2. 2
1.1 ATTRITION ANALYSIS
1.1.1 DEFINITION
A reduction in the number of employees through retirement, resignation or death refers to
attrition. In the best of worlds, employees would love their jobs, like their co-workers, work
hard for their employers, get paid well for their work, have ample chances for the
advancement, and the flexible schedules so they could attend to personal or family needs as
and when necessary. But then there’s the real world in which employees do leave. Attrition
measures the amount of recurring revenue lost during a particular time frame, expressed on a
monthly/annualized basis.
1.1.2 PRIMARY TYPES OF ATTRITION
1. Voluntary – initiated by the employee (e.g., resignation, retirement, transfer). Can occur
due to employees dissatisfaction, better opportunities, economic considerations, life changes,
etc.
2. Involuntary – initiated by TSA (termination, removal). Some level of involuntary attrition
is necessary and signifies management of poor performance (e.g., termination during initial
probationary period) Attrition is a phenomenon affecting any business organization in the
industry. Over the past few years, organizations have taken an increased interest in aligning
their HR practices to their business goals. Managing a highly discerning and independent
workforce has thrown up exciting challenges.
It is an issue which gives rise to questions like Organizational health, morale and motivation
and leads up to very tangible aspects such as shareholder return and value. Low perceived
value stands out as the most significant factor for attrition. Increased dissatisfaction leads to
reduced motivation, which in turn results in lowered efficiency. When the efficiency is
lowered, employees are not able to deliver their expected output which results in their leaving
the job.
1.2 ATTRITION RATE:
"The rate of shrinkage in size or number"
Attrition is beginning to significantly affect offshore ROI. Just as businesses faced a scarcity
of talented IT resources during the dotcom era, organizations in offshore countries such as
India are experiencing similar pains. Skilled employees are hopping from job to job and
3. 3
taking with them the customer knowledge and technical expertise that any company needs.
Their salaries are increasing, along with their perks, benefits, and bonuses.
How to calculate attrition rates,
(Number of attrition) X (number of employees at start of the year)
Number of employees at end of the year
Where, No. Of employees end of the year =
No. Of employees at start of the year + No of employees joining of the company
1.3 REASONS FOR ATTRITION
It is not easy to find out as to who contributes and who has to control
the attrition of employees. Various studies/survey conducted that every one is contributing to
the prevailing attrition.Attrition does not happen for one or two reasons. The way the industry
is projected and speed at which the companies are expanding has a major part in attrition. For
a moment if we look back, did we plan for the growth of this industry and answer will be no.
The readiness in all aspects will ease the problems to some extent. In our country we start the
industry and then develop the infrastructure. All the major IT companies have faced these
realities. If you look within, the specific reasons for attrition are varied in nature and it is
interesting to know why the people change jobs so quickly. Even today, the main reason for
1.4 EMPLOYEES RETENTION
1.4.1 DEFINITIONS
“Employee retention is a process in which the employees are encouraged to remain with
the organization for the maximum period of time or until the completion of
the project.”
Employee retention is beneficial for the organization as well as the employee. Employees
today are different. They are not the ones who don’t have good opportunities in hand. As
soon as they feel dissatisfied with the current employer or the job, they switch over to the
next job. It is the responsibility of the employer to retain their best employees. If they don’t,
they would be left with no good employees.
4. 4
A good employer should know how to attract and retain its employees .
1.4.2 RETENTION INVOLVES FIVE MAJOR THINGS:
1. Compensation
2. Environment
3. Growth
4. Relationship
5. Support Employee retention would require a lot of efforts, energy, and resources but
the results are worth it.
1. Compensation
Compensation constitutes the largest part of the employee retention process. The employees
always have high expectations regarding their compensation packages. Compensation
packages in Bharti AXA Life Insurance vary from designation to designation between the
employees within the organization. So an attractive compensation package plays a critical
role in retaining the employees.
Compensation includes salary and wages, bonuses, benefits, prerequisites, stock options, bon
uses, vacations, etc. While setting up the packages, the above components should be kept in
mind.
2. Organization Environment
People want to work for an organization which provides appreciation for the work done,
ample opportunities to grow, a friendly and cooperative environment , a feeling that the
organization is second home to the employee.
Types of environment the employee needs in an organization
Learning environment
Support environment
5. 5
Work environment Lack or absence of such environment pushes employees to look
for new opportunities. The environment should be such that the employee feels
connected to the organization in every respect.
