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S.NO LIST OF EXPERIMENTS PG.

NO

LIST OF TABLES

LIST OF CHARTS

I INTRODUCTION

1.1 INTRODUCTION

1.2 STATEMENT OF THE PROBLEM

1.3 OBJECTIVE OF STUDY

1.4 SCOPE OF THE STUDY

1.5 LIMITATIONS OF THE STUDY

II ABOUT THE ORGANIZATION


III RESEARCH METHODOGY

3.1 RESEARCH DESIGN

3.2 SURVEY DETAIL

3.3 SAMPLING DETAIL

3.4 DATA COLLECTION DETAILS

3.5 TOOLS OF THE STUDY

IV DATA ANALYSIS AND INTERPRETATION

4.0 PERCENTAGE ANALYSIS

5.0 CROSS TABULATION

6.0 DESCRIPTIVE STATISTICS

V FINDINGS SUGGESTIONS AND CONCLUSION

VI BIBLOGRAPHY

VIII APPENDIX
S.NO LIST OF TABLES PG.NO
4.1 TABLE SHOWING THE RESPONDENTS AGE

4.2 TABLE SHOWING THE RESPONDENTS EDUCATIONAL


QUALIFICATION
4.3 TABLE SHOWING THE RESPONDENTS MARITAL
STATUS
4.4 TABLE SHOWING THE RESPONDENTS GENDER

4.5 TABLE SHOWING THE RESPONDENTS EXPERIENCE

4.6 TABLE SHOWING THE RESPONDENTS SATISFACTION


REGARDING SALARY
4.7 TABLE SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR REQUIREMENTS AND
EXPECTATIONS
4.8 TABLE SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR PARTICIPATION IN DECISION
MAKING
4.9 TABLE SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR ENCOURAGEMENT FOR
CREATIVITY
4.10 TABLE SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR PERFORMANCE AND FEEDBACK
4.11 TABLE SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR TRAINING PROGRAMS
4.12 TABLE SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR CHANCES FOR PROMOTION
4.13 TABLE SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR JOB SECURITY
4.14 TABLE SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR CO-WORKER RELATIONSHIP
4.15 TABLE SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR SUPERIOR AND SUBORDINATE
4.16 TABLE SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR HEALTH AND SAFETY MEASURES
4.17 TABLE SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR POLLUTION CONTROL
4.18 TABLE SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR REST BREAKS
4.19 TABLE SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR CANTEEN FACILITY
4.20 TABLE SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR TRANSPORT FACILITY
4.21 TABLE SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR ENCOURAGEMENT CREATIVITY
4.22 TABLE SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR FACILITY TO REDUCE STRESS
4.23 TABLE SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR EMPLOYEE OUTSIDE INTEREST
4.24 TABLE SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR EXIT INTERVIEW
4.25 TABLE SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR
5.1 TABLE SHOWING AGE VS FACILITY FOR REDUCE
STRESS
5.2 TABLE SHOWING AGE VS FACILITY FOR EMPLOYEE
OUTSIDE INTEREST
5.3 TABLE SHOWING AGE VS EXIT INTERVIEW

5.4 TABLE SHOWING EDUCATIONAL QUALIFICATION VS


FACILITY TO REDUCE STRESS
5.5 TABLE SHOWING EDUCATIONAL QUALIFICATION VS
FACILITY FOR EMPLOYEE OUTSIDE INTEREST
5.6 TABLE SHOWING DUCATIONAL QUALIFICATION VS
EXIT INTERVIEW
5.7 TABLE SHOWING AGE VS FACILITY TO REDUCE
STRESS

5.8 TABLE SHOWING MARITAL STATUS VS FACILITY FOR


EMPLOYEE OUTSIDE INTEREST
5.9 TABLE SHOWING MARITAL STATUS VS EXIT
INTERVIEW
5.10 TABLE SHOWING GENDER VS FACILTY TO REDUCE
STRESSS
5.11 TABLE SHOWING GENDER VS FACILTY FOR EMPLOYEE
OUTSIDE INTEREST
5.12 TABLE SHOWING GENDER VS EXIT INTERVIEW

