The document provides information on a dissertation project report on employee retention at Apollo Hospital. It discusses the purpose and importance of studying employee attrition. The objectives of the project are to analyze current retention rates, identify causes of attrition, and study measures to restructure the retention policy. The methodology includes a survey of 30 employees using a questionnaire to collect primary data on factors influencing job satisfaction and retention. Limitations of the study are a small sample size and potential issues with the questionnaire.

1. 1
A
DISSERTATION
PROJECT REPORT
ON
EMPLOYEE RETENTION
IN
APOLLO HOSPITAL.

2. 2
Chapter -I
Introduction

3. 3
1. INTRODUCTION:
Staff turnover is the total movement of employees in and out of the boundaries of the
organisation Considering this definition transfers to a different branch or plant would not be
considered as staff turnover. Staff turnover is perceived as a final and permanent act .Employee
turnover is a ratio comparision of the number of employees a company must replace in a
given time period to the average number of total employees.
An organisation’s strength lies in its efficient workforce. The smooth running of a healthcare
organization relies on the co-ordination and co-operation between the doctors and support staff.
An employee once integrated into the system or when he is a part of a team responsible for
certain assignments creates a vacuum when he /she leaves the organisation ,a vacuum that may
sometimes have severe repercussions. Loss of personnel occurs in all types of organizations and
is not limited to any particular type or discipline, however suffering significant personnel loses
can prove to be devastating to the organization. Hence utmost care must be taken to meet the
legible needs of an employee. Many factors play a role in the employee turnover rate of any
company and these can stem from both the employer and the employees. This project was
undertaken to figure out the primary reasons behind the employee turnover probable measures
that can reduce the attrition rate.
However , the employee turnover is linked to job satisfaction of the employees with the evitable
result the organizations are mostly concerned with the reasons why employees want to leave the
organization.
Turnover reflects the effect of the balance between organizational benefits (pull factors)and
career attitudes to work (push factors).
Employee retention refers to the various policies and practices which let the employees stick to
an organization for a longer period of time .Every organization invests time and money to groom
a new recruit make him a corporate ready material and bring him at par with the existing
employees. The organization is completely at loss when the employees leave their job once they
are fully trained. Employee retention takes into account the various measures taken so that an
individual stays in an organization for the maximum period of time.
1.1 PURPOSE OF THE PROJECT:
There is need to develop a fuller understanding of the employee turnover more especially the
sources-what determines employee turnover effects and strategies that managers can put in place
minimize turnover. With globalization which is heightening competition ,organizations must
continue to develop tangible products and provide services which are based on strategies created
by employees. These employees are extremely crucial to the organization since their value to the
organization is essentially intangible and not easily replicated. Therefore managers must
recognize that employees as major contributors to the efficient achievement of the
organization’s success.

4. 4
1.2 IMPORTANCE OF STUDY OF ATTRITION:
Organizations invest a lot on their employees in terms of induction and training, developing,
maintaining and retaining them in their organization. Therefore managers at all costs must
minimize employee’s turnover by studying the reasons for the attrition of employees and take
measures for their retention.
1.3 PROJECT OBJECTIVES:
This project is being carried out-
 To analyse the factors evident for current retention rate in APOLLO.
 To find out the causes for attrition rate in APPOLO.
 To study the measures for the restructuring of retention policy in particular.
1.4 RESEARCH METHODOLOGY:
The methodology followed for conducting the study includes the specification of research
design, sample design , questionnaire design, data collection and statically tools used for
analyzing the collected data.
Research design
The research design used for this study is of exploratory type.
Population
The total element of the universe from which sample is selected for the purpose of study is
known as population . The population of my research is the employees of APOLLO hospital.
Sample size
All the items consideration in any field of inquiry constitutes a universe of population. In this research
only few items can be selected from the population for our study purpose. The item selected constitute
what is technically called sample . Here sample size is 30 employees from total population of cap
foundation and capwdi.
Data collection
The data source :- primary data and secondary data

5. 5
Primary data:-
The primary data required for this project work was collected through questionnaires. This
method consist of preparing detailed questions covering the employee satisfaction standards in
the company. Thereafter it was distributed among 30 employees from total population of
APOLLO Hospital. And Randomly selected 30 people from there. Further, no names were
sought from those filling in this questionnaire so as to obtain their free and frank opinion as also
to protect their privacy
Secondary data:-
As secondary data is data which has been collected earlier for other proposes, the requirement of
this type of data with respect to this type of report was obtained from the company websites,
advertisements, journals.
The research approach:- survey method
The research instrument:-questionnaire method
The respondents:- APOLLO Hospital
Questionnaire schedule:-
Questions are framed in an way that answer reflects the ideas and thoughts respondents with
regard to level, of satisfaction of various factors of job satisfaction , the questionnaire has total
44 questions and liker scaling technique has been use for each questions
1. Highly Negative Influence
2. Negative Influence
3. No Influence
4. Influence
5. Highly Influence
1.5 LIMITATIONS
1.It was difficult on the researcher’s part to interact or interview the absentee employees or ex-
employees of the organization, many of whom remained incommunicado.
2.The study was done only on the employees continuing during the period prior to the acceptance
of their resignation but did not include the employees absconding from the organization.
3.The data collected through questionnaire might face some difficulties due to the following
reasons

6. 6
 Some employees might have faced hardship to understand the proper meaning of the
queries.
 Some might be hesitate to present their adverse comments on the organization.
 Some people might have filled up the questionnaire in haste without much consideration.
4.The sample size taken was too small in proportion to the total population of the
organization and this may affect the better interpretation of the efficacy of the project.

