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A

Summer Training Report

Employee retention strategies

of

NRV PIPES PRIVATE LIMITED

SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS OF THE

THREE YEAR FULL TIME BECHELORS OF BUSINESS ADMINSTRATION

PUNJAB TECHNICAL UNIVERSITY, JALANDHAR

SESSION (2009-12)

Submitted To: Submitted By:

Ms.Ramanpreet Kaur Manoj Kumar

Asst.professor BBA 5th sem

C.T.I.M.I.T R.no: 94372450675

PUNJAB TECHNICAL UNIVERSITY

JALANDHAR

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CERTIFICATE

This is to certify that the project report entitled EMPLOYEE REETENTION IN

NRV LIMITED submitted by Manoj Kumar is a bonafide piece of workconducted under my supervision and guidance. No part of this work has been

submitted for any other degree of any other university. The data sources have been

duly acknowledged. It may be considered for evaluation in partial fulfillment of the

requirement for the award of degree of Bachelors of Business Administration.

PROJECT GUIDE

Ms.Ramanpreet Kaur

Asst. Professor

C.T.I.M.I.T

PREFACE

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BBA is stepping stone to management career. In order to develop a healthy

management and administration skill among potential managers, someone has

rightly said that partial training is far better than the classroom training. To achievepartial and concrete results, it is necessary that theoretical knowledge must be

supplemented with an exposure of the real business environment. A professional

course like Bachelors of Business Administration demands in depth theoretical

knowledge and Practical exposure for its application.

The course aims to groom the student professionally and offer them a chance to

work in the real environment of the corporate world, to have an opportunity to gain

experience on practical aspects and supplement their theoretical knowledge.

The BBA participant makes a humble presentation of this report to all thosepersons who may have professional and academic interest in this topic.

My project title is Employee Retention and in NRV LTD In India which

comprises of companys profile, corporate mission, Recruitment policy of the

company, objective etc.

ACKNOWLEDGMENT

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I would like express my gratitude to Mr. Nitin sethi , Senior Manager from the

bottom of my heart, without his help it would have been a dream only to carry out

the project work.

I feel deeply in debited towards people who have guided me in this project. It

would have not have been possible to make such an extensive report without the

help, guidance and inputs from them.

I would firstly like to express my gratitude towards my guide Ms. Ramanpreet

Kaur for having shown so much of flexibility & guiding in such a way that I was

really learning the subject all the time. She helped me in deciding the project topic.

She showed a lot of openness in her approach and I would like to thank her for her

support in a way that has lead to proper and effective learning

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DECLARATION

This is to certify that I, Manoj Kumar, a student of B.B.A. V TH Sem. (Roll

No.94372450675) have carried out a project entitled Employee Retention in NRV

Limited under the supervision of Mr.Nitin sethi, Sr. Manager). This is an original

work carried out by me and the report has not been submitted to any other

university for the award of any degree or diploma.

Manoj Kumar

BBA 5th sem

Roll no: 94372450675

INDEX

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Sr.

no.

Chapter Page no.

1. Introduction

2. Company profile

3. Objective of research

4. Research methodology

5. Data analysis & interpretation

6. Findings

7. Conclusion

8. Suggestions

9. Limitation

10. Annexure & Bibliography

INTRODUCTION TO NRV

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NRV Mfg. Co. is one of the leading manufacturers and exporters ofMalleable

Galvanized Iron Pipe Fittings,Scaffolding, etc. made under the brand name of

'NRV'. Our reach at global level has given us an exposure to various walk of

experiences in the aforesaid field which provided momentum to our pace in

manufacturing and exporting business. Our exclusive range of products includes

Elbow, Tee, Cross, Reducing Tee, Union, Socket, Reducing Socket, Cap Plug,

Check Nut, etc. Approximately 50% of our products are exported to many nations

across the globe. It's been a decade since our establishment in the market and

further expansion of the company is an ongoing process.

We have kept our price slab all time reasonable and delivery record exceptionally

fantastic. Also the quality of product is kept intact so that our clients are fully

satisfied. the company is affiliated to the Engineering Export Promotion Council

(EEPC). The company has recognition of being associated with ISO and

U.K.A.S. certification for our quality products.

