+ All Categories
Home > Documents > Full Project

Full Project

Date post: 28-Nov-2015
Category:
Upload: surjith-suresh
View: 119 times
Download: 6 times
Share this document with a friend
Popular Tags:
108
A STUDY ON EMPLOYEE RETENTION WITH SPECIAL REFERENCE TO AMIRTHA MILK, ERODE LTD PROJECT REPORT Submitted by SATHEESH.V REG.NO: 732811631015 in partial fulfillment of the requirements of Anna University, Chennai for the award of the degree of MASTER OF BUSINESS ADMINISTRATION SURYA ENGINEERING COLLEGE 1
Transcript
Page 1: Full Project

A STUDY ON EMPLOYEE RETENTION WITH SPECIAL

REFERENCE TO AMIRTHA MILK, ERODE LTD

PROJECT REPORT

Submitted by

SATHEESH.V

REG.NO: 732811631015

in partial fulfillment of the requirements of Anna University, Chennai

for the award of the degree

of

MASTER OF BUSINESS ADMINISTRATION

SURYA ENGINEERING COLLEGE

METTUKADAI

ERODE - 638107

JULY-2013

1

Page 2: Full Project

SURYA ENGINEERING COLLEGE

METTUKADAI,

ERODE – 638 107

DEPARTMENT OF MANAGEMENT STUDIES

PROJECT WORK

This is to certify that the project entitled

A STUDY ON EMPLOYEE RETENTION WITH SPECIAL

REFERENCE TO AMIRTHA MILK, ERODE.

is a bonafide record of project work done by

SATHEESH.V

REG.NO: 732811631015

of MBA Degree during the year 2011-13

Faculty Guide HOD

Internal Examiner External Examiner

Project Viva-Voce examination held on ______________

2

Page 3: Full Project

DECLARATION

I affirm that the project work entitled “A STUDY ON EMPLOYEE RETENTION WITH

SPECIAL REFERENCE TO AMIRTHA MILK, ERODE” being submitted in partial

fulfillment of the requirements of Anna University, Chennai for the award of MBA degree is

the original work carried out by me. It has not formed the part of any other project work

submitted for award of any degree or diploma, either in this or any other University.

SATHEESH.V

Reg.No:

732811631015

I certify that the declaration made above by the candidate is true.

Mr. A. PRABU ASIRVATHAM

Assistant Professor

3

Page 4: Full Project

ACKNOWLEDGEMENT

First I thank and praise the god for the countless blessings that he showered

upon to complete this project work.

I express my deep sense of gratitude to Thiru K.KALAISELVAN, Secretary &

Correspondent, Surya Engineering College, Erode for having permitted to provide

necessary facilities to complete this project.

I take this opportunity to express my sincere thanks to Dr. S.VIJAYAN, Principal,

Surya Engineering College, Erode for having permitted to provide necessary facilities to

complete this project.

I extend my heartful thanks to Mr.G.R.VASANTHKUMAR, MBA, M.Phil.,

(Ph.D)., Head of the Department, Department of Management studies, for his valuable ideas

and advice for the successful completion of this project.

I would like to express my sincere thanks to my project guide Mr A.PRABU

ASIRVATHAM, Assistant Professor, Department of Management Studies, for her kind co-

operation, encouragement and support for the successful completion of my project.

I express my genuine sense of gratitude to our well wisher Mr. P. NANDAKUMAR, MBA, M.Phil., (Ph.D)., for his encouragement and support at every step of my study.

4

Page 5: Full Project

CONTENTS

5

Chapter

No.Title Page No

ABSTRACT 6

LIST OF TABLES 7

LIST OF CHARTS 8

1

INTRODUCTION

1.1 Introduction to the Study 1

1.2 Objectives of the study 4

1.3 Research Methodology 5

1.4Socpe of Study 7

1.5Limitations of the Study 7

2 REVIEW OF LITERATURE 8

3 INTRODUCTION TOTHECOMPANY

3.1 Industry Profile 10

3.2 Company Profile 12

4 DATA ANALYSIS AND INTERPRETATION

4.1 Percentage Analysis 14

4.2 Chi-Square Test 66

5

FINDINGS AND SUGGESTIONS

5.1 Findings 70

5.2 Suggestions 72

5.3 Conclusion 73

APPENDIX 74

BIBILIOGRAPHY 78

Page 6: Full Project

ABSTRACT

The project titled “A Study on Employee retention at AMIRTHA MILK

ERODE” .mainly focuses on the level of employee retention is perform

better than individuals who change jobs frequently. Employees who spend a considerable

time in an organization know the organization in and out and thus are in a position to

contribute effectively.

. The research design carried out for this study is descriptive research.

The sample size for this study is 500.Primary data are collected from the

employees through a structured questionnaire. Secondary data are

gathered from the company records, books, journals etc.

Statistical tools like percentage analysis ,and chi-square test have

been used for the analysis. The findings of the study were arrived on the

basis of analysis. Suggestions were given to improve good communication

and relationship between employer and employee, maintains employee

interpersonal relationship.

