Introduction

.Retention is defined as the continuous process through which employees areencouraged to remain with an organization for a maximum period of time.People tend to leave organisations for a variety of reasons. I have explained thosereasons and solutions for employees dissatisfaction.There are some strategies which Unicon is using for retaining to the employees.These strategies are going very successfully in this company. Employees are satisfiedwith these strategies and making profit for company. I have used some techniques for employee retention and made some strategies for employee retention. There are some objectives and scope of employee retention. On the basis of these objectives company try to retain employees for longer period of time.Employee retention involves taking measures to encourage employees to remain inthe organization for the maximum period of time. Corporate is facing a lot of problem inemployee retention these days. Hiring knowledgeable people for the job is essential for an employer. But retention is even more important than hiring. There is no dearth of opportunities for talented person. There are many organizations which are looking for such employees. If a person is not satisfied by the job hes doing, he may switch over tosome other more suitable job. In todays environment it becomes very important for organizations to retain their employees. Basic Concept of Topic: Reasons for leaving organizations:

People tend to leave organizations for a variet y of reasons. The most common amongstthem are: Job and person mismatch If there is a selection fault that has occurred and if the job and the person are notmatching to each other, then it is likely the candidate will leave the organization. Theexpectations problem could be on either side the candidate as well as the organization.This problem could also come from there being a mismatch in terms of experience andqualifications of the person and the job analysis No growth opportunities Some organizations do not grow at the rate they are expected to grow neither dothey go downwards. People who like to function in challenging environments and aremore effective in companies which offer them rapid growth opportunities, tend to leavecompanies which are slow-growing. Also, some

organizations do not enhance skills of people through good training programs. People actually like to develop themselves and if they are not provided opportunities to do so, they might leave. Lack of appreciation If the feedback system of the organization does not allow appreciation of work, or commendations, people tend to get frustrated with the company. By nature, a human being wants to hear good things about himself. When he knows that he is performingw e l l , b u t d o e s n o t g e t t i m e l y a p p r e c i a t i o n f r o m t h e c o m p a n y , h e l o o k s o u t f o r o t h e r opportunities. Lack of trust and support If the culture of the company is not transparent, and the management lacks trust inemployees, and does not support its people, then people look out for other opportunities.When people give their full efforts to a company, they expect that the company shouldalso trust them and support them wherever required. If that does not happen, people startthinking negatively about the company. Work life imbalance If the company does not encourage a positive balance between personal and professional life of the employee, people will not be happy. Personal issues There could be personal issues for people leaving a company, especially for w o m e n r e l o c a t i o n o f s p o u s e , c h i l d b i r t h , e m e r g e n c y i n t h e f a m i l y r e q u i r i n g t h e i r presence at home etc. Once women move away from mainstream work-life, it becomesdifficult for them to come back into .