A STUDY ON EMPLOYEE ATTRITION

Sai Life Sciences Ltd Bidar.

 A
Project report
On
“STUDY OF EMPLOYEE ATTRITION”
At
“SAI LIFE SCIENCES PVT LTD”
Submitted by
AJAY KUMAR M
(3GN21BA001)
Submitted to

VISVESVARAYA TECHNOLOGICAL UNIVERSITY, BELAGAVI

In partial fulfilment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Under the guidance of
INTERNAL GUIDE EXTERNAL GUID
Mrs: Arati B. Mr: Hitesh Desai.
Asst. Professor Executive Director:
Dept of MBA Sai Life Sciences Pvt Ltd
GNDEC-Bidar Unit-4, Bidar

Department of MBA
GURU NANAK DEV ENGINEERING COLLEGE. BIDAR
Mailoor Road Bidar-585403
September-2023
Introduction

Attrition Meaning.
 When an employee decides to leave the business to work for another one, this is known as
an employee. Attrition.
 Many employees switch employers solely for the benefits offered by the new employer.
For various aspects such as
 greater pay, distance from home, better growth opportunities, better skill training, better
roles, environmental factors, poor manager relationships, etc.
 The Study was done to determine what element had the biggest effect on the employee
attrition at Sai Life Sciences.
Company profile
 Sai Life Sciences is one of the India’s rapidly growing Contract Research, Development, and API
Manufacturers.
 As a full-service CRO and CDMO, Sai Life works with over 100 global innovative pharmaceutical and
biotechnology companies and.
 Today, the organisation having employees group of over 2500 employees across its facilities
 Which are in India, the UK, and the USA.
Vision, Mission and Quality Policy.

Vision
 accelerate the discovery, development and manufacture of complex small molecules for a healthier
tomorrow.
 bring 25 new medicines to life by 2025. And they are well on that journey.

Mission
 develop innovative medicines quicker and at lower cost by providing reliable research and manufacturing
solutions.
 communicate effectively, safeguard IP, and invest in people to adopt technologies
 Quality Policy
 GMP (Good Manufacturing Practice) for commercial products
 Quality system at Sai Life Sciences is designed to fulfill most stringent global regulatory standards.
SWOC Analysis,
Strength
 100+ molecules across different clinical phases
 Customer base in highly regulated markets, including the USA, EU, and Japan
 Over 70% of GxP activities are governed within electronic systems

Weakness
 Huge amounts of manual activities and document management
 Facing Difficulties in achieving progressive laboratory digitalization
 Absence of data centralization and scalability
SWOC Analysis,
Opportunities
 Needs to work towards bringing down the costs by 20% - 25% for sustainability and creating a Global market
identity.
 Organisations should contemplate how to become more self-reliant in relation to basic raw materials.

Challenges
 Decrease in demand for prescription drugs
 Increase in competition from generic drugs
 Supply chain disruption
 Keeping up with technology
literature review
Amadasu, D. E. (2003)
 Highlighted that workforces will “definitely stick around and work for the development of
organizational” missions if relevant workman attrition policies are endorsed and executed by
Organizations.

Glen (2006)
 Has identified several Divergent predictors of attrition, organizational activities, role
provocation , ethics , compatibility between work, identification, administration, and
working environment.

Vinit et al. (2013)

 Pinpointed that components like “evaluation, frankness, training and resilience perform” as
vital booster for employee performance.
Statement of problem
 Nowadays this is one of the most essential inquiries which is posed by higher authority to HR employees....
which is, Turnaround of employees for various organizational and personal reasons "Why are we losing
more employees than other companies?“
 ‘The company cannot afford to lose its finest employee to competitors’ and to overcome these issues and
find possible solutions for these issues in organization
 we stated our Problem in organization Employee attrition.
Main objectives of the study
 how organisational culture influence’ the likelihood of attrition
 To examine the ‘causes of attrition’ among employees.
 To identify the different kinds of expectation from employees at different level.
 To provide valuable ‘suggestions if needed for the area that needs work.
 To study effectiveness of ‘Grievance a management’ agreement in an organization’s
Scope of the research
 Determination of methods or ways to avoid or to control turnaround.
 To determine the “rank of the employee job satisfaction”.
 To recommend “appropriate actions”.
 This study aids the business in better understanding the attrition rate inside the organisation.
Limitations.
 Employees from higher authorities sampled at limited level for this survey.
 sample size was limited to 50 persons.
 The review may differ from various levels employees with different individual needs with their level of
work.
 Due to the study's short 45-day period, time has been a critical restriction throughout.
 Employees may have not given the correct response for some questions due to hesitation.
Research methodology
 Define Research Problem:-I found that company has faced attrition problem with several
reasons.
 Preparing the research design: designed to reduced time from complications to gain maximum
results.
 Data collection:
 Primary data: reaching yourself to the source who are on notice period in organization
 Secondary data: from previous exit interviews,
 Sample design
 Sampling technique : Simple Random Sampling Technique
 Questionnaire design : is well structured and consists of closed ended questions
 Exit Interview : consist of close ended and some open ended questions
Analysis and Interpretation
Reasons for resignation from various employees.

Reason No. of Employee

1.Better working environment 10
2.Better Salary/Benefits 25
3.Lack Of Job Satisfaction 15
4.Family Reasons 15
5.Geographic Location 10
6.Others 10
 Various reasons.

Others; 10; 12% Better working

environment; 10;
12%

Geograpic Loca- Better Salary/

tion; 10; 12% Benefits; 25; 29%

Family reason; 15;

18%

Lack of job satis-

faction; 15; 18%

Better working environment Better Salary/Benefits Lack of job satisfaction

Family reason Geograpic Location Others
Summary of Finding
 Continuity rate in Sai Life Sciences Bidar U-4, is 33.3% of employees left the organisation
on quarterly base.
 Better salary opportunities, family and health issues, the main reasons why an employee
resigns are insufficient job satisfaction in Sai Life Sciences.
 Employees are always encouraged or motivated by their employers to remain with them.
Organisation
 The Organization's policy is workers friendly.
 The production process, quality assurance, department, engineering department,
cleanroom, stores, and maintenance departments, if a company has a higher attrition
Suggestion
Job variation.
 When they do the same job for years or even months, every hour of every day, they become burnt out. To prevent
burnout, cross-training and work rotation are recommended, especially in manufacturing facilities.
A positive attitude from superiors.
 Supervisors and managers ought to treat their staff members with respect and never abuse, criticise, or berate them.
Proper training for management.
 Managers need to receive thorough and regular training. Every manager and supervisor in the Company should have
the same training
Conclusion
 Attrition can't be a removed, but which can be reduced.
 The study's findings suggest that the attrition rate may vary day-to-day levels.
 Ignorance of why the workers are leaving there jobs, is cause to organisation's greatest
assets loss- its employees.
 Employees wish the organisational goals and objectives could have shown interest in
employees continuous growth.
Thank You to all.