6

Page 7: Full Project

LIST OF TABLES

S.NO. TABLE NAME PAGE

NO

4.1.1 Gender of the Respondents 14

4.1.2 Age of the Respondents 16

4.1.3 Marital status of the Respondents 18

4.1.4 Educational qualification of the Respondents 20

4.1.5 Monthly income of the Respondents 22

4.1.6 Work experience of the Respondents 24

4.1.7 Level of satisfaction on job security 26

4.1.8 Feel about your job 28

4.1.9 Organization is treating you in a respectful way 30

4.1.10 Opinion about the company rules and regulation 32

4.1.11 Work life balance is supported by this organization 34

4.1.12 Opportunities for your growth and development 36

4.1.13 Work pressure during your working hours 38

4.1.14 Forced to work overtime 40

4.1.15 Salary offered 42

4.1.16 Safety measures adopted 44

4.1.17 Rewards and recognition for your achievements 46

4.1.18 Leave benefits 48

4.1.19 Insurance 50

4.1.20 Health related benefits 52

4.1.21 Job rotation and new assignment 54

4.1.22 Transport 56

4.1.23 Accommodation 58

4.1.24 Lighting facilities 60

4.1.25 Ventilation 62

7

Page 8: Full Project

4.1.26 Adequate resources to perform the job 64

4.2.1 Cross tabulation between Age and Job Security 66

4.2.2 Cross tabulation between Educational and Feel about your

job

68

8

Page 9: Full Project

LIST OF CHARTS

S.NO. TABLE NAME PAGE NO

4.1.1 Gender of the Respondents 15

4.1.2 Age of the Respondents 17

4.1.3 Marital status of the Respondents 19

4.1.4 Educational qualification of the Respondents 21

4.1.5 Monthly income of the Respondents 23

4.1.6 Work experience of the Respondents 25

4.1.7 Level of satisfaction on job security 27

4.1.8 Feel about your job 29

4.1.9 Organization is treating you in a respectful way 31

4.1.10 Opinion about the company rules and regulation 33

4.1.11 Work life balance is supported by this organization 35

4.1.12 Opportunities for your growth and development 37

4.1.13 Work pressure during your working hours 39

4.1.14 Forced to work overtime 41

4.1.15 Salary offered 43

4.1.16 Safety measures adopted 45

4.1.17 Rewards and recognition for your achievements 47

4.1.18 Leave benefits 49

4.1.19 Insurance 51

4.1.20 Health related benefits 53

4.1.21 Job rotation and new assignment 55

4.1.22 Transport 57

4.1.23 Accommodation 59

4.1.24 Lighting facilities 61

4.1.25 Ventilation 63

4.1.26 Adequate resources to perform the job 65

4.2.1 Cross tabulation between Age and Job Security 67

4.2.2 Cross tabulation between Educational and Feel about your 69

9

Page 10: Full Project

job

CHAPTER – I

INTRODUCTION

1.1 MEANING OF EMPLOYEE RETENTION:

Retention is the process of developing and implementing practices that reward and

supports employees. Retention of the key employees is critical to the long term health and

success of any organization.  It ensures better customer satisfaction, increased product sales,

effective succession planning and deeply imbedded organizational knowledge and learning.

Retaining employees talent is a direct function of how good are the HR practices in an

organizations and how sensitive an organization is to meet the employees needs both

monetarily and psychologically. Building a strategy for retention requires identification of the

factors that can lead to employee turnover and then developing a range of initiatives that will

address retention strategy.

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.

THE IMPORTANCE OF RETAINING EMPLOYEES:

High turnover often leaves customers and employees in the lurch departing employees

take a great deal of knowledge with them. This lack of continuity makes it hard to meet your

organization’s goals and serve customers well.

Replacing employees costs money. The cost of replacing an employee is estimated at

up to twice the individual’s annual salary (or higher for some positions, such as middle

management), and this doesn’t even include the cost of lost knowledge.

Recruiting employees consumes a great deal of time and effort, much of it futile.

You’re not the only one out there vying for qualified employees, and job searchers make

10

Page 11: Full Project

decisions based on more than the sum of salary and benefits.

➤ Bringing employees’ up to speed takes even more time. And when you’re short-staffed,

you often need to put in extra time to get the work done. It is worth considering the following

elements, all of which have been shown to play a positive role in improving retention:

Make line supervisor accountable

For staff turnover in their teams. Reward managers whose record at keeping people is

good by including the subject in appraisals. Train line managers in people management and

development skills before appointing or promoting them. Offer re-training opportunities to

existing managers who have a poor record at keeping their staff.

Consult employees

Ensure wherever possible that employees have a ‘voice’ through consultative bodies,

regular appraisals, attitude surveys and grievance systems. This will provide dissatisfied

employees with a number of mechanisms to sort out problems before resigning. Where there

is no opportunity to voice dissatisfaction, resigning is the only option.

Job previews

Give prospective employees a ‘realistic job preview’ at the recruitment stage. Take

care not to raise expectations only to dash them later. Advances in technology are increasingly

presenting employers with opportunities to familiarize potential candidates with the

organization before committing themselves to joining the organization.

Career development and progression

Maximize opportunities for individual employees to develop their skills and move on

in their careers. Where promotions are not feasible, look for sideways moves that vary

experience and make the work more interesting.

11

Page 12: Full Project

Performance Evaluation

Where people feel obliged to work longer hours than are necessary simply to impress

management. Evaluation of individual commitment should be based on results achieved and

not on hours put in.

Job security

Provide as much job security as possible. Employees who are made to feel that their

jobs are precarious may put a great deal of effort in to impress, but they are also likely to be

looking out for more secure employment at the same time. Security and stability are greatly

valued by most employee

Be flexible

Wherever possible accommodate individual preferences on working hours and times.

Where people are forced to work hours that do not suit their domestic responsibilities they

will invariably be looking for another job which can offer such hours.

12

Page 13: Full Project

1.2 OBJECTIVES

PRIMARY OBJECTIVE:

To study the employee retention strategies at AMIRTHA MILK, ERODE.

SECONDARY OBJECTIVES:

To study the reason for the rate of employee attrition.

To study the factors influencing employee retention.

To analyse the benefits and welfare measures provided by the company to

the employees.

To suggest measures that improves employee retention.

13

Page 14: Full Project

1.3 RESEARCH METHODOLOGY

1.3.1 RESEARCH DESIGN

A descriptive research attempts to describe systematically a situation, problem, phenomenon,

service or program, or provides information about, say, the living conditions of a community,

or describes attitudes towards an issue.

1.3.2 SOURCE OF DATA

There are two major approaches to gathering data are categorized as;

1. Primary data

2. Secondary data

Primary Data

With help of the Structured Questionnaire, technique has been used for the collection of

primary data from the respondents.

Secondary Data

The secondary data is collected from the company records and various websites.

1.3.3 METHODS OF ANALYSIS

Inference refers to the task of drawing influence from the collected facts. It is the analysis or

exploratory study. In fact it is a search for broader meaning of research findings. Data

inference is concerned with relationship with in the collected data. To represent the collected

data Column chart are used. Partially over lapping analysis inference is also entered beyond

the data of the study to include the result of other research, theory and hypothesis.

Statistical analysis:

Following are the statistical tools that are used for analysis purpose:

Percentage analysis

14

Page 15: Full Project

Chi-square method

1. Percentage analysis:

In case multiple-choice question the customers were categorized based on the nature

and percentage is calculated for each category. The percentage analysis is the analysis of ratio

of a current value to based value either the result multiplied by 100.

No of respondents

Percentage analysis = ------------------------ X 100

Total respondents

Objective:

The main objective of the percentage analysis is comparison of data for the analysis.

2. Chi-square:

The objective of chi-square test is to determine comparison of expected frequency (E)

with the observed frequency (O) to determine where the difference between the two is greater

than which might occur chance.

Condition for use:

Two set data should be present i.e., observed and expected data based on sample size.

Each observed and expected count should be 5 or greater than 5, otherwise Yates

correction to be done.

The difference between rows and columns must represent categorical variable. If

computed value is greater than the tabulated value at a predetermined level of significance

and degree of freedom the hypothesis is rejected. On the other hand if the calculated chi-

square value is less than the tabulated value, the hypothesis is rejected.

= (Oi-Ei) 2/Ei

Oi = observed frequency

Ei = expected frequency

15

Page 16: Full Project

1.4 SCOPE OF THE STUDY

The study on employee retention provides an attempt to know the existing opinion

about the organisation among the employees. The areas covered under the study includes

work life balance, opportunities for growth and development, salary, work pressure, safety

measure, rewards and recognition and allowances. This study is conducted to provide

suggestions for improvement in the current employee retention for AMIRTHA

MILK,ERODE.

