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Attrition is a critical issue and pretty high in the industry these days. Its the major problem
which highlights in all the organizations. Though the term ATTRITION is common, many
would be at a loss to define what actually Attrition is, Attrition is said to be the gradual
reduction in the number of employees through retirement, resignation or death. It can also be
said as Employee Turnover or Employee Defection Whenever a well-trained and well-adapted
employee leaves the organization, it creates a vacuum. So, the organization loses key skills,
knowledge and business relationships. Modern managers and personnel administrators are
greatly interested in reducing Attrition in the organization, in such a way that it will contribute to
the maximum effectiveness, growth, and progress of the organization.
This study is an outcome of the topic called A Study on Employee Attrition in
LifeCell International Limited. The main objectives of this study is to know the reasons, why
attrition occurs, to identify the factors which make employees dissatisfy, to know the satisfactory
level of employees towards their job and working conditions.
Statement of the problem:The aim of the present report is to study factors like salary, growth, opportunities, facilities,
policies and procedures, recognition, appreciation, suggestions, co- workers by which it helps to
know the Attrition level in the organizations and factors relating to retain them. This study also
helps to find out where the organizations are lagging in retaining.
change their job and which factors make employee dissatisfy. Since the study is critical issue, it
is needed by the originations in order to assess the overall interest and the feelings of the
employees towards their nature of job and organization.
This study can be helpful to the management to improve its core weaknesses by
the suggestions and recommendations prescribed in the project. This study can serve as a basis
for measuring the organizations overall performance in terms of employee satisfaction. The need
of this study can be recognized when the result of the related study need suggestions and
recommendations to the similar situation.
Secondary objective:
To study and find out the various reasons for employees attrition
To know the satisfactory level of employee towards their job and to identify factors
which make employees dissatisfied.
To find the area where LifeCell International Pvt. Ltd to improve.
To suggest possible solution to reduce attrition rate in LifeCell International Pvt. Ltd.
Company profile
LifeCell International is the first largest private stem cell bank and stem cells solutions provider
in India to bring the revolutionary concept of umbilical cord stem cell banking to India. LifeCell
started its operations in 2004 with cryogenic preservation of umbilical cord blood stem cells with
advanced facility in Chennai. The company has a technological collaboration & exclusive license
agreement with Cryo-Cell International Inc New York. The worlds first and largest stem cell
bank. Cryo-Cell was started in 1994 which has served around 185,000 clients worldwide to
preserve their newborns umbilical cord blood banking; Cryo-Cell Cord Blood Bank is
pioneering the way in research, to find more solutions to preserve stem cells in a
noncontroversial way. This technological partnership with Cryo-Cell ensures that the stem cells
are collected, processed and preserved at international quality standards and guidelines to meet
future requirements, if any, which may arise after many decades.
Since the beginning of LifeCell, it has grown at a consistent pace and has strongly
established its leadership position in the industry. As the market leaders LifeCell had the
responsibility of educating the public and medical fraternity on stem cell technology and through
these efforts today close to 46,000 clients who have banked their babys cord blood stem cells
with LifeCell with this number compounding every day.
LifeCell International is the worlds first and the only organization to offer comprehensive stem
cell solutions. The company has engaged into a range of activities in stem cells comprising of
cord blood stem cell banking for the baby, cord tissue stem cell banking for the baby, Menstrual
blood stem cell banking for women, Research & Development for exploring new avenues of
stem cell applications, Clinical trials for exploring new therapeutic applications, stem cell
therapy center for providing clinical support to the needy.
LifeCell has a strong track record which was backed by experience and expertise in stem cell
technology to provide stem cell solutions.
This has helped LifeCell to attain and retain its leadership position in the industry and their
thousands of customers voices will assure LifeCell for trust and its
reliability.
Review of literature
A reduction in the number of employees through retirement, resignation or death. Attrition,
also known as employee turnover, or employee defection, is an industrial term used to describe
loss of employees or man power.
Attrition is pretty high in the industry these days. Attrition is a universal phenomenon and no
industry is devoid of it, but the degree fluctuates from industry to industry. Attrition is a serious
issue in the industries because the industry is knowledge-based and hence employees are its
assets.
Deficiencies like inability to influence employee perception of growth; not aligning employees to
roles based on their individual talent, inflexibility in leadership styles, are causing conflict at a
very intrinsic level, resulting in knowledge employees choosing the proverbial easy way out.
ATTRITION IS A BUSINESS PERSPECTIVE
Says ABRAHAM. T M, Head-HR, Veeda CR,
Attrition is a phenomenon affecting any business organization in the industry. Over the
past few years, organizations have taken an increased interest in aligning their HR practices to
their business goals.
Whereas the deficiencies like inability to influence employee perception of growth; not aligning
employees to roles based on their individual talent, inflexibility in leadership styles, are causing
conflict at a very intrinsic level, resulting in knowledge employees choosing the proverbial easy
way out. Employees thus attempt to change the manager or the work environment resulting in
employee attrition.
Attrition occurs due to INEFFECTIVE MANAGE
Says BEENA HANDA, vice-president-HRM of Claris life science. Attrition also
happens when people hate their working conditions, do not like their team-mates or perhaps do
not like what they are doing. There are also cases when people leave their job for family reasons
or when they wish to migrate. For example, girls often leave their jobs when they get married
and shift to another city,
Hence, the reason for an employee leaving a company could be nothing other than his growth, if
companies take proper steps and adopt methods to serve their employees needs, the challenge of
managing attrition will remain low.