7. 7
Chapter – II
Literature Review

8. 8
Chapter – III
COMPANY PROFILE
COMPANYPROFILE

9. 9
 APOLLO HOSPITALS is an Indian hospital chain based in Chennai, India. It was
founded by Dr Prathap C. Reddy in 1983 and has hospitals in India, Bangladesh, Kuwait
and Qatar. Several of the group's hospitals have been among the first in India to receive
international healthcare accreditation by America-based Joint Commission International
(JCI).
 The Apollo Hospitals Group is the pioneer of integrated healthcare delivery in India.
With over 8500 beds across 50 hospitals within and outside India, the Apollo Hospitals
Group is one of the largest healthcare groups in Asia and has some of the best hospitals in
India. The legacy of touching lives stems from the four pillars of our philosophy -
experience, excellence, expertise and research. We pride ourselves for constantly being
on the cutting edge, and going the extra mile to stay relevant and revolutionary.
 The group has developed services in telemedicine, after starting a pilot project in 2000 in
Pratap Reddy's home village. At present, Apollo hospitals are present in 120 countries
around the world.
 APOLLO HOSPITALS BHUBNESWAR, the 49TH Hospital of the major healthcare
group was inaugurated on 5th of March 2010.
 APOLLO HOSPITALS, BHUBNESWAR ,is a 350-Bedded Tertiary Care Hospital with
state-of-the-art technology,206,158sq.ft.
 The Hospitals Outpatient Department(OPD) has 37 consultation chambers for consultants
of all departments along with outpatient services in Ophthalmology ,ENT, Dermatology,
Dentistry etc.
 Medical and Surgical Cardiac Sciences,Oncology,Neurosciences(Neurology and
neurosurgery &Neurophysiology),Urology
,Nephrology,Rheumatology,Endocrinology,etc are some of the departments having state-
of-art facilities here.
 This tertiary care hospital has an excellent amalgamation of medical specalities,labratory
services,Imaging(Radiology)and Rehabilitation servicesnwith sophisticated
Therapeutic/Diagnostic equipments.This health care institution has 64 ICU Beds and is
the largest corporate hospital in Odisha offering world class diagonistic,medical and
surgical facilities.
 APOLLO HOSPITAL,BHUBNESWAR has also got a level 3 NICU and is equipped
with advance ventilators,and other equipments.Neonatal retrieval system is also available
here for the first time in Odisha.
SERVICES:-

10. 10
Services rendered can be categorized into five broad areas:-
o Setting up a health care facility
 Business Planning & Clinical Visioning
 Hospital Planning and Design
 Medical Equipment Planning and Procurement
 Human Resources Planning
 Information Technology and Telemedicine
 Hospital Commissioning and Start up
o Hospital Operations Management
o Strategic Consultancy
o On- job training programs to increase knowledge and productivity
o Hospital Quality Consulting
o Round the clock Emergency & Trauma Care
o 24 hours Diagnostic services (MRI, CT scan, X- ray, Ultrasound)
o 64 ICU beds(MICUI &2, SICU,CTICU,ISOLATION ICU & NICU &2HDU)
o Operation Theatre with state of art equipments
o Digital Cathlab
o 15 Beds Dialysis Unit
o NABL Accredited LAB & Blood Bank(24 Hrs Services)
o Telemedicine Unit
APOLLO HOSPITAL Branch
 Ahmedabad
 Bengaluru
 Chennai
 Delhi
 Hyderabad
 Kolkata
 Aragonda
 Bacheli
 Bhubaneswar
 Bilaspur
 Goa
 Ludhiana
 Mysore
 Nashik
 Trichi
 Visakhapatnam

11. 11
SPECIALTIES SERVICES:-
 Anesthesiology
 Apollo Health check
 Cardiology
 Cardio-Thoracic Surgery
 Clinical Laboratory
 Dentistry
 Dermatology
 Diabetology
 ENT
 Emergency Medicine
 General surgery
 Critical care Medicine
 Radiology & Intervention Radiology
 Laporoscopy & Minimal Surgery
 Maxillofacial Surgery
 Medical Gastroenterology
 Neonatology
 Nephrology
 Neurology
 Neuro Surgery
 Oncology Medical
 Oncology Surgical
 Ophthalmology
 Orthopedics Surgery
 Pediatrics Surgery
 Pediatric Cardiology
 Pediatric Cardiology
 Pediatric Neurology
 Pediatrics
 Pathology
 Plastic & Reconstructive Surgery
 Psychiatrics
 Pulmonology/Respiratory
 Medicine
 Radiology
 Rheumatology
 Surgical Gastroenterology

12. 12
 Urology & Transplantation
Centres of Excellence:-
 Cardiology CT Surgery
 Orthopedics
 Neurology & Neuro Sciences
 Gastroenterology
 Emergency & Trauma

