Running head IMPROVING EMPLOYEE RETENTION RATE IN THE AUTOMOTI.docx

Running head: IMPROVING EMPLOYEE RETENTION RATE
IN THE AUTOMOTIVE SECTOR
IMPROVING EMPLOYEE RETENTION IN THE
AUTOMOTIVE SECTOR
IMPROVING EMPLOYEE RETENTION RATE IN THE
AUTOMOTIVE SECTOR
Table of Contents
Page Number
Executive
summary………………………………………………………………
………………. 2
Chapter 1 Problem Definition, Background to the
Study…………………………………………4
Chapter 2 Literature
Review………………………………………………………………
……12
Chapter 3 Research
Methodology…………………………………………………………
…....19
Chapter 4 Data Analysis
Future…………………………………………………………………
22
Chapter 5 Summary, Conclusions, and Recommendations Future
……………………………..28
Terminology and Definitions Page
References
Pages…………………………………………………………………
…………..31-35

Appendix A Permission to Conduct Study
Appendix B Consent Form (Anonymous Survey, Informal
Interview or Formal Interview)
Appendix C Survey/Interview Questions
Executive Summary
The purpose of this study and research will be is to show the
flaws in the current logistics process and to develop a positive
reinforcement for employees in the automotive sector. In doing
so, the employees will develop a comfortable attitude in
adjusting to the changes in the layout of how the company’s
foundation is built and how that foundation’s usefulness is a
major contributing factor to the overall success of the business,
especially considering the fact that the automotive sector has at
least one hundred thousand employees. Creating this survey
offered the opportunity to find out what the root cause is of why
employees are not reporting to work either on time, or at all.
This methodology will be used to elaborate the data compiled in
the company’s daily, weekly, monthly, and yearly reports.
These same reports describe and display the hourly needs of
employees, lost hour cases, vacation, personal time off,
rehabilitation and training in the facility.
The company believes that with the proper resources in the
production environment, and along with reliability, simplicity,
and fundamental training skills there can definitely be a major
change in the way employee retention can be improved. The
company also agrees that they have a mutual obligation to
sustain a foundation by incorporating a trustworthy dedicated
program while leading the necessary awareness of training. The
major conclusions drawn were that the observations and
experiences of the data displayed will provide one the company

with the knowledge to seek ways to reduce and eventually
eliminate lost hours worked that occur in the workplace. The
goal is to change the perception of the employees so they may
by getting them to assist using suggestion programs in the hopes
of future success.
Currently, the most important recommendationsare is that the
automakers continue with the internal process implemented at
this time. Further Additional research indicated that based on
past collective data regarding production, development surveys
are necessary to provide employees with a better understanding
of their work environment and how that work environment
functions. In the past, previous programs yet there are still
areas that require improvement.
Recent changes to the process of jobs within the company have
opened many eyes brought attention to the need for an
improvement in the program. It is my belief is that with
extensive training, practicing, and implementation of policies
and procedures developed through the collection of this data,
the company will improve the overall morale of the employees
as well as employee retention. In order to establish achieve this
goal, a sound and consistent process will need to take place,
along with the help and assistance of all key members of
leadership from the salary management team all the way down
to the hourly bargaining unit. In order to have a successful
company and brand as a whole, all these key players have to be
on one accord by recognizing that the one major goal is to
reduce unnecessary man hours and to help promote team effort
in such a way as to improve the current procedures; but also not
without disrupting any production.
CHAPTER ONE
(be careful when cutting and pasting material into your paper …
from this point on your formatting has changed for the
remainder of the paper)
1.1. Background to the Study
The word retain is defined as “to keep in someone’s service or

to secure the services of an individual or in other words to
absorb and hold” (this should be cited with the reference for
which you obtained the definition). Keeping employees’ means
to value hold the employees so they will want to continue
working for the company and employee retention can also be
said to be is the processes in which they employees are
supported, encouraged, and or given motivated ion to stay with
the company for a maximum duration of time or until the
completion of the said a specific project. The automotive
industry puts in all the industries associated with the
production, retailing, wholesaling and also the maintenance of
the motor vehicles. This such type of an industry is not defined
in the Northern American Industry Classification System.
(NAICS), but this bureau of labor data analysis refers to a group
of detailed industries as the “automotive industry.
For the purpose of the analysis . in this paper therefore, I will
fully (thoroughly)
deal with discuss
improving the employee retention rate in this sector. It
will point out all the methods that are used by the employers to
make the employee retention improve, the problems that they
face in the sector and as well as establishing the gains of
retaining them in the automotive sector.
Nodaway’s competitive planet has a significant change in trade
agreements, technology and a high cost of living. This therefore
has led to a big challenge maintaining of the good relationship
between the employer and the employee in the business
organizations. An employee may leave an organization due to
dissatisfaction with the salary or being under motivated
(Coff, 1996), and while the business institutions are trying their
best to retain their employees, they might be present
other problems, e.g.
overtime salary that do not comply with the institutional
arrangement and policies (Balanga and Vijayalakshmi, 2012).
Businesses lose employees because of different reasons like
changes in strategy, unsuitability, strikes, retirement, long term

illness strikes and the voluntary turnover. The Staff turnover
might vary too between organizations and also
from place to plave.
However, the poor retention might lead a business to face
challenges like
the addition of the cost of recruitment and the poor morale
amo0ng the work force which eventually will lead to very low
productivity.
Employers should look to retain
most of their workers more so by providing them with
considerable
working environments and also a good
pay to sustain them. It’s vital when an employee remains in a
business organization for so as to motivate his fellow employee
and also to not letting out important information of the business
as the employer becomes the secret warehouse of the business
when he /she stays in it for a long period of time.
(Bidyut and Mukulesh, 2015).
To add on that
, an organization’s status is also put at risk when if for some
reason
the turnover rate is somehow high. The consumers do not feel
like dealing with such an organization that is unable to safe
keep their employee.
Also a constant big turnover rates leads to the creation of
disturbances disruption and increased loads of works workloads
in for the rest of the employees present who remain. So
Subsequently, when they these employees notice their
colleagues are going to a different organization, their efficiency
level goes down. Bliss (2007) estimated the cost of the
employee turnover as being 150% of an individual employee’s
salary per annum (Bilss, 2007, p1). That These costs is “can be
significantly higher 220% to around 250% of the salary for
managers and sales positions
” (Bliss, 2007, p1). It can be substantial for the higher profile
employee or the higher number of employees. A big sum of cost