NEED FOR THE STUDY

Employers have a need to keep employees from leaving and going to work for other

companies. This is true because of the great costs associated with hiring and retraining new

employees. The best way to retain employees is by providing them with job satisfaction and

opportunities for advancement in their careers. Employers are fighting to get talented

employees in order to maintain a prosperous business. They believes that today’s employees

face a complete new set of challenges, especially when businesses are forced to confront one

of the tightest labor markets in decades. Therefore, it is getting more difficult to retain

employees, as the pool of talent is becoming more-and more tapped-out.

1.5 LIMITATIONS OF THE STUDY

Area of study is confined to the employees in AMIRTHA MILK,ERODE only.

The findings of the study are solely based on the information provided by the

respondents.

The sample size was limited so that the results obtained from the study may not be

generalized for the whole population.

The time period of the study was not sufficient to measure the employees’ response

effectively and to reach a more valid conclusion.

16

Page 17: Full Project

CHAPTER –II

2.1 REVIEW OF LITERATURE

Lee & Mitchell’s (1994) ‘unfolding model’ of employee turnover represented a

significant departure from the previous labour market- and psychological-oriented turnover

literature. This model is based on the premise that people leave organizations in very different

ways and it outlines four decision pathways describing different kinds of decisions to quit. A

notable feature of the unfolding model is its emphasis on an event or ‘shock’ (positive or

negative) that prompts some decisions to quit.

Harris and Brainsick (1999) list “allowing employees freedom to control their work”

as a major ‘best practice’ in retention, while Ashby and Pell (2001) report that “the highest

turnover rates are those in which the corporate culture is one of domination, autocracy and

inflexibility.” They also report on a survey of 3,000 American employees, quoted in the May

2000 issue of Bottom Line Business’s May 2000, which listed the reasons why employees

stay in their current job, and the evidence seems to suggest that the intrinsic rewards of a

challenging job, including good relations with co-workers, meaningful work, team-based

activity, and a degree of autonomy often guide workers’ decisions to stay with their employer.

Branham (2001). Retention but have also been shown to improve a number of other

important indicators such as productivity, accidents and injuries and product quality. The HR

literature seems to confirm the growing enthusiasm for greater autonomy on the part of

workers.

Boxalletal (2003): in New Zealand confirmed the view that motivation for job change

is multidimensional and that no one factor will explain it. However, over time there have

been a number of factors that appear to be consistently linked to turnover. An early review

article of studies on turnover by Mobley et al (1979) revealed that age, tenure, overall

satisfaction, job content, intentions to remain on the job, and commitment were all negatively

17

Page 18: Full Project

related to turnover (i.e. the higher the variable, the lower the turnover). In 1995, a meta-

analysis of some 800 turnover studies was conducted by Hom and Griffeth, which was

recently updated (Griffeth et al, 2000). Their analysis confirmed some well-established

findings on the causes of turnover. These include: job satisfaction, organizational

commitment, comparison of alternatives and intention to quit. These variables are examined

in more detail below, as are a number of other factors where the evidence on the link to

turnover is less conclusive.

Morrell et al (2004) tested the unfolding model by studying the voluntary turnover of

nurses in the UK. Their findings indicated that shocks play a role in many cases where people

decide to leave. Furthermore, they found that shocks not only prompted initial thoughts about

quitting but also typically had a substantial influence over the final leaving decision. They

also noted that decisions to quit prompted by a shock are typically more avoidable. The

authors suggest that their research illustrates the importance for managers of understanding

availability i.e. the extent to which turnover decisions can be prevented.

Mr.Amitabh Kowari in his article ‘Employees Retention: Issues and challenges’

published in HRM Review of August 2004is of the view that many companies face the

challenge of Employee Turnover and incur huge loses. He has narrated various issues

concerning Employee Turnover and suggested suitable alternative measures to retain

Employees.

Lisbethclaus, in his article ‘Employees Retention: Best practice in keeping and

Motivating Employees’ published in B2B journal of March 2007 has issued the Best practices

to Motivate and Retain Employees. He suggested attractive Employee value proportion,

Suitable reward structure, Regular performance feedbacks, Flexibility of an organization in

terms of work life balance appropriate organization and culture and suitable training program

as tools for Motivating and Retaining Employees.

L.W.Porter and R.M.Steers in the website of American Psychological Association

published during 2008 has revealed that age, job satisfaction, job content, Intention to remain

on the job and commitment were consistently and negatively related to Employee Turnover.

They have come over with a conceptual model for minimizing the Employee Turnover and

they also have suggested that the factors revealed in their model may not be applicable for

18

Page 19: Full Project

other organization and they are of the opinion that the factors would be varying from

organization to organization.

19

Page 20: Full Project

CHAPTER-III

INTRODUCTION TO THE COMPANY

3.1 INDUSTRY PROFILE

Dairy Development in India has been acknowledged the world over as one of the most

successful development programmed. India is the second largest milk producing country with

the production about 78 million tons during 1999 – 2000.The milk surplus states in India are

Uttar Pradesh, Punjab, Haryana, Rajasthan, Gujarat, Maharashtra, Andhra Pradesh, Karnataka

and Tamil Nadu. The manufacturing of milk products is concentrated in these milk surplus

states.

Dairy sector has assumed a great significance by generating income not only to the

rural but also to the urban and semi-urban population in the state especially to the women folk by

providing self-employment opportunity. Milk and milk products provides essential nutrition to

all walks of life. It provides the main source of income next to agriculture. In a tropical country

like India, agriculture may fail sometimes, due to monsoon failure but dairying never fail and

gives them regular, steady income.

The state Dairy Development was established in 1958. The Administrative and

statutory controls over the entire milk cooperative in the State were transferred to the Dairy

Development on 01.08.1965. The Commissioner for the Milk Production and Dairy

Development is the functional registrar under the Tamilnadu Co-operative Societies Act 1983.

With the advent of “Anand Pattern” in Tamil Nadu, Tamil Nadu Co-operative Milk

Products Federation limited was registered on 1st February 1981 as the State level organization.

The commercial activities of the department such as procurement, processing, packing and the

sale of milk and milk products within and outside the State was entrusted to the Tamil Nadu Co-

operative Milk Producer’s Federation ltd.

In the wake of the liberalization policy, private dairies have entered in the field of

dairying. As per the direction of the National Dairy Development Board and Government of

Tamil Nadu high priority has been given for improving the performance of Co-operative by

20

Page 21: Full Project

adopting a systematic approach and proper strategy implementation in milk co-operatives.

Significant achievement has been made by Milk Producer’s Co-operative Societies, Unions and

Federation in the state of Tamilnadu.

Two fold objectives of the dairy development department

Assure a remunerative price of the milk produced by the milk producer’s societies

through a stable, steady and well market support. Distribution of quality milk and milk products

at reasonable price to the consumers.

