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RETENTION
EMPLOYEE RETENTION
UNDERTAKEN AT
Submitted by:
Mr. NADEEM AHMED M LAKKUNDI
REGISTRATION NO. MBA14220011
EXTERNAL GUIDE
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Tel.No: 08372-245871
Cell: 9900798007
Date: 25.07.2015
CERTIFICATE
This is to certify that Mr. NADEEM AHMED M LAKKUNDI a
student of MBA II Semester, has completed his Summer In-plant
Project
Examiner :
1. _________________
2. __________________
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Tel.No: 08372-245871
Cell: 9880048554
Date: 25.07.2015
CERTIFICATE
This is to certify that Mr. NADEEM AHMED M LAKKUNDI a
bonafide student of
assigned
to
him, namely
EMPLOYEE
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DECLARATION
The findings and suggestions of this project report are based on the
information collected during the period of my study.
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ACKNOWLEDGEMENT
This project report is a result of contribution received from a number of people, This
report cannot be claimed as my individual effort, this is to acknowledge all the people
who have provided me with the inspiration and guidance during the preparation of the
project, therefore, i extend my deep sense of gratitude to all of them.
I am extremely grateful to Mr. Vijay Kumar Mannur, HR Manager, WWIL,
Shirahatti for the support and information provided by him throughout my project
duration.
I express my deep sense of gratitude to Dr. R. R. Kulkarni, Admininistrator and Prof.
B. A. Hiremath, Co-Ordinator, Karnatak University Post Graduate Centre, GadagBetgeri, for their inspiration and guidance.
I am thankful to my Project Guide Prof. Shareef Benakal for his valuable guidance
and support throughout the project.
I express my sincere thanks to Prof.M.B.Channappagoudar, Project Co-ordinator and
the entire Faculty, for providing encouragement, guidance and valuable suggestions.
Finally I would like to thank all my classmates and friends for their help, Last but not
the least; my family has always been a source of motivation and unconditional love,
which has helped me to accomplish my project on time.
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TABLE OF CONTENTS
Sl.No
Contents
Page No
Executive Summary
01
Chapter 1 :
02
04
Chapter 3 :
Literature Review
38
Chapter 4 :
Research Methodology
42
Chapter 5 :
Analysis &
48
Industry Overview
Interpretation
7
Chapter 6 : Findings
64
Suggestions
66
Conclusion
67
10
Bibliography
68
11
Questionnaire
69
12
Excel Sheets
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Executive Summary
This project on A STUDY ON EMPLOYE RETENTION AT WIND WORLD
(INDIA)LIMITED,
SHIRAHATTI
deals
to
ascertain
the
EMPLOYEE
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Chapter 1
Industry Overview
The wind power industry is involved with the design, manufacture, construction, and
maintenance of wind turbines. The modern wind power industry began in 1979 with
the serial production of wind turbines by Danish manufacturers. The industry is
currently undergoing a period of rapid globalization and consolidation.
The wind power industry is the industry involved with the design, manufacture,
construction, and maintenance of wind turbines. Although the wind power industry is
small compared to those of the conventional power generation technologies (hydro,
coal, natural gas, and nuclear), it is growing at a much faster rate (25% per year, from
2002 to 2007).
The modern wind power industry began in 1979 with the serial production of wind
turbines by Danish manufacturers Kuriant, Vestas, Nordtank, and Bonus. Initially,
most of these early turbines were installed in western Denmark. California, USA
experienced a wind power boom from 1982 to 1986 when thousands of Danish and
American wind turbines were installed in massive arrays. India got involved in wind
power in the mid-1980s as well, while Germany and Spain gradually developed
domestic wind power industries starting in the early 1990s.
Wind turbine manufacturers design, test, manufacture, and assist with the operation
and maintenance of wind turbines. Important choices facing them include turbine
design (generator type, gearbox vs. gear-less, materials) and how much control to
maintain over component supplies (internal vs. external). They must be concerned
with maintaining their extensive fleets of operating turbines while at the same time
developing newer and ever-larger models. The largest wind turbine manufacturers are
based in Denmark, Germany, Spain, India, and USA.
The wind power industry is currently undergoing a period of rapid globalization and
consolidation, with much of the recent wind farm development occurring outside the
older established markets. Several large companies with market capitalizations greater
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than the entire wind power industry itself (General Electric, Siemens, BP) are now
making large investments in wind power. To meet a global wind turbine supply
shortage, start-up wind turbine manufacturers are still appearing and ramping up the
production of their new wind turbine models as quickly as possible.
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Chapter 2
Company Profile - History & Background
The origins of our story began in 1994, way before the first gusts of an energy crisis
blew across our land. It was a time when wind energy emerged not as an alternative,
but a mainstream, renewable, eco-friendly source of power generation.
'Since then we've emerged as the country's preferred wind power solution provider, on
a number of counts.
Wind World (India) Limited (WWIL) formerly Enercon (India) Limited has always
been a path breaker, with innovations that have consistently left the others behind.
Gearless technology, an energy-efficient grid feeding system and long-lasting warp
resistant blades are just cases in point.
Our wind farms today straddle seven high wind potential states Karnataka,
Maharashtra, Tamil Nadu, Rajasthan, Gujarat, Madhya Pradesh and Andhra Pradesh,
spread across 3,000 kms of India. We have installed over 6204 Wind Energy
Converters (WECs) with a capacity of over 4561 MW.
We are maintaining these WECs round the clock 24 x 7 for optimum performance.
We're an ISO 9001:2008 certified company for Manufacturing, Installations and
Services.
Wind energy converters are manufactured at four plants in Daman; while concrete
towers are manufactured at facilities in Gujarat, Karnataka and Tamil Nadu. We
employ over 5,600 dedicated people and have set up the Wind World Training
Academy at Daman, for training world class operations, maintenance and asset
management support teams.