5.13 TABLE SHOWING EXPERIENCE VS FACILITY TO


REDUCE STRESS
5.14 TABLE SHOWING EXPERIENCE VS FACILITY FOR
EMPLOYEE OUTSIDE INTEREST
5.15 TABLE SHOWING EXPERIENCE VS EXIT INTERVIEW

6.1 TABLE SHOWING COMPENSATION FACTORS

6.2 TABLE SHOWING ORGANIZATIONAL AND


MOTIVATIONAL FACTORS
6.3 TABLE SHOWING INTERPERSONAL RELATIONSHIP
FACTORS
6.4 TABLE SHOWING OVERALL RELATIONSHIP FACTORS
S.NO LIST OF CHARTS PG.NO
4.1 CHART SHOWING THE RESPONDENTS AGE

4.2 CHART SHOWING THE RESPONDENTS EDUCATIONAL


QUALIFICATION
4.3 CHART SHOWING THE RESPONDENTS MARITAL
STATUS
4.4 CHART SHOWING THE RESPONDENTS GENDER

4.5 CHART SHOWING THE RESPONDENTS EXPERIENCE

4.6 CHART SHOWING THE RESPONDENTS SATISFACTION


REGARDING SALARY
4.7 CHART SHOWING THE RESPONDENTS THEIR
REQUIREMENT AND EXPECTATION
4.8 CHART SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR PARTICIPATION IN DECISION
MAKING
4.9 CHART SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR ENCOURAGEMENT FOR
CREATIVITY
4.10 CHART SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR PERFORMANCE AND FEEDBACK
4.11 CHART SHOWING THE RESPONDENTS SATISFACTION
REGARDING THE IR TRAINING PROGRAMS
4.12 CHART SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR CHANCE S FOR PROMOTION
4.13 CHART SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR JOB SECURITY
4.14 CHATR SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR CO-WORKER RELATIONSHIP
4.15 CHART SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR SUPERIOR AND SUBORDINATE
4.16 CHART SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR HEALTH AND SAFTEY MEASURES
4.17 CHART SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR POLLUTION CONTROL
4.18 CHART SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR REST BREAKS
4.19 CHART SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR CANTEEN FACILITY
4.20 CHART SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR TRANSPORT FACILITY
4.21 CHART SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR ENCOURAGEMENT FOR
CREATIVITY
4.22 CHART SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR FACILTY TO REDUCE STRESS
4.23 CHART SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR EMPLOYEE OUTSIDE INTEREST
4.24 CHATR SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR EXIT INTERVIEW
4.25 CHART SHOWING THE REPONDENTS SATISFACTION
REGARDING THEIR REST BREAKS
CHAPTER 1
INTRODUCTION OF THE STUDY
1.1 INTRODUCTION

A study on “retention of employees” in Ventura pumps. As it is a


requirement to take up a study on employee retention to retain
their employees on their own concern

The cost of attracting, recruiting, hiring, training, and getting


new people up to the speed is tremendously more costly as well
as tremendously more wasteful than most realize. There are
many factors which are responsible for retention of employees.

The study focuses to find out these factors and also suggest
some of the remedial measures to overcome the barriers. This
study is to find out effects of retention of employees in Ventura
Industries ltd.

1.2STATEMENT OF THE PROBLEM

The statement of problem is as follows on “Retention of


employees” in Ventura pumps

Recent legislation has made it the employer’s responsibility to


ensure their employees do not become ill due to work and to
help them deal with pressures that can create ill health.

A certain amount of stress is unavoidable and manageable; too


much stress can hurt both physical and mental health.
The cost of attracting, recruiting, hiring, training, and getting
new people up to the speed is tremendously more costly as well
as tremendously more wasteful than most realize.

There are many factors which are responsible for retention of


employees. This study is to find out effects of retention of
employees in Ventura industries ltd.

1.3OBJECTIVES OF STUDY

I. To the factors that retains the employees in Ventura

industries limited.

II. The study also identifies the risk areas that might cause

turnover of the employees in the organization.

III. To provide suggestion to retain employees in the

organization for a long period.

1.4SCOPE OF THE STUDY

I. The study provides an overall view about how to retain the

employees in the organization.

II. The study focuses to find out these factors and also suggest

some of the remedial measures to overcome the barriers.