is incurred when loosing critical employees. Hale (1998),
studied and found out that employers had the employment rate
costs of 50 to around 60% of the first year’s employee’s salary
and up to nearly 100% for specific specialized, highly skilled
positions.
In another study by Fitz-enz (1997), it was proven d that when
the direct plus indirect costs are combined together.T the
summation of the turnover cost of an exempt employee to be a
minimum of one year’s salary and gains, or a maximum of
maybe 2 years’ salary and gains. He also stated added saying
how the regular companies by approximation lose one million
dollars with nearly every professional employee and manager
who leaves the organization. And so Which means there being
is a huge loss of knowledge that is transferred to when these
employees together with his or her leave (Fitz-enz, 1997). Cole
(2000) had it stated that employees remain obedient with such
like
organizations where they are valued, and also work to their
maximum potential and sense of pride. Parker & Wright (2001)
did found out
that organizations forcefully recruit a wide variety of the human
resource management factors so as to influence the retention
rate and the employee commitment. From Walker’s perception
(2001), managing the retention of the promising workers is seen
as a fundamental way of success, appreciation; good
communication, the working relationships being among the
main critical achievement factors to have the most gifted
employees.
The Researchers like Cappelli (2000) said factors that have
direct impact on the employee retention.
The factors are: organization image to the public, working
environment, the existing leave policy, Career opportunities and
organizational justice. The purpose of the research was to find
out how employers keep their workers focused on the factors
such as: training and development opportunities, career
opportunities, compensation, reward and recognition, work –life

balance, performance appraisal, leadership, Job satisfaction, job
interview/stay interview, distributive justice, and how these
factors relate to employee retention. The study of the employee
retention is very vital in nowadays world modern society
because according to Earle 2003) should the retention strategies
not properly embedded into the business process, all the energy
since employment will ultimately prove futile.
Denton (209) did put forward stated his view about employee
retention, in that those who are satisfied and contented with
their jobs, are more of devoted towards that job and will put
their energy to make the organization progress successful in
retaining customers its customer satisfaction.
Cutler (2001) stated that the main demands on the management
in organizations are is keeping the human resource motivated
and dedicated. It is due to this retaining the employees that is
more vital for the to an organization part from hiring. Walker
(2001) did put it ahead the view of controlling and keeping
gifted employee is an important mean of gaining the
competitive advantage amongst the organization.(Cited in
Amadasu 2003).
Panoch (2001) had it that organizations take a lot of care in
keeping its important employees because of the good quality of
employees becoming rare to get.
Acton $ According to Golden (2003) the human resources
department do plays a very dynamic part in doing maintaining
the retention of the employees. He also stated that retaining
employee skills is just as vital as retaining the employee. is not
only vital but it is also retaining their skills is important
also.According to him, Freyermuth (2007) said that employing
of the right individuals and engaging them to be committed in to
the business organization programs is what where retention
begins with. As per him He also added that this is seen as a
multifaceted part of the organizational human resource policies.

1.2. Problem Statement
Auto fragment affiliations go up against an impressive measure
of issues relating specialist upkeep consistently. Laborers are
the most significant and basic asset of an affiliation and
subsequently an affiliation should take measures to urge
delegates to stay in the relationship for the best time span or
until the completing of the undertaking. It is by virtue of when
a specialist leaves an affiliation then it achieves a tremendous
hardship and an unbalanced condition to the internal
environment of the affiliation.
Past investigators, for instance, like Taplin et al.,
(2004), Amadasu (2003), and Gberevbie
(2009) have developed in their studies that agents will
undoubtedly stay and work for the thriving accomplishment of
legitimate destinations if suitable specialist support methods are
grasped and realized by affiliations.
Bread cook (2006)
said stated that laborer upkeep is key as in perspective of the
way that securing new agents are far confounded and what's
more costlier than to remain the present specialists in the
affiliation.
Thusly, in light of the above examination, the study plans to
recognize the variables which affect the upkeep of delegates
working in the Car organization workshops and the impact of
Professional soundness, Occupation satisfaction, Work-life
evening out and Remuneration on support of specialists in the
Vehicles organization workshops of Assam.
1.3. Research Objectives
The study will be guided by the going with destinations:
1.
To choose the schedules used by organizations to upgrade the
specialists standard for reliability in the auto zone

2.
To choose the troubles standing up to laborers in the auto
portion.
1.4. Scope and Delimitation of the Study
This study focuses on the change of laborer support in the auto
part. The researcher picked the auto division in light of the way
that organizations in this field are most likely being slighted
when diverged from substitute fields. Auto division is
considered as to be one of the prestigious business affiliations
the same number of people quality vehicles and other auto
assets. Auto division gives openings for work to various people
instantly from the collecting, storing up, showcasing and
offering and this is a reason that the researcher focused to
oversee how to improve delegate support in the auto section.
1.5. Research Questions
The going with investigation request will be used as a piece of
this study:
1.
What are the schedules used by supervisors to upgrade laborer
support in the auto region?
2.
What challenges do organizations working in the auto part stand
up to?
3.
What are the benefits of holding specialists in the auto part?
1.6. Significance of the Study
The delayed consequences of the study will be vital in the going
with ways:
1.

It will have the ability to come up with different methods used
by supervisors to upgrade delegate upkeep in the auto division.
This will shimmer light to directors in the auto division and
also in other assorted business affiliation.
2.
It will outline the troubles went up against by organizations
working in the auto territory. This will help the organizations to
see where they have been failing besides find possible responses
for those troubles.
3.
It will set up the benefits of improving laborer holding in the
auto territory. This will be with the finished objective of adding
to the relationship and also the general population in it.
1.7. Conceptual Framework
Reichel and Ramey (1987) characterize a calculated system as
an arrangement of wide thoughts and standards taken from
applicable fields of request and used to structure an ensuing
presentation.
Figure 1.1 demonstrates the thoughts utilized as a part of this
study with respect to the Factors Influencing Employee
Retention Rate in the Automotive Sector.
Figure 1.1 Conceptual FrameworkFACTORS INFLUENCING
EMPLOYEE RETENTION IN THE AUTOMATIVE SECTOR
EMPLOYEES’
NEEDS
1.7 Definition of Key Terms
Employee- a man working for a man or a business relationship
for pay
Retention- the action of engaging and continuing holding a
business