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In terms of business results, we've achieved a turnover of INR 3636 crores in FY
2010-11 and recorded highest ever turnover of INR 4270 in FY 2011 -12, WWIL is
poised to cross INR 4500 crore mark in the year ahead (FY 2013-14).
So what powers our success?
Trained Manpower.
'Over the years, our passion about wind energy continues to power our sails.
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Business Vision
We will foster a culture of care for our stakeholders, and channel our efforts
with integrity to build their trusted wind energy company.
Business Mission
We will work towards being the most trusted wind energy company.
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Quality Policy
We consider it our fundamental concern to understand the needs and requirements of
our esteemed customers and are committed to offer products and send services that
consistently meet the agreed-upon requirements and needs.
We are committed to Total Quality Management for achieving Business Growth
through Customer Delight, at optimum costs by:
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Area of Operations-Products
ROTOR ASSEMBLY
Rotor head production comprises the manufacture and integration of the pitch drive,
bearing, axle pin, stator-rotor and balancing assembly, under a single roof.
The rotor hub or unit along with pitch drive and annular generator are interconnected
to form a single gearless unit. The rotor unit is then mounted on a fixed axis, called
the axle pin.
As compared to conventional geared systems with a large number of bearing points in
a moving drive train, our drive system requires only two slow-moving taper roller
bearings, due to its low direct drive speed @ 25 RPM. Bearing fitment is executed
using the shrink as well as induction heating techniques.
Wind turbines are equipped with a variable pitch technology. This allows for
feathering the angle of the blades for each wind speed; whereby controlled extraction
is done using the maximum energy in the wind flow.
In below-normal wind conditions, the pitch is tailored to derive maximum energy
potential; while in above-normal conditions, the pitch is altered to derive a controlled
amount of energy, so that the machine produces the rated power in a controlled and
stable manner up to cut out wind speed.
Besides maximizing wind energy derived, this system reduces torque on the device
and allows for the use of the full blade as an aerodynamic brake.
At every stage of assembly standard quality checks are executed as per our quality
protocol requirement. This is executed by trained personnel using high quality
calibrated equipment, to provide evidence of product conformity to requirements.
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Snout shape aluminium tip design, to reduce noise and air turbulence, and
increase generation output.
Superb surface smoothness - avoids fungus and algae formation, and draws
maximum air velocity.
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Highly precise VARIM process and auto power hinge mechanism for mold
closing reduces human error and ensures consistent quality.
Auto dust extraction and de-burring system - minimizes dust PPM level inside
the plant.
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TOWER CONSTRUCTION
Wind World (India) Ltd. has three Concrete Tower Factories (CTFs) at Gujarat and
Karnataka. The fourth CTF in Rajasthan is under construction.
Towers are important because of their load-bearing capability to support the turbine,
which weighs close to 400 MT, and also because they bear the onslaught of winds,
rain, erosion and other naturally occurring hazards.
The load-dynamic design of the materials and structure used in our towers, provides
the best conditions for transport, installation and use.
Over and above binding national and international norms e.g. DIN and Eurocode, we
have set our own standards which surpass these quality and safety norms.
Virtual 3D models of the tower designs are produced during the development phase,
using the Finite Element Method (FEM). All possible stress factors on the wind
turbine are then simulated on the model. Accurate predictions concerning tower
stability and service life are not left to chance before building a prototype.
We continuously evaluate additional measurements on existing turbines, providing
further verification of the calculated data. Our calculations are confirmed by results
produced by specially commissioned certification bodies, research institutes and
engineering firms.
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Aesthetic aspects are also a decisive factor during tower development, which is
obvious in the elegant design of the finished product. The streamlined gradually
tapered design, offers a visibly sophisticated ergonomic concept.
In addition, there is also an ice machine at the production plant. At high temperatures,
it produces over 120 tons of ice per day to cool down the concrete. Water for the ice
maker is cleaned in one of our own water treatment plants.
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Due to their relatively small circumference, shorter tubular steel towers are mounted
on the foundation using a foundation basket. This consists of a double-rowed circular
array of threaded steel bolts. A retainer ring, fitted to the tower flange dimensions, is
used to hold the individual bolts in position.
When the foundation is completed, the lower tower section is placed on the bolts
protruding out of the concrete surface and then bolted with nuts and washers.
For taller steel towers, a specially developed foundation connection system is used. A
cylindrical structural element is set on the blinding layer, propped up to the correct
height and precisely aligned with adjusting bolts.
Once the foundation is completed, the tower is flanged together with the foundation
section. Like all other components, tubular steel towers are subject to strict quality
standards.
Quality assurance begins in the design development stages, to ensure that the
prototype meets all requirements before going into serial production.
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Our Customers
Wind World Indias list of customers reads like a veritable roster of blue chip
companies. The most remarkable aspect of our customers is that a large number of
them have come back for repeat orders. Can there be a better testimony of customer
delight? Here are a few of Wind World Indias customers :
1. Ambika Cotton Mills Ltd. Coimbatore
2. Apollo Tyres Ltd. Delhi
3. Bharat Forge Ltd. Pune
4.
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Organisation Chart
MD
CEO
Operations Manager
Finance
Manager
Project
Manager
Marketing
Manager
Accounts
Manager
Project
Supervisor
Territory
Accounts
Executives
Accounts
TL
Project
manager
Sr. Sales
Manager
Marketing
co-ordinates
Staff
Staff
Staff
HR Manager
Asst. HR
Manager
Sr. HR
Executives
Adm
Manager
Staff
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Certifications
ISO 9001 Certification for EIL covering all manufacturing units, corporate
office, projects & service sites GL (Germanischer Lloyd)
ISO 9001 Certification for Enercon Training Academy.
