UNDER THE GUIDENCE OF

T.S.POORNACHANDRIKA

Presented by V.PRABHAKAR
160118672109

 Employee Retention is defined in numerous ways , it basically denotes that various
measures taken by organization to encourage its employee so that they remain with
it for a longer duration of time. The primary reason for retention of employees is to
prevent its talented employees from leaving.

 Employee retention is concerned with the keeping or encouraging employees to
remain in an organization for a maximum period of time .

 A Systematic effort to create and foster an environment that encourages employees
to remain employee by having policies and practices in place that address their
diverse needs.
INDUSTRY PROFILE

 Over the past years the global consulting market

has booked year on year growth, although growth
 rates differ between the more mature markets and
emerging economies. The global consulting
sector is one of the largest and most mature
markets within the professional services industry.
 An analysis of the past five decades shows that
the development of the consultancy industry is
closely tied to the developments of the global
economy. In times of flourishing economic
conditions, organizations enjoy higher revenues
and budgets, a setting which paves the way for
higher spending on consultants. Vice versa,
economic downturns typically sees organizations
shrink their spending behaviour , which leads
to budget cuts of, among, others, consulting
expenditures.

Year Author Title Findings
2019 Sbhendu Dey Employee Retention - A key Retention starts at the point
to Organizational Growth of new hiring
2017 DR.K.Balaji Employee retention Training & Development,
Mathimaran,Prof.Dr.A.Anan strategies –An Empirical Competitive Salary Package,
da research
2017 Galhene Arachchillage Factors affecting Employee Compensation , Work life
Bhudhima Ewumini Retention balance ,Working
Senevirthana Environment ,Superior
Subordinate Relationship
2016 Bodirenjou Kossivi ,Ming Xu Study on Determining Factors Development Opportunities ,
,Bombona Kalgora of Employee Retention Compensation ,Leadership
,Work Environment, Social
Support , Autonomy, Training
and Development
2014 Subhash C.Kundu , Neha Employee Retention Practices MNC’s share information
Gahlawati ,Priyanka Ranga in India :A study of Employee with the employee’s, Career
Perceptions Development ,Competitive
Strategies
 H0:There is no positive impact on employee turnover in the organization by
the Strategies
 H1:There is positive impact on employee turnover in the organization by
the Strategies

 To know the various employee engagement practices in TWG.

 To understand the prevailing compensation mechanisms in TWG.

 To study the relation between job satisfaction and employee retention in TWG.

 To know the various employee Morale building activities in TWG.

 To understand the various training and retraining procedures in TWG.

 This is no hidden fact that employee plays an extremely crucial role in the
sustainability and development of an organization. In organizations, competitive
advantage is determined and driven by human resources. It is employees who
innovate and innovation ultimately leads to survival and profitability of a company.
When an employee leaves an organization, he takes the knowledge, experience.This
study focuses on the reasons for the employee turnover and employee attrition in the
organization. The strategic methods followed by the Organization to improve
Employee Retention and their impact.

 The main purpose data for analysis is primary data which is collected from
Questionnaires, Interviews and Human Resource Department.

 The sources of secondary data are reports, books, Journals and statistics of the
organization.

 Correlation

 Descriptive Statistics

 Chi Square
 The study is conducted in the single organization.

 The Strategies followed in one type of organization may not result same impact in
another organization

 The data may result in some alterations from the first formed data.
 References:
 1.Subhendu Dey (2019) Employee Retention - A Key to Organizational Growth

 2.Dr.K.Balaji Mathimaran and Prof.Dr.A.Anandha Kumar(2017) Employee
Retention Strategy - An Emperical Study

 3.Galhene Arachchillage Bhudhima Ewumini Senevirthana(2017) Factors Affecting
Employee Retention

 4.Bodjrenou Kossivi, Ming Xu, Bomboma Kalgora(2016) Study on Determining
Factors of Employee Retention

 5.Subhash C.Kundu,Neha Gahlawat,Priyanka Ranga(2014)-Employee Retention
Practices in India :A Study of Employees Perceptions

 6.Dr.Mita Mehta, RavneetaDhankhar,Aarti kurbutti(2014)-Study on Employee
Retention and Commitment