1.5 LIMITATIONS OF THE STUDY

I. The collected data using the questionnaire cannot gather

more information.

II. Bias of the respondents is another problem as they did not

reveal their real feelings.

III. The busy schedule of the management staff and was

operatives another reason which hampered data collection.

IV. Time constraints being one of the major limitations.

CHAPTER 2
ABOUT THE ORGANISATION

VENTURA PUMPS:
Sharp industries were established in the year 1967.

Indentifying a need for a pump that was in weight yet

performance, we developed a mini monobloc pump that

quite simply took the market by storm.

Today sharp is not as a brand but as a category all by itself.

We launched in 1998 a pump combined in it the quite

essential sharp’s quality factors.

Sharp industries are an ISO 9001 Certified Company

established in the year 1967. A sharp industry is the pioneer

in the manufacturing Mini Monobloc Pumps in India. We

manufacture high quality and high performance pumps to

cater both domestic and industry purpose.

Our brand “Ventura “, launched in 1998 revolutionized

the pump industry in India. Today Ventura commands over

46% of market share in India and Mini Monobloc Pumps

shares approximately 75% of the Indian market.


Mr.K.K.Ramaswamy, a technocrat with pioneering vision

to develop a pump which is light in weight established the

industry and later developed Mini Monobloc Pumps.

Today sharp industries are ably managed by Mr.K.K.Rajan.

Under his valuable guidance and support the industry

moves ahead in all aspects of business sphere.

In view with meeting our captive requirements and provide

some of the first castings to a wide range of clients, we

have diversified to set up Sharp Foundry (India) Ltd.,

1995 to manufacture grey, ductile iron castings, flake

and Austenitic iron and wear resistant castings.

Our castings met international specifications like ASTM,

DIN, BS, JIS, GOST, SAE etc…

We as corporate citizen established Sharp industrial

training institute for providing hands-on training to students

and make them confident to take up on meaningful

employment.
OBJECTIVE

Manufacturing products confirming to our specification laid

down in our product brochure.

Effective utilization of men, materials and machinery.

Involving employees and vendors to improve productivity

and reduce cost continuously.

HIGHLIGHTS

The first in India to introduce the concept of Mini Monobloc

pumps in 1978.

The first in India to be honoured with ISI Mark of quality for

Mini Monobloc Pumps.

The first to introduce Extruded Aluminium Body Mini

Monobloc Pumps.
The first to introduce Thermal Motor Protector for Mini

Monobloc Pumps in India.

OUR QUALITY POLICY

“We are committed to satisfying our customers by


delivering quality products at competitive price on time”.

AWARDS AND RECOGNITIONS

The best productivity Award for the year 1997-1998 from

shri Krishnan Kant, vice president of India.

IMM Bata Award for outstanding Marketing -1983 from the

president of India.

National Award for Best Entrepreneur from Tamilnadu in

1983 from the president of India.

Jamanlal Bajaj Award for Fair Business Practices -1990 from

the Governor of Maharashtra.

Rajiv Gandhi National Quality Award from Bureau of India

Standards.
QUALITY

EVERY Pump that rolls out of our industry under goes


stringent quality control inspection as per total quality
management system. Our quality control process control
parameters conform to BIS Standards.
Every production process is well documented by our skilled
engineers and fitters at machining and testing facilities.

Our Pumps are made using superior raw materials and


adopting the most modern technology and machinery.

But quality is much more than just investing in the right


machinery and processes. Good vendor selection and rating,
process control techniques in process and final stage
inspection, internal quality audits among a host of other
activities are judiciously carried out.

CHAPTER 3
RESEARCH METHODOLOGY

Research is logical and systematic gathering and analysis of

information, pertaining an issue or problem for the purpose

of arriving at a certain conclusion.


III.1RESEARCH DESIGN

The research design is descriptive research study, this

technique was adopted in this project generally,

descriptive studies are designed to describe something

and is needed to collect data for a something and it is

needed to collect data for a define purpose.

3.2. SURVEY DETAILS

The data collection for this study, were primary in nature,

data collected from the employees of Ventura pumps.

