EXECUTIVE SUMMARY

The project is accomplished on Human resource management topic inside the location
of attribution management. The toughest activity for any supervisor is to preserve their
employees. This report seeks to make use of primary research in a good way to offer a
greater understanding of the complex issues raised via staff attribution, particular
ambitions were to:

 Know about the trends in leaver’s behaviour and try to motivate the other
employees from leaving their jobs.

 Pick out the employer’s prospective on workers’ reasons for leaving.

 Become aware of retention techniques of high quality that has an effect on

retention.

Why do employees leave?

A substantial distinction turned into hooked up among what employees assumed have
been key causes of turnover, and the actual motives personnel gave for leaving.
Employers in large part failed to take into account the significance of imparting
opportunities for improvement for their personnel and the schooling required for it.

The top 3 causes apart from lack of opportunities for personal and career development
and pay benefits were:

 Issues with work tasks

 Technical training and

 Technology

1
CHAPTER-1

INTRODUCTION

2
INTRODUCTION

Internship program help to increase the realistic knowledge of corporate world by linking
to the, what we learn from lecture in college. By this we can add to our practical
knowledge of the corporate and also it is more effective than the theoretical knowledge.
From this I come to know the how organization works, how they take decision, company
culture and working style. Then student gets on possibility to come into organization,
that time they come to know the practice, work culture, management style, and
administrative progress and organization objectives of the company.

Therefore to get the realistic experience and get ready report, the titles of the study is
chosen “A study on attribution management analysis, with refers to Rays Technologies.”
For the period of 2 months internship at Rays Technologies.

1.2 What is “ATTRIBUTION”?

Attribution is a crucial trouble and pretty excessive inside the enterprise these
days. It’s the maximum crucial hassle which highlights in all of the companies. Although
the term ‘ATTRIBUTION’ isn't always unusual, many might be at a loss to outline what

3
definitely Attribution is, “Attribution is said to be the gradual reduction inside the huge
type of employees through retirement, resignation or loss of lifestyles. It could also be
stated as worker Turnover or employee Defection” every time a properly-skilled and
nicely-adapted employee leaves the business enterprise, it creates a vacuum. So, the
business enterprise loses key abilities, facts and commercial enterprise relationships.
modern-day managers and directors are significantly inquisitive about lowering
attribution within the corporation. In this form, it's going to make a contribution to the
most effectiveness, boom, and improvement of the commercial enterprise.

Retaining employees is an important and ongoing attempt. One of the essential

challenges in having managers inside the region that is acquainted with it is their
responsibility to create and hold an environment that fosters retention. Personnel call for
reinforcement, direction and recognition to grow and stay happy in their positions.

Managers have to understand this and keep in mind that putting in such fundamentals
demonstrates their objectives to assist nature and motivate their personnel. This check
is a final result of the subject known as “A test on worker Attribution and Retention in
production Industries in Nellore District, Andhra Pradesh”. the main desires of this look
at is to realize the motives, why attribution takes place, to perceive the elements which
make employees dissatisfy, to apprehend the fine diploma of personnel closer to their
project and working situations and to locate the regions in which manufacturing
industries in Nellore District is lagging in the back of. Key terms: Attribution, retaining
employees, Retention, Managers and company businesses in India similarly to in other
international locations face an outstanding undertaking of recruiting and keeping
competencies whilst at the identical time having to manipulate knowledge loss through
attribution be that because of enterprise downturns or through voluntary man or woman
turnover.

Dropping capabilities and employees result in basic overall performance losses that
may have long time terrible effect on corporations mainly if the departing competencies
leaves gaps in its execution capability and human useful resource functioning which not
great includes out of place productivity but additionally possibly lack of artwork
organization concord and social goodwill. With attribution charges being a bane of every
industry, corporations are devising revolutionary commercial enterprise fashions for
powerful retention of understanding. There are masses of things liable for attribution
and employers have emerge as an increasing number of aware of the elements that
might preserve an employee devoted. Attribution can be defined as gradual reduction in
club or personnel as thru retirement, resignation or lack of existence.