HISTORY

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NRV Mfg. Co . is one of the leading manufacturers and exporters ofMalleable

Galvanized Iron Pipe Fittings,Scaffolding, etc. made under the brand name of

'NRV'. Our reach at global level has given us an exposure to various walk of

experiences in the aforesaid field which provided momentum to our pace in

manufacturing and exporting business

NRV Mfg. Co. was founded in the year 1998 at Jalandhar in Punjab with its

infrastructural setup in tandem with the latest technology. All the machines and

ancillary tools are technologically approved for smooth operations. The workforce

comprises of about 450 people including the management. The production type is

that of semi-automatic one and there are 3 manufacturing unit with us. Overall, we

represent a synchronized system in which each and every factor of production is

interrelated and works in kind coordination to achieve a common goal of complete

customer satisfaction

The company is accredited with an ISO certificate for standard quality

maintenance and for serving in accordance with the demand of the customers.

NRV Mfg. Co. has developed its own quality checking measures and has been

substantially successful in hiring expert quality personnel.

Another area where the company remains vigilant always is raw material

procurement and it is a mandatory process in our concern to obtain raw materials

like pig iron, steel, furnace oil, etc. from reliable sources only. Technology

application adds to our quality and makes us competent in the market.

COMPANY PROFI LE

Product Performa

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NRV Mfg. Co. provides pipes and scaffolding in different shapes and sizes. Our

products offer crisp solution to all type of pipe fittings and scaffolding. As a

trademark manufacturer and exporter, we offer the following

Range of products:

Pipe Fitting

Elbow

3 Way Elbow

Reducing Elbow

Tee

Cross

Reducing Tee

Union Socket

Reducing Socket

Bend

Tank Nipple

Check Nut

Plug/Cap Plug

Nipple

Application of Products:-

Our products find wide application in many industrial arenas including:

Building Construction

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Agriculture

Industries

Oil Refineries

Steel Plants

Shipyards

Thermal Plants

City and Village Water Supply Schemes.

Quality Analysis

The company is accredited with an ISO certificate for standard quality

maintenance and for serving in accordance with the demand of the customers.

NRV Mfg. Co. has developed its own quality checking measures and has been

substantially successful in hiring expert quality personnel. Another area where the

company remains vigilant always is raw material procurement and it is a

mandatory process in our concern to obtain raw materials like pig iron, steel,

furnace oil, etc. from reliable sources only. Technology application adds to our

quality and makes us competent in the market.

Salient Features

Following are the specialized features of the products of NRV Mfg. Co.:

Higher Malleability

Superior Galvanizing

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Chamfering

Threading

Infrastructure Redefined

NRV Mfg. Co. was founded in the year 1998 at Jalandhar in Punjab with its

infrastructural setup in tandem with the latest technology. All the machines and

ancillary tools are technologically approved for smooth operations. The workforce

comprises of about 450 people including the management. The production type is

that of semi-automatic one and there are 3 manufacturing unit with us. Overall, we

represent a synchronized system in which each and every factor of production is

interrelated and works in kind coordination to achieve a common goal of complete

customer satisfaction.

Retention Management: -

Retention management is a highly topical subject and an important dilemma many

organizations might face in the future, if not facing it already. We believe that theleader plays a key role in employee retention and retention management. The

concept of retention management can both have a narrow, and a broader

significance. Following key questions are intended to be answered: What are the

consequences between leaders actions and employees retention? Which is the

leaders role when it comes to retaining employees? Purpose statement: The

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purpose of the thesis is to investigate and analyze how company leaders today can

retain their key employees. How can the provision of key human resources develop

a long-term relationship that makes top employees stay in the company? The study

aims to establish the procedure leaders apply to retainemployees. The purpose is to

compare the qualitative study, made at the casecompany, with findings from thethesis theoretical framework. Research method: The study is a qualitative, as well

as a theoretical study where empirical findings and theories has been compared.

The intention of investigating and using the Finnish company NRV Limited as a

case company, is to make the information from the theories more valid, and also

the interest in how retention management works in practice. Eleven qualitative

interviews were conducted at Tradeka?s financial department, both with

supervisors and employees to get a broader view at the phenomenon retention

management. Result: Leaders and their skill in creating a culture of retention, has

becoming a key in why people stay and what usually drives them away from a

company. The leader has become the main factor in what motivates peoples

decision to stay or leave. For organizations to keep its key employees their number

one priority should be to look at their management, because people leave managers

and not companies. Characteristics in a leader that are of importance, as the leader

plays a key role in retention management is: trust builder, esteem builder,

communicator, talent developer and coach, and talent finder. The leaders relation

to the employees plays a central role in retaining

employees.

