Project Mba

S.NO LIST OF EXPERIMENTS PG.
NO
LIST OF TABLES
LIST OF CHARTS
I INTRODUCTION
1.1 INTRODUCTION
1.2 STATEMENT OF THE PROBLEM
1.3 OBJECTIVE OF STUDY
1.4 SCOPE OF THE STUDY
1.5 LIMITATIONS OF THE STUDY
II ABOUT THE ORGANIZATION

III RESEARCH METHODOGY
3.1 RESEARCH DESIGN
3.2 SURVEY DETAIL
3.3 SAMPLING DETAIL
3.4 DATA COLLECTION DETAILS
3.5 TOOLS OF THE STUDY
IV DATA ANALYSIS AND INTERPRETATION
4.0 PERCENTAGE ANALYSIS
5.0 CROSS TABULATION
6.0 DESCRIPTIVE STATISTICS
V FINDINGS SUGGESTIONS AND CONCLUSION
VI BIBLOGRAPHY
VIII APPENDIX
S.NO LIST OF TABLES PG.NO
4.1 TABLE SHOWING THE RESPONDENTS AGE
4.2 TABLE SHOWING THE RESPONDENTS EDUCATIONAL

QUALIFICATION
4.3 TABLE SHOWING THE RESPONDENTS MARITAL
STATUS
4.4 TABLE SHOWING THE RESPONDENTS GENDER
4.5 TABLE SHOWING THE RESPONDENTS EXPERIENCE
4.6 TABLE SHOWING THE RESPONDENTS SATISFACTION

REGARDING SALARY
REGARDING THEIR REQUIREMENTS AND
EXPECTATIONS
REGARDING THEIR PARTICIPATION IN DECISION
MAKING
REGARDING THEIR ENCOURAGEMENT FOR
CREATIVITY
REGARDING THEIR PERFORMANCE AND FEEDBACK
REGARDING THEIR TRAINING PROGRAMS
REGARDING THEIR CHANCES FOR PROMOTION
REGARDING THEIR JOB SECURITY
REGARDING THEIR CO-WORKER RELATIONSHIP
REGARDING THEIR SUPERIOR AND SUBORDINATE
REGARDING THEIR HEALTH AND SAFETY MEASURES
REGARDING THEIR POLLUTION CONTROL
REGARDING THEIR REST BREAKS
REGARDING THEIR CANTEEN FACILITY
REGARDING THEIR TRANSPORT FACILITY
REGARDING THEIR ENCOURAGEMENT CREATIVITY
REGARDING THEIR FACILITY TO REDUCE STRESS
REGARDING THEIR EMPLOYEE OUTSIDE INTEREST
REGARDING THEIR EXIT INTERVIEW
REGARDING THEIR
5.1 TABLE SHOWING AGE VS FACILITY FOR REDUCE
STRESS
5.2 TABLE SHOWING AGE VS FACILITY FOR EMPLOYEE
OUTSIDE INTEREST
5.3 TABLE SHOWING AGE VS EXIT INTERVIEW
5.4 TABLE SHOWING EDUCATIONAL QUALIFICATION VS

FACILITY TO REDUCE STRESS
5.5 TABLE SHOWING EDUCATIONAL QUALIFICATION VS
FACILITY FOR EMPLOYEE OUTSIDE INTEREST
5.6 TABLE SHOWING DUCATIONAL QUALIFICATION VS
EXIT INTERVIEW
5.7 TABLE SHOWING AGE VS FACILITY TO REDUCE
STRESS
5.8 TABLE SHOWING MARITAL STATUS VS FACILITY FOR

EMPLOYEE OUTSIDE INTEREST
5.9 TABLE SHOWING MARITAL STATUS VS EXIT
INTERVIEW
5.10 TABLE SHOWING GENDER VS FACILTY TO REDUCE
STRESSS
5.11 TABLE SHOWING GENDER VS FACILTY FOR EMPLOYEE
OUTSIDE INTEREST
5.12 TABLE SHOWING GENDER VS EXIT INTERVIEW
5.13 TABLE SHOWING EXPERIENCE VS FACILITY TO

REDUCE STRESS
5.14 TABLE SHOWING EXPERIENCE VS FACILITY FOR
EMPLOYEE OUTSIDE INTEREST
5.15 TABLE SHOWING EXPERIENCE VS EXIT INTERVIEW
6.1 TABLE SHOWING COMPENSATION FACTORS
6.2 TABLE SHOWING ORGANIZATIONAL AND