13. 13
Chapter -IV
ANALYSIS
4 .ANALYSIS ON FREQUENCIES:-

14. 14
Frequencies on Age
Age
Frequency Percent Valid Percent Cumulative
Percent
Valid
below 30 12 40.0 40.0 40.0
30-40 9 30.0 30.0 70.0
40-50 5 16.7 16.7 86.7
above 50 4 13.3 13.3 100.0
Total 30 100.0 100.0
Interpretation:-
On this Factory maximum no of person working in Age below 30.And very less person are
working on above 50 as an senior executive officers. And few persons are working on 30-40.
Frequencies on Gender
Gender
Frequenc
y
Percent Valid
Percent
Cumulative
Percent
Valid
male 23 76.7 76.7 76.7
Female 7 23.3 23.3 100.0
Total 30 100.0 100.0

15. 15
Interpretation:-
Here Large no of workers are male And few persons are Female Members working on various
source.
Frequencies of Educational Qualification
E.Qaualification
Frequency Percent Valid Percent Cumulative
Percent
Valid
Diploma 6 20.0 20.0 20.0
Graduation 6 20.0 20.0 40.0
post graduate 12 40.0 40.0 80.0
Professional 6 20.0 20.0 100.0
Total 30 100.0 100.0

16. 16
Interpretation:-
Large no Of Employee are Post Graduate .those are posting in Officer Post .and PG employee
are posting on Senior Executive Post. Some people are come by the Diploma and their
percentage is 6.And some of employees are also do professional.
Frequency on Present position
PresentPosition
Frequency Percent Valid Percent Cumulative
Percent
Valid
Executive 10 33.3 33.3 33.3
Staff 11 36.7 36.7 70.0
workman 9 30.0 30.0 100.0
Total 30 100.0 100.0
Interpretation:-
Maximum no of employee are staff and here few no of Executive are present to support them
and very few no of workman are present to help and give the information around them.

17. 17
4.1 MEAN
Descriptive Statistics
N Minimum Maximum Mean Std. Deviation
Q1 30 1 5 3.00 1.554
Q2 30 1 5 2.73 1.202
Q3 30 1 5 3.57 1.251
Q4 30 1 5 3.37 1.426
Q5 30 1 5 2.93 1.574
Q6 30 1 5 2.77 1.278
Q7 30 1 5 3.43 1.382
Q8 30 1 5 3.37 1.189
Q9 30 1 5 3.07 1.337
Q10 30 1 5 2.63 1.474
Q11 30 1 5 2.80 1.495
Q12 30 1 5 2.97 1.402
Q13 30 1 5 3.30 1.179
Q14 30 1 5 2.87 1.358
Q15 30 1 5 2.97 1.426
Q16 30 1 5 2.80 1.324
Q17 30 1 5 2.80 1.540
Q18 30 1 5 2.97 1.217
Q19 30 1 5 3.43 1.251
Q20 30 1 5 3.17 1.577
Q21 30 1 5 3.03 1.564
Q22 30 1 5 2.60 1.192
Q23 30 1 5 3.37 1.351
Q24 30 1 5 3.07 1.311
Q25 30 1 5 3.27 1.337
Q26 30 1 5 3.27 1.388
Q27 30 1 5 3.07 1.461
Q28 30 1 5 3.13 1.548
Q29 30 1 5 3.17 1.392
Q30 30 1 5 3.40 1.380
Q31 30 1 5 3.60 1.303
Q32 30 3 5 4.13 .937
Q33 30 3 5 3.77 .817
Q34 30 3 5 4.00 .830

18. 18
Q35 30 3 5 4.17 .791
Q36 30 3 5 4.27 .828
Q37 30 3 5 3.77 .935
Q38 30 3 5 4.00 .871
Q39 30 3 5 3.87 .819
Q40 30 3 5 3.83 .913
Q41 30 3 5 4.00 .983
Q42 30 3 5 4.07 .944
Q43 30 3 5 3.90 .923
Q44 30 3 5 3.80 .847
Interpretation:-
Those Mean has come 3 or more than 3 employee are Want to by that Non compensation and
benefits. Some of the mean has come below than 3 that Indicate that employees are not want to
By that Non compensation and benefits given of hospital.
They are satisfied on Nature of the work ,Job status, Equipment provide by organization,
personal policies, superior’s guidance, Relationship with Superior, Training Program, Lighting
and ventilation, safety arrangement, Work place atmosphere, First aid Facility, Medical Facility,
Housing Facility, Employee benefit scheme, Provident Fund Scheme, Insurance Scheme
,Gratuity system, Children Education allowance, uniform allowance, Washing allowance ,
Maintenance of Toilet and urinal, Scale pay, Function of trade union, Safety committee, canteen
Committee and provident Fund Committee.