III.2SAMPLING DETAIL

3.3.1 Sample design

A type of sensus survey, the no of employees in the

industry is 50 so the dates are collected from the

employees hence it is sensus survey.

3.3.2 Sample size

The sample size of the study was 50 respondents.

3.4 DATA COLLECTION DETAILS


The standard undisguised questionnaires were prepared

and the same was distributed to the employees of

Ventura pumps.

3.4.1Questionnaires

A Structural technique for data collection consists of a

series of questions written or verbal, to which a

respondents replies.

3.4.2 Structured undisguised questionnaires

The questionnaire pattern is structured and all the


respondents will be treated the same irrespective of
their categories.
3.4.3 Data collection methods
The methods used for the collection of data are
primary method and secondary method. Information is
obtained from primary data through the survey. Survey is
systematic gathering of data from respondents through
questionnaire .in this research data is collected by personal
interview.

Primary data
Primary method of data collection is used here. Data has
been collected through distribution of questionnaires and
knowing the response of the customers.

Secondary data

Data has also been collected from company’s records,

brochures, magazines etc

Web site www.venturapumps.com

3.5 Tools of the study

The data collected were tabulated in the frequency

table. The data was then analyzed Simple percentage

analysis, cross tabulation, descriptive statistics.

5.0 CROSS TABULATION

TABLE 5.1

TABLE SHOWING AGE VS FACILITY TO REDUCE


STRESS
FACILITY TO REDUCE STRESS Total

No Yoga Exercis Meditati Other


e on s

Up to Count 13 1 1 15
25
% within 3 33.3% 25.0% 30.0%
Q22 1.7
%

26 - Count 20 1 1 2 1 25
35 % within 4 33.3% 100.0% 50.0% 100.0 50.0%
Q22 8.8 %
%
Age 36 - Count 8 1 1 10
45 % within 1 33.3% 25.0% 20.0%
Q22 9.5
%

Total Count 41 3 1 4 1 50
% within 1 100.0 100.0% 100.0% 100.0 100.0
Q22 00. % % %
0%

INFERENCE:

The above table reveals that,

Availability of facilities to reduce stress among the age group up to

25 is observes that there is no facilities provided in the

organization to reduce stress, among the age group 26-35 is

observes that there is no facilities provided in the organization to


reduce stress, among the age group 36-45 is observes that there

is no facilities provided in the organization to reduce stress.

TABLE 5.2

TABLE SHOWING AGE VS FACILITY FOR EMPLOYEE OUTSIDE


INTREST

OUTSIDE INTEREST
No book Magazine Other Total
subscription s

Up to Count 12 2 1 15
25 % 27.9% 100.0 25.0% 30.0%
within %
Q23

26 - Count 23 1 1 25
35 % 53.5 25.0% 100.0 50.0%
Age
within % %
Q23

36 - Count 8 2 10
45 % 18.6% 50.0% 20.0%
within
Q23

Total Count 43 2 4 1 50
% 100.0 100.0 100.0% 100.0 100.0
within % % % %
Q23

INFERENCE:
The above table reveals that,

Availability of facilities for employee outside interest among the

age group up to 25 is observes that there is no facility provided in

the organization, among the age group 26-35 is observes that

there is no facilities provided in the organization for employee

outside interest, among the age group 36-45 is observes that

there is no facilities provided in the organization for employee

outside interest.

TABLE 5.3

TABLE SHOWING AGE VS EXIT


INTERVIEW

EXIT INTERVIEW Total


No Yes
Up to Count 10 5 15
25 % 25.6 % 45.5% 30.0%
within
Q24

26 - 35 Count 19 6 25
% 48.7 % 54.5% 50.0%
within
Q24

Age 36 - 45 Count 10 10
% 25.6% 20.0%
within
Q24

Total Count 39 11 50
% 100.0 100.0% 100.0%
within %
Q24

INFERENCE:

The above table reveals that,

Availability of exit interview among the age group up to 25 is

observes that there is no facility provided in the organization,

among the age group 26-35 is observes that there is no exit

interview in the organization, among the age group 36-45 is

observes that there is no exit interview.


