The study aimed to understand reasons for employee attrition in private banks. Key factors for attrition identified were career growth, nature of work, supervisor support, remuneration, work-life balance and culture. Employees with less than one year of tenure valued career growth, support and pay most, while those with over five years valued empowerment and culture. The study recommended improving clarity on policies, offering training, guidance from supervisors, competitive pay, work flexibility and empowerment to reduce attrition.

1. A study on Employee Attrition in
Private Banking Sector

2. Introduction to Project
• This research seeks to understand the reasons for
attrition of employees in private banking sector.
• It helps in identifying the different factors that
influence the employee’s perception and reason
for leaving the company.
• Attrition has been closely related with many
organizational phenomena such as motivation,
performance, leadership, attitude, conflict, moral
etc.

3. • High turnover within the Banking sector in India can
have a negative impact on customer service and
revenues.
• The consequences arising from turnover include
reduced employee productivity, lost training and skills
set, low commitment to the organization, and a high
cost of replacement of separated staff.
• A questionnaire has been drafted to understand and
analyze the reasons of employee turnover.
• The data for the research is collected from the
employees of private sector banks like ICICI, Axis and
HDFC

4. Objectives of the Study
• To identify the key factors of employee turnover
• To determine the extent to which the identified
factors are influencing employees’ turnover
• To determine whether there is a relation
between the tenure of the employees and the
factors responsible for employee turnover

5. Research Methodology
The methodology followed for conducting the study
includes the specification of research design,
questionnaire design, data collection and statistical
tools used for analyzing the collected data.
• Research Design: The research design used for
this study is of the descriptive type.
• Statistical Tools: SPSS software is used to analyze
the data.

6. Data Collection:
• Primary Data
This data is gathered from firsthand information sources. These
sources are the employees across all the levels in the organization. The
data is gathered by administrating the questionnaire.
• Secondary Data
This will give the theoretical basis required for the report
presentation which can be available from various sources like
magazines, interoffice manuals, handbook, website, etc.
Sample Size:
• The items selected constitute what is technically called a sample.
For this project, sample size is 130 employees from private sector
banks are collected.

7. Hypothesis
• Before analyzing the data, it is imperative that hypothesis should be
made.
• A hypothesis is used in an experiment to define the relationship
between two variables.
• The first variable is called the independent variable. This is the part
of the experiment that can be changed and tested.
• The independent variable happens first and can be considered the
cause of any changes in the outcome. The outcome is called
the dependent variable.
• For this study, null and alternative hypothesis are created for the
parameters identified for research

8. Key Findings
23%
35%
26%
16%
Tenure of the employees
0-1 year
1-2 year
2-5 years
5 years and above

9. Key Findings
Key factors identified as reasons for employee
turnover are as follows.
– Career growth and learning opportunities
– Nature of work
– Supervisor support
– Remuneration
– Work life balance
– Empowerment
– Organizational culture

10. Key Findings
Below mentioned are the factors which the employees feel
are important.
• 0-1 year
– Career growth and learning opportunities
– Supervisor support
– Remuneration
– Nature of work
• 1-2 year
– Career growth and learning opportunities
– Nature of work
– Supervisor support
– Organizational Culture

11. Key Findings
• 2-5 years
– Career growth and learning opportunities
– Nature of work
– Supervisor support
– Remuneration
• 5 years and above
– Empowerment
– Organizational Culture
– Work life balance
– Nature of work

12. Key Findings – Positive areas
• Employees feel that their organization supports professional development of
employees
• Employees across all experience groups feel that their supervisor is supportive and
provides help as and when needed.
• Employees feel that they are provide with recognition and rewards when they go a
good job.
• Employees believe that their supervisor would let them leave work early if needed.
• Employees having experience of 1-2 years feel that their organization is not at par with
the other organization in terms of remuneration.
• Employees feel that their organization supports the employees to take initiative to
assess their skills and seek appropriate training .
• Employees agree that their organization has an open door policy for the employees.

13. Key Findings- Improvement areas
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
Strongly agree Agree Disagree Strongly
disagree
The organisation has a training and
development policy applicable to all
employees
Employees with experience of 0-1 year
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
Agree Disagree
Employees have a clear understanding of how
my job performance is measured

14. Key Findings- Improvement areas
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
40.00%
45.00%
Strongly
agree
Agree Neutral Disagree Strongly
disagree
My Supervisor gives me constructive
feedback
Employees with experience of 1-2 years
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
40.00%
45.00%
50.00%
Strongly
agree
Agree Neutral Disagree Strongly
disagree
The organization helps employees find an
ideal balance between work and life
responsibilities
Employees with experience of 2-5 years

15. Key Findings- Improvement areas
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
Strongly
agree
Agree Neutral Disagree Strongly
disagree
The organization maintains a competitive
pay and benefits package
Employees with experience of 1-2 years
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
40.00%
45.00%
50.00%
Strongly agree Agree Neutral Disagree Strongly
disagree
Employees' workload and expected completion
times are reasonable
Employees with experience of 2-5 years

16. Key Findings
• There is significant relation between tenure of the employee and
clear understanding of the employee regarding his performance
measurement.
• There is no significant relation between tenure of the employee and
the company offering rewards based on performance.
• Open door policy of the respective organizations is available for all
the employees irrespective of their tenure.
• Employees taking initiatives to assess their skills and seek
appropriate trainings are dependent of the tenure of the
employees.

17. Recommendations
• Create the Right Culture
• Provide clarity regarding the policies of the organization
• Offer Training and development initiatives
• Provide Guidance from supervisors and management
• Attractive remuneration
• Flexibility at work
• Give more responsibilities to employees at work to empower the
employees and motivate them

18. Thank You