Employee Retention Strategies

Wedding gifts

Anniversary gifts

New born baby gifts The basic practices which should be kept in mind in theemployee retention strategies are:

1. Hire the right people in the first place.

2. Empower the employees: Give the employees the authority to get things done.

3. Make employees realize that they are the most valuable asset of the

organization.

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4. Have faith in them, trust and respect them

5. Provide them information and knowledge.

6. Keep providing them feedback on their performance.

7. Recognize and appreciate their achievements.

8. Keep their morale high.

9.Create an environment where the employees want to work and have fun. These

practices can be categorized in 3 levels: Low, medium and high level. Low Level

Employee Retention Strategies Appreciating and recognizing a well done job,

Personalized well done and thank-you cards from supervisors, Congratulations e-

cards or cards sent to spouses/families, Voicemails or mess-ages from top

management

Periodic days off for good performance, Rewards ( gift, certificates, monetary and

non monetary rewards), Recognizing professional as well as personal significantevents.

Scholarships for employees children

Get well cards/flowers

Birthday cards, celebrations and gifts

Providing benefits.

Home insurance plans

Legal insurance

Travel insurance Disability programs

Providing perks: It includes coupons, discounts, rebates, etc.

Providing workplace conveniences.

On-site ATM

On-site facilities for which cost is paid by employees

Shipping services

Assistance with tax calculations and submission of forms

Financial planning assistance

Casual dress policies Facilities for expectant mothers

Parking

Parenting guide

Lactation rooms

Flexi timings

Fun at work.

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Organize picnics and trips for movies etc

Sports outings like cricket match etc

Indoor games

Occasional stress relievers.

Casual dress day

Green is the color day.

Personal loans for emergencies

Childcare and eldercare services

Employee Assistance Programs ( Counseling sessions etc)

Emergency childcare services

Opportunities.

Professional skills development

Individualized career guidance

High Level Strategies:-

Promoting Work/Life Effectiveness.

Develop flexible schedules.

Part-time schedules.

Extended leaves of absence.

Develop Support Services.

On-site day care facility etc.

Understand employee needs: This can be done through proper management

style and culture.

Listen to the employee and show interest in ideas.

Appreciate new ideas and reward risk-taking.

Show support for individual initiative.

Encourage creativity.

Encouraging professional training and development and/or personal growth

opportunities: It can be done through.

Mentoring programs:-

Performance feedback programs

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Provide necessary tools to the employees to achieve their professional

and personal goals

Getting the most out of employee interests and talents

Higher study opportunities for employees

Vocational counseling Offer personalized career guidance to employees

Provide an environment of trust: Communication is the most important and

effective way to develop trust.

Suggestion committees can be created

Open door communication policy can be followed

Regular feedbacks on organizations goals and activities should be taken

from the employees by:

Management communications:

Intranet and internet can be used as they provide 24X7 access to the

information Newsletters, notice boards, etc.

Hire the right people from the beginning: employee retention is not a process

that begins at the end.

The process of retention begins right from the start of the

recruitment process:-

The new joiners should fit with the organizations culture.

The personality, leadership characteristics of the candidate should be in sync

with the culture of the hiring organization.

Referral bonus should be given to the employees for successful hires. Theyare the best source of networking.

Proper training should be given to the managers on interview and

management techniques.

An internship program can be followed to recruit the fresh graduates.

Retention Success Mantra

Transparent Work Culture

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In todays fast paced business environments where employees are constantly

striving to achieve business goals under time restrictions; open minded and

transparent work culture plays a vital role in employee retention. Companies invest

very many hours and monies in training and educating employees. These

companies are severely affected when employees check out, especially in themiddle of some big company project or venture. Although employees most often

prefer to stay with the same company and use their time and experience for

personal growth and development, they leave mainly because of work related

stress and dissatisfactions. More and more companies have now realized the

importance of a healthy work culture and have a gamut of people management

good practices for employees to have that ideal fresh work-life. Closed doors work

culture can serve as a deterrent to communication and trust within employees

which are potential causes for work- Related apathy and frenzy.A transparent work

environment can serve as one of the primary triggers to facilitate accountability,

trust, communication, responsibility, pride and so on. It is

believed that in a transparent work culture employees rigorously communicate

with their peers and exchange ideas and thoughts before they are finally matured in

to full-blown concepts.