19. 19
4.2 ANNOVA
Age
ANOVA
Sum of Squares df Mean Square F Sig.
Q1
Between Groups 4.561 3 1.520 .604 .618
Within Groups 65.439 26 2.517
Total 70.000 29
Q2
Between Groups 1.000 3 .333 .212 .887
Within Groups 40.867 26 1.572
Total 41.867 29
Q3
Between Groups .028 3 .009 .005 .999
Within Groups 45.339 26 1.744
Total 45.367 29
Q4
Between Groups 3.744 3 1.248 .588 .629
Within Groups 55.222 26 2.124
Total 58.967 29
Q5
Between Groups 1.400 3 .467 .172 .914
Within Groups 70.467 26 2.710
Total 71.867 29
Q6
Between Groups 4.811 3 1.604 .980 .417
Within Groups 42.556 26 1.637
Total 47.367 29
Q7
Between Groups 2.450 3 .817 .401 .753
Within Groups 52.917 26 2.035
Total 55.367 29
Q8
Between Groups 2.544 3 .848 .574 .637
Within Groups 38.422 26 1.478
Total 40.967 29
Q9
Between Groups 1.594 3 .531 .275 .843
Within Groups 50.272 26 1.934
Total 51.867 29
Q10
Between Groups 2.628 3 .876 .377 .770
Within Groups 60.339 26 2.321
Total 62.967 29
Q11
Between Groups 2.378 3 .793 .330 .804
Within Groups 62.422 26 2.401
Total 64.800 29

20. 20
Q12
Between Groups 4.100 3 1.367 .672 .577
Within Groups 52.867 26 2.033
Total 56.967 29
Q13
Between Groups 2.833 3 .944 .655 .587
Within Groups 37.467 26 1.441
Total 40.300 29
Q14
Between Groups 4.467 3 1.489 .790 .510
Within Groups 49.000 26 1.885
Total 53.467 29
Q15
Between Groups 1.050 3 .350 .157 .924
Within Groups 57.917 26 2.228
Total 58.967 29
Q16
Between Groups 2.333 3 .778 .417 .742
Within Groups 48.467 26 1.864
Total 50.800 29
Q17
Between Groups 6.600 3 2.200 .920 .445
Within Groups 62.200 26 2.392
Total 68.800 29
Q18
Between Groups 8.100 3 2.700 2.013 .137
Within Groups 34.867 26 1.341
Total 42.967 29
Q19
Between Groups 2.817 3 .939 .574 .637
Within Groups 42.550 26 1.637
Total 45.367 29
Q20
Between Groups 10.750 3 3.583 1.517 .234
Within Groups 61.417 26 2.362
Total 72.167 29
Q21
Between Groups .050 3 .017 .006 .999
Within Groups 70.917 26 2.728
Total 70.967 29
Q22
Between Groups 5.844 3 1.948 1.433 .256
Within Groups 35.356 26 1.360
Total 41.200 29
Q23
Between Groups 3.611 3 1.204 .634 .600
Within Groups 49.356 26 1.898
Total 52.967 29
Q24
Between Groups 2.694 3 .898 .495 .689
Within Groups 47.172 26 1.814
Total 49.867 29
Q25 Between Groups 10.894 3 3.631 2.304 .100

21. 21
Within Groups 40.972 26 1.576
Total 51.867 29
Q26
Between Groups 1.061 3 .354 .168 .917
Within Groups 54.806 26 2.108
Total 55.867 29
Q27
Between Groups 3.061 3 1.020 .451 .719
Within Groups 58.806 26 2.262
Total 61.867 29
Q28
Between Groups 15.667 3 5.222 2.524 .080
Within Groups 53.800 26 2.069
Total 69.467 29
Q29
Between Groups 1.528 3 .509 .242 .866
Within Groups 54.639 26 2.101
Total 56.167 29
Q30
Between Groups 3.261 3 1.087 .544 .656
Within Groups 51.939 26 1.998
Total 55.200 29
Q31
Between Groups 6.644 3 2.215 1.353 .279
Within Groups 42.556 26 1.637
Total 49.200 29
Q32
Between Groups 1.711 3 .570 .624 .606
Within Groups 23.756 26 .914
Total 25.467 29
Q33
Between Groups 1.750 3 .583 .861 .474
Within Groups 17.617 26 .678
Total 19.367 29
Q34
Between Groups 2.383 3 .794 1.173 .339
Within Groups 17.617 26 .678
Total 20.000 29
Q35
Between Groups .450 3 .150 .220 .882
Within Groups 17.717 26 .681
Total 18.167 29
Q36
Between Groups 3.228 3 1.076 1.681 .195
Within Groups 16.639 26 .640
Total 19.867 29
Q37
Between Groups 2.450 3 .817 .927 .442
Within Groups 22.917 26 .881
Total 25.367 29
Q38
Between Groups 2.578 3 .859 1.150 .348
Within Groups 19.422 26 .747

22. 22
Total 22.000 29
Q39
Between Groups 1.711 3 .570 .835 .487
Within Groups 17.756 26 .683
Total 19.467 29
Q40
Between Groups .661 3 .220 .244 .865
Within Groups 23.506 26 .904
Total 24.167 29
Q41
Between Groups .894 3 .298 .286 .835
Within Groups 27.106 26 1.043
Total 28.000 29
Q42
Between Groups 1.444 3 .481 .513 .677
Within Groups 24.422 26 .939
Total 25.867 29
Q43
Between Groups 2.833 3 .944 1.123 .358
Within Groups 21.867 26 .841
Total 24.700 29
Q44
Between Groups 4.328 3 1.443 2.277 .103
Within Groups 16.472 26 .634
Total 20.800 29
Interpretation:-
There is no significance occurs. Because all employees have give same statement
according to provide Non compensation Benefit and other facilities.

