Comparative Analysis of Factors driving Employee
  Turnover and Identification of Best Practices for Retention in
Informat...
Statement of Problem:

   Managing employee turnover is a key concern in the ITES sector globally
                        ...
RESEARCH METHODOLOGY

Survey Instrument- Questionnaires and face to face interviews
        Instrument
capturing subjectiv...
TOP REASONS FOR TURNOVER
                     Oklahoma City 
                6%
          6%             17%          Atte...
THE TOP UNCONTROLLABLE REASONS FOR TURNOVER

                    Oklahoma City
              10%

    10%                 ...
TOP RETENTION STRATEGIES
                                        Employee Surveys
                     Oklahoma City      ...
CORRELATION STUDY RESULTS

      Oklahoma City : Most Correlated Parameters                       Bangalore: Most Correlat...
CONCLUSION

"There are fundamental differences in the way employee turnover
 There
    needs to be dealt with in different...
Thank You
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Comparative Analysis of Factors driving Employee Turnover and Identification of Best Practices for Retention in Information Technology Enabled Services (ITES) organizations

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Comparative Analysis of Factors driving Employee
Turnover and Identification of Best Practices for Retention in
Information Technology Enabled Services (ITES) organizations of
Oklahoma City (USA) and Bangalore (India)

Published in: Business, Technology
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  • Hello i would like to ask about the instruments used for this study. in the presentation it mentioned as questionnaires and interviews. which questionnaires. and please specify from where i can download this article? thanks
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Comparative Analysis of Factors driving Employee Turnover and Identification of Best Practices for Retention in Information Technology Enabled Services (ITES) organizations

  1. 1. Comparative Analysis of Factors driving Employee Turnover and Identification of Best Practices for Retention in Information Technology Enabled Services (ITES) organizations of Oklahoma City (USA) and Bangalore (India) Vidya G. Singh G Bangalore
  2. 2. Statement of Problem: Managing employee turnover is a key concern in the ITES sector globally p y g g p Costs to recruit and train new employees have a significant eroding impact on bottom lines of organizations in this sector There exists a need to investigate the need for a differentiated strategy to address this challenge at a g g global level Purpose: Gain a global perspective to, Investigate causes for turnover Review retention strategies and success stories
  3. 3. RESEARCH METHODOLOGY Survey Instrument- Questionnaires and face to face interviews Instrument capturing subjective & objective data Respondents –HR Managers p g Survey Site – 5 ITES organizations in OKC (US) and 5 ITES organizations in Bangalore (India) Inputs - Primary Data & Secondary data Application - Content Analysis & Correlation studies
  4. 4. TOP REASONS FOR TURNOVER Oklahoma City  6% 6% 17% Attendance Problems Work Time Schedule 6% Job Monotony 6% Family Issues 17% Post Disciplinary Action Post Disciplinary Action 6% Higher Studies 6% Mismatch of Expectations Relocation 12% 18% 8% Merger & Acquisition g q Bangalore City 6% 6% Higher Studies 21% Better Prospects 6% Relocation 6% Better Salary Competition 11% Change Industry 22% Work Time schedule W k Ti h d l Attendance 11% Health 11%
  5. 5. THE TOP UNCONTROLLABLE REASONS FOR TURNOVER Oklahoma City 10% 10% 30% Job Monotony Night Shifts Absenteeism 10% Relocation Family Issues Merger 20% 20% Bangalore City Bangalore City 9% 9% 28% Competition Relocation Higher Studies 9% Night Shifts Absenteeism 9% Health 18% Family Issues F il I 18%
  6. 6. TOP RETENTION STRATEGIES Employee Surveys Oklahoma City Focus on Good Work Culture 7% 12% Educate Managers on Impact of  Turnover 13% Career Development Programs Paid Vacations for High  13% Performers Retention Meetings with  7% employees Abolish Call Handling Time Abolish Call Handling Time Compensation 7% 13% Recognition Programs 7% Relationship Management 7% 7% 7% Gift Certificates Bangalore City B l Cit Employee Engagement 8% Good Compensation 15% 8% Good Work Conditions Recruit the right people Recruit the right people 8% 15% Performance  Improvement Programs Employee Surveys 8% Brand Image 8% Rewards & Recognition 15% Gift Certificates 15%
  7. 7. CORRELATION STUDY RESULTS Oklahoma City : Most Correlated Parameters Bangalore: Most Correlated Parameters Sl. No. Parameters Correlation Sl. No. Sl N Parameters P t Correlation C l ti 1 Percentage of male employees 1 Average pay versus Turnover versus Average length of employment –0.8535 0.85184 2 Average age versus Average 2 Percentage of Female Employees Length of Employment Versus Average Length of Employment 0.772756 0.851841 3 Reported Turnover versus Actual 3 Reported Turnover versus Actual turnover Turnover 0.913466 0.982073 Oklahoma City : Least Correlated Parameters Bangalore- Least Correlated parameters Sl. No. Parameters Correlation Sl. No. Parameters Correlation 1 Average Age versus Average Pay 1 Average Pay versus Turnover -0.04972 -0.01839 2 Percentage Pay Increase versus 2 Percentage of male employees Average Length of Employment versus T Turnover 0.061752 3 Percentage of women employees versus Turnover 0.18874 -0.06175
  8. 8. CONCLUSION "There are fundamental differences in the way employee turnover There needs to be dealt with in different parts of the world. Global companies cannot have a one size fits all approach to deal with turnover and will have to differ their strategy based on the ith t d ill h t diff th i t t g b d th socio-economic context of the market they operate in" FINDINGS The causes for Turnover are different in different geographies. As a result the strategies to be adopted to address turnover will defer across geographies. Therefore global companies cannot adopt a one size fits all approach. approach
  9. 9. Thank You

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