ABSTRACT

Retention management remains one of the most relevant and significant topics in
international Human Resource Management (HRM). The most common explanation for
such a significance is that excellent retention management has become a major source of
competitive advantage in the modern and rapidly globalizing business world.
It just simply costs too much money to replace even one valuable employee.
Hence, the main task of retention management is twofold. Besides applying the correct
motivation techniques to retain its top talent and maintain a competitive advantage, the
organization also has to reduce the replacement cost and especially its soft component
(the cost of losing employees experience, professional expertise, key customer
relationships, etc.) if or when an employee does decide to leave.
Most of the academic literature on retention deals with general and
unspecific preventive strategies pertaining mainly to industrial companies. This paper
concentrates particularly on the retention techniques designed to project the important
tacit knowledge in Professional Services Firms (PSFs) which would help them reduce
their overall replacement costs and increase their competitiveness in the market place.

TABLE CONTENTS
CHAPTERS

TITLES
INTRODUCTION

PAGE
NUMBERS
1-8

NEED FOR THE STUDY

OBJECTIVES OF THE STUDY

SCOPE OF THE STUDY

CHAPTER-I
IMPORTANCE

CHATER-II

9-10

METHADOLOGY

10

LIMITATIONS

10

LITERATURE ON EMPLOYEE RETENTION

11

CONCEPTUAL REVIEW ON EMPLOYEE

RETENTION

12-31

ORGANISATION PROFILE

32-40

DATA ANALYSIS AND INTERPRETATION

41-66

FINDINGS,SUGGESTIONS & CONCLUSION

67-69

CHAPTER-III

CHAPTER-IV

CHAPTER-V

BIBLIOGRAPHY

70

ANNEXURE

71-72

CHAPTER I

INTRODUCTION

HUMAN RESOURCE MANAGEMENT

Human Resource Management (HRM) is the function with in an organization that
focuses or recruitment of, management of, and providing direction for the people who
work in the organization, human Resource Management can also by performed by line
managers.
Human Resource Management is the organizational function that deals with issues related
to people such as compensation, hiring, performance management, organization
development, safety, wellness, benefits, employee

motivation, communication,

administration, and training.

Administrative activities associated with human resources planning, recruitment,
selection, orientation training, appraisal, motivation, remuneration, etc. Human Resource
Management aims at developing people through work.

Organizations are not mere bricks, mortar, machineries or inventories. They are
people. It is the people who staff and manage organizations.

HRM involves the application of management functions and principles. The

functions and principles are applied to acquisitioning, developing, maintaining,
and remunerating employees in organizations.

Decisions relating to employees must be integrated. Decisions on different aspects

of employees must be consistent with other human resource (HR) decisions.

Decisions made must influence the effectiveness of an organization. Effectiveness

an organization must result in betterment of services to customers in the form of
high-quality products supplied at reasonable costs.

HRM functions are not confined to business establishments only. They are
applicable to non-business organizations, too, such as education, health care,
recreation, and the like.

Introduction on Employee Retention:

Employee Retention involves taking measures to encourage employees to remain in the
organization for the maximum period of time. Corporate is facing a lot of problems in
employee retention these days. Hiring knowledgeable people for the job is essential for
an employer. But retention is even more important than hiring. There is no dearth of
opportunities for a talented person. There are many organizations which are looking for
such employees. If a person is not satisfied by the job hes doing, he may switch over to
some other more suitable job.
In todays environment it becomes very important for organizations to retain their
employees. The top organizations are on the top because they value their employees and
they know how to keep them glued to the organization. Employees stay and leave
organizations for some reasons. The reason may be personal or professional. These
reasons should be understood by the employer and should be taken care of. The
organizations are becoming aware of these reasons and adopting many strategies for
employee retention.
A. Compensation
B. Growth
C. Support
D. Relationship
E. Environment
A. Compensation
Compensation constitutes the largest part of the employee retention process. The
employees always have high expectations regarding their compensation packages.
Compensation packages vary from industry to industry. So an attractive compensation
package plays a critical role in retaining the employees.
Compensation includes

salary and wages, bonuses, benefits, prerequisites, stock options, vacations, etc. While
setting up the packages, the following components should be kept in mind:
Salary and monthly wage: It is the biggest component of the compensation package. It
is also the most common factor of comparison among employees. It includes

Basic wage

House rent allowance

Dearness allowance

City compensatory allowance

B.Growth
Growth and development are the integral part of every individuals career. If an employee
can not foresee his path of career development in his current organization, there are
chances that hell leave the organization as soon as he gets an opportunity.
Work profile: The work profile on which the employee is working should be in
sync with his capabilities. The profile should not be too low or too high.
Personal growth and dreams: Employees responsibilities in the organization
should help him achieve his personal goals also. Organizations can not keep aside
the individual goals of employees and foster organizations goals. Employees
priority is to work for them and later on comes the organization. If hes not
satisfied with his growth, hell not be able to contribute in organization growth.