In special phrases, attribution can be defined as the number of employees leaving the
commercial enterprise corporation which incorporates each voluntary and involuntary

4
separation. The worker often reduces his/her ties with the agency than crib about the
underlying factors causing attribution.

Attribution fees range from sector and business enterprise to organization. apart from
the unavoidable ones like resignation, retirement, lack of life or incapacity, the reasons
are discovered to be many and varied.

KINDS OF ATTRIBUTION

 Voluntary attribution

Voluntary attribution takes region whilst employees leaves the business enterprise by
their own will. pull elements like higher emoluments someplace else, higher possibilities
of growth and advertising etc

 Involuntary attribution

Involuntary attribution takes location when the personnel depart the organizations due
to a few bad forces or route factors probable faulty advertising policy, biased overall
performance appraisal and so forth.

 Compulsory attribution:

It takes place because of the policies and regulations of the authorities and that of the
corporations well. it includes attribution taking region because of reaching the age of
retirement, finishing touch of tenure and many others.

5
 CHAPTER 2

COMPANY PROFILE

6
2.1Industry profile

Indian software program industry has been witnessing an outstanding increase for the
very last 3 many years. The software industry is anticipated to play a essential role
within the growth of Indian financial machine. But the potential of the software program
organization to maintain its increase will rely upon its functionality to combine wishes of
its worldwide customers and aspirations of Indian software experts. Software program
professionals from India aspire for and are capable of being international citizens.
Based on in-depth evaluation, this study explores the human issues being skilled
through Indian software program companies. It also suggests overcoming a number of
the human demanding situations to make this challenge the most comfy area. However
at the same time, this discipline is having plenty greater problems which make the IT as
an unstable one. This is due to loss of planning and not able to satisfy the expectancies
and necessities of Human aid control.

INDIA’S INFORMATION TECHNOLOGY SCENARIO

India's IT industry is expected to grow at a rate of 12 - 14% during 2016 - 2017 as per a
report by India's software industry body National Association of Software and Services
Companies (NASSCOM.) This clearly shows that information technology is a sector
which will likely be one of the emerging markets in the days to come.

7
Today, India has a booming IT sector, with millions of qualified engineers, to fuel its
growing needs. IT has spread its root from Bangalore to other cities of India and is
connecting India with the world. India always has an advantage of dedicated workforce,
who can interact in English. Though India is quite weak at initiating product
development. However, the situation will change in coming years. Innovation is the key
to development in this field. As research and development go hand in hand, it is very
important for India to improve skills and research, which will provide a further impetus to
the IT sector.

2.2 BACKGROUND OF COMPANY

Rays Technologies has over 6 years of combined experience in various technologies.

This experience provides us the understanding to supply noticeably efficient and
targeted answers for people and groups of almost any length. they are satisfaction on
being intellectually engaged, all the way down to earth, and really agreeable. at the give
up of the day they realize their commercial enterprise better than anybody and they
need to deliver the work that is exactly in line with the wishes.

Rays era is a quick developing IT solution issuer having its know-how spectrum
spanning throughout product development, customized application development, HR
placement services and IT infrastructure design and upkeep. Organization gives various
merchandise & offerings in targeted domain that consists of enterprise software in java,
Microsoft & open source technology, income, advertising, finance, journeying &training.

2.3 Promoters

• Simran (Chairman)

He is one of the chairman of the Rays technology and business solution. Where he as a
4 years of experience in various technology. He is from business background and looks
after the technologies process of Rays business and technology.

• Tara Lal (Joint MD)

She is a joint MD OF Rays technology and business organization the role of HR

manager in the organization

• Siddhartha LaL (Founder)

8
He is a founder of Rays technologies and business solution. Where he started up this
organization in the year 2014 with combined experience in various technology.