GL Shop Approval for Rotor Blade Manufacturing Plants certifying that the
rotor blades manufactured at EIL are manufactured as per GL wind guidelines.
SERVICE PROVIDER
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2008: WISE - Best Independent Power Producer, Wind World Wind Farms
(Hindustan) Pvt. Ltd. - First Prize
2007: WISE - Best Independent Power Producer, Wind World Wind Farms
(Hindustan) Pvt. Ltd. - First Prize
2006: WISE - Best Independent Power Producer, Wind World Wind Farms
(Hindustan) Pvt. Ltd. - First Prize
Infrastructural Facilities:
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Wind World India Limited is having adequate infrastructure in its each of
plants situated in different states such as Gujarat, Maharastra, Tamilnadu,
Karnataka etc. In each of plant and site of Wind World India Limited in
different part of the nation is specialized in one of the companies undertakings
according to that each plant and site having infrastructure. Each plant having
sufficient storage facilities, transportation facilities, connected to high ways
and also according competitive advantages.
Evacuation Facility:
Power Evacuation Facility is one very important constituent of the Wind
Power Project (WPP) on which rests its performance. WPP has to have a very
good power evacuation facility. The power generated by the wind power
project needs to be transmitted to a point from where it is distributed for use
through this facility. Thus power evacuation plays a critical role in the power
project. Wind World India Limited conduct a thorough study of the power
evacuation arrangement in the area where the wind power potential exists. A
windy site with poor evacuation arrangement affects the project performance.
Wind World Limited has thus been instrumental in establishing the adequate
evacuation facility for its upcoming projects, wherever it is necessary. Wind
World India Limited has created power evacuation facilities at few potential
sites, where it was a necessity. Wind World India Limited has thus
demonstrated its capacity to undertake the project work to its ultimate to
achieve the best performance of the WPP.
Road Development:
This Activity is site dependent. Certain sites need extensive Road work and
for some it is bare minimum. Hilly Terrain sites needs huge amount of
approach road work. The best route to reach the top of the hill is worked out
first. Then hill cutting and the road work is undertaken so that the trailers
which carry the materials and cranes to undertake the erection activity can
reach the point of Installation. e.g. Karnataka, Jogimatti Site.
Competitors Information:
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Wind World India Limited is having sufficient number of competitors in its
each segment of activity, out of them important are as follows with their
specializations.
1.Suzlon Enery
2..Elecon Engineering India Ltd
3.Enercon India Ltd
4.Global Wind power Ltd
5.WinWind Power Energy Pvt Ltd
6.Inox Wind Ltd
7.Indowind Energy Ltd
8.Orient Green Power Ltd
9.Essar Wind Power Pvt Ltd
10.RRB Energy
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The 7-S
Framework was developed by the consultants at the McKinsey Company, a very well
known management consultancy firm in the United State, towards the end of the 70,s
to diagnose the causes of organizational problems and to formulate programs for
improvement. The 7-S framework consists of major aspects such as strategy,
structure, system, skills, staff, style and shared values.
Finance department:
Finance department mainly concentrated on moderating funds in proper way and also
estimating cost as well as profit of the respective projects. Finance department play
vital role in marinating proper books of accounts. The important functions for the
finance department are general accounting, revenue collection; establishment costs
analysis, budgeting, auditing and advice to the chief executive regarding financial
matters. The Electronic Data processing unit also functions under this department.
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HRD Department:
HR Vision
Develop an enabling environment to make Wind World (India) a Great Place to
work. Every Energite is an invaluable member of the Wind World family. Wind
World is all about the value it entrusts in its own people and the care it takes for their
well being. Wind World maintains the highest level of transparency to provide the
qualitative service to its customers. Every Energite maintains the open door policy
and it is well enforced by the clear-cut system orientation and policy established by
the company.Wind World India also respects the individual freedom and working
style, which results in high employee morale. Wind World is very certain that change
is the only constant, which makes the Energite open to change. The Performance
Management System of Wind World India makes performance as the paramount
factor of life. Wind World India practices the participative management, which helps
in the growth of the organization. Individual employee suggestions are valued and
also implemented, thus resulting in the collective growth of employee and
organization. The Customer Focus and Quality (Processes and Personnel) has made
Wind World the world leader in the business of wind farming.
1. Human Resources
2. Industrial Relations
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3. Welfare
4. Employees Relation
5. Personnel Administration
6. Security, Safety and Administration
Human Resources: HR activities consists the following activities
(i)Recruitment
(ii) Training & Development
(a) Management Development
(b) Workers Development
(c) Leadership Potential Mapping
(iii) Performance Management
(iv) Organizational Development
(i)Recruitment process:
Request for Manpower from HOD
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a) Leadership- Skill Development
b) Interpersonal & Behavioral Development
c)Technical Skill Development
To match:a) Change in Design
b) High Growth
c) Focus on competing through Technology & Quality
d) Customer Focus & end to end Customer Satisfaction
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(i) Employees Credit & Consumer Co - Operative Society
(ii)Celebration of Festivals & Cultural programmes
(iii)Sports
(iv)Family Get-together
(v) Image Building & Community Development
6. Security, Safety and Administration:(I) Safety & Security of Man, Material & Machine
(ii) House Keeping, Guest House Management
(iii) Maintenance of Office equipment (iv) Transportation
(iv) Legal & Local Liaisoning
MEDICAL DEPARTMENT:
The department provides all types of Medical facilities and Medical treatment to the
employees including workers.
Services provided by the Medical department are as follows:
health care service
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Round the clock medical services including ambulance van facilities available
Providing first aid facilities in Wharf, workshops, etc. The Chief Medical Officer
exercises the overall control over the Medical department.
IT department
IT department works on solving information technology related queries and solving it.
