BRM FINAL

EMPLOYEE RETENTION STRATEGIES
CHAPTER 1
INTRODUCTION
Employee retention refers to the various policies and practices which let the
employees stick to an organization for a longer period. Every organization invests
time and money to groom a new join, make him a corporate ready material and
bring him at par with the existing employees. The organization is completely at loss
when the employees leave their job once they are fully trained. Employee retention
considers the various measures taken so that an individual stay in an organization
for the maximum period.
Need & Importance of Employee Retention
 Hiring is not an easy process

 An organization invests time and money in grooming an individual and make
him ready to work and understand the corporate culture
 When an individual resigns from his present organization, it is more likely
that he would join the competitors
 The employees working for a longer period are more familiar with the
company’s policies, guidelines and thus they adjust better
 Every individual need time to adjust with others
 It has been observed that individuals sticking to an organization for a longer
span are more loyal towards the management and the organization:
 It is essential for the organization to retain the valuable employees showing
potential.
Role of HR in Employee Retention

 Whenever an employee resigns from his current assignments, it is the
responsibility of the HR to intervene immediately to find out the reasons
which prompted the employee to resign.
 It is the duty of the HR to sit with the employee and discuss the various
issues face to face
1
 HR person must ensure that he is recruiting the right employee who fits into
the role
 The human resource department must conduct motivational activities at the

workplace
 The HR must launch various incentive schemes for the top performers to
motivate them
 Performance reviews are a must. The HR along with the respective team
leaders must monitor their team member’s performance to ensure whether
they are enjoying the work or not
Role of Team Leaders and Supervisors in Employee Retention

 The team members must be assigned responsibilities as per their
specialization, qualification, interests as well as experience.
 An overburdened worker never finds his job interesting and would always be
eager for a change
 Rules and regulations should be same for everyone
 One should never fear his boss. Hitler approach does not work in the current
scenario
 The team leader should be accessible to his team members.
 The superiors must maintain transparency in communication
 The team leader must appreciate those who perform well.
2
Chapter 2
Review of literature
Yiu Lichia and Saner Raymond (2014), measured HR function by reporting on the
findings of a survey of attrition in Indian companies and discussed the possible
strategies chosen by Indian companies to counter costly labour turnover. Higher
attrition can be minimised through the payment of higher compensation packages.
The researchers suggested that Indian companies should do more to strengthen the
bonding of internal social networks and deepen individual job satisfaction and
organizational commitments to ensure talent retention through competence
development and career planning.
Jeen Dorance Batty S. (2014), aimed to the factors which may be the possible
reasons for an employee to leave an organization. Employee’s turnover intention
and its impact on organizational outcomes were analysed Chapter 3: Review of
Literature 64 and that was collected through questionnaires from the first and
middle line employees in selected organized retail outlets in Bangalore. From the
econometric analysis, it was found that turnover intention has influenced attrition
factors such as Quality of Work Life, career growth, working hours,
personal/family reasons, and relation with internal co – worker, welfare, working
condition, and salary.
Rana Hussain, Aiza (2013), examined the influence of talent management (TM)
and employee turnover intention (ETO) on organizational efficiency (OE) in
telecommunication sector of Pakistan (TSP). It was found that by reducing ETO
organizations efficiency can be enhanced. Research results revealed an interesting
dimension of talent management which reflects negative relationship with
organizational efficiency in TSP. This finding reflected that TM sometime elevates
ETO and reduces the OE. TSP needs to reduce employee turnover rate by
managing the talent properly to elevate OE.
Kanwal and Muhammad (2013), focused on the retention of employees in banks in
Pakistan. Research focused on the factors that are in relevance to the bonus and
rewards, satisfaction of employees with the job, training as a career exposure
3
management team work, are the major contributors towards the employee retention
in an organization. It was found that training and development had a significant
impact on the employee retention. Other factors that have been recognized in the
literature review had a synergic effect on the employees’ performance. Therefore, it
was suggested that both the employees and the Manager must work in a team and
had an effective collaboration with each other while performing in the team work.
Mathur, Atul and Agarwal, P. K. (2013), aimed to understand the impact of
retention strategies on employee turnover in sugar industry in India. The focus of
this study was on dysfunctional turnover. Other variables such as welfare benefits,
personal satisfaction and organization culture, which are associated with the
employee turnover, were also investigated as a part of this Chapter 3: Review of
Literature 65 study. It was found that the main reason for leaving the organization
by employees were compensation and working environment. Results of the study
revealed that retention strategies have direct impact on employee turnover.
Researcher suggested that by using different HR practices like effective
compensation policy, performance appraisal, training and development programme,
feedback and assigning competitive work the condition of employee retention can
been increased.
4
Chapter – 3
Research Design
Statement of the Problem
In today’s competitive world where every organisation is trying to gain maximum