2.4 Vision, Mission, Quality policy

Vision

• “With a customer oriented strategy to provide high quality information and

technologies services to enable our customers to implement their project faster”

• Be a highly effective, lean and fast-moving organization.

“To be among pinnacle five humans management specialists in India, through providing
world’s nice patron carrier with fine professionals which enhances the values of the
enterprise, gratifying both visions and goals of customers, candidates or people with
whom we deal with”

Mission

“Headed for exist the excellent within the business of humans management, by means
of handing over excessive excellent expert offerings and through meeting or surpassing
customer wishes in a time certain manner."

"To be a technology solution company of choice, known for quality, cost effectiveness,
knowledge and value addition."

Quality Policy

Customers can rely upon specialized team of skilled internet developers, graphic
designers, programmers and marketers to supply with the top quality service that
customers expect and merit from rays technologies consulting firm.

2.5 SERVICE PROFILE

• Web Development.

9
• .Net Development.

• Software Development Services.

• Application Support Services.

• Outsourcing Services.

Web Development

Past internet is a young and dynamic company of gifted specialists, which has carved a
spot space inside the field of design and development offerings. past internet has been
inside the creative discipline for over 6 years, and we have earned the loyalty and
accept as true with of customers unfold across diverse fields and geographies with our
best, timeliness and customer support. We act as part of our purchaser's group, rather
than just another seller and add fee in numerous capacities.

Web enlargement

Snyxius technology has years of enjoy in Microsoft ASP. Internet development and has
an extraordinary group of ASP.net builders. We develop websites and web primarily
based applications on ASP. Internet coupled with AJAX and square Server to provide
an superb front-quit and returned-give up in your web application or internet site.

Type: Software Industry

Founded: 2010

Head Quarters: New Delhi, Bangalore, India Founders: Ningappa Uppal

Key people: Mallikarjuna, and Basamma Uppal Industry: Software Development

Services: IT Employees:: 150 +

Slogan: Shine Your Way!

Available in: English, Tamil, Hindi Current statues: online

Software Development Services

10
Rays technology gives the whole software product improvement lifecycle and aid
service. We continuously create to produce a robust infrastructure with requisite
hardware, and software program facilities to meet each expectation of our customers.

Rays technologies software program development center is a creative conservatory with

talented software program engineers and technical assist specialists wanting to fulfill
your every development help requirement. The active engagement with high software
program corporations allows us to stay tuned to the latest era improvements in the
marketplace. In return, we replace our clients with developments inside the marketplace
that can have an impact on their enterprise. The group's collective experience helps us
supply price efficiency and productiveness gains on your business enterprise.

Outsourcing Services

S R Microsystems, Outsource gives custom software program development services for

small and medium businesses. The functionaries include a crew of commercial
enterprise improvement people for near interplay with clients, a crew of Recruiters to
discover the right profiles and a group that manages the candidates deployed with
clients. We do all of the history work in terms of expertise the requirements of a task.
Then a thorough screening is done to discover the proper people to match the skills and
enjoy required. We assist companies on this augmentation method by setting workforce
– with nice

Heritage – which can paintings as turnkey assets and additionally endowed with the
desired talent sets and experience to handle features from Day One.

Application Support Services

To assist a hit enterprise projects, many IT teams frequently want to manage multiple
heterogeneous utility environments. these packages need to be run on multiple useful
and geographic business units with distinctive requirements. but absence of
comprehensive knowledge control or aid models, and different elements can cause
inefficiency in handling these vital commercial enterprise packages.

Our quit-to-give up IT services address these problems and offer utility guide services
encompassing application improvement, Enhancement, preservation, trojan horse fixing

11
and trying out. Our skill ability in aid control, tracking & monitoring equipment and other
assist fashions have made us serve our clients with the quality of the industry services.