QUALITY OF WORK

The success of any organization depends on how it attracts, recruits, motivates, and

retains its workforce. Organizations need to be more flexible so that they develop

their talented workforce and gain their commitment. Thus, organizations are

required to retain employees by addressing their work life issues. The elements that

are relevant to an individuals quality of work life include the task, the physical

work

environment, social environment within the organization, administrative system

and relationship between life on and off the job.

The basic objectives of a QWL program are improved working conditions for the

Employee and increase organizational effectiveness.

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Providing quality work life involves taking care of the following aspects:

Occupational health care:

The safe work environment provides the basis for the person to enjoy

working. The work should not pose a health hazard for the person. The

employer and employee, aware of their risks and rights, could

achieve a lot in Their mutually beneficial dialogue.

Suitable working time:

Organizations are offering flexible work options to their employees

wherein employees enjoy flexi-timings for dedicating their efforts atwork.

Appropriate salary:

The appropriate as well as attractive salary has always been an

important factor in retaining employees. Providing employees salary

at par with the other counterparts of above that what competitors are

paying motivates them to stick With the company for long. QWL

consists of opportunities for activeinvolvement in group working arrangements or problem solving that

are of mutual benefit to employees or employers, based on labor

management cooperation.

People also conceive of QWL as a set of methods

autonomous work groups,

job enrichment,

high-involvement aimed at boosting the satisfaction and

productivity of workers. It requires employee commitment to the

organization and an environment in which this commitment can flourish.

Providing quality at work not only reduces attrition but also helps in reduced

absenteeism and improved job satisfaction. Not only does QWL contribute

to a company's ability to recruit quality people, but also it enhances a

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company's competitiveness. Common beliefs support the contention that

QWL will positively nurture amore flexible, loyal, and motivated

workforce, which are essential in determining the company's

competitiveness.

Supporting Employees

Organizations these days want to protect their biggest and most valuable asset and

they want to do this in a way that best suits their organizational culture. Retaining

employees is a difficult task. Providing support to the employees acts as a mantra

for retraining them. Employers can also support their employees by creating an

environment of trust and inculcating the organizational values into employees.

The management can support employees directly or indirectly. Directly, they

provide support in terms of personal crises, managing stress and personal

development.

Management can support employees, indirectly, in a number of ways

as follows:

Manage employee turnover: Employee turnover affects the whole

organization in terms of productivity. Managing the turnover, hence,

becomes an important task. A proactive approach can be adopted to reduce

attrition. Strategies should be framed in advance and implemented when thetimes arrives. Turnover costs should also be taken into consideration while

framing these strategies.

Become employer of choice: What makes a company an employer of

choice? Is thebenefit it offers or the compensation packages it gives away to

its employees? Or is it measured in terms of how they value their employees

or in terms of customer

satisfaction? Becoming an employer of choice involves following a road

map which tells where to go as a brand.

Engage the new recruits: The newly hired employees are said to be least

engaged in the organization. Keeping them engaged is an important task.The fresh talent should be utilized to maximum before they start feeling

bored in the organization.

Optimize employee engagement: An organizations productivity is

measured not in terms of employee satisfaction but by employee

engagement. Employees are said to be engaged when they show a positive

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attitude toward the organization and express a commitment to remain with

the organization. Employee satisfaction also comes with high engagement

levels. So, organizations should aim to maximize the Engagement among

employees.

Coaching and mentoring: Employees whose work performance suffers due

to poor interpersonal relationships or because of lack of interpersonal skills

should be provided proper coaching by their superiors. Planed coaching

sessions help an individual to work through issues, maximize his potential

and return to peak

performance.

Feedback :-Feedback acts as a channel of communication between the

employee and his manager. The amount of information employees receive

About how well or how poorly they have performed is what we call

feedback. It is a dialog between a manager and an employee which acts as a

way of sharing information about the performance. It suggests where the

employee performance is effective and where performance has to improve.

Managers can provide either positive feedback or negative feedback to

employees. This feedback helps the employee assess his performance and

identify the improvement areas. Positive feedback communicates managerial

satisfaction. Positive recognition for good performance boosts up morale of

employees and results in performance improvement to a higher productivitylevel. It is believed that positive feedback is the only type of feedback that

generates performance above the minimum acceptable level. Negative

feedback obviously communicates managers dissatisfaction. However,

negative feedback sometimes make employee to put more efforts to improve

his performance. But such times are very rare. Moreover this improvement is

short term. Some managers do not provide any kind of feedback to their

employees. Due to no feedback, employees may assume that they are

performing productively or they may feel that the manager is satisfied with

their performance. Studies reveal the performance tends be same or even

decreases if no feedback is provided. Thus, feedback is necessary because: It

builds trust and enhances communication between manager and employee.