Functions of the dairy development department

The main functions of the Dairy Development Department are organization of

societies, registration of societies, supervision and control of primary Milk Co-operative, District

Co-operative Milk Producers Union and Tamil Nadu Co-operative Milk Producer’s Federation.

The Dairy Development Department exercise statutory functions like enquiry,

inspection, surcharge and super session, appointment of special officers, liquidation and winding

up of societies etc. The Commissioner for milk production and Dairy Development, Deputy

Milk Commissioner (Co-operative) and circle Deputy Registrars are vested with quasi-judicial

power in respect of settlement of dispute, appeal, revision and review under various provisions

of Tamil Nadu Co-operative societies Act 1983 and rule 1988 made there under.

21

Page 22: Full Project

3.2 INTRODUCTION ABOUT THE COMPANY

S.P.MANI AND MOHAN DIARY named AMITHAA MILK was established on

25January 1984 and have achieved 25 years of service and now being silver jublie year. It

handles about 1lakh to 1.25 lakh Liter per day.

Firm profile:

It is a state of art technology based firm committed to serve the public with diary

product such as

MILK

CURD

BUTTER MILK

Chief executive officers:

R.MOHANASUNDARAM

S.P.LOGANATHAN

Product range:

The firm deals in raw milk, process the milk by chilling, pasteurize, homogenize and

delivered in packets of 1000ml to 100ml. A part from milk they deal in curd and butter milk in

packets. Totally hand off technology is followed. The firm is in the field for nearly two decades

and is established by a well-trained team of technocrats with wide experience in process of milk

and dairy products. The client list of the firm is all Tamilnadu, Puducherry and Kerala and is

ever growing. The daily orders from a wide brand of Consumer stand testimony to Consumer

satisfaction on an ongoing basis

Manufacturing facilities:

The firm has its own chilling plants with entire infrastructure set in place. The firm is

not dependent on any other subvendor or dealer for process of milk and dispatch. The firm

22

Page 23: Full Project

distribute its product by own refrigerated PUF insulated vehicle to meet the end Consumer in an

hygienic way. At present the company owns 49 vehicles(TATA407&909,all refrigerated)

Quality assurance:

The mission statement of the firm is total Consumer satisfaction through rigid quality

assurance at each stage.

The stage wise quality testing and inspection to ensure best quality.

Quality is not left to change and is built into consciously through laid down procedure.

Microbiological lab:

The firm is well equipped with well sophisticated microbiological lab for testing milk

for its microbiological content. The milk is thoroughly analyzed and tested for its FAT and SNF

by well experienced lab technicians.

Other information:

The mission statement of the firm is total Consumer satisfaction through quality

assurance based on a holistic approach.

The firm has its own vertinery doctors, who visits the procurement centers and help

the farmers in maintaining the animal in good health.

Good quality feeds are supplied by the firm to the farmer so as to get good yield of

milk.

The firm has supplied deep freezers to all its distributers to supply milk in a good

condition.

The company provides free canteen facility for its worker.

Periodical visit are done by R.MOHANASUNDARAM to the respective areas in

person to encourage the distributor and sub dealers.

Regular seminars are conducted at village with SKMFEEDS and foods to enhance

their technics and production.

We have utilized the services of NABARD &is the first company in the state to avail

the scheme of subsidy

23

Page 24: Full Project

CHAPTER IV

4.1 ANALYSIS AND INTERPRETATION

TABLE NO: 4.1.1

GENDER OF THE RESPONDENTS

S.no Participation No Respondent Percentage

1 Male 309 61.8%

2 Female 191 38.2%

500 100%

Interpretation

The above table shows that 61.8% of the respondents are male, 38.2% of the respondents are female.

24

Page 25: Full Project

CHART NO: 4.1.1

GENDER OF THE RESPONDENTS

MALE FEMALE0

10

20

30

40

50

60

70

PERCENTAGE

PERCENTAGE

25

Page 26: Full Project

TABLE NO: 4.1.2

AGE OF THE RESPONDENTS

S.no Participation No Respondent Percentage1 Below 20 years 107 21.4%2 21-25 years 149 29.8%3 26-30 years 55 11%4 31- 35 years 71 14.2%5 36- 40 years 65 13%6 Above40 years 53 10.6%

500 100

Interpretation

The above table shows that 29.8% of the respondents are under the age group of 21-25

years, 21.4% of the respondents are under the age group of Below 20 years, 14.2% of the

respondents are under the age group of 31-35 years, 13% of the respondents are under the age

group of 36-40 years, 11% of the respondents are under the age group of 26-30 years, 10.6%

of the respondents are under the age group of above 40 years.

26

Page 27: Full Project

CHART NO: 4.1.2

AGE OF THE RESPONDENTS

below 20 yrs 21-25 yrs 26-30 yrs 31-35 yrs 36-40 yrs Above 40 yrs0

5

10

15

20

25

30

35

Percentage

Percentage

27

Page 28: Full Project

TABLE NO: 4.1.3

MARITAL STATUS OF THE RESPONDENTS

S.no Participation No Respondent Percentage

1 Single 138 27.6%

2 Married 362 72.4%

500 100%

Interpretation

The above table shows that 72.4% of the respondents are married, 27.6% of the respondents are single.

CHART NO: 4.1.3

28

Page 29: Full Project

MARITAL STATUS OF THE RESPONDENTS

Single Married0

10

20

30

40

50

60

70

80

Percentage

Percentage

TABLE NO: 4.1.4

29

Page 30: Full Project

EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

S.no Participation No Respondent Percentage1 Up to school level 97 19.4%2 Diploma 254 50.8%3 Under Graduate 124 24.8%4 Others 25 5%

500 100%

Interpretation

The above table shows that 50.8% of the respondents have completed diploma,

24.8% of the respondents have completed under graduate, 19.4% of the respondents have

completed upto school level, 5% of the respondents have complete others.

CHART NO: 4.1.4

30

Page 31: Full Project

EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

Upto to school level Diploma Under Graduate Others0

10

20

30

40

50

60

Percentage

Percentage

TABLE NO: 4.1.5

31

Page 32: Full Project

MONTHLY INCOME OF THE RESPONDENTS ( IN RUPEES)

S.no Participation No Respondent Percentage1 Below5000 141 28.2%2 Rs.5000-10000 237 47.4%3 Rs.10001-20000 61 12.2%4 Rs.20001-25000 25 5%5 Above 25000 36 7.2%

500 100%

Interpretation

The above table shows that 47.4% of the respondents have an monthly income of

Rs5001-10000, 28.2% of the respondents have an monthly income of below 5000, 12.2% of

the respondents have an monthly income of 10001-20000, 7.2% of the respondents have an

monthly income of above25000, 5% of the respondents have an monthly income of

Rs20001-25000.