Our utility aid team is answerable for the continued guide of severa applications and
equipment used by the customers. We absolutely apprehend the underlying business
processes behind the gear we paintings and were successfully assisting a number of
the purchaser capabilities.

Products

• Marital website software

• SMS submission

• Q mail Webmail software program

• University Alumni software

• Email to mobile SMS software (Mail2SMS)

• invoice software program

2.6 INFRASTRUCTURE OF THE COMPANY

• Good cabins facility

• Provides water and air conditioning to the employees in the organization.

• Good ventilation facility

• Servers control & guide

• Community control (LAN & WAN guide)

• Wi-Fi, VPN, link and Bandwidth management

• Mail and Messaging control

• Application software program & OS control

• Backup control

• Database control

• Safety & Antivirus management

• help table and speak to desk control

12
• Desktop and consumer-side assist

• Far off aid & Troubleshooting

• Performance Reporting

2.7 COMPETATORS INFORMATION

1. LMW technology ltd – LAKSHMI MAIL LINE WORKERS

Lakshmi mail line workers technology pvt ltd is a certified business and technology
company which cooperated in 2009. It is located in Bangalore with the team of 50+
employees.

2. LOKESH-Inventron technologies Pvt ltd

Inventron technology Pvt ltd was established in the year 2010 as a combined form of
business based on the company which engaged with a technology used and different
form of services provided in this organization.

3. HASS-Aslyn Pvt ltd.

Aslyn Pvt ltd was established in the year 2008 where it is built to control and provide
equipment for generation and distribution of ideas and new form of technologies.

13
4. DGM-Agathya solutions.

Agathya solutions it is a private limited company. It is a full service provider of business

technology. The core of Agathya Business philosophy is to provide the highest level of
technology information with customer service.

5. JYOTHI-Data 7 Pvt ltd

Jyothi data 7 Pvt ltd is registered in 2012 located in Bangalore which gained in
expertising in offering the data in which the organization plays as a service provider to
the customers to gain knowledge in different form of technologies.

2.7 SWOTANALYSIS

SWOT is contraction of the first letter of Strengths, Weaknesses, opportunities

and Threats. SWOT evaluation targets at interior capacity (Strengths and Weaknesses)
and external environment.

(Possibilities and Threats) of concern investigated, and indicates them with

matrix form and makes use of the manner of gadget analysis to analyze.

Strength

 Information will be provided to the employees as a Quick response

 Providing time for good customer service

 Able to change direction quickly in the organization

 There is a Low overheads- good value.

 Acquires Excellent reference customers

 Strong team- well recognized

14
  There is a Best place to work

 Dedication of Fastest rising corporation

Weakness

 Little emblem popularity inside the employer

 Narrow product line recognition on backup and restoration

 Website site visitors is low as compared to opposition

 Natural boom- no outdoor investment

 No market presence

 Unreliable cash glide

Opportunities

 Create “add-On” to existing product

 on line backup and protection

 Displace higher-priced opposition with new technology

 OEM possibilities are provided

 expanding sector with many opportunities for success

 competitors gradual to adapt to new technology

Threats

 huge, well-funded competition

 The “cloud” may want to disrupt a few middle business sales

 Any delays in new product releases may want to impact reseller commitment

 Will era change past our potential to confirm?

15
2.8 AREAS OF OPERATION

 Vijayanagar Bangalore

 SR micro system located at Nagarbhavi

 Rays Technologies located at Basaveshwarnagar.

CHAPTER 3

RESEARCH METHODOLOGY

16
LITERATURE REVIEW

1. Lisa H. Nishii David P. Lepak ,Benjamin Schneider,2008

Provide important insights into the underlying process by which HR practices become
reflected in employee attitudes and behaviors, as well as customer satisfaction and

2. Wargborn, 2008

HR process control in some businesses is categorized worker members of the family

control, which means the equal aspect, is a tool and a strategic manner to manage and
increase motivation within the staff by way of increased consciousness on non-stop
perfection of the individual relationships among the agency and each worker.