Automotive Industry- broad assortment of associations and
affiliations incorporated into the design, change, gathering,
advancing and offering of motor vehicles.
Employer- a man who is contractually bound to an expert to
give them money as remuneration or wages.
CHAPTER TWO
2.0. Literature Review
2.1. Techniques used to improve Employee Retaining
As shown ed by Kaliprasad [60] four interlinked systems can be
utilized for an effective human resource organization structure:
the motivational strategy; the association set up; the visioning
technique; and the learning method.
He communicated that honest to goodness supervising
delegates are accountable for holding them in an affiliation. He
exhibited that in the wake of getting each one of the workplaces
in an affiliation, the specialist still leaves the affiliation.
Gberevbie (2007)
has ensured that for agent upkeep, execution of laborer support
procedures is key. Agent support techniques imply the strategy
and imply ies, and a course of action of decision making
behavior put arranged by the relationship to hold their capable
workforce for execution. Tejeswari (2014), prescribed the going
with procedures to be used as a piece of holding agents:
I. Career Development
It is vital for laborers to appreciate their calling route within a
relationship to induce them to stay in the relationship to
perform their own particular business destinations. Through
audits, examination and classroom rule, specialists can better
fathom their targets for mindfulness. In perspective of these
developmental targets, affiliations can offer tweaked calling
progression opportunities to their specialists.

II. Executive Coaching
Authority preparing can be used to develop abilities in pioneers
within an affiliation. Training can be significant in times of
legitimate change, to grow a pioneer's suitability or to urge
chiefs to execute boring techniques with sidekicks and direct
reports. The directing method begins with an assessment of the
particular's qualities and open entryways for improvement. The
issues are then sorted out and intercessions are passed on to
target key inadequacies. Offer is then some assistance with
giving to empower reiterated use of as of late obtained
capacities.
III. Motivating Across Generations
Today's workforce consolidates an alternate people of agents
from different times. As each time holds particular yearnings
for the workplace, it is fundamental to appreciate the stands
outs between these times from admiration to motivation and
engagement. Chiefs, especially, must perceive how to handle
the refinements among their prompt reports.
IV. Orientation and On Boarding
A specialist's perspective of an affiliation happens as intended
in the midst of the introductory a couple of days at work. It is to
the best point of preference of both the agent and the
relationship to give finding out about the association quickly
and effectively to facilitate the new laborer into the workforce.
By executing an effective on boarding system, transient
turnover rates will reduction and productivity will augment.
V. Women’s Retention Programs
Ventures, for instance, guiding, organization change and
frameworks organization that are adjusted especially towards
women can hold top capacity and lessening turnover costs. By
executing tasks to upgrade work and life evening out, agents

can be more associated with and gainful while at work.
VI. Retention Tools and Resources.
Employee Surveys
By looking over laborers, affiliations can get information into
the motivation, engagement and satisfaction of their delegates.
It is basic for relationship to fathom the perspective of the
specialist with a particular deciding objective to make tasks
concentrating on a particular issue s that may influence agent
upkeep.
Exit Interviews
By fusing post vocation overviews amid the time spent agent
allotment, affiliations can increment
critical information into the workplace experience. Post
business studies allow the relationship to appreciate the triggers
of the laborer's yearning to leave furthermore the parts of their
work that they had a great time. The affiliation can then use this
information to take off indispensable upgrades to their
association to hold top capacity. Post business reviews must,
nevertheless, ask the right request and summon genuine
responses from secluding agents to be effective.
Employee Retention Consultants
A laborer support master can help relationship amid the time
spent holding top delegates. Authorities can give fitness on the
most capable system to best perceive the issues within an
affiliation that are related to turnover. Once recognized, a
specialist can prescribe undertakings or definitive changes to
address these issues and may similarly help with the use of
these ventures or changes.
It's unmistakable that having proper support strategies is key
with a particular deciding objective to hold laborers.
According to Mike Foster, creator and President of the Foster
Foundation, with a particular final objective to energize an area

that convinces and enables laborers, boss need to breaker
motivation building practices into their corporate society.
These practices join listening to agents and in regards to their
appraisals, developing prizes in light of execution, and being
open to them for everything from listening to their
considerations and stresses to helping them with their expert
achievement.
Delegates need to feel regarded and recognized, be given info,
gave given improvement opportunities, be given work-life
equality options, and have trust and trust in their pioneers
(Branham). These support procedures are helpful when a
business needs to keep laborers within an affiliation and keep
costs of turnover low.
2.2. Challenges facing Employees in the Automotive Sector
Work place versatility is the genuine a legitimate stress in
today's business. Without work place versatility, money is by
all accounts is not the only one sufficient for holding delegates
for a more drawn out time.
Various researchers attempted the impact of work and family
points of interest which include childcare information, versatile
timetables, childcare help and parental leave on affiliation
obligation. As refered
to in Shoaib Madiha et al., (2011), past investigates
like Grover and Crooker (1995) had sent the
point of view that there is more important legitimate obligation
if agents had right to use to work
Life approaches besides these delegates articulated widely with
lower arrangement to leave their job. Past investigation study
like
Allen (2001) found that affiliations who reinforce their
delegates in keeping up a joining between family commitments
and work redesigns the specialist objective concerning holding
in the relationship
(As referred to in Beauregard and Henry (2009).

According to Manfredi and Holliday (2005), by applying work-
life course of exercises, an affiliation can upgrade its ability to
respond to demands of customers for better access to advantages
besides the framework for the relationship to deal with the
irritated course remembering the final objective to satisfy both
agents and organizations. In making countries, diverged from
men it is found that women are moving to little associations
leaving their current tremendous associations in perspective of
getting more flexibility in their work.
According to Pasewark and Viator (2007), work family conform
expect an imperative part to hold delegates of an affiliation.
Study drove by the Australian Telecommuting Consultative
Council (2006), it was set up that 70% of associations that
united working from home choices reported different positive
preferences, for instance, extended workforce venture, upgraded
laborer versatility and work life equality
(As refered to in Ashford et al.,(1989).
As showed by various past researchers, pay is the most basic
part of whole upkeep process. Compensation groups may
differentiate from relationship to affiliation. All around
delegates reliably have lifted necessities of their pay pack from
the affiliation that they are going to choose. Thusly, a charming
compensation constantly helps to holding incredible agents
which are unpreventable bit of a relationship in light of the fact
that affiliation contributes an extensive measure of money on
their selection, get ready and presentation. As demonstrated by
Stiglitz (1975), Salop and Salop (1976); Demski and Feltham
(1978); Milgrom and Roberts (1992), the compensation course
of action can impact affiliation execution by influencing
enrollment and upkeep despite affecting agents (As referred to
in Ho et al., (2009).
Case in point by Nobleman and Kreps (1999), Investor et al.,
(2001) execution based pay contracts can pull in and hold
unrivaled laborer and separate high from low performers.

