This report analyzes employee turnover in the IT industry, specifically within Wipro and Infosys. It defines employee turnover and discusses how the rate of turnover varies between industries and economic conditions. The research objectives are identified as determining the rate of employee turnover, identifying its causes, suggesting measures to reduce it, and analyzing turnover within Wipro and Infosys. Literature on the topic is reviewed which examines causes such as work conditions, lack of promotion opportunities, workload, and poor management. The report aims to understand turnover in order to help companies decrease hidden costs associated with replacing employees.

1. A
Dissertation Report
On
“Employees Turnover in IT Industry”
(with special emphasis on Wipro and Infosys)
INTRODUCTION
All businesses, large and small, have some way of keeping track of their finances. Businesses are
constantly looking for more ways to keep expenses low. One factor that is often overlooked,

2. however, is the cost of employee turnover. High employee turnover can cost a company more
than they might realize in the long run.
This report explains some causes of high employee turnover, who it affects the most, and ways
companies can decrease employee turnover in order to cut hidden costs.
Employee turnover occurs when employees voluntarily leave their jobs and must be replaced.
Turnover is expressed as an annual percentage of the total workforce. For example, 25 percent
employee turnover would mean that one-quarter of a company's workforce at the beginning of
the year has left by the end of the year. Turnover should not to be confused with layoffs, which
involve the termination of employees at the employer's discretion in response to business
conditions such as reduced sales or a merger with another company.
The severity of turnover varies widely by type of business and the economic health of the region
where companies are located. Innovative high-tech companies and the most successful
manufacturers frequently experience low turnover rates while fast-food restaurant managers
expect turnover to be as high as 50 to 75 percent. As another example, coal mining companies in
sparsely populated regions experience lower rates of turnover because there are few other job
opportunities.
RESEARCH METHODLOGY
Research objectives

3. To identify the rate of turnover of “employees”
To identify the causes of employees turnover
To suggest measures to reduce the rate of turnover
To identify the employee turnover at various IT companies with special focus on Wipro and
Infosys
2.2 Research design
The nature of this report is Exploratory
2.3 Data sources
The data is collected from secondary sources like books, journals, magazines, websites
and newspapers.
LITRETURE REVIEW
1.William H. Price & Richard Kiekbusch & John Theis in his study on causes of employees
turnover have talked about the causes and the implementation. Further he highlighted that
providing a challenging job, and offering realistic promotion opportunities. Other variables that
have less impact are schedule input, insurance and family income. Good communication
and job satisfaction.

4. 2.Beri G.C., Human Resource Tata McGraw New Delhi, in his study on the cause of factor
influencing turnover and retention of staff and retention problems for professional have talked
about the Working hours, workload and work schedules which are also common concerns
to both groups. In addition, career development, promotion and 4appreciation of
contribution were important retention factors, while a supportive professional
environment, reduction in workload and working hours and more flexible work patterns
were important to consultants.
3.Cari McLean, Labour Management in Agriculture, in her study knowing the reason why
workers leave or edge in improving working condition and have talked about dissatisfaction
with work or working condition, select and train new personnel, conducting workers
satisfaction survey, find specific problem area to watch and improve
4.Cosenza, Robert M.in his study on the causes of the cost of employees turnover due solely
to unfairness in the workplace and have talked about the effect of unfairness upon an
employee’s decision to leave their employer and the financial to employer due to
voluntary turnover.
Further he highlighted Recruiting and retaining the best and the brightest Remove the barriers
and biases which create unfair workplace
5. Moore, in her study on the cause of an informative report regarding employees turnover
and retention on the causes of high employee turnover which affect the most, and the
companies can decrease employees turnover in order to cut the hidden cost. Further she
highlighted the poor management, low pay, boring repetitive work, with no opportunity
for advancement, high turnover of employees is a symptom of a mismanaged company.