CHART NO: 4.1.5

32

Page 33: Full Project

MONTHLY INCOME OF THE RESPONDENTS (IN RUPEES)

Below 5000 Rs5000-10000 Rs10000-20000 Rs20001-25000 Above 250000

5

10

15

20

25

30

35

40

45

50

Percentage

Percentage

TABLE NO: 4.1.6

33

Page 34: Full Project

WORK EXPERIENCE OF THE RESPONDENTS

S.no Work Experience (in yrs) No Respondent Percentage1 0 - 2 years 165 33%2 3-5 years 298 59.6%3 6-10 years 37 7.4%4 Above10 years 0 0%

500 100%

Interpretation

The above table shows that 59.6% of the respondents have an work experience 3-5

years, 33% of the respondents have an work experience of 0-2years, 7.4% of the respondents

have an work experience of 6-10years.

34

Page 35: Full Project

CHART NO: 4.1.6

WORK EXPERIENCE OF THE RESPONDENTS (IN YEARS)

0-2 yrs 3-5yrs 6-10yrs Above 10 yrs0

10

20

30

40

50

60

70

Percentage

Percentage

35

Page 36: Full Project

TABLE NO: 4.1.7

LEVEL OF SATISFACTION ON JOB SECURITY

S.no Participation No Respondent Percentage1 Highly satisfied 33 6.6%2 Satisfied 322 64.4%3 Neutral 70 14%4 Dissatisfied 50 10%5 Highly dissatisfied 25 5%

500 100%

Interpretation

The above table shows that 64.4% of the respondents are satisfied with job security, 14%

of the respondents falls under the neutral category, 10% of the respondents are dissatisfied

with job security, 6.6% of respondents are satisfied, 5% of the respondents are highly

dissatisfied job security .

36

Page 37: Full Project

CHART NO: 4.1.7

LEVEL OF SATISFACTION ON JOB SECURITY

Highly satisfied Satisfied Neutral Dissatisfied Highly satisfied0

10

20

30

40

50

60

70

Percentage

Percentage

TABLE NO: 4.1.8

37

Page 38: Full Project

FEEL ABOUT YOUR JOB

S.no Participation No Respondent Percentage1 Challenging 93 18.6%2 Interesting 297 59.4%3 Monotonous 83 16.6%4 Boring 27 5.4%

500 100%

Interpretation

The above table shows that 59.4% of the respondents feel that their job is

interesting, 18.6% of the respondents feel that their job is challenging,16.6% of the

respondents feel that their job is monotonous, 5.4% of the respondents feel that their job is

boring.

38

Page 39: Full Project

CHART NO: 4.1.8

FEEL ABOUT YOUR JOB

Challening Interesting Monotonous Boring0

10

20

30

40

50

60

70

Percentage

Percentage

TABLE NO: 4.1.9

39

Page 40: Full Project

ORGANIZATION IS TREATING YOU IN A RESPECTFUL WAY

S.no Participation No Respondent Percentage1 Strongly Agree 62 12.4%2 Agree 161 32.2%3 Neutral 188 37.6%4 Disagree 58 11.6%5 Strongly Disagree 31 6.2%

500 100%

Interpretation

The above table shows that 37.6% of the respondents are falls under the neutral

category organization treating you respectful, 32.2%of the respondents are agree with

organization treating you respectful, 12.4% of the respondents strongly agree with

organization treating you respectful, 11.6% of the respondents are disagree with organization

treating you respectful, 6.2% of the respondents are strongly disagree with organization

treating you respectful.

CHART NO: 4.1.9

40

Page 41: Full Project

ORGANIZATION IS TREATING YOU IN A RESPECTFUL WAY

Strongly Agree Agree Neutral Disagree Strongly

Disagree

0

5

10

15

20

25

30

35

40

Percentage

Percentage

41

Page 42: Full Project

TABLE NO: 4.1.10

OPINION ABOUT THE COMPANY RULES AND REGULATION

S.no Participation No Respondent Percentage1 Highly satisfied 84 16.8%2 Satisfied 264 52.8%3 Neutral 50 10%4 Dissatisfied 60 12%5 Highly dissatisfied 42 8.4%

500 100%

Interpretation

The above table shows that 52.8% of the respondents are satisfied with the company

rules and regulation, 16.8% of the respondents are highly satisfied with the company rules and

regulation,12% of the respondents dissatisfied with the company rules and regulation, 10% of

the respondents fall under the neutral category,8.4% of the respondents are highly dissatisfied

with the company rules and regulation.

42

Page 43: Full Project

CHART NO: 4.1.10

OPINION ABOUT THE COMPANY RULES AND REGULATION

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0

10

20

30

40

50

60

Percentage

Percentage

43

Page 44: Full Project

TABLE NO: 4.1.11

WORK LIFE BALANCE IS SUPPORTED BY THE ORGANIZATION

S.no Participation No of Respondent Percentage1 Strongly Agree 169 33.8%2 Agree 149 29.8%3 Neutral 49 9.8%4 Disagree 94 18.8%5 Strongly Disagree 39 7.8%

500 100%

Interpretation

The above table shows that 33.8% of the respondents are strongly agree that work life

balance is supported by his organization, 29.8% of the respondents agree that work life

balance is supported by his organization , 18.8% of the respondents disagree that work life

balance is supported by his organization , 9.8% of the respondents are falls under the neutral

category, 7.8% of the respondents are strongly disagree that work life balance is supported by

his organization.

44

Page 45: Full Project

CHART NO: 4.1.11

WORK LIFE BALANCE IS SUPPORTED BY THE ORGANIZATION

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0

5

10

15

20

25

30

35

40

Percentage

Percentage

TABLE NO: 4.1.12

45

Page 46: Full Project

OPPORTUNITIES FOR GROWTH AND DEVELOPMENT

Participation No of Respondent Percentage1 Strongly Agree 97 19.4%2 Agree 221 44.2%3 Neutral 58 11.6%4 Disagree 70 14%5 Strongly Disagree 54 10.8%

500 100%

Interpretation

The above table shows that 44.2% of the respondents agree that there are opportunities

for growth and development, 19.4% of the respondents strongly agree that there are

opportunities for growth and development , 14% of the respondents disagree that there are

opportunities for growth and development,11.6% of the respondents falls under the neutral

category, 10.8% of the respondents are strongly disagree that there are opportunities for

growth and development.

46

Page 47: Full Project

CHART NO: 4.1.12

OPPORTUNITIES FOR YOUR GROWTH AND DEVELOPMENT

Strongly Agree Agree Neutral Disagree Strongly

Disagree

0

5

10

15

20

25

30

35

40

45

50

Percentage

Percentage

TABLE NO: 4.1.13

47

Page 48: Full Project

WORK PRESSURE DURING WORKING HOURS

S.no Participation No of Respondent Percentage1 Strongly Agree 94 18.8%2 Agree 202 40.4%3 Neutral 52 10.4%4 Disagree 83 16.6%5 Strongly Disagree 69 13.8%

500 100%

Interpretation

The above table shows that 40.4% of the respondents agree that there is work pressure

during working hours,18.8% of the respondents strongly agree that there is work pressure

during working hours ,16.6% of the respondents disagree that there is work pressure during

working hours, 13.8% of the respondents strongly disagree that there is work pressure during

working hours, 10.4% of the respondents are falls under the neutral category.