3. Growth and Career
Growth and development are the integral part of every individual’s career. If an employee
cannot foresee his path of career development in his current organization, there are chances
that he will leave the organization as soon as he gets an opportunity.
The important factors in employee growth that an employee looks for himself are:
Work profile
Personal growth and dreams
Training and development
4. Importance of Relationship in Employee Retention Program
Sometimes the relationship with the management and the peers becomes the reason for an
employee to leave the organization. There are times when an employee starts feeling
bitterness towards the management or press .A supportive work culture helps grow employee
professionally and boosts employee satisfaction. To enhance good professional relationships
at work, Bharti AXA Life Insurance focuses more on the followings points:
Respect for the individual
Relationship with the immediate manager
Relationship with colleagues
Recruit whole heartedly
Promote an employee based culture
Individual development
Induce loyalty
6. 6
5. Support
Thus employers can support their employees in a number of ways as follows:
By providing feedback
By giving recognition and rewards
By counselling them
By providing emotional support
Managing Employee Retention
The task of managing employees can be understood as a three stage process:
Identify the cost of employee turnover
Understand why employee leave
Implement retention strategies
8. 8
1.2 RESEARCH METHODOLOGY
1.2.1 RESEARCH DESIGN
The research design is descriptive research design, which is concerned with the study
concerning the characteristics of particular individual.
1.2.2 DATA COLLECTION METHOD:
The primary data which is collected for the first time are found to be fresh and secondary data
which is already collected are used for some other purposes. The primary data are collected
through the questionnaire and the secondary data are obtained from the
exit interview forms and from the Human Resource Department of bharti axa life insurance
Private Limited.
The data collection method used is primary and secondary data.
1.2.3 SAMPLING METHOD:
The technique adopted here is the convenience sampling. The whole process of sampling is in
non-probabilistic sampling.
1.2.3.1 SAMPLE SIZE:
A sample size of 31 was selected for this study which includes both male and female
respondents.
1.2.3.2 STASTICAL TOOL DESCRIPTION
The researched used mainly types of tools to valuable the results namely.
1.2.3.3 PREPARATION OF THE REPORT:
From the information gathered through questionnaire, the report was prepared, showing the
analysis and interpretations, findings, suggestions and conclusions
1.2.3.4 RESEARCH INSTRUMENT:
The Questionnaire entitled a study on attrition in Bharti AXA Life Insurance is the main
instrument used to collect data. The Questionnaire is designed to elicit the information about
the reason for Attrition and it is going to be the feedback of what is currently implemented
for the employees.
9. 9
1.2.3.5 CONSTRUCTION OF QUESTIONNAIRE:
The Questionnaire is constructed based on the variables Image, Motivation, Growth,
expectation, Support, Opinion, Adequacy, Maintenance, Training, Safety, Initiatives,
Programmes, Transport, and Medical. To rate the responses of the employees the five point
rating scale is used which consists of
1. Strongly agree
2. Agree
3. Neither agree nor disagree
4. Disagree
5. Strongly disagree
12. 12
3.1 . ANALYSIS:
Most of the people surveyed were satisfied with the working conditions provided by the
Bharti AXA Life Insurance and they were very much aware of the company’ product and
their comparative advantage over the competition in the market. it is
It was found that 80% of the growth opportunities were satisfied by the employee
Most of the people agreed on the satisfaction level of job. It was found to be 66.66%.
63.66% of Pay job, Open door policy, Job security and Appraisal system found to be
satisfied.
It was clear and evident from the study that there was no problem like bad behaviour
of colleagues and superiors in the organisation.
Employee’s appraisal system was also found to be one of the causes of attrition.
Employee’s caring were also considered to be one of the causes of attrition.
3.2 SALES:
In the field of sales ,the company assigned a task i,e., selling a policy known as Aajeevan
Sampatti where I approached more than 30 clients and was able to get hold of two clients
and sold 2 policies of Rs.1 lakh each.
Key features of Bharti AXA Life Ajeevan Sampatti Insurance Plan:
It is an Insurance Policy with both Death Benefit and Maturity Benefit
Premium needs to be paid only for 10 or 15 years as chosen
The Sum Assured would be paid on policy maturity when the life insured is 100 years
of age as Maturity Benefit or on earlier death as Death Benefit
5.5% of the Sum Assured is paid as Guaranteed Payout after completion of 10 policy
years.