Training and development: Employees should be trained and given chance to

improve and enhance their skills. Many employers fear that if the employees are
well rained, theyll leave the organization for better jobs. Organization should not
limit the resources on which organizations success depends. These trainings can
be given to improve many skills like:
7

Communications skills

Technical skills

In-house processes and procedures improvement related skills

C or customer satisfaction related skills

Special project related skills

Need for such training can be recognized from individual performance reviews,
individual meetings, employee satisfaction surveys and by being in constant touch
with the employees.
C. Support
Lack of support from management can sometimes serve as a reason for Employee
retention. Supervisor should support his subordinates in a way so that each one of them is
a success. Management should try to focus on its employees and support them not only in
their difficult times at work but also through the times of personal crisis. Management
can

support

employees

by

providing

them

recognition

and

appreciation.

Employers can also provide valuable feedback to employees and make them feel valued
to the organization.
The feedback from supervisor helps the employee to feel more responsible, confident and
empowered. Top management can also support its employees in their personal crisis by
providing personal loans during emergencies, childcare services, employee assistance
programs, counseling services.

Employers can also support their employees by creating an environment of trust and
inculcating the organizational values into employees. Thus employers can support their
employees in a number of ways as follows:

By providing feedback

By giving recognition and rewards

By counseling them

By providing emotional support

D.Relationship
Sometimes the relationship with the management and the peers becomes the reason for an
employee to leave the organization. The management is sometimes not able to provide an
employee a supportive work culture and environment in terms of personal or professional
relationships. There are times when an employee starts feeling bitterness towards the
management or peers. This bitterness could be due to many reasons. This decreases
employees interest and he becomes de-motivated. It leads to less satisfaction and
eventually attrition.
A supportive work culture helps grow employee professionally and boosts employee
satisfaction. To enhance good professional relationships at work, the management should
keep the following points in mind.

Respect for the individual: Respect for the individual is the must in the
organization.

Relationship with the immediate manager: A manger plays the role of a mentor
and a coach. He designs ands plans work for each employee. It is his duty to
involve the employee in the processes of the organization. So an organization
should hire managers who can make and maintain good relations with their
subordinates.

Relationship with colleagues: Promote team work, not only among teams but in
different departments as well. This will induce competition as well as improve the
relationships among colleagues.

Recruit whole heartedly: An employee should be recruited if there is a proper

place and duties for him to perform. Otherwise hell feel useless and will be
9

dissatisfied. Employees should know what the organization expects from them
and what their expectation from the organization is. Deliver what is promised.

Promote an employee based culture: The employee should know that the
organization is there to support him at the time of need. Show them that the
organization cares and hell show the same for the organization. An employee
based culture may include decision making authority, availability of resources,
open door policy, etc.

Individual

development:

Taking

proper

care

of

employees

includes

acknowledgement to the employees dreams and personal goals. Create

opportunities for their career growth by providing mentorship programs,
certifications, educational courses, etc.

Induce loyalty: Organizations should be loyal as well as they should promote

loyalty in the employees too. Try to make the current employees stay instead of
recruiting new ones.

E. Environment
It is not about managing retention. It is about managing people. If an organization
manages people well, employee retention will take care of itself. Organizations should
focus on managing the work environment to make better use of the available human
assets.
People want to work for an organization which provides

Appreciation for the work done

Ample opportunities to grow

A friendly and cooperative environment

A feeling that the organization is second home to the employee

Organization environment includes

10

Culture

Values

Company reputation

Quality of people in the organization

Employee development and career growth

Risk taking

Leading technologies

Trust

Types of environment the employee needs in an organization

Learning environment: It includes continuous learning and improvement of the

individual, certifications and provision for higher studies, etc.

Support environment: Organization can provide support in the form of work-life

balance. Work life balance includes:

Flexible hours

Telecommuting

Dependent care

Alternate work schedules

Vacations

Wellness

Work environment: It includes efficient managers, supportive co-workers,

challenging work, involvement in decision-making, clarity of work and
responsibilities, and recognition.