CHART NO: 4.1.13

48

Page 49: Full Project

WORK PRESSURE DURING WORKING HOURS

Strongly Agree Agree Neutral Disagree Strongly

Disagree

0

5

10

15

20

25

30

35

40

45

Percentage

Percentage

TABLE NO: 4.1.14

49

Page 50: Full Project

FORCED TO WORK OVERTIME

S.no Participation No of Respondent Percentage1 Yes 236 47.2%2 No 264 52.8%

500 100%

Interpretation

The above table shows that 52.8% of respondents do not agree that they are forced

to work overtime, 47.2% agree that they are forced to work overtime

50

Page 51: Full Project

CHART NO: 4.1.14

FORCED TO WORK OVER TIME

Yes No44

45

46

47

48

49

50

51

52

53

54

Percentage

Percentage

51

Page 52: Full Project

TABLE NO: 4.1.15

SALARY OFFERED

S.no Participation No of Respondent Percentage1 Highly satisfied 97 19.4%2 Satisfied 126 25.2%3 Neutral 133 26.6%4 Dissatisfied 117 23.4%5 Highly dissatisfied 27 5.4%

500 100%

Interpretation

The above table shows that 26.6% of the respondents are falls under the neutral category

with salary offered, 25.2% of the respondents are satisfied with salary offered , 23.4% of the

respondents dissatisfied with salary offered, 19.4% of respondents are highly satisfied with

salary offered, 5.4% of the respondents are highly dissatisfied with salary offered.

52

Page 53: Full Project

CHART NO: 4.1.15

SALARY OFFERED OF THE RESPONDENTS

Hghly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0

5

10

15

20

25

30

Percentage

Percentage

53

Page 54: Full Project

TABLE NO: 4.1.16

SAFETY MEASURES ADOPTED

S.no Participation No of Respondent Percentage1 Highly satisfied 122 24.4%2 Satisfied 112 22.4%3 Neutral 110 22%4 Dissatisfied 110 22%5 Highly dissatisfied 46 9.2%

500 100%

Interpretation

The above table shows that 24,4% of the respondents are highly satisfied with safety

measures adopted, 22.4% of the respondents are satisfied with safety measures adopted, 22%

of the respondents both neutral and dissatisfied with safety measures adopted, 9.2% of

respondents are highly dissatisfied with safety measures adopted.

54

Page 55: Full Project

CHART NO: 4.1.16

SAFETY MEASURES ADOPTED

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0

5

10

15

20

25

30

Percentage

Percentage

55

Page 56: Full Project

TABLE NO: 4.1.17

REWARDS AND RECOGNITION FOR YOUR ACHIEVEMENTS

S.no Participation No of Respondent Percentage1 Highly satisfied 132 26.4%2 Satisfied 163 32.6%3 Neutral 91 18.2%4 Dissatisfied 89 17.8%5 Highly dissatisfied 25 5%

500 100%

Interpretation

The above table shows that 32.6% of the respondents are satisfied with rewards and

recognition, 26.4% of the respondents are highly satisfied with rewards and recognition,

18.2% of the respondents are falls under the neutral category, 17.8% of respondents are

dissatisfied with rewards and recognition , 5% of the respondents are highly dissatisfied with

rewards and recognition.

56

Page 57: Full Project

CHART NO: 4.1.17

REWARDS AND RECOGNITION FOR YOUR ACHIEVEMENTS

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0

5

10

15

20

25

30

35

Percentage

Percentage

57

Page 58: Full Project

TABLE NO: 4.1.18

LEAVE BENEFITS

S.no Participation No of Respondent Percentage1 Highly satisfied 168 33.6%2 Satisfied 100 20%3 Neutral 50 10%4 Dissatisfied 75 15%5 Highly dissatisfied 107 21.4%

500 100%

Interpretation

The above table shows that 33.6% of the respondents are highly satisfied with leave

benefits, 21.4% of the respondents are highly dissatisfied with leave benefits, 20% of the

respondents satisfied with leave benefits, 15% of respondents are dissatisfied, 10% of the

respondents falls under the neutral category.

58

Page 59: Full Project

CHART NO: 4.1.18

LEAVE BENEFITS

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0

5

10

15

20

25

30

35

40

Percentage

Percentage

59

Page 60: Full Project

TABLE NO: 4.1.19

INSURANCE

S.no Participation No of Respondent Percentage1 Highly satisfied 60 12%2 Satisfied 134 26.8%3 Neutral 186 37.2%4 Dissatisfied 65 13%5 Highly dissatisfied 55 11%

500 100%

Interpretation

The above table shows that 37.2% of the respondents falls under the neutral category with

insurance, 26.8% of the respondents are satisfied with insurance , 13% of the respondents are

dissatisfied with insurance, 12% of respondents are highly satisfied with insurance,11% of

the respondents are highly dissatisfied with insurance.

60

Page 61: Full Project

CHART NO: 4.1.19

INSURANCE OF THE RESPONDENTS

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0

5

10

15

20

25

30

35

40

Percentage

Percentage

61

Page 62: Full Project

TABLE NO: 4.1.20

HEALTH RELATED BENEFITS

S.no Participation No of Respondent Percentage1 Highly satisfied 120 24%2 Satisfied 82 16.4%3 Neutral 14 2.8%4 Dissatisfied 129 25.8%5 Highly dissatisfied 155 31%

500 100%

Interpretation

The above table shows that 31% of the respondents are highly dissatisfied with health

related benefits, 25.8% of the respondents are dissatisfied with health related benefits, 24% of

the respondents highly satisfied with health related benefits, 16.4% of respondents are

satisfied with health related benefits, 2.8% of respondents falls under the neutral category

with health related benefits .

62

Page 63: Full Project

CHART NO: 4.1.20

HEALTH RELATED BENEFITS

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0

5

10

15

20

25

30

35

Percentage

Percentage

63

Page 64: Full Project

TABLE NO: 4.1.21

JOB ROTATION AND NEW ASSIGNMENT

S.no Participation No of Respondent Percentage1 Highly satisfied 117 23.4%2 Satisfied 231 46.2%3 Neutral 28 5.6%4 Dissatisfied 32 6.4%5 Highly dissatisfied 92 18.4%

500 100%

Interpretation

The above table shows that 46.4% of the respondents are satisfied job with rotation and

new assignments, 23.4% of the respondents are highly satisfied job with rotation and new

assignments, 18.4% of the respondents highly dissatisfied , 6.4% of respondents are

dissatisfied job with rotation and new assignments, 5.6% of respondents are falls under

neutral category.