In brief it works as a supporting for all departments. And also undertakes the work
related networking.
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2. Strategy:
McKinsey in his 7s Frame work defined strategy as a set of decisions and actions
aimed at gaining a sustainable competitive advantage. Wind World conduct unique
strategy in eliminating waste. In each stage of work some specific strategy is used to
minimize the wastage. In each stage of is done no the base of six sigma aspect. In
each processing stage is monitored by supervisor properly to avoid as much as
possible waste. In between each work quality control department check the work and
is certificate for further proceedings.
It is not technology alone. Wind World's strict adherence to a 10 - Point Programme
has created enduring competitive advantages for the company, leave alone financial
stability and security.
Wind World's Ten Point Programme for enduring competitive advantages:
1. Empowerment of People: At Wind World India we believe that business is all
about people.Wind World India invest in both values and knowledge in people. Wind
World India empower them to serve clients in the best possible way.
2. Financial commitment: Wind World India reinvests its profits in the development
of plants and processes. Wind World India's commitment to the wind energy industry
is complete.
3. Global knowledge base: ind World India Ltd can cater to any kind of requirement
almost anywhere in the world. Over the years, Wind World India has acquired
comprehensive local knowledge of climatic conditions, infrastructural facilities and
statutory obligations on a global scale. Wind World India is the only company in the
world to have the distinction of installing WECs in the extremely severe conditions of
Antarctica. Unique learning accrued from such installations gets institutionalized and
helps Wind World India to serve its customers better in other parts of the globe as
well.
4. The service edge: Extensively trained service professionals are available in all the
markets to provide lifetime care of all Wind World India wind energy converters.
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They follow rigorous maintenance procedures for all the wind energy converters,
leaving virtually nothing to chance.
5. Complete control on production: Wind World India's production takes place
according to the most stringent quality standards. Technology transfer to all our
production facilities across the world results in timely delivery of design wise
compatible products and services.
6. Research and development: With the largest team of research engineers in the wind
energy sector Enercon's 'Research and Development' is characterized by its ability to
constantly push the envelope.
7. Quality centered process control: Wind World India has ISO - 9002 certification
for its quality system. In addition, Wind World India also sets and acts on its own
benchmark on quality Wind World India's Quality Protocol system is a fail-safe
mechanism to create all round accountability by enabling the tracking of
manufacturing and servicing history of each and every operation.
8. Vendor care: Wind World India believes in developing long term, win-win
relationships with its vendors. That's why; its suppliers too never compromise on
Wind World India's quality standards. Furthermore, Wind World India's engineers
work together with its vendors to continually upgrade product quality to ever-higher
standards.
9. Standardized processes: The Company develops its own process engineering
systems according to requirements. This ensures a uniform and consistent
manufacturing standard at all Wind World production facilities throughout the world.
10. Environmental concern: Wind World is engaged in constant dialogue with power
utilities, economic policy makers and consumers, to promote the cause of clean
energy. Wind World India's commitment to clean energy goes much beyond pure
business motives. Wind World's sense of responsibility towards mitigating the
environmental degradation of our planet due to the use of fossil fuels forms the
bedrock of its corporate philosophy.
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3. System: System according to 7-S frame work proposed by McKinsey refers to all
the rules, regulations and procedure both formal & informal that complement the
organization structure. It includes production, planning & control system, recruitment,
training & development system & performance evaluation system.
Selection: The selection of candidate is done by gathering all the information about
the candidate the process of selecting candidate goes through various step and stages.
After various stages a qualified candidate calls for Interview. In the Interview expert
persons with good knowledge and experience a perfect candidate is selected for job.
4. Shared values:
In the McKinsey 7s frame work shared values refers to commonly held beliefs,
mindsets and assumption that shape hoe an organization behave its corporate
cultures.
Shared values of Wind World India Ltd are:
a)The organization believes in the dictum my organization, my work, and my
people. Industrial is the hallmark of progress.
b)Company believes in Team work which is essential to the success of any
enterprises.
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5. Skills: Skill is a fact that is necessary to carry out important strategys, those
strategys are developed by over a period of time as a result of which success is
achieved. Hence skill is necessary for a firm is growth .
Secrets of success of Wind World India : The Wind World India Wind
Energy Converter (WEC) with its peripheral power transmission components sum up
to be a 'Wind Power Plant (WPP)' - an industrial plant producing Electricity as it's
end product. Round the clock availability of Competent, Dedicated & Well-equipped
service crew at sites act as a watchdog of the WPP.
Offices for WPP O&M mgmt. at respective sites & regions.
Dedicated vehicle arrangements
. PMP radios network, cellular & land telephony.
Quality & consistency in the WPP performance management is ensured by surprise
checks on WECs.
Preventive measures to arrest the recurrence of faults if any are established through
developmental changes From Concept -> to Commissioning -> to Care
24X7 Service of the WECs Annual Electrical inspection, metering & calibration.
Comprehensive all inclusive fixed cost contracts
Power Marketing, Billing & Collections
Regulatory Compliances
Relationship management
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Typically they fund exploration more consistently (that is, their year-to-year spending
patterns are less volatile). They define fewer and more consistent exploration targets.
Their exploration activities typically report at a higher organizational level. And they
typically articulate better reasons for exploring in the first place.
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Management
The Wind World India ltds management is divided into mainly
three levels. They are:Top Level Management: Is at the head of the
organization. It consists of Board of Trustees and its Chairman, Deputy Chairman. In
the operation of the enterprise, top management is the ultimate level of authority since
they are responsible for taking major decisions regarding the organization.
Democratic Styles: The style of management, which the Wind World India ltd
follows, is Democratic style. The Wind World India ltd gives importance to Team
work. Communication is two ways i.e. flow of instructions from top management to
the end worker and vice versa. There are participations of middle management as well
as lower level management in decision making. Once the decision taken by the top
management i.e. after consultation will be the ultimate and middle level management
as well as lower level management should obey these decisions.