23. 23
GENDER
ANOVA
Sum of Squares df Mean Square F Sig.
Q1
Between Groups 2.981 1 2.981 1.246 .274
Within Groups 67.019 28 2.394
Total 70.000 29
Q2
Between Groups .848 1 .848 .579 .453
Within Groups 41.019 28 1.465
Total 41.867 29
Q3
Between Groups 1.714 1 1.714 1.100 .303
Within Groups 43.652 28 1.559
Total 45.367 29
Q4
Between Groups .457 1 .457 .219 .644
Within Groups 58.509 28 2.090
Total 58.967 29
Q5
Between Groups .041 1 .041 .016 .901
Within Groups 71.826 28 2.565
Total 71.867 29
Q6
Between Groups 2.460 1 2.460 1.534 .226
Within Groups 44.907 28 1.604
Total 47.367 29
Q7
Between Groups .000 1 .000 .000 .992
Within Groups 55.366 28 1.977
Total 55.367 29
Q8
Between Groups 2.370 1 2.370 1.720 .200
Within Groups 38.596 28 1.378
Total 40.967 29
Q9
Between Groups .401 1 .401 .218 .644
Within Groups 51.466 28 1.838
Total 51.867 29
Q10
Between Groups 1.228 1 1.228 .557 .462
Within Groups 61.739 28 2.205
Total 62.967 29
Q11
Between Groups .477 1 .477 .208 .652
Within Groups 64.323 28 2.297
Total 64.800 29
Q12
Between Groups 5.103 1 5.103 2.755 .108
Within Groups 51.863 28 1.852
Total 56.967 29

24. 24
Q13
Between Groups 4.474 1 4.474 3.497 .072
Within Groups 35.826 28 1.280
Total 40.300 29
Q14
Between Groups .212 1 .212 .111 .741
Within Groups 53.255 28 1.902
Total 53.467 29
Q15
Between Groups .110 1 .110 .052 .821
Within Groups 58.857 28 2.102
Total 58.967 29
Q16
Between Groups 1.260 1 1.260 .712 .406
Within Groups 49.540 28 1.769
Total 50.800 29
Q17
Between Groups 3.607 1 3.607 1.549 .224
Within Groups 65.193 28 2.328
Total 68.800 29
Q18
Between Groups .010 1 .010 .007 .936
Within Groups 42.957 28 1.534
Total 42.967 29
Q19
Between Groups 4.596 1 4.596 3.157 .086
Within Groups 40.770 28 1.456
Total 45.367 29
Q20
Between Groups .129 1 .129 .050 .824
Within Groups 72.037 28 2.573
Total 72.167 29
Q21
Between Groups 1.426 1 1.426 .574 .455
Within Groups 69.540 28 2.484
Total 70.967 29
Q22
Between Groups .119 1 .119 .081 .778
Within Groups 41.081 28 1.467
Total 41.200 29
Q23
Between Groups .060 1 .060 .032 .860
Within Groups 52.907 28 1.890
Total 52.967 29
Q24
Between Groups .438 1 .438 .248 .622
Within Groups 49.429 28 1.765
Total 49.867 29
Q25
Between Groups 1.829 1 1.829 1.024 .320
Within Groups 50.037 28 1.787
Total 51.867 29
Q26 Between Groups .239 1 .239 .120 .731

25. 25
Within Groups 55.627 28 1.987
Total 55.867 29
Q27
Between Groups .401 1 .401 .183 .672
Within Groups 61.466 28 2.195
Total 61.867 29
Q28
Between Groups .212 1 .212 .086 .772
Within Groups 69.255 28 2.473
Total 69.467 29
Q29
Between Groups .626 1 .626 .316 .579
Within Groups 55.540 28 1.984
Total 56.167 29
Q30
Between Groups .268 1 .268 .137 .714
Within Groups 54.932 28 1.962
Total 55.200 29
Q31
Between Groups 5.039 1 5.039 3.195 .085
Within Groups 44.161 28 1.577
Total 49.200 29
Q32
Between Groups .212 1 .212 .235 .632
Within Groups 25.255 28 .902
Total 25.467 29
Q33
Between Groups .075 1 .075 .108 .744
Within Groups 19.292 28 .689
Total 19.367 29
Q34
Between Groups .186 1 .186 .263 .612
Within Groups 19.814 28 .708
Total 20.000 29
Q35
Between Groups .626 1 .626 1.000 .326
Within Groups 17.540 28 .626
Total 18.167 29
Q36
Between Groups 1.829 1 1.829 2.840 .103
Within Groups 18.037 28 .644
Total 19.867 29
Q37
Between Groups .348 1 .348 .390 .538
Within Groups 25.019 28 .894
Total 25.367 29
Q38
Between Groups .745 1 .745 .982 .330
Within Groups 21.255 28 .759
Total 22.000 29
Q39
Between Groups .212 1 .212 .308 .583
Within Groups 19.255 28 .688

26. 26
Total 19.467 29
Q40
Between Groups .129 1 .129 .151 .701
Within Groups 24.037 28 .858
Total 24.167 29
Q41
Between Groups .745 1 .745 .766 .389
Within Groups 27.255 28 .973
Total 28.000 29
Q42
Between Groups .041 1 .041 .044 .835
Within Groups 25.826 28 .922
Total 25.867 29
Q43
Between Groups .017 1 .017 .019 .891
Within Groups 24.683 28 .882
Total 24.700 29
Q44
Between Groups .365 1 .365 .500 .485
Within Groups 20.435 28 .730
Total 20.800 29
Interpretation:-
There is Significance differences occurs in Personal policies, Training program According to
Gender basis.