This policy offers Cash Bonus after completion of 6 policy years until maturity or
death, whichever is earlier.
This policy provides discount for higher Sum Assured
There is Premium Waived Rider available with this plan as an additional benefit.
13. 13
SAMPLE SIZE: 31
3.3 DATA ANALYSIS AND INTERPRETATION
1. I find my job satisfying
PARTICULARS STRONGLY
AGREE
AGREE
NO
COMMENTS
DISAGREE
STRONGLY
DISAGREE
TOTAL
NO. of Responders
(1) (20) (5) (1) (4) (31)
Percentages
3.22% 64.52% 16.14% 3.22% 12.90% 100%
Chart 3.1: To find my job satisfying
INTERPRETATION:
From the above table it was inferred that 64.51 percent of employees having the opinion of
satisfying the job in the company is AGREE, 16.13 percent said it is NO COMMENTS,12.9
percent said it is STRONGLY DISAGREE and 3.22 percent said it is STRONGLY AGREE
as well as DISAGREE.
It leads to conclusion that 64.51 percent of employees having the opinion of satisfying the
job in the company are AGREED.
14. 14
2. Employee’s opinion about salary
PARTICULARS STRONGLY
AGREE
AGREE
NO
COMMENTS
DISAGREE
STRONGLY
DISAGREE
TOTAL
NO. of Responders (10) (10) (10) (1) (0) (31)
Percentages
32.26% 32.26% 32.26% 3.22%
0.00%
100%
Chart3.2: Employee’s opinion about Growth Opportunities
INTERPRETATION:
From the above table it was inferred that 32.26 percent of employees having the opinion
about salary in the company is STRONGLY AGREE as well as AGREE and NO
COMMENTS, 3.22 percent said it is DISAGREE and zero percent said it is STRONGLY
DISAGREE
It leads to conclusion that 32.26 percent of employees having the opinion about growth
opportunities in the company as well as equal to STRONLY AGREE, AGREE and NO
COMMENTS.
33%
32%
32%
3% 0%
Employee’s opinion about salary
STRONGLY AGREE AGREE NO COMMENTS
DISAGREE STRONGLY DISAGREE
15. 15
3. I am satisfied with the kind of growth opportunities in the company.
Chart3.3: To satisfied with the kind of growth opportunities in the company.
INTREPRETATION:
From the above table it was inferred that 48.39 percent of employees having the opinion
satisfied with the kind of growth opportunities in the company is AGREE , 32.26 percent
said it is STRONGLY AGREE and 16.13 percent said it is DISAGREE and 3.22 percent said
it is STRONGLY DISAGREE and zero percent said it is NO COMMENTS
It leads to conclusion that 48.39 percent of employees having the opinion satisfied with the
kind of growth opportunities in the company are AGREED,
32%
49%
0% 16%
3%
To satisfied with the kind of growth opportunities in the
company.
STRONGLY AGREE AGREE NO COMMENTS DISAGREE STRONGLY DISAGREE
PARTICULARS STRONGLY
AGREE
AGREE
NO
COMMENTS
DISAGREE
STRONGLY
AGREE
TOTAL
NO. of Responders
(10) (15) 0 (5) (1) (31)
Percentages
32.26% 48.39%
0.00%
16.13% 3.22% 100%
16. 16
4. I find the department has a fearless culture.(All personal feel free to speak and
against the status quo without fear of retribution)
Chart3.4: To find the department has a fearless culture
INTERPRETATION:
From the above table it was inferred that 32.26 percent of employees having the opinion the
department has a fearless culture in the company is STRONGLY AGREE as well as
AGREE,16.13 percent said it is NO COMMENTS as well as DISAGREE and 3.22 percent
said it is STRONGLY DISAGREE .
It leads to conclusion that 32.26 percent of employees having the opinion the department has
a fearless culture in the company are STRONGLY AGREE and AGREE.
33%
32%
16%
16%
3%
To find the department has a fearless culture.