MOTIVATIONAL FACTORS
6.3 TABLE SHOWING INTERPERSONAL RELATIONSHIP
FACTORS
6.4 TABLE SHOWING OVERALL RELATIONSHIP FACTORS
S.NO LIST OF CHARTS PG.NO
4.1 CHART SHOWING THE RESPONDENTS AGE
4.2 CHART SHOWING THE RESPONDENTS EDUCATIONAL

QUALIFICATION
4.3 CHART SHOWING THE RESPONDENTS MARITAL
STATUS
4.4 CHART SHOWING THE RESPONDENTS GENDER
4.5 CHART SHOWING THE RESPONDENTS EXPERIENCE
4.6 CHART SHOWING THE RESPONDENTS SATISFACTION

REGARDING SALARY
4.7 CHART SHOWING THE RESPONDENTS THEIR
REQUIREMENT AND EXPECTATION
REGARDING THEIR PARTICIPATION IN DECISION
MAKING
CREATIVITY
REGARDING THEIR PERFORMANCE AND FEEDBACK
REGARDING THE IR TRAINING PROGRAMS
REGARDING THEIR CHANCE S FOR PROMOTION
REGARDING THEIR JOB SECURITY
4.14 CHATR SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR CO-WORKER RELATIONSHIP
REGARDING THEIR SUPERIOR AND SUBORDINATE
REGARDING THEIR HEALTH AND SAFTEY MEASURES
REGARDING THEIR POLLUTION CONTROL
REGARDING THEIR CANTEEN FACILITY
REGARDING THEIR TRANSPORT FACILITY
CREATIVITY
REGARDING THEIR FACILTY TO REDUCE STRESS
REGARDING THEIR EMPLOYEE OUTSIDE INTEREST
4.24 CHATR SHOWING THE RESPONDENTS SATISFACTION
REGARDING THEIR EXIT INTERVIEW
4.25 CHART SHOWING THE REPONDENTS SATISFACTION
CHAPTER 1
INTRODUCTION OF THE STUDY
1.1 INTRODUCTION
A study on “retention of employees” in Ventura pumps. As it is a

requirement to take up a study on employee retention to retain
their employees on their own concern
The cost of attracting, recruiting, hiring, training, and getting

new people up to the speed is tremendously more costly as well
as tremendously more wasteful than most realize. There are
many factors which are responsible for retention of employees.
The study focuses to find out these factors and also suggest
some of the remedial measures to overcome the barriers. This
study is to find out effects of retention of employees in Ventura
Industries ltd.
1.2STATEMENT OF THE PROBLEM
The statement of problem is as follows on “Retention of

employees” in Ventura pumps
Recent legislation has made it the employer’s responsibility to

ensure their employees do not become ill due to work and to
help them deal with pressures that can create ill health.
A certain amount of stress is unavoidable and manageable; too

much stress can hurt both physical and mental health.
The cost of attracting, recruiting, hiring, training, and getting
new people up to the speed is tremendously more costly as well
as tremendously more wasteful than most realize.
There are many factors which are responsible for retention of

employees. This study is to find out effects of retention of
employees in Ventura industries ltd.
1.3OBJECTIVES OF STUDY
I. To the factors that retains the employees in Ventura
industries limited.
II. The study also identifies the risk areas that might cause
turnover of the employees in the organization.
III. To provide suggestion to retain employees in the
organization for a long period.
1.4SCOPE OF THE STUDY
I. The study provides an overall view about how to retain the
employees in the organization.
II. The study focuses to find out these factors and also suggest
some of the remedial measures to overcome the barriers.

1.5 LIMITATIONS OF THE STUDY
I. The collected data using the questionnaire cannot gather
more information.
II. Bias of the respondents is another problem as they did not
reveal their real feelings.
III. The busy schedule of the management staff and was
operatives another reason which hampered data collection.
IV. Time constraints being one of the major limitations.
CHAPTER 2
ABOUT THE ORGANISATION
VENTURA PUMPS:
Sharp industries were established in the year 1967.
Indentifying a need for a pump that was in weight yet
performance, we developed a mini monobloc pump that
quite simply took the market by storm.
Today sharp is not as a brand but as a category all by itself.
We launched in 1998 a pump combined in it the quite
essential sharp’s quality factors.
Sharp industries are an ISO 9001 Certified Company
established in the year 1967. A sharp industry is the pioneer
in the manufacturing Mini Monobloc Pumps in India. We
manufacture high quality and high performance pumps to
cater both domestic and industry purpose.
Our brand “Ventura “, launched in 1998 revolutionized
the pump industry in India. Today Ventura commands over
46% of market share in India and Mini Monobloc Pumps
shares approximately 75% of the Indian market.