TABLE 5.4

TABLE SHOWING EDUCATIONAL QUALIFICATION VS FACILITY


TO
REDUCE STRESS

FACILITY TO REDUCE STRESS Total

No Yoga Exercis Meditati Other


e on s

Under Coun 26 2 1 1 30
gradua t
te % 63.4 66.7% 100.0% 25.0% 60.0%
withi %
n
Educationa Q22
l
Post Coun 15 1 3 1 20
Qualificati t
on gradua % 36.6 33.3% 75.0% 100.0 40.0%
te withi % %
n
Q22

Coun 41 3 1 4 1 50
t
% 100.0 100.0 100.0% 100.0% 100.0 100.0
Total withi % % % %
n
Q22
INFERENCE:

The above table reveals that,

Availability of facilities to reduce stress among the under graduate

is observes that there is no facilities provided in the organization

to reduce stress, among the post graduate is observes that there

is no facilities provided in the organization to reduce stress.

OUTSIDE INTREST Total

No Book Magazine Other


s
subscription

Under Coun 26 2 2 30
gradua t
te % 60.5 100.0 50.0% 60.0%
withi % %
n
Education Q23
al
Post Coun 17 2 1 20
Qualificati t
on gradua % 39.5% 50.0% 100.0 40.0%
te withi %
n
Q23
Total Coun 43 2 4 1 50
t
% 100.0 100.0 100.0% 100.0 100.0
withi % % % %
n
Q23

TABLE 5.5

TABLE SHOWING OUTSIDE INTREST

INFERENCE:

The above table reveals that,

Availability of facilities for employee outside interest among the

under graduate is observes that there is no facilities provided in

the organization, among the post graduate is observes that there

is no facilities provided in the organization for employee outside

interest.
TABLE 5.6

TABLE SHOWING EDUCATIONAL QUALIFICATION VS EXIT


INTERVIEW

Q24 Total

No Yes

Under Count 24 6 30
gradua
te % 61.5% 54.5% 60.0%
within
Q24

Post Count 15 5 20
gradua
te % 38.5 45.5% 40.0%
Educational
within %
Qualification
Q24

Total Count 39 11 50

% 100.0 100.0% 100.0%


within %
Q24

INFERENCE:
The above table reveals that,

Availability of exit interview among the under graduate is observes

that there is no facility provided in the organization, among the

post graduate is observes that there is no exit interview in the

organization.

TABLE 5.7

TABLE SHOWING AGE VS FACILITY TO REDUCE


STRESS

FACILITY TO REDUCE STRESS


No Yoga Exerci Meditati Other Total
se on s

Married Coun 28 2 1 3 1 35
t
% 68.3% 66.7% 100.0% 75.0% 100.0 70.0%
withi %
n
Marital Q22
status
Coun 13 1 1 15
t
% 31.7 33.3% 25.0% 30.0%
Unmarri withi %
ed n
Q22

Total Coun 41 3 1 4 1 50
t
% 100.0 100.0 100.0% 100.0% 100.0 100.0
withi % % % %
n
Q22

INFERENCE:

The above table reveals that,

Availability of facilities to reduce stress among the married is

observes that there is no facilities provided in the organization to

reduce stress, among the unmarried is observes that there is no

facilities provided in the organization to reduce stress.


OUTSIDE INTREST Total

No Book Magazine Other


s
subscription

Count 31 3 1 35

Married
% 72.1% 75.0% 100% 70.0%

within
Q23

Count 12 2 1 15

Education Unmarrie % 27.9% 100% 25.0% 30.0%


al d within
Qualificati Q23
on
Total Count 43 2 4 1 50
% 100.0 100.0 100.0% 100.0 100.0
within % % % %
Q23

TABLE 5.8

TABLE SHOWING MARITAL STATUS VS FACILITY FOR


EMPLOYEE
OUTSIDE INTREST

INFERENCE:
The above table reveals that,

Availability of facilities for employee outside interest among the

married is observes that there is no facilities provided in the

organization, among the unmarried is observes that there is no

facilities provided in the organization for employee outside

interest.