64

Page 65: Full Project

CHART NO: 4.1.21

JOB ROTATION AND NEW ASSIGNMENT

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0

5

10

15

20

25

30

35

40

45

50

Percentage

Percentage

65

Page 66: Full Project

NO: 4.1.22

TRANSPORT

S.no Participation No of Respondent Percentage1 Highly satisfied 116 23.2%2 Satisfied 74 14.8%3 Neutral 16 3.2%4 Dissatisfied 228 45.6%5 Highly dissatisfied 66 13.2%

500 100%

Interpretation

The above table shows that 45.6% of the respondents are dissatisfied with transports,

23.2% of the respondents are highly satisfied with transports, 14.8% of the respondents

highly satisfied with transports, 13.2% of respondents are highly dissatisfied with transports,

3.2% of respondents are falls under the neutral category.

66

Page 67: Full Project

CHART NO: 4.1.22

TRANSPORT

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0

5

10

15

20

25

30

35

40

45

50

Percentage

Percentage

---

67

Page 68: Full Project

TABLE NO: 4.1.23

ACCOMMODATION

S.no Participation No of Respondent Percentage1 Highly satisfied 90 18%2 Satisfied 55 11%3 Neutral 40 8%4 Dissatisfied 92 18.4%5 Highly dissatisfied 223 44.6%

500 100%

Interpretation

The above table shows that 44.6% of the respondents are highly dissatisfied with

accommodation,18.4% of the respondents are dissatisfied with accommodation, 18% of the

respondents stay highly satisfied with accommodation, 11% of respondents are satisfied with

accommodation, 8% of respondents are falls under the neutral category with accommodation.

68

Page 69: Full Project

CHART NO: 4.1.23

ACCOMMODATION

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0

5

10

15

20

25

30

35

40

45

50

Percentage

Percentage

69

Page 70: Full Project

TABLE NO: 4.1.24

LIGHTING FACILITIES

S.no Participation No of Respondent Percentage1 Highly satisfied 98 19.6%2 Satisfied 202 40.4%3 Neutral 43 8.6%4 Dissatisfied 39 7.8%5 Highly dissatisfied 118 23.6%

500 100%

Interpretation

The above table shows that 40.4% of the respondents are satisfied with lighting

facilities, 23.6% of the respondents are highly dissatisfied with lighting facilities, 19.6% of

the respondents highly satisfied with lighting facilities, 8.6% of respondents are falls under

the neutral category with lighting facilities, 7.8% of the respondents are dissatisfied with

lighting facilities.

70

Page 71: Full Project

CHART NO: 4.1.24

LIGHTING FACILITIES OF THE RESPONDENTS

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0

5

10

15

20

25

30

35

40

45

Percentage

Percentage

71

Page 72: Full Project

TABLE NO: 4.1.25

VENTILATION

S.no Participation No of Respondent Percentage1 Highly satisfied 132 26.4%2 Satisfied 97 19.4%3 Neutral 48 9.6%4 Dissatisfied 132 26.4%5 Highly dissatisfied 91 18.2%

500 100%

Interpretation

The above table shows that 26.4% of respondents are highly satisfied with ventilation,

26.4% of respondents are highly dissatisfied with ventilation, 19.4% of the respondents are,

satisfied with ventilation, 18.2% of the respondents are highly dissatisfied with ventilation,

9.6% of respondents are falls under the neutral category.

72

Page 73: Full Project

CHART NO: 4.1.25

VENTILATION

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0

5

10

15

20

25

30

Percentage

Percentage

73

Page 74: Full Project

TABLE NO: 4.1.26

ADEQUATE RESOURCES TO PERFORM THE JOB

S.no Participation No of Respondent Percentage1 Highly satisfied 60 12%2 Satisfied 98 19.6%3 Neutral 46 9.2%4 Dissatisfied 77 15.4%5 Highly dissatisfied 219 43.8%

500 100%

Interpretation

The above table shows that 43.8% of the respondents are highly dissatisfied with adequate

resources , 19.6% of the respondents are satisfied with adequate resources,15.4% of the

respondents dissatisfied with adequate resources, 12% of respondents are highly satisfied

with adequate resources, 9.2% of the respondents are falls under the neutral category with

adequate resources.

74

Page 75: Full Project

CHART NO: 4.1.26

ADEQUATE RESOURCES TO PERFORM THE JOB

75

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied05

101520253035404550

Percentage

Percentage

Page 76: Full Project

4.2.1 CHI – SQUARE TEST

CROSS TABULATION BETWEEN AGE AND JOB SECURITY

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent

Age * jobsecurity

500 100.0% 0 .0% 500 100.0%

Age * jobsecurityCrosstabulation

Count

Jobsecurity

TotalA b c D E

Age A 12 67 15 8 5 107

B 5 105 20 15 4 149

C 4 28 12 6 5 55

D 6 40 8 8 9 71

E 3 49 6 5 2 65

F 3 33 9 8 0 53

Total 33 322 70 50 25 500

Null Hypothesis (Ho) - There is no significant relationship betweenAge and Job security

Alternative Hypothesis (H1) - There is a significant relationship between Age and Job security

76

Page 77: Full Project

FORMULA:

2 = (O-E) 2/E

E = Row Total Column Total / Gender Total

Chi-Square Tests

Value df Asymp. Sig. (2-sided)

Pearson Chi-Square 32.856a 20 .035

Likelihood Ratio 32.734 20 .036

N of Valid Cases500

a. 8 cells (26.7%) have expected count less than 5. The minimum expected count is 2.65.

INTERPRETATION:

Since the calculated value of 2 is greater than the table value @ 5% level of significant, so

the Alternative hypothesis (H1) is rejected.

So we can accept null hypothesis that i.e. there is significant relationship between age and job

security.

4.2.2 CHI – SQUARE TEST

77

Page 78: Full Project

CROSS TABULATION BETWEEN EDUCATIONAL QUALIFICATION AND

OPINION ABOUT YOUR JOB

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent

Educational * Feel

job500 100.0% 0 .0% 500 100.0%

Educational * Feel job Cross tabulation

Count

Feel job

TotalA B c D

Educatio a 23 65 5 4 97

b 37 153 50 14 254

c 29 68 20 7 124

d 4 11 8 2 25

Total 93 297 83 27 500

Null Hypothesis (Ho) - There is no significant relationship between Educational Qualification and feel about your job.

Alternative Hypothesis (H1) - There is a significant relationship between Educational Qualification and feel about your job.

FORMULA:

78

Page 79: Full Project

2 = (O-E) 2/E

E = Row Total Column Total / Gender Total

Chi-Square Tests

Value Df Asymp. Sig. (2-sided)

Pearson Chi-Square 20.935a 9 .013

Likelihood Ratio 22.953 9 .006

N of Valid Cases 500

a. 3 cells (18.8%) have expected count less than 5. The minimum expected count is

1.35.