Mr.K.K.Ramaswamy, a technocrat with pioneering vision
to develop a pump which is light in weight established the
industry and later developed Mini Monobloc Pumps.
Today sharp industries are ably managed by Mr.K.K.Rajan.
Under his valuable guidance and support the industry
moves ahead in all aspects of business sphere.
In view with meeting our captive requirements and provide
some of the first castings to a wide range of clients, we
have diversified to set up Sharp Foundry (India) Ltd.,
1995 to manufacture grey, ductile iron castings, flake
and Austenitic iron and wear resistant castings.
Our castings met international specifications like ASTM,
DIN, BS, JIS, GOST, SAE etc…
We as corporate citizen established Sharp industrial
training institute for providing hands-on training to students
and make them confident to take up on meaningful
employment.
OBJECTIVE
Manufacturing products confirming to our specification laid
down in our product brochure.
Effective utilization of men, materials and machinery.
Involving employees and vendors to improve productivity
and reduce cost continuously.
HIGHLIGHTS
The first in India to introduce the concept of Mini Monobloc
pumps in 1978.
The first in India to be honoured with ISI Mark of quality for
Mini Monobloc Pumps.
The first to introduce Extruded Aluminium Body Mini
Monobloc Pumps.
The first to introduce Thermal Motor Protector for Mini
Monobloc Pumps in India.
OUR QUALITY POLICY
“We are committed to satisfying our customers by

delivering quality products at competitive price on time”.
AWARDS AND RECOGNITIONS
The best productivity Award for the year 1997-1998 from
shri Krishnan Kant, vice president of India.
IMM Bata Award for outstanding Marketing -1983 from the
president of India.
National Award for Best Entrepreneur from Tamilnadu in
1983 from the president of India.
Jamanlal Bajaj Award for Fair Business Practices -1990 from
the Governor of Maharashtra.
Rajiv Gandhi National Quality Award from Bureau of India
Standards.
QUALITY
EVERY Pump that rolls out of our industry under goes

stringent quality control inspection as per total quality
management system. Our quality control process control
parameters conform to BIS Standards.
Every production process is well documented by our skilled
engineers and fitters at machining and testing facilities.
Our Pumps are made using superior raw materials and

adopting the most modern technology and machinery.
But quality is much more than just investing in the right

machinery and processes. Good vendor selection and rating,
process control techniques in process and final stage
inspection, internal quality audits among a host of other
activities are judiciously carried out.
CHAPTER 3
RESEARCH METHODOLOGY
Research is logical and systematic gathering and analysis of
information, pertaining an issue or problem for the purpose
of arriving at a certain conclusion.

III.1RESEARCH DESIGN
The research design is descriptive research study, this
technique was adopted in this project generally,
descriptive studies are designed to describe something
and is needed to collect data for a something and it is
needed to collect data for a define purpose.
3.2. SURVEY DETAILS
The data collection for this study, were primary in nature,
data collected from the employees of Ventura pumps.
III.2SAMPLING DETAIL
3.3.1 Sample design
A type of sensus survey, the no of employees in the
industry is 50 so the dates are collected from the
employees hence it is sensus survey.
3.3.2 Sample size
The sample size of the study was 50 respondents.
3.4 DATA COLLECTION DETAILS

The standard undisguised questionnaires were prepared
and the same was distributed to the employees of
Ventura pumps.
3.4.1Questionnaires
A Structural technique for data collection consists of a
series of questions written or verbal, to which a
respondents replies.
3.4.2 Structured undisguised questionnaires
The questionnaire pattern is structured and all the

respondents will be treated the same irrespective of
their categories.
3.4.3 Data collection methods
The methods used for the collection of data are
primary method and secondary method. Information is
obtained from primary data through the survey. Survey is
systematic gathering of data from respondents through
questionnaire .in this research data is collected by personal
interview.
Primary data
Primary method of data collection is used here. Data has
been collected through distribution of questionnaires and
knowing the response of the customers.
Secondary data
Data has also been collected from company’s records,
brochures, magazines etc
Web site www.venturapumps.com
3.5 Tools of the study
The data collected were tabulated in the frequency
table. The data was then analyzed Simple percentage
analysis, cross tabulation, descriptive statistics.
5.0 CROSS TABULATION
TABLE 5.1
TABLE SHOWING AGE VS FACILITY TO REDUCE