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7. Staff
Staff according to McKinsey 7-S Framework refers to how companies develop
employees and shape basic values. Staff is often treated in one of two ways. At the
hard end of the spectrum, we talk of appraisal systems, pay scales, formal training
programs, and the like. At the soft end, we talk about morale, attitude, motivation and
behavior. Brown and Moberg define staffing as The selection, placement, training
and development of appropriately qualified employees. Which implies that it
includes two fundamentally different process, i.e., selecting people for specific
organizational positions and developing in them the abilities and skills that they
would need to be effective in those and subsequent assignments. The staff selection
committee will select the eligible candidates as per the approve recruitment rules and
they will finalize the list of candidates to be appointed. For the selected employees
and arranges training programs with a view to render a qualitative improvement in
their working style. The training program has shown noticeable improvement in the
quality of work and in the decision-making.
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SWOT Analysis:
SWOT is an acronym for the internal strength and weakness of a business and
environmental opportunities and threats faced by the business. SWOT analysis is a
systematic identification of these factors and the strategy that reflects the best match
between them. It is based on the logic that an effective strategy maximizes the
business strength and opportunities, but at the same time minimizes its weakness and
threats.
Strength:
Strength is a resource skill or other advantage in competence with competitors and the
needs of the market.
The strengths of Wind World India ltd are: Exclusive access to natural resources
New , innovative product/services
Location of business
Quality processes and procedures
Strong brand and reputation
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Threats:
Increasing number of competitors
Increasing cost of production
Competitors innovative services adversely effecting.
Conclusion
To conclude we can say that there is a close relationship between the
theoretical concepts that are learnt in the class and the functions of the organization.
Wind World India ltd is holistically and effectively organized.
Wind World India India ltd is making all the efforts to implement the best
practices of Management. Many successful Management principles are being applied
in the real life application in the organization. In fact organization is successful in
applying the same. As a whole there is a learning environment in the organization;
where each and every principles of management could be studied in detail.
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Chapter 3
LITERATURE REVIEW
Muhammad Hassan (1): Employee retention is the vital challenge in all
organizations. This papers focus on one industry that is the leather industry of
Pakistan which is facing the same problem of retention of employees due to many
reasons. As Leather industry is the third largest export earning sector in Pakistan so
these reasons are discussed in detail. The turnover rate in Leather Industry of Pakistan
is around 25 30% annually, its observed that mostly second line managers change
their jobs for high salaries offer, recognition, authority and also to seek for more
knowledge and to get more competitive edge in terms of processing; In tanneries its
critical and alarming because of the process and article secrecy. In order to achieve
competitive advantage, maximum utilization of resources and to get organizational
efficiency employees must be retained in a true spirit in order to cope with all these
conditions. In this paper the authors tried to know the reasons behind this dilemma
that how employees can be retained and some suggestions were given to deal with it.
One edge of this paper is that one of the author belongs to the same industry i.e.
leather industry.
Tammy C. Morse (2): Humor has been in existence since the beginning of time.
Some even claim that humor is the best preventive medicine for stress management
and good health. If humor is good for living productively, can it also be good for
employee retention and/or employee satisfaction? The purpose of this conceptual and
practical paper is to explore the extent to which the use of appropriate humor relates
to employee retention and satisfaction, which can enhance the commitment,
cohesiveness and performance of a companys workforce. Another objective is to
explore and emphasize the importance of humor and employee retention in the
workplace. The paper provides practical recommendations for todays managers and
offers a focus for future researchers to empirically test the use of humor and its
relationship to employee retention and employee satisfaction.
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Dr. Nafees A. Khan (3): Retention of Key employees is critical to the long term
health and success of any organization. It is a known fact that retaining the best
employees, ensures customer satisfaction, increased product sales, satisfied colleagues
and reporting staff, effective succession planning and deeply imbedded organizational
knowledge and learning. Now days companies are struggling to retain employees. As
employee attrition has continuously been on increase, and its coeval phenomenon of
employee retention has become an evolving concept. The ultimate solution to the ever
increasing employee attrition is to increase employee engagement/ involvement in the
organizations.
Atif Anis (4): Employee retention is a critical aspect for every company regarding
competitive advantage because human resource is the most critical asset of todays
modern world. Other resources can be arranged effortlessly but to get efficient and
retain talented human capital is the most difficult task. Therefore, organizations are
now more focused towards employee retention. Organizations use different HR
techniques for retention. Our main emphasis is on compensation packages after
employee training and development practices for retention purposes. We will also see
how a relaxed work environment will help in the retention of employees. For this
purpose, we conducted this study in Lahore and collected data from corporate groups.
The numbers of respondents in our study are 330. For analysis we used the structural
equation modelling technique with the use of AMOS 18.0. In this study, we used
compensation as the mediating variable between the training and retention of
employees. Results reveal that retaining employees long term, after their training and
development has been completed, without increasing their compensations is not as
favourable as when compensation is increased to reflect the completion ability to
apply their field related skills and capabilities.
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terms of the reasons for employee turnover, the study demonstrates that motivation
for job change is multidimensional: no one factor will explain it. While interesting
work is the strongest attractor and retainer in the labour market, the results also show
that there is a strong employee expectation that management should make personnel
decisions based on merit, demonstrate that extrinsic rewards (such as pay, promotion
and security) play a role in both employee retention and turnover, lend support to the
idea that there is growing concern with worklife balance, and underline the retention
value of good relationships with co-workers and supervisors. The results demonstrate
that employee turnover is not riskless for individuals: some benefit a lot (for example,
in finding worthwhile promotion), while others do badly out of it. The study offers
suggestions for improving retention in firms with dysfunctional employee turnover.