Lack or absence of such environment pushes employees to look for new opportunities.
The environment should be such that the employee feels connected to the organization in
every respect.

11

NEED FOR THIS STUDY

Employers have a need to keep employees from leaving and going to work for other
companies. This is true because of the great costs associated with hiring and retraining
new employees. The best way to retain employees is by providing them with job
satisfaction and opportunities for advancement in their careers. The saying, food help is
hard to find, is even truer these days than ever before because the job market is becoming
increasingly tight.

Objectives

To study retention strategies used by organization to retain Employee Talent.

To study the compensation/reward structure of the organization provided to the

employees.

To study and Improve the level of employee satisfaction.

To study the development practices adopted the organization.

Scope of the study

The study was focused on EMPLOYEE RETENTION since it is necessary to focus on
the levels of satisfaction by smooth functioning of organization are also to maintain and
retain employees for longer time. So the study encompasses both managerial and nonmanagerial employees of Nirmal bang securities.

Importance
Well, the answer is a definite no. Its not only the cost incurred by a company that
emphasizes the need of retaining employees but also the need to retain talented
employees from getting poached.
The process of employee retention will benefit an organization in the following ways:

12

The Cost of Turnover: The cost of employee turnover adds hundreds of

thousands of money to a company's expenses. While it is difficult to fully
calculate the cost of turnover (including hiring costs, training costs and
productivity loss), industry experts often quote 25% of the average employee
salary as a conservative estimate.

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

valuable knowledge about the company, customers, current projects and past
history (sometimes to competitors). Often much time and money has been spent
on the employee in expectation of a future return. When the employee leaves, the
investment is not realized.

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

company in part because of the people. Relationships are developed that
encourage continued sponsorship of the business. When an employee leaves, the
relationships that employee built for the company are severed, which could lead
to potential customer loss.

Turnover leads to more turnovers: When an employee terminates, the effect is

felt throughout the organization. Co-workers are often required to pick up the
slack. The unspoken negativity often intensifies for the remaining staff.

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

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

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

hiring a new employee and then training him/her and this goes to the loss of the
company directly which many a times goes unnoticed. And even after this you
cannot assure us of the same efficiency from the new employee

METHODOLOGY
Source of data:
The study is based on both Primary data and Secondary data
Primary data:
13

Primary data is collected through a well structured questionnaire circulated among

sample respondence and through personal interviews with them.
Personal discussions were held with the following officials to elicit relevant information
for the purpose of the study.
Secondary data:
Secondary data was sometimes collected from more than one source.
The secondary data is collected from the official records of the company, through
journals, websites etc.,

LIMITATIONS
1.

Study is mainly based on corporate data it may not full fill the need.

2. Limited knowledge about the study

3. Short duration of the study, the data presentation may not give the true picture.
4. The data may not be accurate

14

CHAPTER II

REVIEW OF LITERATURE

Mark Parrott (2000) believes that, there is a straight line between employee satisfaction
and customer satisfaction. He believes that todays employees pose a complete new set of
challenges, especially when business are forced to confront one of the lightest labor
markets in decades. Therefore, it is getting more difficult to retain employees, as the pool
of talent is becoming more-and more tapped-out. The research below, which focuses
primarily on employee retention through job satisfaction, supports this contention.
Every person will have his or her own definition of what it means to be satisfied with
their hobs are more productive, creative and be more likely to be retained by the
company.

15

The second goal of this research is to help readers find his or her definition of job
satisfaction. I believe that this compilation of data will educate and inform the working
masses to see the benefits of creating work places that derive more job satisfaction,
retaining employees and in turn, keeping our economy healthy and our society happier.
There is a definite need to analyze the elements of employee retention through job
satisfaction. Considering the positive effects on the economy that can be derived from
satisfied-happy employees. Promotional materials for presentation can be created, high
lighting these recommendations for employee satisfaction practices for both employers
and employees.
Eskildsen and Nussler (2000) suggest that employers are fighting to get talented
employers in order to maintain a prosperous business.

Retention factors
Rank

Retention Items

Career growth, learning & development.

Exciting work & challenge.

16

Meaningful

work,

making

difference

&

contribution.
4

Great people

Being par of a team

Good boss

Recognition for work well done

Fun on the job

Autonomy, sense of control over work

10

Flexibility- for example, In work hours &dress code.

11

Fair pay and benefits.

12

Inspiring leadership.

13

Pride in orgn, its mission & quality of product.

14

Great work environment.

15

Location.