According to Williams and Dreher (1992), wages expect a key
part in the enrollment method and it is the key segment for
affecting the agent for interest and support.
High house et al, (1999) suggested that simply pay is not
sufficient to hold the agents. Smith (2001) exhibited
that it may bring workers or agents into the affiliation, yet it
may not be profitable for holding laborer for a long time. Willis
(2000) incorporated
that pay is considered as the most crucial part to draw in and
holding the capacity of an affiliation. Moncraz et al., (2009) in
their investigation they found that pay can be used as a
fundamental segment for diminishing authoritative turnover.
2.3. Benefits of Retaining Employees in the Automotive Sector
Cutler (2001) has communicated that guideline demands on
organization in any affiliation are keeping moved
and submitted HR. It is in light of the fact that keeping the
agents in the relationship as opposed to contracting is more
crucial for achievement of the affiliation.
Walker (2001) put sent
the viewpoint that controlling and holding talented laborers' is
an essential key mean of element to achieving high ground
among the affiliations (Referred to in Amadasu (2003).
Panoch (2001) said stated that as awesome quality delegates are
dynamically ending up being more befuddled to find so many
affiliations today take mind blowing thought in holding its
imperative laborers and incredible agents.
Steel et al., (2002) put sent
the point of view concerning agent upkeep that the reasons
people stay are not for the most part the same as the reasons
people get out.
Greenberg and Nobleman (2003) incorporated
that ―...Naturally, as working people, we all should be

satisfied by with our occupations. Not
simply does satisfaction hold us from pulling once again from
our jobs, be that as it may it is in like manner makes them
additionally beguiling and lovely. Besides, clearly, it is a
crucial end in itself‖.
Past investigators, like for instance, Taplin et
al., (2004), Amadasu (2003), and Gberevbie (2009) have
developed in their studies that ways delegates will in actuality
stay and work for the flourishing accomplishment of definitive
targets if suitable laborer support techniques are grasped and
executed by affiliations.
Acton and Brilliant (2003) incorporated
that upkeep of specialists is basic and also support of regarded
capacities is more basic. According to him
, Human resource Division accept the dynamic part for support
of agents. ……something is missing from this sentence?
Freyermuth (2007) commented that support starts with the
enrolling of right individuals and continues with practicing
ventures to keep them joined with and concentrated on the
affiliation. As demonstrated by him
, it is considered as multifaceted portion of an affiliation's
human resource game plans.
Past experts, for instance, Cascio (2003),
Heneman and Judge (2003), Gberevbie (2009) have settled
established that an affiliation's powerlessness to get prepared
and apply methods prepared for selecting skilled specialists and
holding them to perform various leveled goals is one of the
essential test going up against relationship in the zone of
execution.
As communicated by Olowu and Adamolekun
(2006), because of the necessity for reasonable and capable
movement of stock and organizations by relationship out in the
open or private range
, it is ending up being more pivotal to secure and supervise able

human resource as the most noteworthy resource of any
affiliation,
Bread cook (2006), said that laborer support is
basic as in light of the way that enrolling new delegates are far
convoluted and moreover costlier than to remain the present
specialists in the association.
CHAPTER THREE
3.0. Research Methodology
3.1. Introduction
This segment depicts the strategy, schedules for the study
layout, the case people of the study methods used as a piece of
reviewing instrument used and process held onto as a piece of
data social affair with the finished objective of the study.
3.2. Research Design
Kombo (2006) characterizes examination outline as plan or plan
that is utilized to create answers to research issues. As per
Kothari (2004), exploration outline is the course of action of
conditions for gathering and examining information in a way
that goes for joining thoughts to the examination reason with
economy in strategy.
In this study, the scientist will utilize enlightening overview
outline. This is on the grounds that an engaging review can be
utilized to gather individuals' states of mind, assessments, or
any of the assortments issues. Along these lines, the utilization
of overview configuration is to empower the analyst to decide
the variables impacting worker degree of consistency in the car
division.
3.3. AreaofStudy
The study will happen be conducted in auto business

affiliations.
3.4. Target Population
As shown ed by Mugenda (2003), a masses is a whole party of
people an individuals is a whole get-together of persons or
sections that have no under one thing in like way. This
concentrate consequently revolved around the associations and
agents of the auto part.
3.5.The Sampleand Sampling Procedures
Kombo and tromp (2006) describes a case as asset of people
browsed a gigantic masses with the deciding objective of a
study. Reddy (2007) portrays test as a game plan of respondents
browsed a generous masses with the deciding objective of a
review and that an example should be picked in such a route, to
the point that it addresses the entire people to be pondered.
3.6. Description ofResearch Instruments
The expert will use surveys to get information on the parts
affecting specialist standard for reliability in the auto division.
3.7. Questionnaires
As demonstrated by Dankit (2006), a survey is a game plan of
request proposed to focus information relating to audit. Kombo
and Tromp (2006) portray an overview as investigation
instrument that gathers data over a sweeping example. They
fight that in
using a review, information is accumulated from generous
example and diverse locale. In this, the investigators will use
surveys in light of the fact that information is gotten speedier
not in the least like gatherings which tend to use an impressive
measure of time.
The overview will have four sections. Fragment A will include
demographic information; Section

B will deal with the frameworks used by managers to improve
laborer support in the auto territory; Fragment C will deal with
the challenges going up against delegates working in the auto
territory; Fragment D will contain the benefits of holding
delegates in the auto region.
3.8. Reliability of the Research Instrument
Ringer (2010) portrays immovable quality as the extent to
which a test or technique practically identical results under
steady conditions on all occasions. The examiner finished a
pilot study before the genuine study to test the steadfastness of
the data collection instrument
3.9. Method of Data Collection
Kombo and Tromp (2006) portrays data aggregation as social
event specific information went for Proving or invalidating a
couple of truths.
The researcher at first procured a letter of force from the
establishment before embarking to the field to assemble data for
examination.
3.10. Method of Data Analysis
Data examination suggests taking a gander at what has been
accumulated in a study and making deductions in light of it. It
incorporates analyzing the acquired information and deductions.
In this study, data is to be destitute
down using both subjective and quantitative frameworks. The
subjective examination will be used to present data using repeat
tables, rates and figures.
CHAPTER FOUR
4.0 DATA ANALYSIS, PRESENTATION AND
INTERPRETATION