INTERPRETATION:

Since the calculated value of 2 is greater than the table value @ 5% level of significant,

so the Alternative hypothesis (H1) is rejected.

So we can accept null hypothesis that i.e. there is significant relationship between

educational qualification and feel about job.

CHAPTER V

FINDINGS AND SUGGESTIONS

79

Page 80: Full Project

5.1 FINDINGS

61.8% of the respondents are male.

29.8% of the respondents are under the age group of 21-25 years.

72.4% of the respondents are married.

50.8% of the respondents have completed diploma.

47.4% of the respondents have an monthly income of Rs5001-10000.

59.6% of the respondents have an experience of 3-5 years.

64.4% of the respondents are satisfied with job security

59.4% of the respondents feel that their job is interesting.

37.6% of the respondents are falls under the neutral category organization

treating you respectful.

52.8% of the respondents are satisfied with rules and regulation.

33.8% of the respondents are strongly agree with work life balance is

supported by his organization.

44.2% of the respondents agree that there are opportunities for growth and

development.

40.4% of the respondents agree that there is work pressure during working

hours.

The above table shows that 52.8% of respondents do not agree that they are

forced to work overtime.

26.6% of the respondents are falls under the neutral category with salary offered.

24,4% of the respondents are highly satisfied with safety measures adopted.

32.6% of the respondents are satisfied with rewards and recognition.

80

Page 81: Full Project

33.6% of the respondents are highly satisfied with leave benefits.

37.2% of the respondents falls under the neutral category with insurance.

31% of the respondents are highly dissatisfied with health related benefits.

46.4% of the respondents are satisfied job with rotation and new assignments.

45.6% of the respondents are dissatisfied with transports.

44.6% of the respondents are highly dissatisfied with accommodation.

40.4% of the respondents are satisfied with lighting facilities.

The above table shows that 26.4% of respondents are highly satisfied with

ventilation, 26.4% of respondents are highly dissatisfied with ventilation,

19.4% of the respondents are, satisfied with ventilation

The above table shows that 43.8% of the respondents are highly dissatisfied

with adequate resources.

5.2 SUGGESTIONS

Competitive and fair compensation can be provided to the employees.

Allowances can be increased.

Job rotation can be implemented to avoid boredom in work

Organization should provide health related benefits to the employees.

Training must be provided to the employees to improve their skills.

81

Page 82: Full Project

Counseling and motivation should be provided to the employees.

Canteen facilities should be improved.

Rewards and recognition should be provided to the employees based on their

performance.

Flexible working hours can be followed to maintain work life balance of

employees.

There should be an open, responsive and two way communication between the

management and the employees.

5.3 CONCLUSION

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 employees.

Employees comprise the most vital assets of the company. In a work place where employees

are not able to use their full potential and not heard and valued, they are likely to leave

82

Page 83: Full Project

because of stress and frustration. 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. A good

employer should know how to attract and retain its employees.

Employee retention is very important for the success of the organization. Organizations

should give best effort to keep their desirable employees (especially talented and experienced

workers) to meet their organizational goals and objectives. Moreover, organizations should

take some initiative actions or strategies to reduce their employee turnover to save their

valuable knowledge (company information, customers’ information, current projects and past

history) and expenses (hiring cost, and training cost)

APPENDIX

A STUDY ON EMPLOYEE RETENTION WITH SPECIAL

REFERENCE TO AMIRTHA MILK, ERODE.

Questionnaire:

83

Page 84: Full Project

1.Name :

2.Gender : a) Male b) Female

3.Age a) Below 20 years b) 21 – 25 c) 26 - 30 years

d) 31- 35 years e) 36- 40 years f) above 40

1. Marital status : a) Single b) Married

5.Educational Qualification : a) Up to school level b) Diploma c) Under Graduate

d) Others(please specify)__

6.Monthly income (in rupees) : a) Below5000 b) Rs.5000-10000 c) Rs.10001-

20000 d)Rs.20001-25000 e) Above 25000

7.Work experience (in years) : a) 0 - 2 years b) 3-5 years c) 6-10 years

d)Above10 years

8.Mention your level of satisfaction on job security

a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly

dissatisfied

9.How do you feel about your job.

a) Challenging b) Interesting c) Monotonous d) Boring

10.Reason for employee turnover or attrition is.

a) Salary b) Allowances c) High stress d) Long travel

e) Imbalance of personal and work life f) work environment g) relationship with

supervisors h) relationship with co-workers i) Others(please specify)__

11.Organization is treating you in a respectful way.

a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree

84

Page 85: Full Project

12.What is your opinion about the company rules and regulation.

a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly

dissatisfied

13.Work life balance is supported by this organization.

a) Highly satisfied b) Satisfied c) Neutral

d) Dissatisfied e) Highly dissatisfied

14.Organization provides opportunities for your growth and development.

a) Strongly Agree b) Agree c) Neutral

d) Disagree e) Strongly Disagree

15.Which of the following factor retains you in the same organization.

a) Scale of pay b) Interpersonal Relationship

c) Working Environment d) Job Involvement

e) Job rotation f) Others (please specify)__

16.There is work pressure during your working hours.

a) Strongly Agree b) Agree c) Neutral

d) Disagree e) Strongly Disagree

17.Are you forced to work overtime.

a) Yes b) No

18.Is Employee counseling given by the organization.  

a) Yes b) No    

19.How far you are satisfied with salary offered by the company.

a) Highly satisfied b) Satisfied c) Neutral

d) Dissatisfied e) Highly dissatisfied

20.How do you feel about the safety measures adopted by the company.

85

Page 86: Full Project

a) Highly satisfied b) Satisfied c) Neutral

d) Dissatisfied e) Highly dissatisfied

21.How do you feel about the rewards and recognition for your achievements.

a) Highly satisfied b) Satisfied c) Neutral

d) Dissatisfied e) Highly dissatisfied

Mention your satisfaction level for following factor:

S.No FactorsHighly satisfied

Satisfied Natural DissatisfiedHighly dissatisfied

22 Leave benefits (including sick, vacation, personal, paid holidays)

23 Insurance24 Health related benefits25 Job rotation and new assignment26 Transport27 Accommodation28 Lighting facilities29 Ventilation30 Adequate resources to perform

the job

31. Suggestion for improving employee retention.

_________________________________________________________

BIBLIOGRAPHY

Books:

Kothari C.R., Second Edition (2003), Research Methodology

Michael Armstrong 4th edition-2009, Strategic Human Resource Management.

86

Page 87: Full Project

Website:

www.originitfs.com

mba.blogspot.com

http://www.professionalquest.com

http://www.medscape.com/viewarticle/449690

http://www.firstresearch.com

87


Recommended