied. 1% are dissatisfied. 2. and 0% are highly dissatisfied. 3. of employees 23 68 8 1 0 100 Simple percentage 23 68 8 1 0 100 INFERENCE The above table shows Mentoring i. CHART-13 Chart shows about the Mentoring 58 . 5..Table No.No 1. 23% of the employees said highly satisfied. Factors Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total No. 8% are in neutral. 4.13 Mentoring S.

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.

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

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

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

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.

and 3% are strongly disagree. 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.5% are said to be disagree.No 1.e.. 3. 4.S.. 12% of the employees are strongly agree and 59% of the employees said agree .22% are in neutral. 2. 5. CHART-16 Chart shows about the Job Rotation and new assignments 64 . Factors Strongly agree Agree Neutral Disagree Strongly disagree Total No.

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 .

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

18 Training opportunities 67 .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.

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

No Factors 69 No. 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.

4. 43% of the employees said strongly agree.1. 2.e. 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 . 5. 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.

20 Employees in my organization are treated with fairness and respect. 71 .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.

No 1.S. 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. 5. 4. 2.3% says disagree and 1% say strongly disagree. 35% of the employees said strongly agrees and 58% of the employees said agree and 4 of the employees said neutral. 3.. Factors Strongly agree Agree Neutral Disagree Strongly disagree Total No.e. CHART-20 Chart shows about the Employees in my organization are treated with fairness and respect. 72 .

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 .

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

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

e. 4.No 1. 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. 3. 2.7% are disagree and 3% are strongly disagree CHART-22 Chart showing about the job is secured 76 . 5. Factors Strongly agree Agree Neutral Disagree Strongly disagree Total No. 12% of the employees said strongly agree and 37% of the employees said agree. 41% are in neutral..S.

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

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

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.

. 3. 40% of the employees said strongly agree.e. 5. Factors Strongly agree Agree Neutral Disagree Strongly disagree Total No.S. 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. 12% are strongly disagree. 4. 20% of the employees said agree and 16% of the employees said neutral and 12% of the employees said disagree.No 1. CHART-25 Chart showing about the employees satisfied with their relationship with colleagues 82 . 2.

No Factors No.26 The superior is helpful to getting their job done S.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 .

2. 3. 4. 0% is strongly disagree.e.. 45% of the employees said strongly agree. 5. 35% of the employees said agree and 12% of the employees said neutral and 8% of the employees said disagree.1. CHART-26 Chart showing about the superior is helpful to getting their job done 84 . 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.

26 The opportunity for promotion is good S. of employees Simple percentage 85 .No Factors No.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. 24% is strongly disagreeing.e. 5.. 2. 12% of the employees said agree and 13% of the employees said neutral and 39% of the employees said disagree. 12% of the employees said strongly agree. 4. 3. CHART-26 Chart showing about the opportunity for promotion is good 86 . i.1.

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 written as x ² (pronounced as ‘ki’square). It is also called as test of association. It is used in relation to sampling analysis for comparing variance to a theoretical variance.

Alternate hypothesis (H1) There is an association between the experience level of the respondents and job security in the company.Goodness fit test b. Relationship between the job security and experience of the respondents 88 . FORMULA: CHI-SQUARE= (O-E) ²/E Where O = Observed Frequency. c. 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.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. All the researcher may use this test for the a.Significance of population variance.Significance of association between two attributes.

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 .

04 -1.84 0.1523 0.0176 5.45 1.1897 0.8711 0.95 1.35 2.56 -2.1296 0.76 17.97 2.95 14.0024 0.0016 1.0176 21.0697 0.44 4.3171 6.20 -0.9806 0.1129 0.9025 2.05 2.1806 0.2646 1.0025 0.68 -0.49998 Calculated value 90 .4025 0.04 6.65 1.29 3.2825 1.00078 0.29 6.55 -0.24 2.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 5.36 1.2177 1.0386 0.3136 4.24 -4.76 19.6641 9.36 0.9024 0.20 12.05 -0.68 3.7225 2.03 5.