27. 27
QUALIFICATION
ANOVA
Sum of Squares df Mean Square F Sig.
Q1
Between Groups 10.583 3 3.528 1.544 .227
Within Groups 59.417 26 2.285
Total 70.000 29
Q2
Between Groups 9.200 3 3.067 2.441 .087
Within Groups 32.667 26 1.256
Total 41.867 29
Q3
Between Groups 3.533 3 1.178 .732 .542
Within Groups 41.833 26 1.609
Total 45.367 29
Q4
Between Groups 8.383 3 2.794 1.436 .255
Within Groups 50.583 26 1.946
Total 58.967 29
Q5
Between Groups 5.450 3 1.817 .711 .554
Within Groups 66.417 26 2.554
Total 71.867 29
Q6
Between Groups 4.533 3 1.511 .917 .446
Within Groups 42.833 26 1.647
Total 47.367 29
Q7
Between Groups 1.867 3 .622 .302 .823
Within Groups 53.500 26 2.058
Total 55.367 29
Q8
Between Groups 1.050 3 .350 .228 .876
Within Groups 39.917 26 1.535
Total 40.967 29
Q9
Between Groups 3.450 3 1.150 .618 .610
Within Groups 48.417 26 1.862
Total 51.867 29
Q10
Between Groups 10.133 3 3.378 1.662 .200
Within Groups 52.833 26 2.032
Total 62.967 29
Q11
Between Groups 1.050 3 .350 .143 .933
Within Groups 63.750 26 2.452
Total 64.800 29
Q12
Between Groups 5.800 3 1.933 .982 .416
Within Groups 51.167 26 1.968
Total 56.967 29

28. 28
Q13
Between Groups 1.717 3 .572 .386 .764
Within Groups 38.583 26 1.484
Total 40.300 29
Q14
Between Groups 7.467 3 2.489 1.407 .263
Within Groups 46.000 26 1.769
Total 53.467 29
Q15
Between Groups 4.383 3 1.461 .696 .563
Within Groups 54.583 26 2.099
Total 58.967 29
Q16
Between Groups 2.383 3 .794 .427 .736
Within Groups 48.417 26 1.862
Total 50.800 29
Q17
Between Groups 7.467 3 2.489 1.055 .385
Within Groups 61.333 26 2.359
Total 68.800 29
Q18
Between Groups 3.133 3 1.044 .682 .571
Within Groups 39.833 26 1.532
Total 42.967 29
Q19
Between Groups 4.783 3 1.594 1.021 .399
Within Groups 40.583 26 1.561
Total 45.367 29
Q20
Between Groups 6.333 3 2.111 .834 .488
Within Groups 65.833 26 2.532
Total 72.167 29
Q21
Between Groups 9.717 3 3.239 1.375 .272
Within Groups 61.250 26 2.356
Total 70.967 29
Q22
Between Groups 7.450 3 2.483 1.913 .152
Within Groups 33.750 26 1.298
Total 41.200 29
Q23
Between Groups 3.050 3 1.017 .530 .666
Within Groups 49.917 26 1.920
Total 52.967 29
Q24
Between Groups 6.200 3 2.067 1.231 .319
Within Groups 43.667 26 1.679
Total 49.867 29
Q25
Between Groups 2.533 3 .844 .445 .723
Within Groups 49.333 26 1.897
Total 51.867 29
Q26 Between Groups 1.200 3 .400 .190 .902

29. 29
Within Groups 54.667 26 2.103
Total 55.867 29
Q27
Between Groups 5.200 3 1.733 .795 .508
Within Groups 56.667 26 2.179
Total 61.867 29
Q28
Between Groups 19.133 3 6.378 3.294 .036
Within Groups 50.333 26 1.936
Total 69.467 29
Q29
Between Groups 4.000 3 1.333 .665 .581
Within Groups 52.167 26 2.006
Total 56.167 29
Q30
Between Groups 8.533 3 2.844 1.585 .217
Within Groups 46.667 26 1.795
Total 55.200 29
Q31
Between Groups 5.533 3 1.844 1.098 .368
Within Groups 43.667 26 1.679
Total 49.200 29
Q32
Between Groups 1.133 3 .378 .404 .752
Within Groups 24.333 26 .936
Total 25.467 29
Q33
Between Groups 2.533 3 .844 1.304 .294
Within Groups 16.833 26 .647
Total 19.367 29
Q34
Between Groups 1.000 3 .333 .456 .715
Within Groups 19.000 26 .731
Total 20.000 29
Q35
Between Groups 4.917 3 1.639 3.216 .039
Within Groups 13.250 26 .510
Total 18.167 29
Q36
Between Groups 4.533 3 1.511 2.562 .077
Within Groups 15.333 26 .590
Total 19.867 29
Q37
Between Groups 3.450 3 1.150 1.364 .276
Within Groups 21.917 26 .843
Total 25.367 29
Q38
Between Groups 2.667 3 .889 1.195 .331
Within Groups 19.333 26 .744
Total 22.000 29
Q39
Between Groups 2.133 3 .711 1.067 .380
Within Groups 17.333 26 .667