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Introduction:
Research is the process of systematic and in-depth study or search for any
particular topic, subject or area of investigation, backed by collection, compilation,
presentation and interpretation of relevant details or data. Research methodology is a
way to systematically solve the research problem. It may be understood as a science
of studying how research is done scientifically.
Research may develop hypothesis and test it. In it we study the various steps
that are generally adopted by the researcher in studying his research problem along
with the logic behind them.
Research must be based on fact observable data forms a sound basis for
research inductive investigation lead better support to research finding for analysing
facts a scientific methodology of analysis must be developed and result interpreted
logically.
It is necessary for the researcher to know not only the research method or
techniques but also the methodology. Thus, when we talk of research methodology we
not only talk of the research methods but also consider the logic behind the methods
we use in the context of our research study and explain why we are using a particular
method or technique and why we are not using others so that research results are
capable of being evaluated either by the researcher himself or by others.
Research problems would result in certain conclusions by means of logical
analysis which the decision-maker may use for his action or solution.
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Chapter 4
Research Methodology
Data collection:
Data collection is one of the most important aspects of research. For the
success of any project accurate data is very important and necessary. The information
collected through research methodology must be accurate and relevant.
Primary Data:
Data collected by a researcher is known as primary data. It is collected
by a person for his own use obtained from findings. This is considered as
firsthand information. This is that data which is collected by us to meet our
own specific purpose. The data is collected by the means of questionnaire
filled in by the employees at different posts of Nagpur area office. This
method of data collection is very popular particularly in big organizations.
Secondary Data:
Secondary data means data that are already available i.e., they refer to
data which has already been collected and analyzed by someone else. This
type of data information can also be used by the researcher for his use as
second hand information sources through which secondary data can be
collected. Secondary data may either be published data or unpublished data.
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Employee Retention
Introduction
Effective employee retention is a systematic effort by employers to create and foster
an environment that encourages current employees to remain employed by having
policies and practices in place that address their diverse needs. A strong retention
strategy becomes a powerful recruitment tool.
Employee retention matters as organizational issues such as training time and
investment; lost knowledge; insecure employees and a costly candidate search are
involved. Hence failing to retain a key employee is a costly proposition for an
organization. Various estimates suggest that losing a middle manager in most
organizations costs up to five times of his salary.
Intelligent employers always realize the importance of retaining the best talent.
Retaining talent has never been so important in the Indian scenario; In an intensely
competitive environment, where HR managers are poaching from each other,
organizations can either hold on to their employees tight or lose them to competition.
For gone are the days, when employees would stick to an employer for years for want
of a better choice. Now, opportunities abound.
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employees to join the competitors. This is an effective way to retain the
employees
The employees working for a longer period of time are more familiar with
the companys policies, guidelines and thus they adjust better: They
perform better than individuals who change jobs frequently. Employees who
spend a considerable time in an organization know the organization in and out
and thus are in a position to contribute effectively.
Every individual needs time to adjust with others: One needs time to know
his team members well, be friendly with them and eventually trust them.
Organizations are always benefited when the employees are compatible with
each other and discuss things among themselves to come out with something
beneficial for all. When a new individual replaces an existing employee,
adjustment problems crop up. Individuals find it really difficult to establish a
comfort level with the other person. After striking a rapport with an existing
employee, it is a challenge for the employees to adjust with someone new and
most importantly trust him. It is a human tendency to compare a new joinee
with the previous employees and always find faults in him.
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Research design:
A research design is purely and simply the frame work plan for a study that guides
the collection and analysis of a data. In this study the researcher has adopted
descriptive research design.
The respondents:
The employees of the organization.
Sampling:
It is the process of selecting representative subset of a total population for
obtaining data for the study of the whole population, the subset is known as sample.
The sample size selected for the study is of 50 employees. The techniques of sampling
unit in this study are convenience sampling.
Convenience sampling:
In this method the sample units are chosen primarily on the basis of the
convenience to the researcher.
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Questionnaire:
The questionnaire is prepared in such a way that is to correct the
comprehensive objectives of the study. Open end type of questionnaire is adopted in
this research.
Period of study:
The time period of the study is 30 days.
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Chapter 5
Analysis & Interpretations, Graphical Presentations
Analysis:
Analysis is classifying and rearranging the raw data to arrive at meaningful
interpretation.
Interpretation:
Interpretation is essential because it brings the outcome of the analysis into forefront.
1.It is through interpretation that the researcher can understand the abstract principles
that work beneath his founds. Through this he can linkup the same abstract with those
of other studies having the same abstract principle.
2.Interpretation leads the establishment of explanatory concepts that can serve as a
guide for tutor research studies.
3.Research can appreciate only through interpretation which can make other to
understand of researcher finding a per project study. The data collect are analyzed
sing simple percentage tool as the against the total number of the respondents.
4.The content analysis is presented in the form of tables and charts.
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Age
No of Respondent
Percentage
20 Years to 25 years
12
24%
26 Years to 30 years
20
40%
31 Years to 35 years
12
24%
Above 36 Years
12%
Total
50
25%
25
20
20
15
12
12
Age of the respondents
10
Percentage
6
5
24%
40%
24%
12%
0
20 to 25 years 26 to 30 years 31 to 35 years
Above 36
years
INTERPRETATION:
The above table shows that 24% of the respondents are between 20years to
25years of age, 40% of the respondents are between 26years to 30years, 24% of the
respondents are between 31years to 36years and 12% of the respondents are between
above 36years.