TABLE 5.9

TABLE SHOWING MARITAL STATUS VS EXIT


INTERVIEW

EXIT INTERVIEW

Total
No Yes
Married Count 29 6 35

% 74.4% 54.5% 70.0%


within
Q24

Unmarried Count 10 5 15

% 25.6% 45.5% 30.0%


Marital status
within
Q24

Total Count 39 11 50

% 100.0 100.0% 100.0%


within %
Q24

INFERENCE:

The above table reveals that,

Availability of exit interview among the married is observes that

there is no facility provided in the organization, among the

unmarried is observes that there is no exit interview in the

organization.
TABLE 5.10

TABLE SHOWING GENDER VS FACILITY TO REDUCE STRESS

REDUCE STRESS
No Yoga Exerci Meditati Other Total
se on s

Male Coun 33 3 4 40
t
% 80.5% 100.0 100.0% 80.0%
withi %
n
Gender Q22

Coun 8 1 1 10
t
% 19.5 100.0% 100.0 20.0%
Female withi % %
n
Q22

Total Coun 41 3 1 4 1 50
t
% 100.0 100.0 100.0% 100.0% 100.0 100.0
withi % % % %
n
Q22

INFERENCE:
The above table reveals that,

Availability of facilities to reduce stress among the male is

observes that there is no facilities provided in the organization to

reduce stress, among the female is observes that there is no

facilities provided in the organization to reduce stress.

TABLE 5.11

TABLE SHOWING GENDER VS FACILITY FOR EMPLOYEE


OUTSIDE INTREST

OUTSIDE INTREST Total

No Book Magazine Other


s
subscription
Count 35 2 3 40

Male
% 81.4% 100.0 75.0% 80.0%
%
within
Q23

Count 8 1 1 10

Gender Female % 18.6% 25.0% 100.0 20.0%


within %
Q23

Total Count 43 2 4 1 50
% 100.0 100.0 100.0% 100.0 100.0
within % % % %
Q23

INFERENCE:

The above table reveals that,

Availability of facilities for employee outside interest among the

Male is observes that there is no facilities provided in the

organization, among the female is observes that there is no

facilities provided in the organization for employee outside

interest.

TABLE 5.12
TABLE SHOWING GENDER VS EXIT INTERVIEW

EXIT INTERVIEW

Total
No Yes

Male Count 34 6 40

% 87.2% 54.5% 80.0%


within
Q24

Femal Count 5 5 10
e
% 12.8% 45.5% 20.0%
Gender
within
Q24

Total Count 39 11 50

% 100.0 100.0% 100.0%


within %
Q24

INFERENCE:

The above table reveals that,


Availability of exit interview among the male is observes that there

is no facility provided in the organization, among the female is

observes that there is no exit interview in the organization.

TABLE 5.13

TABLE SHOWING EXPERIENCE VS FACILITY TO REDUCE

STRESS

REDUCE STRESS
No Yoga Exerci Meditati Other Total
se on s

Less than Coun 21 1 1 2 25


6 years t
% 51.2% 33.3% 100.0% 50.0% 50.0%
withi
n
Q22

12 1 1 1 15
Experienc Coun
e t
6-10 % 29.3% 33.3% 25.0% 100.0 30.0%
years withi %
n
Q22

Coun 8 1 1 10
t
% 19.5% 33.3% 25.0% 20.0%
11-15 withi
years n
Q22
Coun 41 3 1 4 1 50
t
% 100.0 100.0 100.0% 100.0% 100.0 100.0
Total withi % % % %
n
Q22

INFERENCE:

The above table reveals that,

Availability of facilities to reduce stress among the experience of

less than 6 years is observes that there is no facilities provided in

the organization to reduce stress, among the experience of 6-10

years is observes that there is no facilities provided in the

organization to reduce stress, among the experience of 11-

15years is observes that there is no facilities provided in the

organization to reduce stress.