STRONGLY AGREE AGREE NO COMMENTS
DISAGREE STRONGLY DISAGREE
PARTICULARS STRONGLY
AGREE
AGREE
NO
COMMENTS
DISAGREE
STRONGLY
DISAGREE
TOTAL
NO. of Responders (10) (10) (5) (5) (1) (31)
Percentages 32.26% 32.26% 16.13% 16.13% 3.22% 100%
17. 17
5. I am facing a problem of monotony in job profile.
Chart3.5: To facing a problem of monotony in job profile
INTERPRETATION:
From the above table it was inferred that 16.13 percent of employees having the opinion
monotony in job profile to facing a problem in the company is STRONGLY AGREE as well
as AGREE, STRONGLY AGREE and STRONGLY DISAGREE, 35.48 percent said it is NO
COMMENTS
It leads to conclusion that 35.48 percent of employees having the opinion the monotony in
job profile to facing a problem in the company are NO COMMENTS.
16%
16%
36%
16%
16%
I am facing a problem of monotony in job profile
STRONGLY AGREE AGREE NO COMMENTS
DISAGREE STRONGLY DISAGREE
PARTICULARS STRONGLY
AGREE
AGREE
NO
COMMENTS
DISAGREE
STRONGLY
DISAGREE
TOTAL
NO. of Responders (5) (5) (11) (5) (5) (31)
Percentages 16.13% 16.13% 35.48% 16.13% 16.13% 100%
18. 18
6. My department’s executive leadership maintains an open door policy and
obvious close contact with all personal.
PARTICULARS STRONGLY
AGREE
STRONGLY
AGREE
NO
COMMENTS
DIS
AGREE
STRONGLY
DISAGREE
TOTAL
NO. of Responders (10) (10) (5) (1) (0) (31)
Percentages 32.26% 48.39% 16.13% 3.22% 0.00% 100%
Chart3.6: executive leadership maintains an open door policy and obvious close
contact with all personal
INTERPRETATION:
From the above table it was inferred that 48.39 percent of employees having the opinion to
maintain open door policy and obvious close with all personnel contact in my department
executive leaderships in the company is AGREE, 32.26 percent said it is STRONGLY
AGREE and 16.13 percent said it is NO COMMENTS,3.22 percent said it is DISAGREE and
zero percent said it is STRONGLY DISAGREE
It leads to conclusion that 48.39 percent of employees having the opinion to maintain open
door policy and obvious close with all personnel contact in my department executive
leaderships in the company are AGREED
32%
49%
16%
3% 0%
My department’s executive leadership maintains
an open door policy and obvious close contact
with all personal.
STRONGLY AGREE AGREE NO COMMENTS DISAGREE STRONGLY DISAGREE
19. 19
7.My department promotes job satisfaction by making sure people are placed
in the right job, with the right orientation , training ,tools and resources.
Chart3.7:To promotes job satisfaction by making sure people are placed in
the right job, with the right orientation , training ,tools and resources
INTERPRETATION:
From the above table it was inferred that 64.51 percent of employees having the opinion to
promotes job satisfaction by making sure people are placed in the company is AGREE, 32.26
percent said it is STRONGLY AGREE,3.22 percent said it is NO COMMENTS and zero
percent said it is STRONGLY DISAGREE as well as DISAGREE.
It leads to conclusion that 64.51 percent of employees having the opinion to promotes job
satisfaction by making sure people are placed in the company are AGREED
32%
65%
3% 0%0%
To promotes job satisfaction by making sure people
are placed in the right job, with the right
orientation, training ,tools and resources.
STRONGLY AGREE AGREE NO COMMENTS DISAGREE STRONGLY DISAGREE
PARTICULARS STRONGLY
AGREE
AGREE
NO
COMMENTS
DISAGREE
STRONGLY
DISAGREE
TOTAL
NO. of Responders (10) (20) (1) (0) (0) (31)
Percentages 32.26% 64.52% 3.22% 0.00% 0.00% 100%
20. 20
8. I am provided opportunities for personal growth within the job
environment(Job sharing , task forces ,conferences and expanded responsibilities).
Chart3.8: provided opportunities for personal growth within the job environment
INTERPRETATION:
From the above table it was inferred that 64.51 percent of employees having the opinion to
provide opportunities for personal growth within the job environment(Job sharing , task
forces ,conferences and expanded responsibilities) in the company is AGREE, 16.13 percent
said it is STRONGLY AGREE as well as NO COMMENTS and zero percent said it is
STRONGLY DISAGREE as well as DISAGREE.