49998 Degree of freedom= (r-1) (c-1) = (5-1) (5-1) =16 Table value at 12 degree of freedom at 5 % significance=6.49998 Inference: Calculated value (6. TWO WAY ANOVA 91 .e.296).) there is no significant relationship between the experience and of the job secure of the respondents. so null hypothesis is accepted (i.χ2 = ∑ [(O – E) 2 / E] =6.49998) is less than the table value (26.

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. 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 .

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 .

75/-1014.4= -0.01 Between rows 603.01 Residual errors -300 (5-1) * (5-1)=16 -18.7/-1014.9/-1014.0185 Total 52 Calculation: 94 .4= -0.F MS F-Ratio 5% F-Limit Between columns 110.9 105.0273 F(4.16) =3.1044 F(4.7 27.75 -18.4= 0.Source of variation SS D.8 (5-1)=4 27.16) =3.6 (5-1)=4 105.

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-(603.8) = -1014.(T) ^2/n = (144/5+144/5+169/5+1521/5+576/5)-300 = Step 4:SS Between rows treatments = ∑ (Ti) ^2/ Ni.6+110.(T) ^2/n = (4624/5+144/5+25/5+225/5+25/5)-25 = 1003.4 Inference 95 .

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

leave benefits is the fourth rank. the tuition reimbursement is the second rank.60 12 5 60 39 4 156 35 3 105 14 2 28 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 3.10 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. FINDINGS 97 .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 2.77 1 Tuition Reimburseme nt 3 5 15 68 4 272 17 3 51 12 2 24 0 1 0 3.49 5 12 5 60 64 4 256 13 3 39 11 2 22 0 1 0 3. deferred compensation is the third rank. health benefits is the fifth rank. The long-term care insurance is first rank. Employee Assistance Program is the sixth rank and salary/Compensation is the seventh rank.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 3.61 3.

13. 14. 4. 35% of the employees said satisfied and 58% of the employees said highly satisfied with their respect for employees in the organization. 20. 7. 73% of the employees said satisfied and 23% of the employees said highly satisfied with their independency in their jobs. 59% of the employees said satisfied with their job rotation and new assignments 17. 5. 18. 49% of the employees say yes for the employees alternative work schedule.5000 and 12% of the employees are Above Rs.PERCENTAGE ANALYSIS 1. 64% of the employees said satisfied in the long term care insurance. 22. 46% of the employees said satisfied with their leave benefits.6001-7000 and 15% of the employees are above 7000.5001-6000 and 5% of the employees are above Rs.4001-up toRs. 35% of the employees said satisfied and 27% of the employees said highly satisfied with their employee suggestion programs. 8. 10. 6. 19. 63% of the employees said satisfied with their deferred compensation. 3. 17% of the employees are between 4-6 years of experience. There are 25% of the employees attained the age between the 36-45 years. 49% of the employees said satisfied with their rewards and recognition. 68% of the employees said satisfied in their tuition reimbursement. 11. 35% of the employees said satisfied and 27% of the employees said highly satisfied with their training opportunities. 39% of the employees said satisfied in Employee Assistance Program or Counseling 12. 48% of the employees said satisfied with their career planning 15. 43% of the employees said satisfied and 21% of the employees said highly satisfied with their annual performance. 33% of the employees said satisfied and 49% of the employees said highly satisfied with their employee’s ideas. 37% of the employees said satisfied and 41% of the employees said neutral with their job security. 98 . 35% of the employees are between 1-3 years. 9. 17% of the employees said satisfied with their salary and compensation. 68% of the employees said satisfied with their Mentoring. 68% of the employees are Above Rs. 23. 21. 48% of the employees is below 1 year. 12% of the employees said to be highly satisfied &39% of the employees said satisfied in their health related benefits. 16. 58% of the employees are belong to male category 2. 25% of the employees are attained the age between 18-25years and 50% of the employee are attained the age between the 26-35years.

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

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

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

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

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