4.1 INTRODUCTION
This part demonstrates the disclosures and examination of the
data got taken from the surveys coordinated to chiefs and
laborers in this industry. The information given by the
respondents was analyzed in light of the data assembled through
surveys.
4.2 QUESTIONNAIRE RETURN RATE
70 surveys were scattered and all were returned which gives a
response rate of 100%. The response rate was high to
adequately identify with the people centered by the investigator.
4.3 Demographic information
The study, through the reviews hoped to make sense of
establishment information of the respondents which included
unmistakable characteristics of the respondents. This was
noteworthy to the study as it appreciated the method of
reasoning of the establishment parts of distinctive respondents.
This set up crucial structure on which the between presentation
of the study was based.
4.4.1 Demographic information for the employees
Demographic data for the representatives included sexual
orientation, level of training and working background.
Table 4.1 Demographic information of Employees
Characteristic
Description
Frequency
Percentage
Gender
Female

Male
11
9
55
45
Level of Education
Certificate
Diploma
Undergraduate
Postgraduate
0
8
12
0
0
40
60
0
Teaching Experience
Lessthan1year
1-5years
5-10years
10andabove
2

12
5
1
10
60
25
5
Table 4.1 exhibits that 55% of the delegates were female while
45% were male. Along these lines more female laborers
responded to the surveys than their male accomplices. The
sexual introduction of laborers was considered in the
examination remembering the finished objective to grasp their
assorted points of view concerning the issue of the piece of
heading and controlling on calling determination. None of the
laborers had an underwriting level of guideline, most fall under
student level of preparing which was 60%, Diploma 40% and
none postgraduate level.
4.4.2 Employees responses on the Contribution of guidance
towards career selection
This analyzed the rate of laborer responsibilities with respect to
bearing and controlling in calling determination. This shows
agents knew the dedication of livelihood heading and prompting
as showed up in table underneath.
Table 4.2 Employees responses on contribution of guidance and
counseling towards career selection
Contributions %
f

Provision of Adequate information 30
6
Inviting motivational speakers 35
7
Help others in employee retention 35
7
Table 4.2 above exhibits that 6 (30%) of the respondents gave
the assumption that attractive information should be given to
offer a business some help with holding delegates, 7 (35%)
suggested that motivational speakers should be welcome to give
more data on current issues in that industry and 7 (35%) also
prescribed that organizations should help in determination.
4.4.3 Employees’ suggestion on the improvement of employee
retention
. Assignment of job course and directing.
. Welcome motivational speakers
. Divisions should be made element to help agents with picking
livelihoods intelligently.
. Joining of calling related activities at the business
. Examining packages dependably
. Counting delegates in limits not related to work once in a
while
. Compensates and remunerates.
4.4.4 The work environment influences career choice
Table 4.3 underneath below exhibits the responses of the
laborers on the request that normal to make sense of the effect
of present day environment on business choice.
The circumstances issue fuses current delegates, workplaces for
heading and prompting, motivation, buddy effect, and
nonattendance of excitement for occupation course and
managing.

Table 4.3 The work environment influence employee retention
Item
f
%
Strongly agree
10
20
Agree
25
50
Undecided
4
8
Disagree
6
12
Strongly disagree
5
10
Total
50
100
According to the table, 70% of employees accepted that work
environment influence their career choice, 8% were undecided
and 22% disagreed.
4.4.5 Employers contribute to employee retention
According to the respondents, employers had greater influences
on retention of employees.
Table 4.4 Employers contribute to employee retention.
Item
f
%
Strongly agree
30
60

Agree
8
16
Undecided
1
2
Disagree
5
10
Strongly disagree
6
12
Total
50
100
From the Table 4.4 above shows 60% of representatives
concurred that businesses impact their maintenance, 16%
concurred, 2% were undecided, 10% differ and 12% differ
emphatically. Bosses' lack of awareness is an element which
prompts loss of workers.
Table 4.5 Employees’ responses on the roles of employers in
employee retention
Items
Responses
Yes
No
f % m %
Employer giving information 40
80 10 20
Industry offers career advancement data 32
64 18 36

Information offered by employer satisfy me 23
46 27 54
From table 4.5 80% of the employees agreed that, the role of
employer in retaining employees is to remain informed and
provide information, while 20% said no. 64% agreed that
employers should offer career days at work, while 36%
disagreed.
5.0 SUMMARY FINDINGS, CONCLUSIONS AND
RECCOMENDATIONS
5.1 INTRODUCTION
This chapter comprehensively systematically draws conclusion
from all the findings as pertains pertaining to the goals and
objectives the study set out to attain. Recommendations,
suggestions and further areas of study are given as vital policy
making consideration for successful development of the role of
career guidance and counseling Schema.
5.2 SUMMARY OF THE FINDINGS
The study investigated the extent to which employee retention
in the automotive sector is implemented in organizations and
institutions. The study was guided by the following objectives:
1) To determine the extent to which employee retention is
implemented in secondary organization.
2) To determine the benefits of employee retention to
employees.
3) To determine the challenges facing the implementation
employee retention in the automotive sector.
Related literature was presented under the following sub topics:
benefits of employee retention to automotive sector employees;

physical, cognitive, social and affective benefits, challenges
facing the implementation of employee retention policies and its
implementation. Chapter three of this study presented the
methodology used in the study. The study used descriptive
survey method. Since the researcher could not investigate every
member of the target population, it was necessary to obtain a
sample. The sample consisted of 15 employees from each of the
four organizations and 5 employers from each of the four
organizations. Questionnaires were used to obtain data from
participants of the study. The information collected was
organized and analyzed using tables and figures. Descriptive
and quantitative statistics such as frequencies and percentages
were used to analyze data. Validity of the intrustment
was ensured through the assistance of the faculty members and
the supervisor.
Research permit was received from the university academic
office. The researcher administered the intrustments
to all the respondents. The research findings were entered,
coded and processed by an experienced data analyst. The
findings were then analyzed using Scientific Package for Social
Sciences (SPSS) and presented in frequency tables, percentages
and pie charts.
From the research findings in chapter four it was found out that
organizations in Division do not fully implement the employee
retention policy. The employees do not give the policy support
required by investing in the facilities and equipment which is
necessary in order for employee retention to take place in the
institutions. It was also found out that most employees and
employers in that Division take the concept of employee
retention positively as most of them indicated that retention
improves their health status, their mental concentration hence
their performance, their social interaction skills, sports
capabilities and their sports talents. Most of the employees
affirmed that employers do not engage them in important