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Level of Education
No of Respondent
Percentage
Secondary
4%
Diploma
28
56%
Degree
13
26%
Above Degree
14%
Total
50
25%
28
30
25
20
13
15
Level of education
Percentage
10
5
7
2
56%
26%
Diploma
Degree
4%
14%
0
Secondary
Above Degree
INTERPRETATION:
The above table shows that 4% of the respondents have completed secondary
education, 56% of the respondents are upto Diploma, 26% of the respondents are up
to UG degree & 14% of the respondents are up to PG degree.
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Marital Status
No of Respondent
Percentage
Married
31
62%
Unmarried
19
38%
50
25%
Total
Marital Status
38%
Married
Unmarried
62%
INTERPRETATION:
The above table shows that 62% of the respondents are Married, and 38% of
the respondents are Unmarried.
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Employment Status
S.
Employment
No
Status
Full-
No of Respondent
Percentage
27
54%
employment
2
Part Time
20
40%
Contract
8%
Total
50
25%
60
50
50
40
40
30
27
Employment Status
20
Percentage
10
54%
40%
8%
0
Full
employment
Part time
Contract
Total
INTERPRETATION:
The above table shows that 54% of the respondents are of full-employment,
40% of the respondents are of part time & 8% are of contract.
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How do you
No of Respondent
Percentage
came to know
about the
organization
1
Friend
13
26%
Relative
28
56%
Neighbour
4%
Nearby Home
14%
Total
50
25%
28
30
25
20
15
13
10
Percentage
5
26%
56%
4%
14%
0
Friend
Relative
INTERPRETATION:
Neighbour
Nearby
Home
came to know from friends, 56% of the respondents came to know from relatives,4%
of the respondents came to know from neighbour & 14% came to know from nearby
home.
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Percentage
22
44%
16
32%
12%
12%
Total
50
25%
S.
No
100%
100%
99%
44%
32%
12%
12%
99%
Percentage
98%
98%
22
16
97%
Below 2
years
Above six
years
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Monthly salary
No of Respondent
Percentage
Below 6000rs
12%
6000rs to 12000rs
24
48%
12000rs to 18000rs
15
30%
Above 18001rs
10%
Total
50
25%
100%
100%
99%
12%
48%
30%
10%
99%
Percentage
98%
Monthly Salary
98%
24
15
97%
Below 6 rs
6000 rs to
12000 rs
INTERPRETATION:
12000 rs to
18000 rs
Above
18000 rs
having below 6000rs as monthly income, 48% of the respondents are as monthly
income between 6000 to 12000, 30% of the respondents are between 12000 to 18000
as monthly income and 10% of the respondents are between above 18000 as monthly
income.
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25
S.
Motivation of the
No of Respondent
Percentage
No
job
Salary
23
46%
Native of job
15
30%
Reputation
12%
Others, Specify
10%
Total
50
25%
23
20
15
15
Percentage
6
5
46%
30%
12%
10%
Salary
Native of Job
Reputation
Others
INTERPRETATION:
The above table shows that 46% of the respondents are motivated by salary,
30% of the respondents are motivated by native of job, 12% of the respondents are
motivated by reputation & 10% respondents are motivated by some other parameters.
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No of
your ideas
Respondent
Yes
23
46%
No
27
54%
Total
50
25%
S.
No
Percentage
28
54%
27
26
25
24
23
22
Percentage
46%
27
Opportunities to share your
ideas
23
21
20
Yes
No
INTERPRETATION:
The above table shows that 54% of the respondents dont have opportunities
to share their ideas at work, 46% of the respondents have opportunities to share their
ideas at work.
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WORKING HOURS
S. No
Satisfied With
No of Respondent
Percentage
18
36%
No
32
64%
Total
50
25%
Working Hours
1
Yes
35
64%
30
25
20
36%
32
15
10
Percentage
Satisfied with working hours
18
5
0
Yes
No
INTERPRETATION:
The above table shows that 36% of the respondents are satisfied with working
hours, 64% of the respondents are not satisfied with work schedule.
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Relationship
No
With Co-
No of Respondent
Percentage
Workers
1
Good
18
36%
Better
22
44%
Best
10
20%
Total
50
25%
25
44%
20
36%
15
10
22
18
Percentage
20%
10
0
Good
Better
Best
INTERPRETATION:
The above table shows that 36% of the respondents have good relationship
with co-workers, 44% of the respondents have better relationship with co-workers &
20% of the respondents have the best relationship with their co-workers.
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Does Management
communicates
effectively with
employees:
No of Respondent
Percentage
Yes
17
34%
No
33
66%
Total
50
25%
33 respondents
35
30
25
20
Does Management
Communicates Effectively
With Employees
17 respondents
15
Percentage
10
5
66%
34%
0
Yes
No
INTERPRETATION:
The above table shows that 34% of the respondents say management
communicates effectively with employees, 66% of the respondents say management
doesnt communicates effectively with employees.
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Percentage
career
enhancement
opportunities
Yes
No
No of Respondent
21
42%
No
29
58%
Total
50
25%
35
30
58%
25
20
42%
Percentage
15
10
29
Career Enhancement
Opportunities
21
5
0
Yes
No
INTERPRETATION:
The above table shows that 42% of the respondents say company provides
career enhancement opportunities for them , and 58% of the respondents say
company doesnt provide career enhancement opportunities for them.
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Reason for
No
leaving
No of Respondent
Percentage
organization
1
Marriage
4%
Team Co-
14
28%
Ordination
3
Career
20
40%
Opportunity
4
Others
12
24%
Total
50
25%
25
20
20
14
15
12
10
5
4%
28%
40%
24%
INTERPRETATION:
The above table shows that 4% of the respondents
marriage, 28% of the respondents reason for leave is team co-ordination, 40% of the
respondents reason for leave is career opportunity, and 24% of the respondents reason
for leave is other reasons.
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Chapter 6
FINDINGS, SUGGESTION AND CONCLUSION
Findings:
1.Organization culture play important role in employee retention. Family support is
considered significant factor in employee retention.
