This document summarizes a study on employee retention at Wind World India Limited. The study found that the majority of employees are between 26-30 years old, educated to the diploma level, and married. Most employees heard about the company through relatives and have worked there for 2-4 years earning Rs. 6,000-12,000 per month. While most employees are motivated by the nature of the job, many feel they do not have opportunities to share ideas or are satisfied with working hours. The study suggests providing better motivation, relationships, career opportunities, and work conditions to improve employee retention.

1. A Study on Employee Retention
Name: Nadeem Ahmed M Lakkundi
Reg No MBA14220011

2. Company Profile
• The origins of our story began in 1994.
• Since then we've emerged as the country's preferred wind power
solution provider, on a number of counts.
• Wind World (India) Limited (WWIL) formerly Enercon (India)
Limited has always been a path breaker, with innovations that have
consistently left the others behind..
• Our wind farms today straddle seven high wind potential states
Karnataka, Maharashtra, Tamil Nadu, Rajasthan, Gujarat, Madhya
Pradesh and Andhra Pradesh, spread across 3,000 kms of India. We
have installed over 6204 Wind Energy Converters (WECs) with a
capacity of over 4561 MW.
• We are maintaining these WECs round the clock 24 x 7 for optimum
performance.

3. Products
• Rotor Assembly
• Rotor Blades
• Tower Construction
• Tubular Steel Towers
• Concrete Tower Manufacturing

4. SWOT Analysis
Strengths
• Exclusive access to natural resources
• Location of business
Weaknesses
• Lack of marketing expertise
• Competitors have superior access to distribution channels
Opportunities
• Increasing scope for wind energy
• New technology and innovation increasing potentiality of wind manufacturers
Threats
• Increasing number of competitors
• Increasing cost of production

5. Subject-Employee Retention
Introduction
• Effective employee retention is a systematic effort by employers to create and
foster an environment that encourages current employees to remain employed by
having policies and practices in place that address their diverse needs. A strong
retention strategy becomes a powerful recruitment tool.
• Employee retention matters as organizational issues such as training time and
investment; lost knowledge; insecure employees and a costly candidate search are
involved. Hence failing to retain a key employee is a costly proposition for an
organization. Various estimates suggest that losing a middle manager in most
organizations costs up to five times of his salary.
• Intelligent employers always realize the importance of retaining the best talent.
Retaining talent has never been so important in the Indian scenario; In an
intensely competitive environment, where HR managers are poaching from each
other, organizations can either hold on to their employees tight or lose them to
competition. For gone are the days, when employees would stick to an employer
for years for want of a better choice. Now, opportunities abound.

6. Research Methodology
Data collection:
It is one of the most important aspects of research.
Methods of data collection:
• Primary Data
• Secondary Data
The research approach:
• Survey Method/Questionnaire
Sample population:
• 50 respondents
Sampling Method:
• Convenience sampling

7. Objectives of the study
• 1.To study about the employee retention of Wind World India in Shirahatti.
• 2.To ascertain the problems of the employee in the organization.
• 3.To find the difficulties of company to retain employees in manufacturing industry.
• 4.To study the employee retention strategies adopted by the company.
• 5.To offer suggestions based on the study.

8. Findings
• 1.Majority 40% of the respondents out of 50 are between the age group of 26 – 30 years.
• 2.Majority 56% of the respondents have completed Education upto Diploma.
• 3.Majority 62% of the respondents are married.
• 4.Majority 46% of the respondents have full employment position in the organization.
• 5.Majority 56% of the respondents have come to know about the organization through their
Relatives.
• 6.Majority 34% of the respondents have been working in the organization from 2 to 4 years.
• 7.Majority 48% of the respondents have monthly salary in the range of 600 to 12000 r.s per
month.
• 8.Majority 48% of the respondents are motivated by native of job.
• 9.Majority 54% of the respondents don’t have opportunities to share their ideas at work.
• 10.Majority 64% of the respondents are not satisfied working hours.
• 11.Majority 44% of the respondents have better relationship with co-workers in the
organization.
• 12.Majority 66% of the respondents are disagreeing in relationship with management.
• 13.Majority 58% of the respondents say company doesnt provide career enhancement
opportunities for them.
• 14.Majority 48% of the respondents reason for leaving organization is career opportunity.

9. Suggestions
• 1.Provide better motivations to the employees. So that improves the satisfaction of
the employees.
• 2.Maintain a good relationship with the employees that help to improve their
production.
• 3.Change their work schedule and policies of their organization
• 4.Develop their infrastructure facility of their organization.
• 5.Reduce their employee retention problem and provide promotion offers to their
employees
• 6.Provide career opportunities to the employees.
• 7.Provide Compensation, Rewards and Recognition to the employees.
• 8.Provide promotions opportunities to the employees.
• 9.Offer fair and competitive salaries.
• 10. Improve its working environment and culture as it has the potential to retain
employees, which will help it to retain its valuable assets (employees).

10. Learnings
• This research has a humble attempt in identifying the causes of employee retention and come
up with a few suggestions. Wind World ( India) Limited has a high level of employee
retention.
• So, the management has simply to concretize people and live them alone with an environment
in which they find it possible to behave appropriately, identify the problem, appreciate the
need to resolve it, identify the factors and contributing to the problem and behave in ways that
would either eliminate the casual variables or reduce their influence on the problems. Though
slow, the process of concretization is sure to produce the desired results conducted in proper
ways.