It leads to conclusion that 64.51 percent of employees having the opinion to provide
opportunities for personal growth within the job environment(Job sharing , task forces
,conferences and expanded responsibilities) in the company are AGREED
16%
65%
16%
3% 0%
To provide opportunities for personal growth within the
job environment
STRONGLY AGREE AGREE NO COMMENTS
DISAGREE STRONGLY DISAGREE
PARTICULARS STRONGLY
AGREE
AGREE
NO
COMMENTS
DISAGREE
STRONGLY
DISAGREE
TOTAL
NO. of Responders
(5) (20) (5) (1) (0) (31)
Percentages 16.13% 64.51% 16.13% 3.22% 0% 100%
21. 21
9. The organization takes care of employees personal problems.
PARTICULARS STRONGLY
AGREE
AGREE
NO
COMMENTS
DISAGREE
STRONGLY
AGREE
TOTAL
NO. of Responders
0 (20) (5) (5) (1) (31)
Percentages
0.00% 64.51% 16.13% 16.13% 3.22% 100%
Chart3.9: The organization takes care of employees personal problems.
INTERPRETATION:
From the above table it was inferred that 64.51 percent of employees having the opinion an
organization takes care of employees personnel problems in the company is AGREE, 16.13
percent said it is DISAGREE as well as NO COMMENTS,3.22 percent said it is
STRONGLY DISAGREE and zero percent said it is STRONGLY AGREE.
It leads to conclusion that 64.51 percent of employees having the opinion to provide
organization takes care of employees personnel problems in the company are AGREED
0%
65%
16%
16%
3%
The company takes care of employees
personal problems.
STRONGLY AGREE AGREE NO COMMENTS DISAGREE STRONGLY DISAGREE
22. 22
10.I am satisfied with the appraisal system in the organization.
Chart3.10: To satisfied with the appraisal system in the organization.
INTERPRETATION:
From the above table it was inferred that 48.39% percent of employees having the opinion to
satisfied with the appraisal system in the company is AGREE, 16.13 percent said it is
STRONGLY AGREE as well as DISAGREE and NO COMMENTS,3.22 percent said it is
DISAGREE.
It leads to conclusion that 48.39 percent of employees having the opinion to satisfied with
the appraisal system in the company are AGREED
16%
49%
16%
3% 16%
To satisfied with the appraisal system in the
organization.
STRONGLY AGREE AGREE NO COMMENTS DISAGREE STRONGLY DISAGREE
PARTICULARS
STRONGLY
AGREE
AGREE
NO
COMMENTS
DIS
AGREE
STRONGLY
DISAGREE
TOTAL
NO. of
Responders
(5) (15) (5) (1) (5) (31)
Percentages 16.13% 48.39% 16.13% 3.22% 16.13% 100%
23. 23
11.Your department consistently assures that all personnel are aware of the
organizational direction expressing mission, vision, strategies and goals.
PARTICULARS STRONGLY
AGREE
AGREE
NO
COMMENTS
DIS
AGREE
STRONGLY
DISAGREE
TOTAL
NO. of
Responders (10) (10) (10) (1) (31)
Percentages 32.26% 32.26% 32.26% 3.22% 0.00% 100%
Chart3.11: the organizational direction expressing mission, vision, strategies and
goals
INTERPRETATION:
From the above table it was inferred that 32.26 percent of employees having the opinion To
aware of the company direction expressing mission, vision, strategies and goals in the
company is STRONGLY AGREE as well as AGREE and NO COMMENTS,3.22% percent
said it is DISAGREE and zero percent said it is STRONGLY DISAGREE .
It leads to conclusion that 32.26 percent of employees having the opinion To aware of the
company direction expressing mission, vision, strategies and goals in the company is
STRONGLY AGREE as well as AGREE and NO COMMENTS.
33%
32%
32%
3% 0%
The company directionexpressing mission, vision,
strategies andgoals.
STRONGLY AGREE AGREE NO COMMENTS
DISAGREE STRONGLY DISAGREE
24. 24
12. Your department recognizes personnel’s work/life needs by pro-actively
demonstrating consideration of work demands as they relate to personnel need issues.