STRESS
FACILITY TO REDUCE STRESS Total
No Yoga Exercis Meditati Other

e on s
Up to Count 13 1 1 15
25
% within 3 33.3% 25.0% 30.0%
Q22 1.7
%
26 - Count 20 1 1 2 1 25
35 % within 4 33.3% 100.0% 50.0% 100.0 50.0%
Q22 8.8 %
%
Age 36 - Count 8 1 1 10
45 % within 1 33.3% 25.0% 20.0%
Q22 9.5
%
Total Count 41 3 1 4 1 50
% within 1 100.0 100.0% 100.0% 100.0 100.0
Q22 00. % % %
0%
INFERENCE:
The above table reveals that,
Availability of facilities to reduce stress among the age group up to
25 is observes that there is no facilities provided in the
organization to reduce stress, among the age group 26-35 is
observes that there is no facilities provided in the organization to

reduce stress, among the age group 36-45 is observes that there
is no facilities provided in the organization to reduce stress.
TABLE 5.2
TABLE SHOWING AGE VS FACILITY FOR EMPLOYEE OUTSIDE

INTREST
OUTSIDE INTEREST
No book Magazine Other Total
subscription s
Up to Count 12 2 1 15
25 % 27.9% 100.0 25.0% 30.0%
within %
Q23
26 - Count 23 1 1 25
35 % 53.5 25.0% 100.0 50.0%
Age
within % %
Q23
36 - Count 8 2 10
45 % 18.6% 50.0% 20.0%
within
Q23
Total Count 43 2 4 1 50
% 100.0 100.0 100.0% 100.0 100.0
within % % % %
Q23
INFERENCE:
Availability of facilities for employee outside interest among the
age group up to 25 is observes that there is no facility provided in
the organization, among the age group 26-35 is observes that
there is no facilities provided in the organization for employee
outside interest, among the age group 36-45 is observes that
outside interest.
TABLE 5.3
TABLE SHOWING AGE VS EXIT

INTERVIEW
EXIT INTERVIEW Total

No Yes
Up to Count 10 5 15
25 % 25.6 % 45.5% 30.0%
within
Q24
26 - 35 Count 19 6 25
% 48.7 % 54.5% 50.0%
within
Q24
Age 36 - 45 Count 10 10
% 25.6% 20.0%
within
Q24
Total Count 39 11 50
% 100.0 100.0% 100.0%
within %
Q24
INFERENCE:
Availability of exit interview among the age group up to 25 is
observes that there is no facility provided in the organization,
among the age group 26-35 is observes that there is no exit
interview in the organization, among the age group 36-45 is
observes that there is no exit interview.

TABLE 5.4
TABLE SHOWING EDUCATIONAL QUALIFICATION VS FACILITY

TO
REDUCE STRESS
FACILITY TO REDUCE STRESS Total
No Yoga Exercis Meditati Other

e on s
Under Coun 26 2 1 1 30
gradua t
te % 63.4 66.7% 100.0% 25.0% 60.0%
withi %
n
Educationa Q22
l
Post Coun 15 1 3 1 20
Qualificati t
on gradua % 36.6 33.3% 75.0% 100.0 40.0%
te withi % %
n
Q22
Coun 41 3 1 4 1 50
t
% 100.0 100.0 100.0% 100.0% 100.0 100.0
Total withi % % % %
n
Q22
INFERENCE:
Availability of facilities to reduce stress among the under graduate
is observes that there is no facilities provided in the organization
to reduce stress, among the post graduate is observes that there
is no facilities provided in the organization to reduce stress.
OUTSIDE INTREST Total
No Book Magazine Other

s
subscription
Under Coun 26 2 2 30
gradua t
te % 60.5 100.0 50.0% 60.0%
withi % %
n
Education Q23
al
Post Coun 17 2 1 20
Qualificati t
on gradua % 39.5% 50.0% 100.0 40.0%
te withi %
n
Q23
Total Coun 43 2 4 1 50
t
% 100.0 100.0 100.0% 100.0 100.0
withi % % % %
n
Q23
TABLE 5.5
TABLE SHOWING OUTSIDE INTREST
INFERENCE:
under graduate is observes that there is no facilities provided in
the organization, among the post graduate is observes that there
is no facilities provided in the organization for employee outside
interest.
TABLE 5.6
TABLE SHOWING EDUCATIONAL QUALIFICATION VS EXIT

