CHAPTER-1

INTRODUCTION

1.1. INTRODUCTION
1.2. NEED OF THE STUDY
1.3. OBJECTIVES OF THE STUDY
1.4. SCOPE OF THE STUDY
1.5. RESEARCH METHODOLOGY
1.6. LIMITATIONS OF THE STUDY
CHAPTER-2

REVIEW OF LITERATURE

CHAPTER-3

COMPANY PROFILE
INDUSTRY PROFILE

CHAPTER-4

DATA ANALYSIS AND INTERPRETATION

CHAPTER-5

FINDINGS
SUGGESTIONS
CONCLUSION

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CHAPTER-1
INTRODUCTION

1.1. INTRODUCTION

Definition
Employee retention is a process in which the employees are encouraged to remain with
the organization for the maximum period of time or until the completion of the project.
Employee retention is beneficial for the organization as theyll as the employee.
Employee retention refers to policies and practices companies use to prevent valuable
employees from leaving their jobs
Employee retention is recognized as an important subject of inquiry by researchers. The Harvard
Business Essentials (2002) defined retention as the converse of turnover being voluntary and
involuntary. Retention activities may be defined as a sum of all those activities aimed at
increasing organizational commitment of employees, giving them an overall ambitious and
myriad of opportunities where they can grow by outperforming others (Bogdanowicz & Bailey,
2002). It is a voluntary move by an organization to create an environment which engages
employees for a long term (Chaminade, 2007).
Literature has overwhelmingly proved the importance of retaining valuable workforce or
functional workforce for the survival of an organization (Bogdanowicz & Bailey, 2002). Mak
and Sockel (2001) noted that retaining a healthy team of committed and productive employees is
necessary to maintain corporate strategic advantage. Hence, organizations must design
appropriate strategies to retain their quality employees.
Empirical studies (e.g. Harris, 2000; Kinnear & Sutherland, 2000; Maertz & Griffeth, 2004;
Meudell & Rodham, 1998) have explained that factors such as competitive salary, friendly
working environment, healthy interpersonal relationships and job security were frequently cited
by employees as key motivational variables that influenced their retention in the organizations.
Two factor theory propounded by Herzberg et al. (1959) is an important theory that explains
what satisfies or dissatisfies employees and hence, serves as an important framework for

employee retention. Herzberg et al. (1959) proposed a two-factor theory or the motivatorhygiene theory. According to this theory, there are some job factors that result in satisfaction
while there are other job factors that prevent dissatisfaction. The opposite of Satisfaction is
No satisfaction and the opposite of Dissatisfaction is No Dissatisfaction

1.2.

NEED OF THE STUDY

1.3.

To get knowledge about employee retention for the organizations.

To know detailed strategies for employee retention.

OBJECTIVES OF THE STUDY

The objectives of the study are: To study the present retention strategies adopted by the company.
To assess the satisfaction level of employee with existing retention strategies.
To study the common reasons of employee voluntarily leaving or staying in
organization.
To suggest the strategies and steps for reducing turnover and improving
retention.
To study various career development programs offered by the organization.
To study the impact of induction & training programs on retention of
employees
To give suggestions if any, in strengthening the Employee Retention
Procedure.

1.4.

SCOPE OF THE STUDY

The scope of the study is confined to the following process like procedure followed
for Employee Retention, type of skills, needed by the employees, satisfaction levels
of the employees by taking the 100 as sample size. So I cannot generalize all the
Industry. The study is covered for the employees of both MNCs & Non-MNCs .

1.5.

RESEARCH METHODOLOGY

Research methodology is considered as the nerve of the project. Without a proper

well-organized research plan, it is impossible to complete the project and reach to
any conclusion. The project was based on the survey plan. The main objective of
survey was to collect appropriate data, which work as a base for drawing conclusion
and getting result.
Therefore, research methodology is the way to systematically solve the research
problem. Research methodology not only talks of the methods but also logic behind
the methods used in the context of a research study and it explains why a particular
method has been used in the preference of the other methods.

Source of Data:
Research design specifies the method and procedures for the collection and
analysis of the data in the manner that aims to combine relevance to the research
purpose.

Data Collection:
The data for the proposed study was collected from one source Primary data.

Primary Data:
It includes collection of first hand information from the response who is concerns
with the market research.
E.g. Questionnaire.

Secondary Data:
It includes collection of data from other(secondary) source which is concerned with
the market research.

E.g. Books, Articles, Internet, CD etc.

Here we collected Data through primary data only by means of Questionnaire.

Research technique:
Sample size : 100 (employees taken for sample)

Random sampling research: -

This type of research helps in reaching certain conclusions and also in taking
decisions.

1.6.

LIMITATIONS OF THE STUDY

CHAPTER-2
REVIEW OF LITERATURE

CHAPTER-3
COMPANY PROFILE
INDUSTRY PROFILE

CHAPTER-4
DATA ANALYSIS AND INTERPRETATION

1.What did you like most about this company?

Response

Respondent

Percentage

Compensation
Rewards and Recognition
Job Security
Relationship
Total

100

100%

CHAPTER-5
FINDINGS
SUGGESTIONS
CONCLUSION

Personal Details:
1.Age
2.Sex: -

Male

Female

3.Marital status:

Married

Unmarried

1.What did you like most about this company?

Compensation
Job Security

Rewards and Recognition

Relationship

2. Describe about your job?

Job is challenging
Work load is reasonable

Skills are effectively used

Work environment is safe

3.Does the management include the employees in decision making process

Yes

No

4.How satisfied you are with the career development at your firm?
Very satisfied

Satisfied

Dissatisfied

Very dissatisfied

5.Which of these is most important to you in determining whether you stay with your current
firm or consider leaving?
Level of challenge and responsibility.

Communication at my firm

Career development opportunities

Compensation & benefits

6.How satisfied are you with the level of challenge and responsibility in your current role?
Very satisfied

Satisfied

Dissatisfied

Very Dissatisfied

7. Does the management provide opportunities for growth and promotion?

Yes

No

8. Does the organization utilize employee services effectively and efficiently?

 Strongly agree

Agree

Disagree

Strongly disagree

9. Does the training and development provided by the organization help you to increase your
performance?
Strongly agree

Agree

Disagree

Strongly disagree

10. Do you know the specific retention problems in your company?

Yes

No

If yes please specify

11. Is there any stress due to overwork?
Yes

No

12. Have you received recognition or praise for doing good work?
Yes

No

13. Did you receive adequate support to do your work?

Yes

No

14. Are you happy with the performance appraisal system?

Yes

No

15.Are you proud of working with OPUS Estates?

Yes

No

16. Did your job duties turn out to be as you expected?

Yes

No

17. Does your company provide you health, accident and insurance policies?
Yes

No

18. Are you provided with the leave facility according to the rules?
Yes

No

19.Does your company provide you medical facility immediately?

Yes

No

20. Do you agree that the management employs right person for the right job?
Yes

No