results and employees looking for opportunity to fulfil their demands the retention
of an individual in an organisation is not for long and without the employees, an
organisation face to maintain the employees and use method to overcome these
problems and retain employees in the organisation.
Objectives of the study
 To analyse various challenge faced by the organisation in retaining its

employees.
 To know the importance attached to employee retention in today’s corporate
world
 Strategies employed by the company to improvise on the rate of employee
turnover rates
 General problems faced by the companies while practicing employees
retention
 To understand the employee’s perspective about the organisation.
5
 To study the reasons for employee turnover

 Building up of strategies for retaining employees and creating better
organisations.
Scope of the study
This project has been prepared with an intention to make one realize and
understand the significance of employee retention.
Employee retention has become a major goal of the organization. Initially

recruitment was only talked about, but now in today’s corporate world, recruitment
has become just a part of HRM. Major importance is attached to employee
retention. This project is not only aims to present the theoretical aspects, but the
practical aspects as well. A survey has been done to understand the strategies
followed by various organisations to ensure employee retention.
Need of the study
We live in a dynamic environment due to which constant study of various aspects

in the working environment is important.
Unlike the past, loyalty of an employee towards an organisation is a very big

challenge today.
Monetary aspects are not only the criteria to retain the employee they expect much
more than monetary benefits too.
Due to increase in competition it becomes very difficult for the organisations to

retain their employees.
6
The need to study the employee retention challenges will allow the organisation to
understand the reasons and ways of retaining the employees back and achieving
organisational goals.
Methods of data collection
The source of the data being primary data, was collected through a questionnaire
given to the respondents, from Bangalore city. The sample size was 61 and was
based on convenience sampling. The questionnaire method was employed to know
their satisfaction level and reasons for low employee retention.
The collected data was first ordered, classified and tabulated to analyse. Cross
tabulation method using SPSS software was used to interpret and draw conclusions
keeping in mind, the objectives of the study.
Sampling plan
The population are employees working in a organisation the unit of analysis are
employee’s satisfaction level of the sample. Simple random sample is used and the
sample size for the study is 61 out of 1000 employees.
Limitations
 The study is limited to 50 respondents

 The study was done with a group of employees
 The study was conducted only in Bangalore city
 The study was based on convenience sampling which may not capture the
whole population
 The study had time constraint.
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4. Data Analysis and Interpretation
GENDER
Statistics
gender
N Valid 61
Missin
0
g
Mode 1
GENDER CODE
male 1
female 2
Gender
Frequenc Valid Cumulative
y Percent Percent Percent
V 1 35 57.4 57.4 57.4
ali 2 26 42.6 42.6 100.0
8
d Total 61 100.0 100.0
ANALYSIS
In a study of 61 employees it is analysed that 35 are male and 26 are female
INTERPRETATION
9
From the above chart male respondents are more than female respondentsdue to the
organization work culture and environment.
YEARS OF EXPERIENCE IN THE PRESENT ORGANISATION
Years of experience in the

gender present organization
N Valid 61 61
Missin
0 0
g
Mean 1.43 3.85
Median 1.00 3.00
Mode 1 2
Std.
.499 2.455
Deviation
Variance .249 6.028
Gender
Frequen Valid Cumulativ
cy Percent Percent e Percent
Vali 1 35 57.4 57.4 57.4
d 2 26 42.6 42.6 100.0
Total 61 100.0 100.0
Years of experience in the present organization

Frequen Valid Cumulative
cy Percent Percent Percent
Vali 1 7 11.5 11.5 11.5
d 2 14 23.0 23.0 34.4
3 12 19.7 19.7 54.1
4 10 16.4 16.4 70.5
5 4 6.6 6.6 77.0
6 7 11.5 11.5 88.5
7 2 3.3 3.3 91.8
10
8 2 3.3 3.3 95.1