Employee Retention:

17

Keeping the right employees

the most appropriate amount
Loyal
of time AND moving them up
Excited
the retention curve
Empowered
Engaged
Motivated

Productivity
Morale
Customer
Satisfaction
Customer
Retention

Retention

Retention Competitive Advantage:

Relationship with Immediate Manager is considered the single most important job
attribute by high-value talent.
Corporate Leadership Council
Employee Retention Study

Guidelines for Retention

18

R-EMUNERATECOMPETITIVELY
E -NCOURAGEMENT AND EXPECTATIONS
T RAINING AND DEVELOPMENT
A -NNUAL REVIEW CYCLES
I - NFORM AND INVOLVE
N -URTURE
Strategies that organization can use to improve retention rates by looking at

Work environment (location, variety, flexibility, culture)

Financial (base salary, incentive, bonuses, options, benefits, recognition)

Personal (quality of work, skills, training, self-leadership, opportunities)

Relationships (owners, managers, peers, mentors, customers)

Human Capital challenges for Hospitality HR professionals

Recruitment

Retention

Motivation

Training and development

Why people are leaving

No growth opportunity/lack of promotion

For higher Salary

For Higher education

Misguidance by the company

Policies and procedures are not conducive

No personal life

Physical strains

Uneasy relationship with peers or managers

19

Factors Impacting: - Talent Acquisition and Retention Jobseekers perspective

The pay package and other pecuniary benefits,

The class and quality of people that work in the company,

The challenges of the job and attractiveness of the position & designation,

The opportunities for career growth and professional development and

The kind of technology, he would be exposed to.

20

Factors Impacting: - Talent Acquisition and Retention Organizations Perspective

Its brand equity.

Philosophy.

Vision.

Mission.

Culture.

Values and ecology.

Manage Talent

Skills are capabilities that can be transferred from one person to another, For
E.g. Food and Beverage professionals Silver service is a skill

Knowledge is of two types

Factual-Things you know

Experimental-Understanding you picked up along the away

A love for precision is not a skill, nor is it knowledge

It is Talent.

Fierce competition for qualified workers results from

A robust economy

Shift in how people view their careers

Changes in the unspoken "contract" between employer and employee

Corporate cocooning

A new generation of workers

Changes in social mores

Life balance

Learning oriented relationship with superiors, subordinates, colleagues and

others

21

Attract

To improve
individual

Attain

employee

organizational
effectiveness

performance

Train
Retain

Retention Strategies That Organization Use

Communications - Getting Your People to Care

Set Clear Expectations

What employees looking from their jobs

Challenging work

Learning oriented relationship with superiors, subordinates and colleagues.

Competent Leadership

Satisfiers that will improve level of Employee Satisfaction

Growth opportunities

Competent leadership

Fair compensation

Net worth of extrinsic rewards

22

Challenging work

Learning oriented relationships with peers, subordinates and superiors.

Measures that organization can use to improve retention rates

Clarifying Expectations

Recognizing Employees

Hire the Right People

Walk the Recognition Talk

Show them you care

Fight attrition with smart training

Develop weak performers

Communication

Pride in ones work

Clarifying Expectations
Goal Statements formalize the following:

What is to be accomplished

Who will be involved

When the activity will be completed

How much it costs and which resources will be used

Evaluate your work against measurable standard

S.M.A.R.T.- Based Performance Standards & Goals
Specific Detailed and clear.
Measurable Quantity and unit of measure stated.
Attainable Can be performed by the team member.
Results-Oriented An output is produced, not an activity.
Time-Framed Completed by a definite time.
Hire the Right People

23

Take the time to do it right (plan!)

Determine desired competencies, job skills and characteristics

Utilize behavior based interviewing techniques

Train staff in hiring procedures

Assess new employees during probation period

Examples of good and poor hires

Recognizing Employees

Certificates of Recognition

Stickers and Pins

Wall of Fame

Recognition Voice Mail

Thank a Family Member card

Thanks for a job well done card

Take a person to lunch

Candy, Balloons, Popcorn, Movie Tickets

Walk the Recognition Talk

Nothing can replace thank you

Find out about hobbies, sports, family

Develop an attitude of gratitude

Recognize everyone

Make it sincere/timely

Outstanding leaders go out of their way to

boost the self - esteem of their personnel.
If people believe in themselves, its amazing
what they can accomplish.
Sam Walton

24

The Bad Boss Virus

Great people stay in bad jobs with great bosses.
Great people leave great jobs with bad bosses.
Resource for creating a retention-rich organization culture that attracts, engages
and builds lasting loyalty among todays most talented employees.
Employee Retention Strategies apart is a steadfast philosophy that:
Uses only research-based, theory-supported approaches to improving
employee engagement. Avoided are gimmicks such as employee of the
month, suggestion boxes, prizes or other carrots. While commonly used,
these short-term fixes fail to produce genuine employee loyalty (more than
60 years of research tells us so!).