It gives managers and employees a way to identify and discuss skills and

strengths. Positive feedback leads to employee retention and Retention. It

helps in identifying performance areas that need improvement and specific

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ways to improve them. It acts as an opportunity to enhance performance by

identifying resources for skill development.

Communication between Employee and Employer

Communication is a process in which a message is conveyed to the receiver by the

sender. The message may be or may not be in a common format or language that

both the sender and receiver understand. So there is a need to encode and decode

the message in the process. Encoding and decoding also helps in the security of the

Message. The process of communication is incomplete without the feedback.

Communication is the solution to almost everything in this world. Same applies toemployee retention also. Straight-from-the-shoulder communication is what the

employees need from their employers. Employees look for organizations where

communication and process are transparent. Nothing is hidden and shared with the

employees.

There are 3 categories of employees:

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A: Who will leave their current employer in 3 years of their employment

B: Who have a probability of leaving their current employer in next 3 years

C: Who will stay with their current employer in the next 3 years

Category A: These are the employees who lack communication with their

employers.

Category C: These are the employees who have proper, well structured

communication with their employers. Communication is also the way to win the

employees trust in the organization. Employees trust the employers who are

friendly and open to them. This trust leads to employee loyalty and finally

retention. Employers also feel that the immediate supervisors are the most

authenticated and trusted source of information for them.

the organizations should hire managers:-who are active

communicators. Communication mediums

Open door policy: Organizations should support open door policies

so that the employees feel comfortable and are able to express their

doubts and feeling to their employers. Frequent meetings and Social

gatherings

Importance Of Employee Retention:-

The process of employee retention will benefit an organization in the following:-

ways:1. The Cost of Turnover: The cost of employee turnover adds hundreds ofthousands of money to a company's expenses. While it is difficult to fully calculate

the cost of turnover (including hiring costs, training costs and productivity loss),

industry experts often quote 25% of the average employee salary as a conservative

estimate.

Loss of Company Knowledge: When an employee leaves, he takes with him

valuable

Knowledge about the company, customers, current projects and past history

(sometimes to competitors). Often much time and money has been spent on the

employee in expectation of a future return. When the employee leaves, the

investment is not realized.

Interruption of Customer Service: Customers and clients do business with a

company in part because of the people. Relationships are developed that encourage

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continued sponsorship of the business. When an employee leaves, the relationships

that employee built for the company are severed, which could lead to potential.

Customer loss. Turnover leads to more turnovers: When an employee terminates,

the effect is felt throughout the organization. Co-workers are often required to pick

up the slack. The unspoken negativity often intensifies for the remaining staff.

Goodwill of the company: The goodwill of a company is maintained when the

attrition rates are low. Higher retention rates motivate potential employees to join

the organization.

Regaining efficiency: If an employee resigns, then good amount of time is lost in

hiring a new employee and then training him/her and this goes to the loss of the

company directly which many a times goes unnoticed. And even after this youcannot assure us of the same efficiency from the new employee

OBJECTIVES OF THE RESEARCH

The primary objective of the research was to know The Retention and

Satisfaction of Employees in Corporation but during the survey following things I

have kept in mind.

1. To know the preferences of Employees towards various facilities provided by

the corporation.

2. To study the mission and vision of the corporation.

3. To identify the various problems faced by the employees.

4. To study the impact of the facilities provided by company

5. To examine the satisfaction level of Employees.

6. To seek suggestions for the various changes in the services of Corporation for

making them quite convenience.

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RESEARCH METHODOLOGY

The study is an exercise involving estimation of parameters as regard to

organizational requirements. Research was designed so as to get the relevant

information that can be used for various purposes in the organization. Theinformation is to be collected from the different sources of data.

Data Source:-

Two types of data were taken into consideration i.e., primary and secondary data.

But major emphasis was given on gathering primary data. The secondary data was

used only to supplement the primary data and to make things clear.

Primary Data:-

I took primary data by interview method which covered the answering of

questionnaires from Employees. I collected the data first hand for the first time.