9 2 3.3 3.3 98.4
14 1 1.6 1.6 100.0
Total 61 100.0 100.0
ANALYSIS
In a study of 61 and their years of experience in an organization is analysed.
INTERPRETATION
11
The chart shows that many employees are above 2 years of experience and are well
trained to work for the benefits of the organisation hence retaining them is very
important for the company.
1. Happy with organization strategies toward attention, development and

maintenance of employee retention strategies
N Valid 61
Missing 0
Mean 2.11
Median 1.00
Mode 1
Std. Deviation 1.550
Variance 2.403
Happy with organization strategies towards attention,

development and maintenance of employee retention
strategies

Vali Satisfied
d 39 63.9 63.9 63.9
Neutral 4 6.6 6.6 70.5

dissatisfied 12 19.7 19.7 90.2
very
6 9.8 9.8 100.0
dissatisfied
Total 61 100.0 100.0
12
ANALYSIS
From the above table majority are satisfied while there are least employees with
dissatisfaction.
INTERPRETATION
The chart suggest that majority of employees are satisfied with the organisation
strategies towards attention and development given to employees on the other hand
still there are still some employees who are not happy with these strategies hence
revival of plans is to be done to satisfy them to the policies.
13
2. Happy with the current job or position in the organization?
N Valid 61
Missing 0
Mean 1.75
Median 1.00
Mode 1
Variance 1.622
with the current job or position in the organization?

Frequen Cumulative
cy Percent Valid Percent Percent
Vali Satisfied 43 70.5 70.5 70.5
d very
3 4.9 4.9 75.4
satisfied
Neutral 4 6.6 6.6 82.0
dissatisfie
9 14.8 14.8 96.7
d
Very
dissatisfie 2 3.3 3.3 100.0
d
Total 61 100.0 100.0
14
ANALYSIS
from the above study out of 61 43 people are satisfied with the current job position
INTERPRETATION
Since the chart shows higher satisfaction level among the employees with their job
position it becomes a crucial for the employers to suite the employee with respect
job position and motivate them to work efficiently.
15
3. Happy for organization attention towards incentives, perks

offered to you?
N Valid 61
Missing 0
Mean 2.11
Median 2.00
Mode 1
Variance 1.570
Happy for organization attention towards incentives, perks offered to you?

Cumulative
Frequency Percent Valid Percent Percent
Valid satisfied 27 44.3 44.3 44.3
very satisfied 16 26.2 26.2 70.5
Neutral 3 4.9 4.9 75.4
very dissatisfied 1 1.6 1.6 100.0
Total 61 100.0 100.0
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ANALYSIS
Here the ratio of satisfaction level has reduced and there are some very satisfied
employees and dissatisfied employees.
INTERPRETATION
The retenction ratio majority of times depend upon the compensation and benefits
plan that the company follows hence company has to undertake the plans to suit
and satisfy majority of customers
17
4. happy towards training and development programs in the organization

given to you?
N Valid 61
Missing 0
Mean 1.77
Median 1.00
Mode 1
Variance 1.313
Happy towards training and development programs in the organization

given to you?
Valid Cumulative
Frequency Percent Percent Percent
Neutral 7 11.5 11.5 86.9
very
1 1.6 1.6 100.0
dissatisfied
Total 61 100.0 100.0
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ANALYSIS
From the data 62% of employees are satisfied and all other category remain
considerable
INTERPRETATION
Training and motivating employees keeping them enthusiastic is very important to
maintain their satisfaction level and to increase their loyalty and hence company
must undertake suitable training and development programs.
19
5. Happy towards the work load for your job in the current
organization?
N Valid 61
Missing 0
Mean 1.84
Median 1.00
Mode 1
Variance 1.539
Happy towards the work load for your job in the current organization?
Cumulative
Neutral 3 4.9 4.9 80.3
Total 61 100.0 100.0
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ANALYSIS
In this case the satisfaction level is high along with some dissatisfaction level
INTERPRETATION
The employees work load is very important for them to stay in an organisation
hence appropriate level of work load is necessary to maintain a healthy work
environment and employee satisfaction.
21
6. Happy for recognition given to you for your performance?
N Valid 61
Missing 0
Mean 1.84
Median 1.00
Mode 1
Variance 1.473
Happy for recognition given to you for your performance?
Cumulative
Neutral 7 11.5 11.5 83.6
Total 61 100.0 100.0
22
ANALYSIS
From the above chart many employees are satisfied with the reorganisation given to
them.
INTERPRETATION
Employees always feel motivated and enthusiastic when they are recognised for
their performance and company’s polices for reorganisation for work has to be high
to keep employees in the organisation
23
7. Happy for implementation of three Rs (reward recognition respect)

for effective performer?
N Valid 61
Missing 0
Mean 2.15
Median 1.00
Mode 1
Variance 1.895
Happy for implementation of three Rs (reward recognition respect) for