Chart3.12: The personnel’s work/life needs by pro-actively demonstrating
consideration of work demands
INTERPRETATION:
From the above table it was inferred that 64.51 percent of employees having the opinion to
personnel’s work/life needs by pro-actively demonstrating consideration of work demands in
the company is AGREE, 16.13 percent said it is STRONGLY AGREE as well as NO
COMMENTS,3.22 percent said it is DISAGREE. and zero percent said it is STRONGLY
DISAGREE
It leads to conclusion that 64.51 percent of employees having the opinion to personnel’s
work/life needs by pro-actively demonstrating consideration of work demands in the
company are AGREED
16%
65%
16%
3% 0%
personnel work needs by pro-actively demonstrating
of work demands
STRONGLY AGREE AGREE NO COMMENTS
DISAGREE STRONGLY DISAGREE
PARTICULARS
STRONGLY
AGREE
AGREE
NO
COMMENTS
DIS
AGREE
STRONGLY
DISAGREE
TOTAL
NO. of
Responders (5) (20) (5) (1) (0) (31)
Percentages
16.13% 64.51% 16.13% 3.22% 0% 100%
25. 25
13. Your department’s executive leadership maintains an open door policy and obvious
close contact with all personnel.
PARTICULARS
STRONGLY
AGREE
AGREE
NO
COMMENTS
DISAGREE
STRONGLY
DISAGREE
TOTAL
NO. of
Responders
(10) (10) (5) (5) (1) (31)
Percentages 32.26% 32.26% 16.13% 16.13% 3.22% 100%
CHART3.13: Executive leadership maintains an open door policy and obvious close
contact with all personnel.
INTERPRETATION:
From the above table it was inferred that 32.26 percent of employees having the opinion the
Department executive leadership maintains open door policy and obvious close contact with
all personnel in the company is STRONGLY AGREE as well as AGREE,16.13 percent said
it is NO COMMENTS as well as DISAGREE and 3.22 percent said it is STRONGLY
DISAGREE .
It leads to conclusion that 32.26 percent of employees having the opinion the Department
executive leadership maintains open door policy and obvious close contact with all personnel
in the company are STRONGLY AGREE and AGREE.
33%
32%
16%
16%
3%
executive leadership maintains open door policy and
obvious close contact with all personnel.
STRONGLY AGREE AGREE NO COMMENTS
DISAGREE STRONGLY DISAGREE
26. 26
14. Employee’s opinion about superior and subordinates relationships
Chart3.14: Employee’s opinion about Policies and Procedures
INTERPRETATION:
From the above table it was inferred that 48.39 percent of employees having the opinion
about superior and subordinates relationships in the company is AGREE, 32.26 percent said
it is STRONGLY AGREE and 16.13 percent said it is NO COMMENTS,3.22 percent said it
is STRONGLY DISAGREE and zero percent said it is DISAGREE
It leads to conclusion that 48.39 percent of employees having the opinion to Employee
opinion about Policies and Procedures in the company are AGREED
32%
49%
16%
0% 3%
Emploees opinion about superior and subordinate
relationships
STRONGLY AGREE AGREE NO COMMENTS DISAGREE STRONGLY DISAGREE
PARTICULARS STRONGLY
AGREE
AGREE
NO
COMMENTS
DISAGREE
STRONGLY
DISAGREE
TOTAL
NO. of Responders (10) (15) (5) 0 (1) (31)
Percentages 32.26% 48.39% 16.13% 0% 3.22% 100%
28. 28
4.1 SUMMARY OF FINDINGS
Firstly it was a very good experience to work and learn with the Insurance Sector for two
months as it was my first step into the corporate world. During the study of the project I
observed different functions of the HR Department. I got the knowledge about the different
types of HR Policies functioning in the organization. I also got knowledge about how the
organization is following their values in a very sincere way.
1. Through the feedback received ,most of the employees are been satisfied with the
benefits offered by the company.
2. Majority of employees prefer for individual based performance incentive rather than
team based incentive.
3. Employees are most satisfied when the task performed by them is recognized by
managers, client/colleague.
4. To emphasis on providing proper working environment to their employees, so that the
employees can work efficiently and smoothly.
5. Employees in the organization indicates that their promotions are based on their
achievements
6. The chain of communication of an employee with management, supervisor and peers,
which is an important factor are satisfied
7. An employees in the organization indicates that the quality of approachability of the
company management is good
8. Supervisors maintain good relation with the employees by helping the subordinates
know what is expected by them.