3. Aedem.nl,2008

Applying of attribution inside an enterprise is now an important fulfillment aspect for

strategic HR coverage.

4. Rai, 2013

Since the employees are the pillars for the organizations constructing of relationship
with the clients, a planned and nicely-notion-out initiative is required by means of the
corporations to construct foundation for a strong relationship of personnel with the
agency.

5. Juliana Caesaria Tandung

17
Organizations should not only focus on their firms’ strategic goals, but to also maintain
an employee focus since employees’ subjective interpretations of the HR practices may
affect the organizational outcome.

6. Gillenson and Sanders,2005

They studied the details of the state of the company that supplies primary. The former
started production on a commercial basis as a result of the efforts made by dairy
cooperatives. They have discovered that there is a greater chance of developing the
dairy industry, as the second major company in our country.

7. Werner and De Simone 2006

HRD can be described as "a course of action of proficient and organized activities
sketched out by a relationship to give its people the odds to learn crucial aptitudes to
meet present and future occupation demands" Individual, cluster and definitive learning
and various leveled change and headway.

8. Rebecca Hewett, Amanda Shantz, Julia Mundy & Kerstin Alfes

How attributions are formed and the outcomes of these attributions. How might
attribution theories help us to explain dynamics in other specific HR functional areas?

RESEARCH DESIGN

Research Gaps

There have been many literature regarding the HR attributions and employees’
response towards them. All these studies have proven a positive correlation.
Nevertheless, the organization in which the project will be carried out is a newly formed
organization, with software solutions services vending. Little research has been found in
small size software solutions companies and this act one the major necessity for
undertaking the study. There is a need to look how HR practices and attributes effect
the overall organizational behaviour.

Statement of the Problem

The center concept on this research is that personnel respond attitudinally and
behaviourally to HR practices based on the attributions they make approximately
control’s cause in implementing the actual HR practices.

18
 Whilst some studies attention has been paid to the favored attitudinal and
behavioural reactions to HR practices (e.g., commitment, pride, discretionary behaviors,
productiveness, absenteeism), little attention has been paid to employees’ attributions
about the why of precise HR practices, the attributions upon which the attitudinal and
behavioural reactions are possibly based.

In line with social attribution concept, people can connect tremendous meanings to
social stimuli (Fiske & Taylor, 1991), and primarily based on the way that they method
those stimuli, their attitudinal and behavioural responses to that data also can fluctuate.

Objectives of the study

 To check the proposed conceptual links regarding HR Attributions in Rays

Technologies solutions.

 To check the relationship amongst HR practices, HR Attributions to very last

consequences variables.

 To give bids dependent on the investigate did.

Limitations of the study

 It is suitable that a portion of the prominent results are expanded with the guide
of method for single supply reaction predisposition.

 Because of the move-sectional nature of the information, questions concerning

causality may additionally stay unanswered.

 Due to the fact handiest one company is chosen its miles hard to check the
connection among real HR practices and HR Attributions.

Hypothesis of the study

H1: Will the personnel respond attitudinally and behaviourally to HR practices based
totally on the attributions.

Sampling

19
The study is being carried out in Ray technologies, where there are 36 software
development employees. All these 36 employees will form part of the sample under
census techniques of sampling. Survey method will be used to collect responses.

Sources of Data

Sources of records the assets of information collection techniques are as follows.

a) Primary data - The source of number one records is amassed through structured
non-conceal Questionnaire.

b) Secondary data - The source of secondary data is collected through Company

Reports, Articles, Journals, Company profile, and Magazines.

Data Collection tools

Structured questionnaire will be used containing 18 questions.

Data collection method

Data was collected with help of personal interview .

Plan of Analysis:

Descriptive and Inferential statistics will be used. Microsoft Excel is used to analyze the
collected data.