2.Compensation, reward and recognition play a key role in employees motivation
which leads to employees retention in the organization.
3.Employee career advance aspect or promotion opportunities have significant
relation with employees retention and considered as important factor in employee
retention.
4.In the area of work environment it is found that this is a key factor in employee
retention, it is also found that employee leave the job due to work environment.
5.Majority 40% of the respondents out of 50 are between the age group of 26 30
years.
6.Majority 56% of the respondents have completed Education upto Diploma.
7.Majority 62% of the respondents are married.
8.Majority 46% of the respondents have full employment position in the organization.
9.Majority 56% of the respondents have come to know about the organization through
their Relatives.
10.Majority 34% of the respondents have been working in the organization from 2 to
4 years.
11.Majority 48% of the respondents have monthly salary in the range of 600 to 12000
r.s per month.
12.Majority 48% of the respondents are motivated by native of job.
13.Majority 54% of the respondents dont have opportunities to share their ideas at
work.
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14.Majority 64% of the respondents are not satisfied working hours.
15.Majority 44% of the respondents have better relationship with co-workers in the
organization.
16.Majority 66% of the respondents are disagreeing in relationship with management.
17.Majority 58% of the respondents say company doesnt provide career enhancement
opportunities for them.
18.Majority 48% of the respondents reason for leaving organization is career
opportunity.
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Suggestions:
Retaining key personnel is critical to long term success of an organization. A
etention Strategy has become essential if your organization is to be productive over
time and can become an important part of your hiring strategy by attracting the best
candidates. In fact, some companies do not have to recruit because they receive so
many qualified unsolicited submissions due to their history of excellence in employee
retention. How do you get your employees to "fall in Love" with your organization?
This is a great question. Some of the suggestions for this can be summarized as
follows:
1.Provide better motivations to the employees. So that improves the satisfaction of the
employees.
2.Maintain a good relationship with the employees that help to improve their
production.
3.Change their work schedule and policies of their organization
4.Develop their infrastructure facility of their organization.
5.Reduce their employee retention problem and provide promotion offers to their
employees
6.Provide career opportunities to the employees.
7.Provide Compensation, Rewards and Recognition to the employees.
8.Provide promotions opportunities to the employees.
9.Offer fair and competitive salaries.
10.Provide job security and statutory benefits to their employees.
11.Provide training programs for their employees
12.Provide proper incentives to the employees
13. Improve its working environment and culture as it has the potential to retain
employees, which will help it to retain its valuable assets (employees).
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Conclusion:
The research has a humble attempt in identifying the causes of employee
retention and come up with a few suggestions. Wind World ( India) Limited has a
high level of employee retention.
So, the management has simply to concretize people and live them alone with
an environment in which they find it possible to behave appropriately, identify the
problem, appreciate the need to resolve it, identify the factors and contributing to the
problem and behave in ways that would either eliminate the casual variables or reduce
their influence on the problems. Though slow, the process of concretization is sure to
produce the desired results conducted in proper ways.
Employees comprise the most vital assets of the company. In a work place
where employees are not able to use their full potential and not heard and valued, they
are likely to leave because of stress and frustration. They need transparent work
environment to work in. In a transparent environment where employees get a sense of
achievement and belongingness, where they can best utilize their potential and realize
their skills. They love to be the essential part of such organization and the company is
benefited with a stronger, reliable work-force harboring bright new ideas for its
growth.
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BIBLIOGRAPHY
References:
Reports
Website:
www.Wind World India.com
www.google.com
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Questionnaire
I Nadeem Ahmed M lakkundi, first year MBA student of Karnatak University
Post Graduate Centre, Gadag, undergoing a 2 months Summer In-plant
Training (SIP) in your company on Employee Retention as part of my MBA
curriculum. The finding of this research will be presented to the University. The
data will be confidential and used for academical purpose only and identity of
sources of information will not be disclosed. I would therefore be very grateful if
you could spare sometime to respondent to this questionnaire.
1.Name:
2.Age :
a. 20years To 25years [ ]
b. 26years To 30years [ ]
c. 31years To 35years [ ]
d. Above 36yers [ ]
3.Level of Education
a. Secondary
b. Diploma
c. Degree
d. Above degree
4.Marital Status:
a. Married [ ]
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b. Unmarried [ ]
5.Employment status
a. Full employment
b. Part-time
c. Contract
6. How Do You Come To Know About The Organization:
a. Friend [ ]
b.Relative [ ]
c.Neighbour [ ]
d.Nearby Home [ ]
7.How Long Have You Been Working In This Organization
a.Below Two Years [ ]
b.Two Years To Four Years [ ]
c.Four Year To Six Years [ ]
d.Above Six Years [ ]
8. Monthly Salary:
a.Below 6000rs [ ]
b.6000rs To 12000rs [ ]
c.12000rs To 18000rs [ ]
d.Above 18000rs [ ]
9. What Motivated You To Take Up Job:
a.Salary [ ]
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b.Native Of Job [ ]
c.Reputation [ ]
d. Others, Specify________________________________________________
10.Do You Have An Opportunity To Share Your Ideas At Work:
a.Yes [ ]
b.No [ ]
11.Are You Satisfied With The Working Hours:
a.Yes [ ]
b.No [ ]
12. How is your relationship with co- workers:
a.Good
b.Better
c.Best
13. Does Management communicates effectively with employees:
a.Yes
b.No
14.Do You Feel That The Company Provides Career Enhancement Opportunities For
Your Growth And Development:
a.Yes [ ]
b.No [ ]
15.If You Want To Leave The Organization, What Would Be The Reason:
a.Marriage [ ]
b.Team Co-ordination[ ]
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c.Career Opportunity [ ]
d.Others, Specify_________________________________________________
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