INTERVIEW
Q24 Total
No Yes
Under Count 24 6 30
gradua
te % 61.5% 54.5% 60.0%
within
Q24
Post Count 15 5 20
gradua
te % 38.5 45.5% 40.0%
Educational
within %
Qualification
Q24
% 100.0 100.0% 100.0%

within %
Q24
INFERENCE:
Availability of exit interview among the under graduate is observes
that there is no facility provided in the organization, among the
post graduate is observes that there is no exit interview in the
organization.
TABLE 5.7
TABLE SHOWING AGE VS FACILITY TO REDUCE

STRESS
FACILITY TO REDUCE STRESS

No Yoga Exerci Meditati Other Total
se on s
Married Coun 28 2 1 3 1 35
t
% 68.3% 66.7% 100.0% 75.0% 100.0 70.0%
withi %
n
Marital Q22
status
Coun 13 1 1 15
t
% 31.7 33.3% 25.0% 30.0%
Unmarri withi %
ed n
Q22
Total Coun 41 3 1 4 1 50
t
% 100.0 100.0 100.0% 100.0% 100.0 100.0
withi % % % %
n
Q22
INFERENCE:
Availability of facilities to reduce stress among the married is
reduce stress, among the unmarried is observes that there is no
facilities provided in the organization to reduce stress.


s
subscription
Count 31 3 1 35
Married
% 72.1% 75.0% 100% 70.0%
within
Q23
Count 12 2 1 15
Education Unmarrie % 27.9% 100% 25.0% 30.0%

al d within
Qualificati Q23
on
% 100.0 100.0 100.0% 100.0 100.0
within % % % %
Q23
TABLE 5.8
TABLE SHOWING MARITAL STATUS VS FACILITY FOR

EMPLOYEE
OUTSIDE INTREST
INFERENCE:
married is observes that there is no facilities provided in the
organization, among the unmarried is observes that there is no
facilities provided in the organization for employee outside
interest.
TABLE 5.9
TABLE SHOWING MARITAL STATUS VS EXIT

INTERVIEW
EXIT INTERVIEW
Total
No Yes
Married Count 29 6 35
% 74.4% 54.5% 70.0%

within
Q24
Unmarried Count 10 5 15
% 25.6% 45.5% 30.0%

Marital status
within
Q24
% 100.0 100.0% 100.0%

within %
Q24
INFERENCE:
Availability of exit interview among the married is observes that
there is no facility provided in the organization, among the
unmarried is observes that there is no exit interview in the
organization.
TABLE 5.10
TABLE SHOWING GENDER VS FACILITY TO REDUCE STRESS
REDUCE STRESS
se on s
Male Coun 33 3 4 40
t
% 80.5% 100.0 100.0% 80.0%
withi %
n
Gender Q22
Coun 8 1 1 10
t
% 19.5 100.0% 100.0 20.0%
Female withi % %
n
Q22
Total Coun 41 3 1 4 1 50
t
% 100.0 100.0 100.0% 100.0% 100.0 100.0
withi % % % %
n
Q22
INFERENCE:
Availability of facilities to reduce stress among the male is
reduce stress, among the female is observes that there is no
facilities provided in the organization to reduce stress.
TABLE 5.11
TABLE SHOWING GENDER VS FACILITY FOR EMPLOYEE