Says BIJAY SAHOO, Vice president, talent engagement and development, Wipro
Technologies, Companies should have a similar approach to employees and customers. If a
company strives to retain an employee in the same way it tries retain a customer, him leaving
the organization could be out of question. Communication is the foundation for the entire
process of managing attrition. This communication begins right from recruitment.
Says RAJEEV MALIK, director, HR, McAfee Software (India), Conducting regular
meetings and updating employees, especially new entrants, about the companys status and
achievements is a must.
Rathis recommendation
Dr. NANDKISHORE RATHI, placement officer, IIT-B, has a few tips to reduce attrition,
For HR manager
Top management should communicate continuously with all the employees about the
vision and mission of the company.
Support HR initiatives aimed at retaining people.
Line manager or project manager should establish a connection between the lower-level
and top management.
has implications for both turnover researchers and HR managers in understanding how to
keep valued employees.
Abelson, M.A (1987) conducted a study on Examination of avoidable and unavoidable
turnover with the objective of study about turnover. Past research has suggested that
workers leave either voluntarily or involuntarily. In this article, the author holds that this
approach excludes some involuntary departures from analysis, while treating all people
who leave voluntarily as being similar. Drawing on Dalton, Krackhardt, and Porters
(1981) suggested taxonomy of avoidable and unavoidable turnover, this article examines
whether the taxonomy aids in the analysis of turnover.
The key finding from this research is that unavoidable departures and retentions did not
significantly differ on four variables: Commitment, satisfaction, job tension, and
withdrawal cognitions. These findings suggest that researchers should consider the
circumstances of job quits when analyzing the causes of employee turnover.
Chandramohan and Vasanthikumari (2006) conducted a study on "Attrition: A
Predicament for ITES in India" and found out that high attrition rate is a major challenge
for the HR manager as many individuals (mostly fresh graduates) take it as a time-pass
job. Once they join the sector and understand the requirement, they start leaving the
organization because many are not able to take the pressure of work. Again high
percentage of females in the workforce adds to the high attrition rate. There are various
costs which incurred due to attrition like recruitment costs, training costs, lost
productivity costs, lost sales costs and hiring costs. They suggested that pay checks alone
are not enough to motivate the employees. Apart from salaries, ITES Company should
also focus on smart people, management tools and strategies to keep their people happy.
They should also focus on how to hold on to their people by anti-poaching agreements,
better perks, flexible working hours, higher compensation levels, good career plans to
retain employees, better recruitment methods to filter right people for right places and
balance between performance expectations and growth aspiration.
Miller and Wheeler (1992) and Wai and Robinson (1998) reported no relationship between
gender and turnover. However the reasons for employee turnover vary from one Organization to
the other and from one person to another as they are not getting what they expect from the
Organization.
Wai & Robinson, 1998 and Price and Mueller, 1986 found that non-managerial employees are
more likely to quit than managerial employees.
Cotton and Tuttle (1986) and Weisberg and Kirshenbaum (1993) found females more likely
to leave than males.
(Shaw, Gupta and Delery, 2005) conducted a study on Retention an employee retention plays
a vital role in bridging the gap between the macro strategies and micro behavior in
Organizations. This is because it ensures stability and connects the experiences of individuals in
Organizations on a continuous basis to the critical measures of success factors in the
Organization. The decision of leaving the Organization is not easy for an individual employee as
well as significant energy is spent on finding new jobs, adjusting to new situations, giving up
known routines and interpersonal connection and is so stressful
It doesnt feel good around here. This is a corporate culture issue in most cases.
Workers are also concerned with the companys reputation; the physical
conditions of comfort, convenience, and safety, and the clarity of mission.
They wouldnt miss me if I were gone. Even though leader do value employees,
they dont tell them often enough. If people dont feel important, theyre not
motivated to stay. No one wants to be a commodity, easily replaced by someone
off street. If they are regarded as expendable, theyll leave for a positive where
theyre appreciated
I dont get the support I need to get job done country to opinions heard all-toooften from management, people really do want to do a good job. When theyre
frustrated by too many rules, red tape, or incompetent supervisors or co-workers,
people look for other oppournities.
QUESTIONNAIRE
1) Workers name
: ________________________
2) Age
3) Qualification
4) Experience
Diploma
Below 5yrs
BE
U.G
P.G
6-10 yrs
1 1-20 yrs
Above20 yrs
5) Marital status
6) Monthly income
Married
Below 5000
Unmarried
5001 to 10000
10001
to 15000
15001 to 20000
20001 and
Above
4.
5. Did the control on your job give you confidence and motivation?
a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree
6. Do you able to complete all tasks assigned within your working hours?
a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree
7. Do you feel that the work assigned to you requires you to work very hard?
a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree
8.
e) <4years
13. How well do you understand your job and the role it plays in achieving your vision?
a) Not at all b) Not really c) somewhat d) pretty much e) Totally
14. For which reason, you prefer to change the job?
a) personal problem b) job itself c) lack of growth opportunities
d) Monetary benefits
e) Others
15. what kind of personal problem leads you to leave the job?
a) Health condition b) Location preference c) spouse transfer
d) Family issues
e) Others
16. what type of job nature leads you to leave the job?
a) Monotonous work b) Over workload c) Work timings
d) Team issues
e) Others
17. Are you satisfied with the basic needs provided by the company?
b) No
b) No
b) No
e) No idea
30. To reduce absenteeism what are the action do you think that management will take?
a) Face to face b) Internal job posting c) Skill development d) Work-life balance e) Increase
benefits f) Others please specify
31. Do you think increase in attrition rate will leads to decrease in company brand name?
a) Strongly agree b) agree c) neutral d) Disagree e) Strongly disagree
32. Any suggestion to reduce attrition__________________________________________