effective performer?
Frequen Valid
cy Percent Percent Cumulative Percent
d very satisfied 5 8.2 8.2 62.3
Neutral 5 8.2 8.2 70.5
very
1 1.6 1.6 100.0
dissatisfied
Total 61 100.0 100.0
24
ANALYSIS
It is understood that many people are satisfied with the implementation of 3 R’s
even though there is a dissatisfaction among employees.
INTERPRETATION
Reward recognition respect are very important part of an employee job growth and
satisfaction of these play an important role when people are satisfied with these
things and retain them within the organisation.
25
8. Happy with work life balance supported by this organization?
N Valid 61
Missing 0
Mean 1.82
Median 1.00
Mode 1
Variance 1.550
Happy with work life balance supported by this organization?
Frequen Valid
Neutral 6 9.8 9.8 82.0
very
1 1.6 1.6 100.0
dissatisfied
Total 61 100.0 100.0
26
ANALYSIS
From most of the employees are satisfied with the work life balance provided by
the organisation
INTERPRETATION
Managing the work life plays an important role in the employs performance in the
organisation when the employees are over loaded with work they tend to perform
less hence a perfect balance is necessary to reduce stress and employee turnover.
27
9. happy with the managers and superiors supportive and accessible

commitment for communication of any work or personal issues?
N Valid 61
Missing 0
Mean 1.93
Median 1.00
Mode 1
Variance 1.896
The managers and superiors supportive and accessible commitment for

communication of any work or personal issues?
Valid Cumulative
Frequency Percent Percent Percent
Neutral 4 6.6 6.6 75.4
very
2 3.3 3.3 100.0
dissatisfied
Total 61 100.0 100.0
28
ANALYSIS
The above chart shows quite a goodresult followed by the organisations
commitment towards communication among managers and employees
INTERPRETATION
The chart shows the employees are satisfied with the strategies of communication
and its very important for an organisation to maintain a good pear and subordinate
relationship which helps to maintain and retain the employees.
29
10 happy with the facilities like cafeteria, transportation, and work

infrastructure?
N Valid 61
Missing 0
Mean 1.98
Median 1.00
Mode 1
Variance 1.650
The facilities like cafeteria, transportation, and work infrastructure?
Frequen Valid
Neutral 7 11.5 11.5 78.7
very
1 1.6 1.6 100.0
dissatisfied
Total 61 100.0 100.0
30
ANALYSIS
People are not so happy with the work infrastructure there is high portion in
dissatisfaction and very dissatisfaction among employees.
INTERPRETATION
Providing employees with the extra amenities are necessary for the employees
stress relief and to reduce inconvenience when employees are happy with the
companies amenities it is less chance they will leave the organisation.
31
11. Happy and feeling proud to be a part of this organization?
N Valid 61
Missing 0
Mean 2.05
Median 1.00
Mode 1
Variance 1.881
feel proud to be a part of this organization?

d Neutral 10 16.4 16.4 77.0
very
2 3.3 3.3 100.0
dissatisfied
Total 61 100.0 100.0
32
ANALYSIS
It shown that people are satisfied to be a part of the organisation and some are
dissatisfied hence revival of those employees is necessary.
INTERPRETATION
When employees are motivated and satisfied with the organisations work
atmosphere and facilities provided by the organisation it leads to loyalty and
belongingness among employees which is very important for them to retain in the
organisation
33
12. Happy with workers participation in management decisions?
N Valid 61
Missing 0
Mean 1.97
Median 1.00
Mode 1
Variance 1.766
Happy with workers participation in management decisions?

Cumulative
Neutral 4 6.6 6.6 75.4
very
1 1.6 1.6 100.0
dissatisfied
Total 61 100.0 100.0
34
ANALYSIS
Out of 61, 37 people are satisfied with the organisations initiative of allowing them
to participate in management decisions
INTERPRETATION
companies which allow employees participation are most benefited by the ideas
and suggestions from the employees for the development of a new project which
also motivates and makes them feel part of the organisation andhelps to retain
them.
35
13. Happy with organizations health and safety measures?
N Valid 60
Missing 1
Mean 1.92
Median 1.00
Mode 1
Variance 1.535
organizations health and safety measures?

neutral 10 16.4 16.7 83.3
very
1 1.6 1.7 100.0
dissatisfied
Total 60 98.4 100.0
Missin System
1 1.6
g
Total 61 100.0
36
ANALYSIS
From the above table 36 out of 60 are satisfied with organisations health and safety
measures.
INTERPRETATION
People are satisfied with the health and safety measures and maintaining a healthy
and protective work environment is very important to maintain a healthy
workforce.
37
14. Happy with work place and ecological environment?
N Valid 61
Missing 0
Mean 1.82
Median 1.00
Mode 1
Variance 1.550
work place and ecological environment?

d very
2 3.3 3.3 70.5
satisfied
Neutral 6 9.8 9.8 80.3
dissatisfied 12 19.7 19.7 100.0
Total 61 100.0 100.0
38
ANALYSIS
Out of 41 people are satisfied out of 61 with the work place and ecological
environment
INTERPRETATION
Work place and ecological balance is very important for employes better
performance and satisfaction hence maintaining and improving them is very
important.
39
15. happy with the grievances handling procedure of organization?
N Valid 61
Missing 0
Mean 1.74
Median 1.00
Mode 1
Variance 1.563
the grievances handling procedure of organization?