OUTSIDE INTREST

s
subscription
Count 35 2 3 40
Male
% 81.4% 100.0 75.0% 80.0%
%
within
Q23
Count 8 1 1 10
Gender Female % 18.6% 25.0% 100.0 20.0%

within %
Q23
% 100.0 100.0 100.0% 100.0 100.0
within % % % %
Q23
INFERENCE:
Male is observes that there is no facilities provided in the
organization, among the female is observes that there is no
facilities provided in the organization for employee outside
interest.
TABLE 5.12
TABLE SHOWING GENDER VS EXIT INTERVIEW
EXIT INTERVIEW
Total
No Yes
Male Count 34 6 40
% 87.2% 54.5% 80.0%

within
Q24
Femal Count 5 5 10
e
% 12.8% 45.5% 20.0%
Gender
within
Q24
% 100.0 100.0% 100.0%

within %
Q24
INFERENCE:

Availability of exit interview among the male is observes that there
is no facility provided in the organization, among the female is
observes that there is no exit interview in the organization.
TABLE 5.13
TABLE SHOWING EXPERIENCE VS FACILITY TO REDUCE
STRESS
REDUCE STRESS
se on s
Less than Coun 21 1 1 2 25

6 years t
% 51.2% 33.3% 100.0% 50.0% 50.0%
withi
n
Q22
12 1 1 1 15
Experienc Coun
e t
6-10 % 29.3% 33.3% 25.0% 100.0 30.0%
years withi %
n
Q22
Coun 8 1 1 10
t
% 19.5% 33.3% 25.0% 20.0%
11-15 withi
years n
Q22
Coun 41 3 1 4 1 50
t
% 100.0 100.0 100.0% 100.0% 100.0 100.0
Total withi % % % %
n
Q22
INFERENCE:
Availability of facilities to reduce stress among the experience of
less than 6 years is observes that there is no facilities provided in
the organization to reduce stress, among the experience of 6-10
years is observes that there is no facilities provided in the
organization to reduce stress, among the experience of 11-
15years is observes that there is no facilities provided in the
organization to reduce stress.
TABLE 5.14
TABLE SHOWING EXPERIENCE VS FACILITY FOR EMPLOYEE
OUTSIDE INTREST
OUTSIDE INTREST
No Book Magazine Other Total
subscription s
Less than Coun 22 2 1 25
6 years t
% 51.2% 100.0 25.0% 50.0%
withi %
n
Q23
13 1 1 15
Experienc Coun
e t
6-10 % 30.2% 25.0% 100.0 30.0%
years withi %
n
Q23
Coun 8 2 10
t
% 18.6% 50.0% 20.0%
11-15 withi
years n
Q23
Coun 43 2 4 1 50
t
% 100.0 100.0 100.0% 100.0 100.0
Total withi % % % %
n
Q23
INFERENCE:
less than 6 years experience is observes that there is no facilities
provided in the organization, among 6-10 years is observes that
outside interest, among the 11-15years is observes that there is

no facilities provided in the organization for employee outside
interest
TABLE 5.15
TABLE SHOWING EXPERIENCE VS EXIT

INTERVIEW
EXIT INTERVIEW
NO YES Total
Less than Coun 15 10 25

6 years t
% 38.5% 90.9% 50.0%
withi
n
Q24
14 1 15
Experie Coun
nce t
6-10 % 35.9% 9.1% 30.0%
years withi
n
Q24
Coun 10 10
t
% 25.6% 20.0%
11-15 withi
years n
Q24
Coun 39 11 50
t
% 100.0% 100.0% 100.0%
Total withi
n
Q24
INFERENCE:
Availability of exit interview among experience less than 6 years is
observes that there is no facility provided in the organization,
among the 6-10 years is observes that there is no exit interview in
the organization , among the 11-15 years is observed that there is
no exit interview in the organization
DESCRITIVE STATISTICS
TABLE 6.1
TABLE SHOWING COMPENSATION FACTORS
Factor N Mean Std.Deviatio
n
Organizational 50 2.3000 1.50170
and motivational
factors
INFERENCE:
The above factor reveals that
Mean value is higher and standard deviation value is low, hence
the
Compensation factors is highly influencing factor.
TABLE 6.2
TABLE SHOWING ORGANIZATIONAL AND MOTIVATIONAL
FACTORS
Factor N Mean Std.
Deviation
Job 50 3.7000 1.19949
performance
requirements
and
expectations
Participation in 50 3.1000 1.38873
decision
making
Encourage for 50 3.0000 1.35526
creativity
Work 50 3.0000 1.27775
performance
feedback
Training 50 2.8000 1.55183
programs
Chance for 50 3.3000 1.35902
advancement
or promotion
Job security 50 3.6000 1.21218
INFERENCE:

Mean value is higher in job performance requirements and
expectations
Standard deviation value is low in job performance requirements
and expectations, hence job performance requirements and
expectations factor is highly influencing factor
TABLE 6.3
TABLE SHOWING INTERPERSONAL RELATIONSHIP
FACTORS
Factor N Mean Std.
Deviation
Co-worker 50 4.3000 .64681
relationship
Superior and 50 4.1000 .70711

subordinate
Physical 50 3.6000 .80812
environment;
Healthy and
safety
measures
Noise and 50 3.4000 1.21218

pollution
control
Rest breaks 50 3.6000 1.03016
and rest room
Canteen 50 3.7000 1.28174
facility
Transport 50 1.0000 .0000

facility
INFERENCE:

Mean value is higher in coworker relationship and standard
deviation is low in transport facility, hence the both the factors are
highly influencing factor.
TABLE 6.4
TABLE SHOWING OVER ALL SATISFACTION

FACTORS
Factor N Mean Median Std.Deviat

ion
Job 50 4.0000 4.0000 .63888
satisfaction
INFERENCE:
Mean value is higher and standard deviation is low, hence the over
all
Satisfaction factor is highly influencing factor.
FINDINGS
1. In survey it was found that 50% of the respondents belong to
the age group of 26-35 years.
2. It was found that 60% of the respondents have UG
qualification and others have SSLC, HSC, PG and diploma.
3. It was found that 70% of the respondents are married.
4. It was found that 80% of the respondents are male members.
5. It was found that 50% of the respondents have an experience
of less than 6 years.
6. It was found that 40% of the respondents highly dissatisfied
with their salary
7. It was found that 60% of the respondents dissatisfied that
their participation in decision making.
their encouragement for creativity
their performance feedback.
10.It was found that 40% of the respondents dissatisfied with
their training program.
their promotion chances.

12.It was found that 50% of the respondents satisfied with their
job security.
coworker relationship.
superior and subordinate.
health and safety.
pollution and control.
rest breaks.
canteen facility.
19.It was found that 100%of the respondents dissatisfied with
their transport facility.
20.It was found that 60%of the respondents satisfied with their
job.
their employees outside interest.

their facility to reduce stress.
SUGGESTIONS
1. Employee should be motivated by giving proper incentives.
2. All the employees should be equally treated; this will make
them to work better.
3. Employees should be rewarded, recognized and
appreciated for the work done.
4. Periodical medical checkup should be given to the
employees to maintain their health.
5. The organization can communicate its requirements openly
with the employees.

CONCLUSION
This project is aimed in understanding the Retention of
employees in Ventura industries Limited, Kallapattti.
Thus this project is formulated and carried out to bring out the
salient features, its strength and weakness of the employees
in VIL.
The data collected from members of different departments in
the company was analyzed and interpreted to arrive at the
conclusion.
The overall performance of the organization is good. Even
though the management tries to satisfy all the employees still
there are some employees who find the facilities unsatisfied.
The effectiveness of retention of employee would help in
reducing the labor turnover cost.

BIBLIOGRAPHY
I. AGGARWAL.R.K & VARMA M.M, “personnel

management and industrial relation”, MANU RASTOGI,
2005.
II. KOTHARI C.R.,” research methodology”, WISHWA

PRAKASHAN, 2nd EDITION, 1985.
III. THIPATHI P.C., “personnel management and industrial

relations”. SULTAN CHAND & SONS, 16TH EDITION,
2002.
A QUESTIONNAIRE ON “RETENTION OF
EMPLOYEES” IN VENTURA PUMPS
Dear Sir,
I am interested in doing research on employee retention.
I enclose here with a questionnaire. Please fill in the questionnaire
completely without leaving question. I assure the information
collected will be kept confidentially and will be used only for
research purpose.
PERSONED INFORMATION/DEMOGRAPHICAL FACTORS:

1. Age
Up to 25 26-35 36-45 46-55 56 and above
2. Educational qualifications
Primary higher Secondary undergraduate
Post graduate
3. Marital status
Married unmarried
4. Gender
Male female
5. Experience
Less than 6 years 6-10years 11-15 years
16-20 years more than 20 years
Fill in the following questions in the tabular that follow with various factors
FACTORS Highly Satisfied Neither Dissatisfied High Dis