20
CHAPTER 4

DATA ANALYSIS AND INTERPRETATION

21
Table 4.1 age group

Particulars No. of response Percentage

20-25 8 34%

25-30 12 46%

30-35 5 20%

35 and above 0 0

Total 25 100%

22
 Series 1
45

40

35

30

25 Series 1

20

15

10

0
20-25 25-30 30-35 35 above

Interpretation

From the table 4.1 46% of the respondents is belongs to the age group of 25-30,folled
by 34% of the respondents belongs to the age group of 20-25,remaining 20%
respondents belongs to the age group of 30-35.

4.2 Table showing the classification of respondents based on working experience

particulars No of respondents percentage

Less than 1 year 14 56

1-2 years 8 32

2-3years 3 12

3-4 years 0 0

Above 4 years 0 0

23
total 25 100

Series 1
60

50

40
Series 1
30

20

10

0
<1 year 1-2 years 2-3 years 3-4 years above 4 years

Interpretation

From the table 4.2 56% of the respondents are working in the oraganization less than 1
year.

4.3 Table showing the respondents of greatest HRM challenge faced by the
organization?

PARTICULARS NO OF RESPONDENTS PERCENTAGE

24
Performance management 4 14%

Employee attribution 5 20%

Employee absenteeism 9 36%

Low employee morale 2 8%

Employee training 3 12%

ineffectiveness

Lack of employee 2 10%

engagement

Total 25 100

40

35

30

25

20

15

10

INTERPRETATION

From the table 4.3 we understand that from the report of the survey most of the
respondents belong to the employee attribution and employee absenteeism of 40%.

25
4.4 Table showing employee attribution a recognized HR challenge for your
organization?

PARTICULARS NO OF RESPONDENTS proportion

YES 16 65%

NO 9 35%

TOTAL 35 100

70

60

50

40

30

20

10

0
YES NO

Interpretation

From the table 4.4 65% of respondents say yes and another 35%
respondents are said no.

26
4.5 Table showing major reasons of attribution in your company?

PARTICULARS NO OF RESPONDENTS PERCENTAGE

Employee’s expectation of 2 8%
the job

Mismatch of job profiled 3 12%

Lack of career growth 11 44%

Odd working hours 3 12%

Stress and work-life 5 18%

balance

Lack of proper 1 6%
compensation

Total 25 100

50
45
40
35
30
25
20
15
10
5
0
ob ed h rs ce on
ej fil wt ou la an ati
th r o ro h s
of b
p
erg in
g e b
pe
n
jo re rk lif m
tio
n
of ca wo r k- o
ta ch of d wo erc
c
xp
e at ck Od d op
e ism La s an f pr
s s
ee M re ko
loy St La
c
p
Em

27
Interpretation:

From the table 4.5 we understand that from the report of the survey all the respondents
say lack of career growth is major reason for attribution.

4.6 Table showing the level of employees is most susceptible to attribution.

Particulars No. of response Percentage

Junior management 2 10%

Middle management 5 20%

Senior management 5 20%

Top management 13 50%

Total 25 100%

60

50

40

30
Column1

20

10

0
Junior mangement Middle management senior management Top management

28
Interpretation

From the table 4.6 we understand that from the report of the survey all the respondents
says that they were under gone with the reason of liable to attribution.

4.7 Table showing the consequence of attribution for our organization in next
incumbent

Particulars No. of responses Percentage

Cost of hiring 10 40%

Cost of training 5 20%

Transition of End product 5 20%

Existing customer 5 20%

Total 25 100%

45

40

35

30

25

20

15

10

0
Cost of Hiring cost of Training Transition of end Existing Customer
product

29
Interpretation

From the table 4.7 shows that attribution consequences of our organization in the next
incumbent 40% of respondents says that cost of hiring in next incumbent, 20% of
respondents says that cost of training and another 20% of respondents says that impact
of transition on the end product and remaining respondents says that impact on existing
customer.