meetings hence they do not attend them. It was also found out
that the retention is not taken seriously because it is not a
monitored policy hence most of the employees agreed that they
are not punished for missing to attend any meeting. From the
findings again, it was noticed that most of the organizations in
this Division do not have trained employers and that any
employer can be assigned any job in the institution.
Both employers and employees of this Division also gave
suggestions on how to improve the implementation of employee
retention in their organizations and some of them were; the
organizations’ human resource to support the employee
retention policy by investing in the equipment and facilities,
employment of trained employee, assessment them on the term’s
report forms and attending and participating in seminars.
5.3 RECOMMENDATIONS
Having investigated the extent to which the employee retention
policy is implemented in major organizations in the Division;
the following recommendations were made by the researcher to
help in solving the challenges based in the study.
5.3 Recommendations to organizations in the Division.
It was noted from the findings that organizations in the Division
do not implement employee retention in the automotive fully.
The retention policy should therefore be supported by the
organizational human resource management, employers and also
the employees by attending the seminars and meetings.
5.4 SUGGESTIONS FOR FURTHER RESEARCH
The study investigated the extent to which employee retention
in the automotive sector is implemented in organizations, and
would also recommend a similar study for other related
instincts.
The study also suggests a further study on the barriers facing
the implementation of the same in other sectors.

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APENDIX (I)
EMPLOYEES QUESTIONARES
Dear Sir/Madam,
I am a student at the University carrying out an investigation on
the extent to which employee retention in the automotive sector
is implemented in your organization.
Kindly respond to all questions and be assured that your
information will be confidential. You need not to write your
name anywhere on this questionnaire. Your cooperation is
highly appreciated.
SECTION A: DEMOGRAPHIC INFORMATION
Gender
a) Male ( ) b) Female ( )

Actual age
Less than 30 years ( )
Between 30 and 39 ( )
Between 40 and 49 ( )
Over 50 years ( )
SECTION B: IMPLEMENTATION OF EMPLOYEE
RETENTION IN THE AUTOMOTIVE SECTOR.
Indicate by (√) the level of agreement with the statement
according to your observation and experience.
Strongly Agree (SA), Agree (A), Undecided (U), Strongly
Disagree (SD), Disagree (D)
ITEM
SA
A
U
DA
SD
Employee retention schedule is time tabled in our organization
I always go for practical education during the allocated time

The organization supports employee retention in terms of
providing the physical education facilities
We have a physical education trainer in our organization.
We are always advised by employee to go for seminars
Physical education affects my employee retention
Which part of activities do you participate in during physical
education
seminars?................................................................................
...............................................................................................
...............................................................................................
............................
SECTION C: BENEFITS OF EMPLOYEE RETENTION IN THE
AUTOMOTIVE SECTOR
The table below shows the benefits of employee retention to
employees.

Indicate by a check (√)
ITEM
TO A
GREATEXTENT
LESSEREXTENT
NOTSURE
Physical education seminars improves my employment status
Physical education seminars helps me to build team work and to
associate well with my friends and workmates.
I work with greater concentration after a physical education
seminars
Physical education seminars contributes to enhancing my
sport’s talent and skills in my work place.
Attending physical education seminars improves my working
performance as compared to when I do not attend them.
Physical education seminars equips me with the fundamental
skills of participating in a wider range of working activities

SECTION D: CHALLENGES FACING THE
IMPLEMENTATION OF EMPLOYEE RETENTION IN
ORGANISATIONS.
Indicate by (√) the level of agreement with the statement
according to your observation and experience.
Strongly Agree (SA), Agree (A), Undecided (UD), Strongly
Disagree (SD) Disagree (D)
CHALLENGES
SA
A
UD
SD
D
Employee retention schedule is allocated time on the time table
The human resource supports the employee retention by
providing the required physical education facilities and
seminars
We have a trained physical education trainer in the
organization.

Employee retention is assessed in my working report form
Not going for physical education seminar is a punishable
offence in our organization
3. Give a suggestion(s) on how you think employee retention
can be improved in your organization.
…………………………………………………………………………
…………………………………………………………………………
…………………………………………………………………………
…………………………………………………………………………
…………………………………………………………………………
…………………………………………………………………………
………………………………………
APENDIX (II)
EMPLOYER’S QUESTIONARES
Dear Sir/Madam,
I am a student at the University carrying out an investigation
into the extent to which employee retention in the automotive
sector is implemented in your organization. Kindly respond to
all questions and be assured that your information will be held
with confidentiality. You need not to write your name anywhere
in the questionnaires. Your cooperation is highly appreciated.

SECTION A: DEMOGRAPHIC INFORMATION
1. GENDER
1. Male ( ) b) Female ( )
2. HIGHEST LEVEL OF EDUCATION
Diploma ( )
Under graduate ( )
Post graduate ( )
3. HOW LONG HAVE YOU BEEN WORKING?
Less than 1 year ( )
1-5 years ( )
5-10 years ( )
10+ Years ( )
SECTION B: OPINION ON THE PLACE OF EMPLOYEE
RETENTION IN THE AUTOMOTIVE SECTOR
1. Is employee retention scheduled in your organization?
YES ( ) NO ( )
2. Is employee retention in the automotive sector fully
implemented in your organization?
YES ( ) NO ( )

3. Do you think employee retention should be taken with
concern like the other objectives in the organization? Explain
your answer.
…………………………………………………………………………
…………………………………………………………………………
…………………………………………………………………………
…………………………………………………………………………
…………………………………………………………………………
…………………………………………………………………………
……………………………………….
4. Does the human resource help in the implementation of
employee retention?
YES ( ) NO ( )
If yes how?
...............................................................................................
........................................
…………………………………………………………………………
……………………………
5. Should physical education seminars be retained on your
schedules?
YES ( ) NO ( )
If yes, suggest ways of improving the conceptualization and
implementation…………………....
…………………………………………………………………………
…………………………..
…………………………………………………………………………

…………………………..
…………………………………………………………………………
……………………………
High sales, Competition, Profits
Integrity, punctuality
Good pay, Motivation
Good working environment
EMPLOYERS’ NEEDS
Growth of an organization or company
Contented employees and employers
Good employer- employee relationship
High sales translating to high profits and good employee wages