Neutral 2 3.3 3.3 80.3
very
1 1.6 1.6 100.0
dissatisfied
Total 61 100.0 100.0
40
ANALYSIS
Out of 61, 45 are satisfied with the grievance handling procedure of the
organisation.
INTERPRETATION
A proper team handling grievancemust be undertaken for address employee’s
problems and questions and resolve them hence it is very important for a company
to maintain the grievances handling cell.
41
Chapter 5
Recommendation
 Reducing office policies
 Pay employees better
 More Team Launches – communication among the team members
 Work life balance – providing flexi hours
 Better training opportunities.
 Inculcate creative activities in the organisation to remove
boredom/monotony
 Adequate and timely appreciation and encouragement for job well finished
on time and executed well.
 Better facilities should be provided in terms of infrastructure, work life
balance should be promoted more at all levels
 Help workers live healthier lifestyles
 Provide transportation
 Exposure to new and challenging opportunity for job rotation which helps
them to learn new thing
 Understand the employee needs
All the factors that influence the employee’s play an important rol,e but their
influencing priority differs from each.
Thus, the above suggestions can be taken into consideration by the
organisations to overcome the challenges of employee retention.
42
Conclusions
An organisation faces many challenges in their day to day activities, one of which
really impacts is difficulty in retaining the employees. Several studies have
consistently shown that money plays an important role in retaining them back.
However, several companies fail to understand that there are many other factors
which can help them to satisfy their employees. If recognized and implemented
them correctly, they can retain their employees back.
Overall, it is an honest endeavour to understand the various factors that influence
the employees of the organisation, their priorities in terms of the influence and how
the employees can be retained back in the organisation.
43

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EMPLOYEE RETENTION STRATEGIES

 Hiring is not an easy process

Role of HR in Employee Retention

 The human resource department must conduct motivational activities at the

Role of Team Leaders and Supervisors in Employee Retention

Statement of the Problem

In today’s competitive world where every organisation is trying to gain maximum

Objectives of the study

 To analyse various challenge faced by the organisation in retaining its

 To study the reasons for employee turnover

Scope of the study

Employee retention has become a major goal of the organization. Initially

Need of the study

We live in a dynamic environment due to which constant study of various aspects

Unlike the past, loyalty of an employee towards an organisation is a very big

Due to increase in competition it becomes very difficult for the organisations to

Methods of data collection

 The study is limited to 50 respondents

4. Data Analysis and Interpretation

d Total 61 100.0 100.0

YEARS OF EXPERIENCE IN THE PRESENT ORGANISATION

Years of experience in the

Years of experience in the present organization

8 2 3.3 3.3 95.1

1. Happy with organization strategies toward attention, development and

Happy with organization strategies towards attention,

Frequen Valid Cumulative

Neutral 4 6.6 6.6 70.5

2. Happy with the current job or position in the organization?

with the current job or position in the organization?

3. Happy for organization attention towards incentives, perks

Happy for organization attention towards incentives, perks offered to you?

4. happy towards training and development programs in the organization

Happy towards training and development programs in the organization

6. Happy for recognition given to you for your performance?

Happy for recognition given to you for your performance?

7. Happy for implementation of three Rs (reward recognition respect)

Happy for implementation of three Rs (reward recognition respect) for

8. Happy with work life balance supported by this organization?

Happy with work life balance supported by this organization?

9. happy with the managers and superiors supportive and accessible

The managers and superiors supportive and accessible commitment for

10 happy with the facilities like cafeteria, transportation, and work

The facilities like cafeteria, transportation, and work infrastructure?

11. Happy and feeling proud to be a part of this organization?

feel proud to be a part of this organization?

12. Happy with workers participation in management decisions?

Happy with workers participation in management decisions?

13. Happy with organizations health and safety measures?

organizations health and safety measures?

14. Happy with work place and ecological environment?

work place and ecological environment?

15. happy with the grievances handling procedure of organization?

the grievances handling procedure of organization?

Frequen Valid Cumulative

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