TABLE 5.14

TABLE SHOWING EXPERIENCE VS FACILITY FOR EMPLOYEE

OUTSIDE INTREST

OUTSIDE INTREST
No Book Magazine Other Total
subscription s
Less than Coun 22 2 1 25
6 years t
% 51.2% 100.0 25.0% 50.0%
withi %
n
Q23

13 1 1 15
Experienc Coun
e t
6-10 % 30.2% 25.0% 100.0 30.0%
years withi %
n
Q23

Coun 8 2 10
t
% 18.6% 50.0% 20.0%
11-15 withi
years n
Q23

Coun 43 2 4 1 50
t
% 100.0 100.0 100.0% 100.0 100.0
Total withi % % % %
n
Q23

INFERENCE:

The above table reveals that,

Availability of facilities for employee outside interest among the

less than 6 years experience is observes that there is no facilities

provided in the organization, among 6-10 years is observes that

there is no facilities provided in the organization for employee

outside interest, among the 11-15years is observes that there is


no facilities provided in the organization for employee outside

interest

TABLE 5.15

TABLE SHOWING EXPERIENCE VS EXIT


INTERVIEW

EXIT INTERVIEW
NO YES Total

Less than Coun 15 10 25


6 years t
% 38.5% 90.9% 50.0%
withi
n
Q24

14 1 15
Experie Coun
nce t
6-10 % 35.9% 9.1% 30.0%
years withi
n
Q24

Coun 10 10
t
% 25.6% 20.0%
11-15 withi
years n
Q24
Coun 39 11 50
t
% 100.0% 100.0% 100.0%
Total withi
n
Q24

INFERENCE:

The above table reveals that,

Availability of exit interview among experience less than 6 years is

observes that there is no facility provided in the organization,

among the 6-10 years is observes that there is no exit interview in

the organization , among the 11-15 years is observed that there is

no exit interview in the organization

DESCRITIVE STATISTICS

TABLE 6.1

TABLE SHOWING COMPENSATION FACTORS

Factor N Mean Std.Deviatio

n
Organizational 50 2.3000 1.50170

and motivational

factors
INFERENCE:

The above factor reveals that

Mean value is higher and standard deviation value is low, hence

the

Compensation factors is highly influencing factor.

TABLE 6.2

TABLE SHOWING ORGANIZATIONAL AND MOTIVATIONAL

FACTORS

Factor N Mean Std.

Deviation
Job 50 3.7000 1.19949
performance
requirements
and
expectations
Participation in 50 3.1000 1.38873
decision
making
Encourage for 50 3.0000 1.35526
creativity
Work 50 3.0000 1.27775
performance
feedback
Training 50 2.8000 1.55183
programs
Chance for 50 3.3000 1.35902
advancement
or promotion
Job security 50 3.6000 1.21218

INFERENCE:

The above factor reveals that


Mean value is higher in job performance requirements and
expectations
Standard deviation value is low in job performance requirements
and expectations, hence job performance requirements and
expectations factor is highly influencing factor

TABLE 6.3
TABLE SHOWING INTERPERSONAL RELATIONSHIP
FACTORS

Factor N Mean Std.

Deviation
Co-worker 50 4.3000 .64681
relationship

Superior and 50 4.1000 .70711


subordinate
Physical 50 3.6000 .80812
environment;
Healthy and
safety
measures

Noise and 50 3.4000 1.21218


pollution
control
Rest breaks 50 3.6000 1.03016
and rest room
Canteen 50 3.7000 1.28174
facility

Transport 50 1.0000 .0000


facility

INFERENCE:

The above factor reveals that


Mean value is higher in coworker relationship and standard

deviation is low in transport facility, hence the both the factors are

highly influencing factor.

TABLE 6.4

TABLE SHOWING OVER ALL SATISFACTION


FACTORS

Factor N Mean Median Std.Deviat


ion
Job 50 4.0000 4.0000 .63888
satisfaction

INFERENCE:

The above factor reveals that

Mean value is higher and standard deviation is low, hence the over
all

Satisfaction factor is highly influencing factor.

FINDINGS
1. In survey it was found that 50% of the respondents belong to

the age group of 26-35 years.

2. It was found that 60% of the respondents have UG

qualification and others have SSLC, HSC, PG and diploma.

3. It was found that 70% of the respondents are married.

4. It was found that 80% of the respondents are male members.

5. It was found that 50% of the respondents have an experience

of less than 6 years.

6. It was found that 40% of the respondents highly dissatisfied

with their salary

7. It was found that 60% of the respondents dissatisfied that

their participation in decision making.

8. It was found that 40% of the respondents dissatisfied that

their encouragement for creativity

9. It was found that 60% of the respondents dissatisfied that

their performance feedback.

10.It was found that 40% of the respondents dissatisfied with

their training program.