4.8 Table showing does organization adopted any creative HRM strategy to
counter employee attribution

No. of
Particulars respondents Percentage

Yes 13 50%

No 12 50%

Total 25 100%

60

50

40

30

20

10

0
Yes No

30
Interpretation

From the table 4.8 we know with the intention of commencing the check in of the
measure other run to of the respondents says so as to the point in the HRM strategy to
counter employee attribution the respondents are given equal percentage of the
response

4.9 Table showing the scope for using your own initiative.

Particulars No. of respondents Percentage

Satisfied 16 64%

Very satisfied 3 12%

Dissatisfied 6 24%

Very dissatisfied 0 0%

Total 25 100%

31
 70

60

50

40

30

20

10

0
Satisfied Very satisfied Dissatisfied Very dissatisfied

Interpretation

From the table 4.9 we understand that from the report of the survey most of the
respondents says that they are Satisfied about the scope for using your own initiative
and followed by respondents says that Dissatisfied very satisfied.

4.10 Table showing the training you receive.

Particulars No. of respondents Percentage

Satisfied 9 36%

Very satisfied 9 36%

Dissatisfied 5 20%

Very dissatisfied 2 8%

32
Total 25 100%

40

35

30

25

20
Column1

15

10

0
Satisfied Very satisfied Dissatisfied Very dissatisfied

Interpretation

From the table 4.10 we understand that from the report of the survey maximum number
of the respondents says that they are Very Satisfied with the training they received from
the organization and followed by Satisfied, Dissatisfied, and Very Dissatisfied

4.11 Table showing is this possible to conduct an exit interview of the employees
who resign from company.

Particulars No. of response Percentage

33
Yes 14 55%

No 11 45%

Total 25 100%

60

50

40

30

20

10

0
Yes No

Interpretation

From the table 4.11 we remember that from the report of the survey extra number of the
respondents says that no want to conduct an go out interview of the employees who
surrender from the corporation.

4.12 Table showing the policy to attempt to retain the resigning employee by
offering increased benefit

34
Particulars No. of respondent Percentage

Yes 5 20%

No 5 20%

Individual cost & value to the

organization 15 60%

Total 25 100%

70

60

50

40
Axis Title

30

20

10

0
Yes No Individuals cost &
value to the
organization

Interpretation

From the table 4.12 we understand that from the report of the survey the maximum
number of respondents says that it will be depends at the man or woman’s value and
price to the organization.

4.13 Table showing the benefits of employees if they continue in the organization.

35
 Particulars No. of response Percentage

Improved remuneration 3 12%

promotion 15 60%

Retention bonus 7 28%

No lure back policy 0 0%

Total 25 100%

60

28

12

0
Improved remuneration Promotion Retention bonus No lureback policy

Interpretation

From the table 4.13 we understand that from the report of the survey maximum number
of respondents says that about promotion of the employees.

36
Table 4.14 important aspects to build workplace relation

Particulars No. of response Percentage

Listening 3 10%

Communicating 10 40%

Trust 10 40%

Giving time 2 10%

Total 25 100%

Series 1
45

40

35

30

25 Series 1

20

15

10

0
listening communicating trust giving time

Interpretation

37
From the table 4.14 we remember the fact that from the document of the survey
maximum wide variety of respondents says that communicating and agree with is the
most essential key elements to construct a administrative center relation within the
organization.

4.15 Table showing any of the subsequent happens to you as a result of the
maximum recent recession, which running at this place of business.