Employs an easy-to-understand systems approach to ensure the root

causes of turnover are addressed and the potential for lasting change
unleashed.

Customizes all activities to your organizations unique history, current

practices and strategic objectives. Also considered are challenges unique
to your industry sector, competitive marketplace issues and talent
shortages.

Involves those responsible for implementing change in actually creating

the change, ensuring input and improved shared understanding and
support of all initiatives.

Integrates hands-on, action-oriented approaches that enable organizations

to move forward quickly and effectively

Recognizes the research-proven role of no-cost strategies in developing

the glue that builds employee loyalty and commitment.

25

Brings to your organization leading-edge organization-development best

practices to effectively and quickly build a retention-rich culture.

The Employee Retention Strategies newsletter, which gained this website the No. 1
positions on Google and Yahoo during its publication in the early part of this decade, was
a nationally noted source for research-based, fact-driven guidance on enhancing
employee retention. (Back issues still are available). From that research come approaches
built on a solid foundation of what works (and what doesnt) to gain the commitment of
employees in all industries and economic sectors.
Added to this base are leading-edge organization-development methodologies to bring
your organizations strengths to the fore, to rekindle the dynamic potential of your
company to meet todays challenges and to rebuild workforce commitment to the heart of
your organizations mission.
Spend time reading the topics on this site. Understand more about what truly contributes
to employee engagement and retention. Then, call for an individual discussion of your
organizations unique retention agenda.
Employee Retention
Nowadays, people are getting smarter. With various options available to them they can
shift their jobs very easily. The employee turnover rate is increasing. Thus, the employers
are always worried about retaining their valuable employees. Human resource is the most
vital resource for any organization. Organizations should practice the human resource
management principles of motivation, performance appraisal, training, rewards, etc. to
retain their valuable employees.

Efficient Recruiting
Organizations must select committed human resource. They can go for psychometric tests
such as personality tests, ability tests, etc to know more about the candidate. These tests

26

will help the recruiters to judge the candidate as an individual and his/her personality
traits that are likely to affect the job behaviours. The recruiters should select candidates
who are really interested in joining the organization. This can help the organization
reduce the employee turnover.
Compensation Package
Employees join or leave the organization for a good salary package. Organizations should
offer a handsome competitive salary package keeping in mind the industry standards. The
employees may be given other benefits, such as medical reimbursements, insurance
coverage, travel allowances, mobile allowances, companys vehicle, companys
accommodation, etc.
Training & Development
Employees should be provided with training whenever necessary. This can be on-job
training, a coaching or mentoring. They should be given opportunities to develop
themselves in the organization. For example, some organizations collaborate with
institutes/universities to offer on-line courses, degrees and diplomas to their employees.

Performance Appraisal
Organizations should keep a track of employees performance. There should be a
standardized process for measuring employees performance and providing them the
feedback. For the purpose, human resource management practices such as 360 feedback
etc. can be implemented. The feedback provided to employees helps them carry out selfevaluation and gives them a clear picture of their value to the organization.
Rewards
Employees who perform well should be rewarded. The appreciation can be in any form,
monetary or non-monetary. Managers can appreciate their performance orally or in

27

writing. Their salary can be increased; they may be provided incentives; they may be
promoted. If the employees are developing themselves well in the organization in all
respects (social status, knowledge, compensation packages, etc.) then they will not be
leaving the organization without any serious cause for complaint.
Social Treatment

Employers should treat the employees, as they would want themselves to be treated. They
should give credit to the employees wherever desired. All the objectives and outcomes
should be clearly explained to employees.
Authority & Delegation
The employees may be empowered and given authority to take their decisions
themselves. The level of control depends on the nature of work, organizational policies,
etc. Usually managers do not want to delegate the authority to their subordinates, but at
times it becomes very difficult for the employee to work without the authority to take
decisions on their own.
Successful organizations realize employee retention and talent management are integral
to sustaining their leadership and growth in the marketplace. Becoming an Employer of
Choice by retaining high-caliber employees in today's labor market should be the highest
priority.