HIGH EMPLOYEE RETENTION RATE
�In complete sentence
�suggested
�suggested
�Do you mean I instead?
�lack of motivation
�presented with
�e.g., http://blog.apastyle.org/apastyle/2010/05/its-all-latin-to-
me.html
�as well as
�place
�such as

�consider retaining
�?
�as well as sufficient or
as well as adequate
�think about rewording this paragraph: the thought is not clear
�In addition,
� My suggestion to add this statement
�In these instances, consumers do not support organizations
that neglect to safeguard their employees;
�This is a direct quote, APA requires quotation marks and
proper citation of the source.
�This is more of a direct quote … review APA guidelines for
paraphrasing at the following website: � HYPERLINK
"http://blog.apastyle.org/apastyle/paraphrasing/"
�http://blog.apastyle.org/apastyle/paraphrasing/�

… documentation requires name, date and page #
� Not sure about this statement???
� Not sure about this statement???
�I don’t believe this is a complete sentence???
�Please rewrite for clarity..
�Please rewrite for clarity
�Your problem statement is very convoluted
It needs to be more succinct.
Not quite sure what you are saying the problem is.
� The citation is missing from this statement
�Source not listed on the reference page
�Source not listed on the reference page

�this portion of the sentence doesn’t flow with the first part of
the sentence
� Source not listed on reference page
�Sentence does not flow with the first part
�Not quite sure how the research questions relate to the
problem statement
�This is a direct quote need quotation marks and page number
�I didn’t see this source on the reference page
�This ending does not fit with the sentence
�Do you mean implement?
�Sentence not complete
�Sentence does not flow

�Not sure if this is the correct word …. Also the APA format
require citations to include a date.
�spelling
�investigators
�stated their
�Previous investigations conducted by
�I’m not familiar with this type of citation
�Sentence not clear
�I’m not familiar with this type of citation.

�I’m not familiar with this type of citation.
�
�
�
�
�
�
�
�
�He also stated
�Freyermuth

�
�Rewrite for clarity
�Review for clarity
�or?
�Their debate over
�
�Fragment
�Not sure this is the word you were trying to use here?
�Did you actually do the survey?
If so it should be stated in chapter 3 what and how you
distributed and got back the surveys.
�Rewrite for clarity

�You said there were 70 surveys returned.
Why only 20 participants?
�Is something missing in this sentence
�spelling
�spelling
Running head: SHORT TITLE OF PAPER (<= 50
CHARACTERS)
TitleAuthorAuthor Affiliation
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paraphrased quotes, the APA style citation is ample.
MSA 699Ensure that the works of others have been given credit
by source citation. (i.e. ,Williams, 2009)Even if you have
rewritten the words of others, credit must be given.If you have
used the exact words of another within the text of your paper,
you must enclose the words in quotation marks, “ ”, give a
proper citation and it should include a page number.
MSA 699For example: “In the study we found that four of five

cats liked foods that contained fish,” (Williams, 2009, p.
12)Failing to give proper credit for the works of others,
including the quotation marks where needed, is Plagiarism. A
student may be removed from the program for Plagiarism.
MSA 699Students should not “over-use” direct, or word-for-
word quotes.While there is no established percentage for direct
quotes, MSA 699 Capstones should not exceed 10% to 15%
without approval of the Monitor.
MSA 699
Ensure that you have at least 35 pages of your work. Only the
pages within the Chapters count. You now must have at least
15 references
If charts, graphs, etc. clutter the paper, put them in the
appendices.
MSA 699
Submit your project in the method (electronic or hard copy)
selected by your Monitor.
If hard copy, provide two, unbound copies and one electronic
copy.
If electronic copy, the Monitor may ask that you submit the
project via SafeAssign in the class Blackboard.
MSA 699
DO NOT require a signature for delivery. You may track the
package without seeking a signature.

Prior to Class, Students Will Enroll and Complete the CITI Self
Study and Present Certification to the Monitor.
https://www.citiprogram.org
MSA 699
MSA 699Good Luck!!!!!
ATTENDANCE SURVEY
Employee Feedback Survey
Researcher
LATISKA HEARN
Please print gender below.
Male/FemaleDepartment #
Site Name Employee Entrance/Material Department
Researcher Evaluation Instructions
Please answer each question below with a sentence that may
apply to your current situation that may prevent you from
reporting to work.
1. What can we do as a team to help support in weeks and
months to come?
2. Is your absenteeism related to work –related health

issues?
3. Is your absenteeism related to your current shift
designation?
4. Is your absenteeism related to a relationship issue in the
workplace? (TM, TL, BUL, etc.?)
5. On your current job what can we do to assist in job
quality?
6. Is your absenteeism related to transportation challenges?
7. Is there anything that should be addressed as a team to
support each other in daily challenges that may occur?
8. Are you aware of our Employee Assistance Program?
They may be of assistance.
Researcher: Thank you for completing this survey, we
appreciate the feedback you have provided to us. Your efforts
provide us with valuable insights into areas to improve. You can
return the survey to Latiska Hearn.
ResearcherSignature:___________________________________
__________________Date: _______________
PAGE
THE MSA CAPSTONE
Everything You Wanted to Know- But Were Afraid to Ask

MSA 699 Removal of Incomplete Form
Be sure to complete the “Statement of Requirements for
Removal of MSA 699 Incomplete” form for every student
receiving an “I” grade.
The form reinforces the need for an approved proposal, research
approval, and the 6 month deadline.
E-mail the form to [email protected] and a copy to the student.
The form is posted in the student’s file which allows staff
members to answer student questions and reinforce the project
deadline.
The form is available online at
http://global.cmich.edu/faculty/procedures-forms/ .
MSA 699 Incomplete Policy
MSA 699 students are expected to complete the capstone project
within the semester course dates.
An incomplete may be available if the student has an approved
research proposal and RRA approval.
An extension of two months or 6 months from the start of the
course may be given to eligible students.
Monitors have discretion in assigning the “I” if circumstances
warrant.
Students who are not eligible for the “I” receive a failing grade.
“I” grades which are permanent at the 6 month mark may be
converted to “E” grades if this is articulated in the syllabus.

