OD INTERVENTIONS

•By
•PREETHI R (20MBA100)
•PRITHIEEP R (20MBA102)
•SARUKA S (20MBA127)
 INTRODUCTION
• RapidValue is a global leader in Digital Services & Product Engineering.

• They offer a range of services and solutions across various industry verticals.
Some of their customers includes Facebook, LinkedIn, ValleyCrests and
university of phoenix.

• RapidValue delivers its services to the world’s top brands and Fortune 1000
companies, and has offices in the United States, the United Kingdom,
Germany and India.
RAPID VALUE SOLUTIONS (ASPIRE SYSTEMS)

• Website : www.rapidvaluesolution.com

• Size : 500 employees ( Kochi, Kerala )

• Type : Private

• Headquaters : Pleasanton, California, US.

• Founded : 2009

• CEO: Rajesh Pandinjaremadam

• Industry : IT Service
 VALUES, ASSUMPTIONS AND BELIEFS

• Seeking to increase the effectiveness of the organization in terms of all of its goals and in creating an
environment in which it is possible to find exciting and challenging work.

• An organization can achieve success only when the individual goals are integrated with the organizational
goals.

• Employee satisfaction have to be increased due to which the idea of quitting the organization will be
reduced .
 PROBLEM IN THE BUSINESS FIRM

• High Attrition rate - Indicates that the employees are leaving the organization more often due to
various other reasons.

• Whenever turnover can be identified as endemic to a particular company or industry a more in

depth and comprehensive strategy is to be implemented.
 OBJECTIVES
• To ensure coordination between the employees and the organization.

• To fulfill the future needs and aspirations of employees in the organization.

• To take efforts and measures to improve the situation and conditions of employment.
 DIAGNOSIS
• Every quarterly, the attrition rate of the employees is calculated.

• It is found that the attrition rate has increased for the past two years.

MEASURES:

• Data sourcing.

• Structured questionnaire is circulated among the employees in the organization.

• Discussion with higher authorities.

PROBLEMS:

• Project shifting

• Tied up

• Allowance

• Lack of recognition

• Career progression

• Company culture

• Parking space

FINDINGS:

• Lack of communication

• Lack of trust
 INTERVENTIONS APPLIED
EMPLOYEE CONNECT PROGRAM

• Employees - randomly selected - 20-25 members. 

• Common forum for a discussion with HR.

• Open forum where employees can convey their concerns.

• Those concerns and queries are taken to the management.

• Assured  solutions within 15-30 days depending on the nature of the problem.

• The same session will be conducted every 45 days once.

 SOLUTIONS
1) Project shifting (Projects are changed every year)

2) Tied up (Flexible working time)

3) Allowance (Providing for extra hours)

4) Lack of recognition (Continuous motivation and rewards)

5) Career progression (Promotions, Onsite visits, Job rotation)

6) Company culture (Transparency and building up relationships)

7) Parking space (The company rents an area for extra space)

 GOALS ACHIEVED
• High attrition caused due to unknown reasons were reduced .

• Interest of employees towards the organization has increased.

• Employee productivity have also been increased as a result.