30. 30
Total 19.467 29
Q40
Between Groups 4.250 3 1.417 1.849 .163
Within Groups 19.917 26 .766
Total 24.167 29
Q41
Between Groups 2.333 3 .778 .788 .512
Within Groups 25.667 26 .987
Total 28.000 29
Q42
Between Groups 5.450 3 1.817 2.313 .099
Within Groups 20.417 26 .785
Total 25.867 29
Q43
Between Groups .450 3 .150 .161 .922
Within Groups 24.250 26 .933
Total 24.700 29
Q44
Between Groups 4.383 3 1.461 2.314 .099
Within Groups 16.417 26 .631
Total 20.800 29
Interpretation:-
There is Significance differences occurs in providential fund ,Gratuity system and job security
According to Difference Qualification Group. Experience persons are not give it importance but
the Fresher May give the importance to it.

31. 31
PRESENT POSITION
ANOVA
Sum of Squares df Mean Square F Sig.
Q1
Between Groups 4.369 2 2.184 .899 .419
Within Groups 65.631 27 2.431
Total 70.000 29
Q2
Between Groups 1.851 2 .925 .624 .543
Within Groups 40.016 27 1.482
Total 41.867 29
Q3
Between Groups 1.166 2 .583 .356 .704
Within Groups 44.201 27 1.637
Total 45.367 29
Q4
Between Groups 17.229 2 8.615 5.573 .009
Within Groups 41.737 27 1.546
Total 58.967 29
Q5
Between Groups 3.366 2 1.683 .663 .523
Within Groups 68.501 27 2.537
Total 71.867 29
Q6
Between Groups 2.058 2 1.029 .613 .549
Within Groups 45.309 27 1.678
Total 47.367 29
Q7
Between Groups 4.285 2 2.142 1.132 .337
Within Groups 51.082 27 1.892
Total 55.367 29
Q8
Between Groups .021 2 .011 .007 .993
Within Groups 40.945 27 1.516
Total 40.967 29
Q9
Between Groups 5.508 2 2.754 1.604 .220
Within Groups 46.359 27 1.717
Total 51.867 29
Q10
Between Groups 8.067 2 4.033 1.984 .157
Within Groups 54.900 27 2.033
Total 62.967 29
Q11
Between Groups 9.751 2 4.875 2.391 .111
Within Groups 55.049 27 2.039
Total 64.800 29
Q12
Between Groups 3.435 2 1.718 .866 .432
Within Groups 53.531 27 1.983
Total 56.967 29

32. 32
Q13
Between Groups .632 2 .316 .215 .808
Within Groups 39.668 27 1.469
Total 40.300 29
Q14
Between Groups 11.658 2 5.829 3.764 .036
Within Groups 41.809 27 1.548
Total 53.467 29
Q15
Between Groups 5.839 2 2.920 1.484 .245
Within Groups 53.127 27 1.968
Total 58.967 29
Q16
Between Groups 1.391 2 .695 .380 .687
Within Groups 49.409 27 1.830
Total 50.800 29
Q17
Between Groups 2.917 2 1.459 .598 .557
Within Groups 65.883 27 2.440
Total 68.800 29
Q18
Between Groups 7.921 2 3.961 3.051 .064
Within Groups 35.045 27 1.298
Total 42.967 29
Q19
Between Groups 4.358 2 2.179 1.434 .256
Within Groups 41.009 27 1.519
Total 45.367 29
Q20
Between Groups 5.039 2 2.520 1.013 .376
Within Groups 67.127 27 2.486
Total 72.167 29
Q21
Between Groups 2.385 2 1.192 .469 .630
Within Groups 68.582 27 2.540
Total 70.967 29
Q22
Between Groups 3.229 2 1.615 1.148 .332
Within Groups 37.971 27 1.406
Total 41.200 29
Q23
Between Groups 1.739 2 .870 .458 .637
Within Groups 51.227 27 1.897
Total 52.967 29
Q24
Between Groups 2.396 2 1.198 .681 .514
Within Groups 47.471 27 1.758
Total 49.867 29
Q25
Between Groups 3.411 2 1.706 .950 .399
Within Groups 48.456 27 1.795
Total 51.867 29
Q26 Between Groups 7.266 2 3.633 2.018 .152