The Final MSA 699 Grade
Usually, the grade assigned by the monitor is the student’s final
grade unless there is a conflict with the reviewer’s grade.
A grade discrepancy is defined as either a two grade difference
(an “A” and a “C”) or where one of the evaluators assigns a
grade of “E”.
Projects with a grade discrepancy are sent to main campus for a
review and the final grade is assigned by the main campus
reviewer.
The student will be able to see the rubrics in Bb and be sent the
third reviewer’s rubric and a copy of the reviewed project.
If both the monitor and reviewer assign failing grades, no
additional review will be undertaken.
Welcome to MSA699
TECHNICAL SUPPORT:
For more information, go to the tutorial at
http://www.cmich.edu/academics/off_campus_online/Bb_CMU/
Student_Tutorials/Pages/default.aspx
Problems with Collaborate set up or your technology?
Call the CMU IT Help Desk 1-800-950-1144 extension 3662 or
989-774-3662.

WHAT I DO THE FIRST DAY OF CLASS….
By Bob Weltzer, PhD
INTRODUCTION - OVERVIEW
Capstone brings together all course learnings.
Demonstrate critical thinking and application.
Complete primary analysis of primary and/or secondary data
Descriptive or inferential statistics
Can be financial analysis.
INTRODUCTION cont’d
KISS method [e.g., focused data collection, not multiple venues
unless absolutely necessary].
Formulate in Ch1 specific, testable research questions [not
objectives] and then answer them in Ch4 from the data.
This is the first of two ALL-students chats for this course. Both
will be archived.
A separate one-on-one chat session will be scheduled.

RRA process provides institutional approval. Must include
RRA form. When not using publicly available secondary data,
will include organizational permission letter, data collection
form [e.g., survey, with separate CMU consent letter]. See Part
2 of Student Guide. ALL must do.
You must receive approval email message from Main Campus
before collecting primary data.
https://www.cmich.edu/colleges/cgs/GSMasterofScienceinAdmi
nistration/GSTheDepartment/Pages/Research_Review.aspx
Pay attention to course schedule to assure timely grading for
final grade submission. Target 14 days before course ends.
Needs to be related to your area of concentration.
Note that there are 2 Parts to this course. In Part 1 we work
together to reach agreement on what you are doing. In Part 2,
you implement the agreement and finalize your research effort.
Incomplete grade is possible for an extension until 60 days from
start of course if 50% of course requirements are met. No
extension beyond that.
WRITING CONSIDERATIONS
Write at the graduate level
Follow Student Guide for the MSA699 Capstone Project for
content, format, etc. This is a no-brainer!!!!
Strive for APA compliance, especially in-text reference citing.
Use reference citing software in Word.
Support ALL factual statements in ALL chapters with an in-text
APA compliant reference.

WRITING CONSIDERATIONS cont’d
Report title MUST identify one of seven research typologies
from Student Guide. E.G., “A Program Evaluation of….”. This
communicates your direction to yourself and your first and
second readers, establishes an expectation for content, and
increases likelihood of success [a.k.a., higher grade].
Chapters’ content MUST consolidate sections from chosen
typology and 5 standard academic chapters. See the matrix and
typology outlines in course materials.
CHAPTER INSIGHTS
Discussion of ….
HICCUPS
Inability to get written organizational permission to access
data/resources.
Failure to follow specifications of Student Guide, including
identifying one of 7 research typologies in report title and
follow the associated research typology.
Lack of advanced detailed planning for completing primary
analysis of primary or secondary data.
Failure to link research to area of concentration.
Failure to recognize that student is ultimately responsible for
meeting the course requirements and completion in a timely

manner.
Student Progress and Incompletes
MSA 699 Incomplete Policy
Be sure the student understands the following:
An incomplete may be available if the student has an approved
research proposal and RRA approval.
Monitors have discretion in assigning the “I” if circumstances
warrant.
Students who are not eligible for the “I” receive a failing grade.
“I” grades which are permanent at the 6 month mark may be
converted to “E” grades if this is articulated in the syllabus.

Work in Progress Steps
Treat student progress as you would a vacation trip.
---Follow the roadmap: e.g. watch the mile-markers.
---Week 1: ABC should be completed
---Week 2: DEF should be completed
---Week 3: GHI should be completed
Require feedback from students on a weekly basis.
Put the requirement directly into the syllabus
Student Progress, concluded
Inability to get written organizational permission to access
data/resources.
---Do you have a back-up plan in case permission is denied?
---Do you have a roadmap to get you from the beginning to the
end of the 699 project?
---Lack of advanced detailed planning for completing primary
analysis of primary or secondary data.

Remember for everyone: Student is ultimately responsible for
meeting the course requirements and completion in a timely
manner.
Incompletes
Incompletes are not automatic
---Too many students think from the start they will shoot for an
incomplete, and then get the rest of the project done 60 to
180 days later.
---Such thinking can have disastrous results.
Incompletes are at the discretion of the instructor
---What should you do if student has given you nothing for the
entire semester?
---Consider a grade of E. Getting the entire project done in 60
days or 180 days will be very difficult
Incompletes and grade submission
Final grade submission
---Allow yourself enough time to grade the final project.
---If Registrar’s Office says need grade by the 15th of the

month, tell students you need the final submission by
the 1st of the month.
---If not students look at the 15th of the month deadline
and think they are safe, giving you the project at
midnight on the 14th.
Electronic Submissions
It’s easier than you think!
Create assignments/assessments (free read, RRA approval, final
project) in the Blackboard shell.
Students submit each draft through the appropriate link.
You can be notified when the assignment has been submitted.
Make comments/grade each assignment. Attach grading rubric
to the assignment.
FINAL PROJECT (Assignment)
Two (identical) MSA 699 rubrics attached to the BB shell that
allow for “blind reviews” by the second reader/reviewer.
Students will upload two copies of the final project (one for
each reviewer).
The Second Reader (Reviewer)
Notify second reader (reviewer) when student has completed the
final submission of the Capstone (will be visible in Grading

Center, but good communication is key)
The second reviewer completes his/her rubric.
Admin staff will check at the end of the semester and notify
Financial Services for reviewer payment).
Grades submitted at appropriate time- by Monitor.
Notify Colleen Zeh when “I” grades are removed for all sections
(zeh1cm).
Rubrics handled totally within Bb.
Nothing is e-mailed or printed.
E-Submission Pros
No hard copies to worry about!
Shows exactly when student submitted the assignment- and
when your comments were made.
Tracks the work submitted by each student.
You can always refer to the any assignment in question.
Conclusion
Questions??

Good Luck with your MSA 699 course

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