9. Though the feedback received , majority of employees agree the company provides
cross training
10. An employees in the organization indicate job satisfaction when goog compensation
is given to them and when they are recognized for the work been performed by them.
30. 30
5.1 CONCLUSION:
Even though the individuals are integral part of the organization, certainly there is difference
between each and every individual. Placed in similar situation, all people do not act
alike. However, there are certainly fundamental consistencies underlying the behaviour of all
individuals that can be identified and used to alter conclusions based on individual’s
difference.
Satisfaction is also negatively related to turnover, but the correlation is stronger as for the
absenteeism. The other factors such as labour market conditions, expectations about
alternative job opportunities, and length of tenure with the organization are important
constrains on the decision to leave their current job. The pay raises, praise, recognition,
increased promotional opportunities are major constrains for retaining the employees.
A company should always innovate, keep their employees busy with various projects. So that
the functioning of an organization is not plagued by somebody’s sudden exit, it is important
to keep a databank of apt substitutes ready. They should try to address their problems and
grievances and always keep the replacements ready. This may encourage retention strategies ,
thus reducing attrition rate.
32. 32
ANNEXTURE:
6.1 RATE YOUR AGREEMENT OR DISAGREEMENT BY CIRCLING THE
NUMBER CLOSEST TO YOUR OPINION:
1. I find my job satisfying.
(1) STRONGLY AGREE (2) AGREE (3) NO COMMENTS
(4) DISAGREE (5) STRONGLY DISAGREE
2. Employee’s opinion about salary
(1) STRONGLY AGREE (2) AGREE (3) NO COMMENTS
(4) DISAGREE (5) STRONGLY DISAGREE
3. I am satisfied with the kind of growth opportunities in the company.
(1) STRONGLY AGREE (2) AGREE (3) NO COMMENTS
(4) DISAGREE (5) STRONGLY DISAGREE
4. I find the department has a fearless culture.(All personal feel free to speak and
against the status quo without fear of retribution)
(1) STRONGLY AGREE (2) AGREE (3) NO COMMENTS
(4) DISAGREE (5) STRONGLY DISAGREE
5. I am facing a problem of monotony in job profile.
(1) STRONGLY AGREE (2) AGREE (3) NO COMMENTS
(4) DISAGREE (5) STRONGLY DISAGREE
33. 33
6. My department’s executive leadership maintains an open door policy and
obvious close contact with all personal.
(1) STRONGLY AGREE (2) AGREE (3) NO COMMENTS
(4) DISAGREE (5) STRONGLY DISAGREE
7. My department promotes job satisfaction by making sure people are placed in
the right job, with the right orientation , training ,tools and resources.
(1) STRONGLY AGREE (2) AGREE (3) NO COMMENTS
(4) DISAGREE (5) STRONGLY DISAGREE
8. I am provided opportunities for personal growth within the job
environment(Job sharing , task forces ,conferences and expanded responsibilities).
(1) STRONGLY AGREE (2) AGREE (3) NO COMMENTS
(4) DISAGREE (5) STRONGLY DISAGREE
9. The organization takes care of employees personal problems.
(1) STRONGLY AGREE (2) AGREE (3) NO COMMENTS
(4) DISAGREE (5) STRONGLY DISAGREE
10. I am satisfied with the appraisal system in the organization.
(1) STRONGLY AGREE (2) AGREE (3) NO COMMENTS
(4) DISAGREE (5) STRONGLY DISAGREE
11.Your department consistently assures that all personnel are aware of the
organizational direction expressing mission, vision, strategies and goals.
(1) STRONGLY AGREE (2) AGREE (3) NO COMMENTS
(4) DISAGREE (5) STRONGLY DISAGREE
12.Your department recognizes personnel’s work/life needs by pro-actively
demonstrating consideration of work demands as they relate to personnel need issues.
(1) STRONGLY AGREE (2) AGREE (3) NO COMMENTS
34. 34
(4) DISAGREE (5) STRONGLY DISAGREE
13. Your department’s executive leadership maintains an open door policy and obvious
close contact with all personnel.
(1) STRONGLY AGREE (2) AGREE (3) NO COMMENTS
(4) DISAGREE (5) STRONGLY DISAGREE
14. Employee’s opinion about superior and subordinates relationships.
(1) STRONGLY AGREE (2) AGREE (3) NO COMMENTS
(4) DISAGREE (5) STRONGLY DISAGREE