Secondary Data:-

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I consulted some Corporation books and previous project reports for some topic

like Introduction to the topic and also referred some websites. I also took

information from various employees who are in close touch with the other grades

of employees.

Survey:-The type of survey undertaken was that of sample type keeping in consideration

the time constraint and paraphernalia, besides the viability of census survey, the

sample survey thus being taken to the right path to reach the desired destination

was carefully planned to convert all the operationby using selected samples.

Statistical Tool:-

The tool for obtaining the information was questionnaire. A structured

questionnaire was administered. The questionnaire was designed in the view both

major and minor objective of study.

Sampling:-

I used stratified sampling for collection of the data, where the whole population isdivided in small strata/groups and the samples are taken from each group.

Sample size:-

The sample size was taken to be 100 in the cluster population of customer

universe.

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DATA ANALYSIS AND INTERPRETATION OF EMPLOYE E S

1. Company is nice

(a)Agree

(b)Disagree

(c)Cant Say

INTERPRETATION

70% of employees say that their company is nice, 20% of them are not satisfied

with it and rest of 10% say that they cant say anything about it.

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2. Company provides all resources to perform

(a) Agree

(b) Disagree

(c) Cant Say

INTERPRETATION

72% of employees say that they are provided with all resources to perform, 18% of

them are not satisfied with it and rest of 10% say that they cant say anything about

it.

3. Employees get support and teamwork from other departments in the

company

(a) Agree

(b) Disagree

(c) Cant Say

INTERPRETATION

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84% of employees say that they get support and teamwork from other departments

in the company, 12% of them are not satisfied with it and rest of 4% say that they

cant say anything about it.

4. Employs understand the companys objective and try to achieve same

(a) Agree

(b) Disagree

(c) Cant Say

INTERPRETATION

72% of employees say that they understand the companys objective and try to

achieve same, 17% of them are not satisfied with it and rest of 11% say that they

cant say anything about it.

5. The mission of company makes me feel that my job is important

(a) Agree

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(b) Disagree

(c) Cant Say

INTERPRETATION

85% of employees say that the mission of company makes them feel that their job

is important, 10% of them are not satisfied with it and rest of 5% say that they

cant say anything about it.

6. Management has created an open and comfortable work environment

(a) Agree(b) Disagree

(c) Cant Say

INTERPRETATION

74% of employees say that management has created as open and comfortable work

environment, 16% of them are not satisfied with it and rest of 10% say that they

cant say anything about it.

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7. My senior clearly defines job responsibilities

(a) Agree

(b) Disagree

(c) Cant Say

INTERPRETATION

86% of employees say that their senior clearly defines their job responsibilities ,

9% of them are not satisfied with it and rest of 5% say that they cant say anything

about it.

8.My views are asked and valued

(a) Agree

(b) Disagree

(c) Cant Say

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INTERPRETATION

69% of employees say that their views are participation and valued, 23% of them

are not satisfied with it and rest of 8% say that they cant say anything about it

9. I get an opportunity to do innovative things at work

(a) Agree

(b) Disagree

(c) Cant Say

INTERPRETATION

55% of employees say that they get an opportunity to do innovative things at work,

35% of them are not satisfied with it and rest of 10% say that they cant say

anything about it.

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10.My senior communicates me the area of improvement in my job

(a) Agree

(b) Disagree

(c) Cant Say

INTERPRETATION

87% of employees say that their senior communicates them the area of

improvement in their job, 6% of them are not satisfied with it and rest of 7% say

that they cant say anything about it.

11.I feel stressed in my job

(a) Agree

(b) Disagree

(c) Cant Say

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INTERPRETATION

56% of employees say that they feel stressed in their job, 34% of them are not

satisfied with it and rest of 10% say that they cant say anything about it.

12.My job is secured

(a) Agree

(b) Disagree

(c) Cant Say

INTERPRETATION

84% of employees say that their job is secure in the corporation, 7% of them are

not satisfied with it and rest of 9% say that they cant say anything about it.

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13. I am given enough authority to make decisions I need to make

(a) Agree

(b) Disagree

(c) Cant Say

INTERPRETATION

46% of employees say that they are given enough authority to make decisions,

39% of them are not satisfied with it and rest of 15% say that they cant say

anything about it.

14.The seniors are supportive

(a) Agree

(b) Disagree

(c) Cant Say

INTERPRETATION

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81% of employees say that the seniors are supportive, 14% of them are not

satisfied with it and rest of 5% say that they cant say anything about it.