Percentag
Particulars No. of responses e

My workload increased 14 56%

My work was recognized 4 16%

I was moved to another job 4 16%

I was required to take unpaid

leave 3 12%

Total 25 100%

60
50
40
30
20
10
0
se
d
se
d ob ve Column3
ea gni erj lea
cr h id
in co ot pa
ad s re an n
u
klo wa to ke
o r
or
k ed ta
yw ov to
yw m d
M M was u ire
I eq
r
was
I

Interpretation

38
From the table 4.15, we comprehend that, according near the give the once over report,
the greatest add up to of respondents understood so as to what a consequence of the
as a rule current recession, with the intention of I piece into this identify of toil is My
workload increased, also so therefore My exertion was recognized. They stimulated me
en route for a new job. I was necessary near deduce ditch devoid of compensate.

4.16 Table showing the growth of opportunities in the organization.

Particulars No. of response Percentage

Financial growth 14 56%

Career growth 4 16%

Professional growth 5 20%

Personal growth 2 8%

Total 25 100%

Column2
60

50

40

30

20

10

0
Financial growth Career growth Professional growth personal growth

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Interpretation

From the table 4.16 we work out to facilitate commencing the measure loud noise the
almost integer of respondents says that financial and professional growth is important in
the organization as well as for employees also.

4.17 Table showing IT sector is adversely affecting employee retention

Particulars No. of response Percentage

Yes 19 76%

No 6 24%

Total 25 100%

40
 80

70

60

50

40

30

20

10

0
Yes No

Interpretation

from the table 4.17 we understand that from the report of the survey most of the
respondents says that the IT sector will affect the employee retention only 24%
respondents says that IT sector will not the employee retention.

4.18 Table showing the organization is that is influencing the decisions related to
resignations and retention.

Particulars No. of response Percentage

Yes 48 48%

No 52 52%

Total 100 100%

41
 53

52

51

50

49

48

47

46
Yes No

Interpretation

from the table 4.18 we remember that from the document of the survey extra number of
the respondents says that No and there may be no negative workplace family members
among personnel and executives and some of them says that there may be a negative
administrative center family members among employees and managers.

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 CHAPTER-5

FINDINGS

Findings

 It is located that from the survey most of the respondents belong to the age
group of 25-30.

 It is located from the survey most of the employees lack of career growth is the
major reason for employee attribution.

 Its miles determined that the survey most of the respondents belong to the
employee attribution and employee absence.

 it's far confirmed that from the overview most wide assortment of the respondents
are stating that they did now not require that the control needs to construct
connection inside the work environment.

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  It is located from the survey that says that financial and professional growth is
important in the organization as well as for employees also.

 It is far confirmed that attempt to retain the resigning employee by seeing the
individual cost and value for the company.

 Its miles determined that from the survey maximum of the respondents says that
they are happy about the scope for the use of your personal initiative.

 Its miles determine that from the survey maximum of the respondents says that
affecting the employee retention is more in IT sector.

 It is located that from the survey maximum number of respondents says that
about promotion of the employees.

CHAPTER-6

SUGGESTIONS, CONCLUSION

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SUGGESTIONS

 It has been observed that the employees were not given information as to the job
needs and specifications during recruitment. It is advised that there should be
proper dissemination of information to the candidates during recruitment.

 When designing the training schedule, the organization should take into
consideration that it addresses the needs. It has been observed that the needs
are not matching the training.

 Challenging jobs was one of the issues faced by the employees. The company
should try to push the employees more towards challenging jobs which will help
the employees realize their potential.

 Another issue was increments. Employees felt that there was no fair increment.
This should be addressed so that the employees are retained.

 There should be a transparent performance appraisal system where the

employees know their standings.

 Appraisals should be holistically done so that the employees are aware of their
positions.

Conclusion

The principle reason of any enterprise is to earn profits. But to achieve the maximum
income, the enterprise organization wants to pay interest greater on personnel and the
strategies to preserve them for his or her long time. From the examine it is diagnosed
that lack of growth possibilities and revenue are the fundamental factors which pressure
personnel to exchange their jobs. This observes concludes that to lessen attrition
industries should create some possibilities for the growth of their personnel within the

45
enterprise agency through adopting new cutting-edge technology and powerful
education programs.

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