33. 33
Within Groups 48.601 27 1.800
Total 55.867 29
Q27
Between Groups 2.396 2 1.198 .544 .587
Within Groups 59.471 27 2.203
Total 61.867 29
Q28
Between Groups 3.751 2 1.875 .770 .473
Within Groups 65.716 27 2.434
Total 69.467 29
Q29
Between Groups .041 2 .021 .010 .990
Within Groups 56.125 27 2.079
Total 56.167 29
Q30
Between Groups 2.432 2 1.216 .622 .544
Within Groups 52.768 27 1.954
Total 55.200 29
Q31
Between Groups .841 2 .421 .235 .792
Within Groups 48.359 27 1.791
Total 49.200 29
Q32
Between Groups 2.963 2 1.481 1.777 .188
Within Groups 22.504 27 .833
Total 25.467 29
Q33
Between Groups 1.039 2 .520 .766 .475
Within Groups 18.327 27 .679
Total 19.367 29
Q34
Between Groups 1.375 2 .687 .996 .382
Within Groups 18.625 27 .690
Total 20.000 29
Q35
Between Groups 1.302 2 .651 1.042 .366
Within Groups 16.865 27 .625
Total 18.167 29
Q36
Between Groups 2.230 2 1.115 1.707 .200
Within Groups 17.636 27 .653
Total 19.867 29
Q37
Between Groups 4.575 2 2.287 2.970 .068
Within Groups 20.792 27 .770
Total 25.367 29
Q38
Between Groups .602 2 .301 .380 .688
Within Groups 21.398 27 .793
Total 22.000 29
Q39
Between Groups .385 2 .192 .272 .764
Within Groups 19.082 27 .707

34. 34
Total 19.467 29
Q40
Between Groups .530 2 .265 .303 .741
Within Groups 23.636 27 .875
Total 24.167 29
Q41
Between Groups 1.818 2 .909 .937 .404
Within Groups 26.182 27 .970
Total 28.000 29
Q42
Between Groups .469 2 .234 .249 .781
Within Groups 25.398 27 .941
Total 25.867 29
Q43
Between Groups 4.017 2 2.009 2.622 .091
Within Groups 20.683 27 .766
Total 24.700 29
Q44
Between Groups 6.129 2 3.065 5.640 .009
Within Groups 14.671 27 .543
Total 20.800 29
Interpretation:-
There is Significance differences occurs in job status ,Awards and Functioning of Trade union
According to Present position. Experience persons are not give it importance but the Fresher
May give the importance to it.

35. 35
Chapter –V
Findings,Conclusion,Suggestions

36. 36
FINDINGS
Most of the employee in the hospital are satisfied according to the different factors.
On the Mean calculation If the mean value comes 3 ore more than 3 it shows that Employees are
Influenced by that Factors. If the Mean value comes less than 3 it shows that it is not influenced
to the Employee.
 Employees are more satisfied or influenced by Children .Educational allowances.
 Employees are very less satisfied Leave rule.
 Employees are satisfied by Nature of the work.
 Employees are satisfied by job security & job Status.
 Employees are less satisfied by Equipment provided by organization & working place.
 Employees are satisfied personal policy & superior Guidance.
 Employees are Less satisfied by Relationship with superior, coworker & subordinate.
 Employees are less satisfied by Recruitment policy, Training Program, Promotional
Policy, Transfer Policy, Leave Rule, Grievance Redressel.
 Employees are satisfied or influenced by hours of work, lighting and ventilation facility,
safety arrangement, first aid, medical, Housing , employee benefit scheme.
 Employees are less satisfied by Gratuity system.
 Employees are less satisfied by scale of pay allowance,amount annual pay,pay revision,
awardFunction of trade union, Trust leader on trade union, Achievement of trade union.
 Employees are less satisfied or less influenced by safety and Canteen.

37. 37
SUGGESTIONS
 Company should increase the Safety of the employee.
 Award, reward, recognition, salary and benefit facilities should be raised for deserving
Employees
 Strongly recommended to revise HR policies.
 Increasing the Very High quality of the training on regular Basis.
 There should more priorities towards employee’s social security and wellbeing’s.
 Team building exercises’ and awareness programmed to be conducted.
 Start for employee grievances cell for better Management.
 Township facility to be provided to the employees for project cost saving & employee
time is saving which will indirectly help all to maintain proper work life balance.
 Employee should be provided with proper training.
 Employee should be appreciated for good work.
 Employee should be motivated to welcome the change.
 If any changes are brought in to software or any module is added then proper
 training should be given..
 Co-curricular activities and social event need to be organized more after to improve
harmony.
 Organization policy for better employee retention, welfare, security and facilitation.

38. 38
CONCLUSION
Hence from the above conducted study it is apparent that opportunity for career advancement is
the paramount cause for employee attrition even though the employees are satisfied with the
remuneration and various employee benefit schemes in place.
Also to minimize employee attrition and improve retention, the policies and procedures
being practiced at Apollo Hospital, Bhubaneswar needs to be reviewed and adequate space may
be given for career advancement goals, as majority exiting the organisation cited the later cause
even though majority expressed satisfaction towards the remuneration and employee welfare
schemes.

39. 39
ANNEXURE

40. 40
BIBLIOGRAPHY
1. Text bookof Research Methodology by R.Paneersevam..
2. Text bookof Human ResourceDevelopment by Werner and Desimone.
3. Text bookof Designing and Managing Human ResourceSystem by Udai
Pareek and T.V. Rao
4. Handelsman,j. (2009). Understanding andRemedying EmployeeTurnover,
Retrieved November 14,2009, from Business Owner’s Toolkit:
http://www.toolkit.com/news/newsDetail.aspx?nid=138turnover
5. Rampur, S (2009,August 4).Causes of Employee Turnover. Retrieved
November 13,2009, from Buzzle.com:
6 http://www.buzzle.com/articles/causes-of-employeeturnover.Html
7 Zarcainteractive.org
8 http://www.managementstudyguide.com/importance-of-employee-
retention.htm