SUGGESTIONS

In the light of the findings of the study the following suggestions have been found

for the improvement in the retention and satisfaction of employees.

1. NRV should recruit more professional people & experience people.

2. More and more fringe benefits shall be provided by the corporation to its

employees.

3. Regular discussions shall be made before every decision.

4. The seniors should be supportive to their subordinates.

5. The efforts of the employees should be appreciated more and more.

6. The corporation should maintain dress code for its employees properly andcompulsory.

7. Opinions, suggestions or ideas should be taken from the subordinates fordecision making.

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8. Marketing team should be strong.

9. Latest technology required to fast production rate.

CONCLUSION

Retention is an important concept that has been receiving considerable

attention from academicians, researchers and practicing HR managers. In its

essence, Retention comprises important elements such as the need or

content, search and choice of strategies, goal-directed behavior, social

comparison of rewards

reinforcement, and performance-satisfaction. The increasing attention paid

towards Retention is justified because of several reasons. Motivated

employees come out with new ways of doing jobs. They are quality oriented.

They are more productive. Any technology needs motivated employees toadopt it successfully. Several

approaches to Retention are available. Early theories are too simplistic in

their approach towards Retention. For example, advocates of scientific

Management believe that money is the motivating factor. The Human

Relations Movement posits that social contacts will motivate workers. Mere

knowledge about the theories of

Retention will not help manage their subordinates. They need to have certain

techniques that help them change the behavior of employees. One such

technique is reward. Reward, particularly money, is a motivator according to

need-based and

process theories of Retention. For the behavioral scientists, however, money

is not important as a motivator. Whatever may be the arguments, it can be

stated that money can influence some people in certain circumstance. Being

an outgrowth of Herzbergs, two factor theory of Retention, job enrichment

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is considered to be a powerful motivator. An enriched job has added

responsibilities. The makes the job interesting and rewarding. Job

enlargement refers to adding a few more task

Limitations

Since the road to improvement is never ending, so this study also suffers from

certain limitations. Some of them are as follows:

Because of illiteracy, it was a time consuming method in which continuous

guidance was required.

Questionnaire method involves some uncertainty of response. Co-operation

on the part of informants, in some cases, was difficult to presume.

It is possible that the information supplied by the respondents may be

incorrect. So, the study may lack accuracy.

The research area under my study may not be representative of whole

universe. So the findings may not be generalized.

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QUESTIONNAIRE

ON

EMPLOYEE RETENTION SURVEY

All survey responses will be kept in a strictest confidence

NAME: _____________________________________

AGE: ________________________________

DESIGNATION: ________________________________________

GENDER: ______________________________

MOBILE NO: _____________________________________

-------------------------------------------------------------------------------------------------------------------------------

----------

1. Company is nice

a) Agree b) Disagree

c) Cant Say

2. The working conditions are good and safe

a) Agree b) Disagree

c) Cant Say

3. I feel stressed in my job

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a) Agree b) Disagree

c) Cant Say

4. I am provided with all resources to perform

a) Agree b) Disagree

c) Cant Say

5. I am recognized as an individual

a) Agree b) Disagree

c) Cant Say

6. I get support and teamwork from other departments in the company

a) Agree b) Disagree

c) Cant Say

7. I understand the companys objective and try to achieve same

a) Agree b) Disagree

c) Cant Say

8. The mission of company make me feel that my job is important

a) Agree b) Disagree

c) Cant Say

9. My senior clearly defines my job responsibilities

a) Agree b) Disagree

c) Cant Say

10. My views and participation are valued

a) Agree b) Disagree

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c) Cant Say

11. I get an opportunity to do innovative things at work

a) Agree b) Agree

c) Cant Say

12. My senior communicates me the area of improvement in my job

a) Agree b) Disagree

c) Cant Say

13. Management has created as open and comfortable work environment

a) Agree b) Disagree

c) Cant Say

14. My job is secure

a) Agree b) Disagree

c) Cant Say

15. Marketing method & plane

.

ANY SUGGESTIONS:-

.....

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BIBLIOGRAPHY AND REFERENCES

During the completion of this project work I have taken reference from various

sources.

They are mentioned as below:-

News paper such as Economic Times, The Times of India Company, www.GOOGLE.com www.nrvisipipeft.co.in

http://www.google.com/http://www.google.com/

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