Satisfied Satisfied -satisfied
nor
Dissatisfied
Compensati
on factors:
6.
salary/wage
s, bonus,
etc.,
Organizatio
nal and
Motivational
factors:
7. job
performanc
e
requirement
s and
expectation
s
8.
participatio
n in
decision
making
9.
Encourage
for
creativity
10. work
performanc
e feedback
11. training
programs
12. chance
for
advanceme
nt or
promotion
13. job
security
Interperson
al
relationship
s:
14. co-
worker
relationship
15. superior
and
subordinate
Physical
environmen
t:
16. health
and safety
measures
17. noise
and
pollution
control
18. rest
breaks and
rest room
19. canteen
facility
Overall
satisfaction
21. job
satisfaction
22. Is there providing any facility to reduce the job stress.
YES NO
If yes
Yoga Exercise meditation others specify
23. Do you have any facility for the employee outside interest?
Yes NO
If yes
Book magazine subscription theater tickets
24. Is there any exit interview made by the company?
YES NO
If yes
Specify the frequent reason for quitting____________________
Note: if there is any question relevant to this you feel missing please comment on
that____________________________________________________________________
THANK YOU FOR YOUR KIND COOPERATION

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S.NO LIST OF EXPERIMENTS PG.

1.2 STATEMENT OF THE PROBLEM

1.3 OBJECTIVE OF STUDY

1.4 SCOPE OF THE STUDY

1.5 LIMITATIONS OF THE STUDY

II ABOUT THE ORGANIZATION

3.1 RESEARCH DESIGN

3.2 SURVEY DETAIL

3.3 SAMPLING DETAIL

3.4 DATA COLLECTION DETAILS

3.5 TOOLS OF THE STUDY

IV DATA ANALYSIS AND INTERPRETATION

4.0 PERCENTAGE ANALYSIS

5.0 CROSS TABULATION

6.0 DESCRIPTIVE STATISTICS

V FINDINGS SUGGESTIONS AND CONCLUSION

4.2 TABLE SHOWING THE RESPONDENTS EDUCATIONAL

4.5 TABLE SHOWING THE RESPONDENTS EXPERIENCE

4.6 TABLE SHOWING THE RESPONDENTS SATISFACTION

5.4 TABLE SHOWING EDUCATIONAL QUALIFICATION VS

5.8 TABLE SHOWING MARITAL STATUS VS FACILITY FOR

5.13 TABLE SHOWING EXPERIENCE VS FACILITY TO

6.1 TABLE SHOWING COMPENSATION FACTORS

6.2 TABLE SHOWING ORGANIZATIONAL AND

4.2 CHART SHOWING THE RESPONDENTS EDUCATIONAL

4.5 CHART SHOWING THE RESPONDENTS EXPERIENCE

4.6 CHART SHOWING THE RESPONDENTS SATISFACTION

A study on “retention of employees” in Ventura pumps. As it is a

The cost of attracting, recruiting, hiring, training, and getting

1.2STATEMENT OF THE PROBLEM

The statement of problem is as follows on “Retention of

Recent legislation has made it the employer’s responsibility to

A certain amount of stress is unavoidable and manageable; too

There are many factors which are responsible for retention of

I. To the factors that retains the employees in Ventura

turnover of the employees in the organization.

III. To provide suggestion to retain employees in the

organization for a long period.

1.4SCOPE OF THE STUDY

I. The study provides an overall view about how to retain the

employees in the organization.

some of the remedial measures to overcome the barriers.

I. The collected data using the questionnaire cannot gather

II. Bias of the respondents is another problem as they did not

reveal their real feelings.

III. The busy schedule of the management staff and was

operatives another reason which hampered data collection.

IV. Time constraints being one of the major limitations.

Indentifying a need for a pump that was in weight yet

performance, we developed a mini monobloc pump that

quite simply took the market by storm.

Today sharp is not as a brand but as a category all by itself.

We launched in 1998 a pump combined in it the quite

essential sharp’s quality factors.

Sharp industries are an ISO 9001 Certified Company

established in the year 1967. A sharp industry is the pioneer

in the manufacturing Mini Monobloc Pumps in India. We

manufacture high quality and high performance pumps to

cater both domestic and industry purpose.

Our brand “Ventura “, launched in 1998 revolutionized

the pump industry in India. Today Ventura commands over

46% of market share in India and Mini Monobloc Pumps