11.It was found that 50% of the respondents dissatisfied with

their promotion chances.


12.It was found that 50% of the respondents satisfied with their

job security.

13.It was found that 50% of the respondents satisfied with their

coworker relationship.

14.It was found that 50% of the respondents satisfied with their

superior and subordinate.

15.It was found that 50% of the respondents satisfied with their

health and safety.

16.It was found that 40% of the respondents satisfied with their

pollution and control.

17.It was found that 40% of the respondents satisfied with their

rest breaks.

18.It was found that 40% of the respondents satisfied with their

canteen facility.

19.It was found that 100%of the respondents dissatisfied with

their transport facility.

20.It was found that 60%of the respondents satisfied with their

job.

21.It was found that 100% of the respondents dissatisfied with

their employees outside interest.


22.It was found that 100% of the respondents dissatisfied with

their facility to reduce stress.

SUGGESTIONS

1. Employee should be motivated by giving proper incentives.

2. All the employees should be equally treated; this will make

them to work better.

3. Employees should be rewarded, recognized and

appreciated for the work done.

4. Periodical medical checkup should be given to the

employees to maintain their health.

5. The organization can communicate its requirements openly

with the employees.


CONCLUSION
This project is aimed in understanding the Retention of

employees in Ventura industries Limited, Kallapattti.

Thus this project is formulated and carried out to bring out the

salient features, its strength and weakness of the employees

in VIL.

The data collected from members of different departments in

the company was analyzed and interpreted to arrive at the

conclusion.

The overall performance of the organization is good. Even

though the management tries to satisfy all the employees still

there are some employees who find the facilities unsatisfied.

The effectiveness of retention of employee would help in

reducing the labor turnover cost.


BIBLIOGRAPHY

I. AGGARWAL.R.K & VARMA M.M, “personnel


management and industrial relation”, MANU RASTOGI,
2005.

II. KOTHARI C.R.,” research methodology”, WISHWA


PRAKASHAN, 2nd EDITION, 1985.

III. THIPATHI P.C., “personnel management and industrial


relations”. SULTAN CHAND & SONS, 16TH EDITION,
2002.

A QUESTIONNAIRE ON “RETENTION OF
EMPLOYEES” IN VENTURA PUMPS
Dear Sir,

I am interested in doing research on employee retention.

I enclose here with a questionnaire. Please fill in the questionnaire

completely without leaving question. I assure the information

collected will be kept confidentially and will be used only for

research purpose.

PERSONED INFORMATION/DEMOGRAPHICAL FACTORS:


1. Age
Up to 25 26-35 36-45 46-55 56 and above

2. Educational qualifications

Primary higher Secondary undergraduate

Post graduate

3. Marital status
Married unmarried

4. Gender
Male female

5. Experience
Less than 6 years 6-10years 11-15 years

16-20 years more than 20 years

Fill in the following questions in the tabular that follow with various factors

FACTORS Highly Satisfied Neither Dissatisfied High Dis


Satisfied Satisfied -satisfied
nor
Dissatisfied
Compensati
on factors:
6.
salary/wage
s, bonus,
etc.,
Organizatio
nal and
Motivational
factors:
7. job
performanc
e
requirement
s and
expectation
s
8.
participatio
n in
decision
making
9.
Encourage
for
creativity
10. work
performanc
e feedback
11. training
programs
12. chance
for
advanceme
nt or
promotion
13. job
security
Interperson
al
relationship
s:
14. co-
worker
relationship
15. superior
and
subordinate
Physical
environmen
t:
16. health
and safety
measures
17. noise
and
pollution
control
18. rest
breaks and
rest room
19. canteen
facility

Overall
satisfaction
21. job
satisfaction

22. Is there providing any facility to reduce the job stress.

YES NO

If yes

Yoga Exercise meditation others specify

23. Do you have any facility for the employee outside interest?

Yes NO

If yes

Book magazine subscription theater tickets

24. Is there any exit interview made by the company?

YES NO

If yes

Specify the frequent reason for quitting____________________

Note: if there is any question relevant to this you feel missing please comment on
that____________________________________________________________________

THANK YOU FOR YOUR KIND COOPERATION