28

To improve employee retention:

1. Open Communication: A culture of open communication enforces loyalty

among employees. Open communication tends to keep employees informed on
key issues. Most importantly, they need to know that their opinions matter and
that management is 100% interested in their input.
2. Employee Reward Program: A positive recognition for work boosts the
motivational levels of employees. Recognition can be made explicit by providing
awards like best employee of the month or punctuality award. Project based
recognition also has great significance. The award can be in terms of gifts or
money.
3. Career Development Program: Every individual is worried about his/her career.
He is always keen to know his career path in the company. Organizations can
offer various technical certification courses which will help employee in
enhancing his knowledge.

29

4. Performance Based Bonus: A provision of performance linked bonus can be

made wherein an employee is able to relate his performance with the company
profits and hence will work hard. This bonus should strictly be productivity based.
5. Recreation facilities: Recreational facilities help in keeping employees away
from stress factors. Various recreational programs should be arranged. They may
include taking employees to trips annually or bi-annually, celebrating
anniversaries, sports activities, et al.
6. Gifts at Some Occasions: Giving out some gifts at the time of one or two
festivals to the employees making them feel good and understand that the
management is concerned about them.

30

Retention Model Diagram

31

Employee Motivation, Recognition, Rewards, Retention

Employee motivation, positive employee morale, rewards and recognition are explored in
these resources.
Many workplaces celebrate annual holidays. Over time, as you celebrate annual holidays
in your workplace, you form traditions and give employees fodder for stories about their
workplace. These stories and the photos from the annual events help form the company
culture, the environment you provide for people at work. Employees like to celebrate
holidays in the workplace.
Working at Google sounds very cool. I'd be the first to tout Google as a motivating
employer: free food, fun ... Google and other top 100 employers provide best workplaces.
But, perks that enable employees to spend all their time at work exploit people and
destroy life balance. So, even the best employer may not be best for everyone. These are
the factors that will help you find happiness at work.
Employee Motivation every person has different reasons for working. The reasons for
working are as individual as the person. But, we all work because we obtain something
that we need from work. The something obtained from work impacts morale, employee
motivation, and the quality of life. To create positive employee motivation, treat
employees as if they matter - because employees matter. These ideas will help you fulfill
what people want from work and create employee motivation.
Inspirational Quotes for Business: Motivation
Motivation quotes are useful to help motivation and inspiration. These quotes about
employee motivation will help you create success in business, success in management
and success in life.

32

The Most Important Management Secrets

Your expectations of people and their expectations of themselves are the key factors in
how well people perform at work. Known as the Pygmalion Effect and the Galatea
Effect, respectively, the power of expectations cannot be overestimated. These are the
fundamental principles you can apply to performance expectations and performance
improvement at work. Learn more.
Celebrate Annual Holidays for Motivation and Team Building
Traditions are important in companies just as they are in families. And, nothing is more
important than the annual traditions work places establish around the celebration of
seasonal holidays. A holiday celebration builds positive morale which results in increased
employee motivation. Motivation contributes to team building and productivity.
Productive teams are responsible for your success.
Employee Motivation in a Time of Change
In today's turbulent, often chaotic, environment, commercial success depends on
employees using their full talents. Yet in spite of the myriad of available theories and
practices, managers often view employee motivation as something of a mystery. Learn
more about employee motivation and get a motivation checklist.
What People Want From Work: Employee Motivation
Some people work for love; others work for personal fulfillment. Others like to
accomplish goals or feel as if they contribute to something larger than themselves.
Whatever your personal motivation for working, the bottom line, however, is that almost
everyone works for money. Find out the latest thinking and research about what people
want from their work - employee motivation.

33

What Makes Employee Leave?

Employees do not leave an organization without any significant reason. There are certain
circumstances that lead to their leaving the organization. The most common reasons can
be:

Job is not what the employee expected to be: Sometimes the job responsibilities
dont come out to be same as expected by the candidates. Unexpected job
responsibilities lead to job dissatisfaction.

Job and person mismatch: A candidate may be fit to do a certain type of job
which matches his personality. If he is given a job which mismatches his
personality, then he wont be able to perform it well and will try to find out
reasons to leave the job.

No growth opportunities: No or less learning and growth opportunities in the

current job will make candidates job and career stagnant.

Lack of appreciation: If the work is not appreciated by the supervisor, the

employee feels de-motivated and loses interest in job.

Lack of trust and support in coworkers, seniors and management: Trust is the
most important factor that is required for an individual to stay in the job. Nonsupportive coworkers, seniors and management can make office environment
unfriendly and difficult to work in.

Stress from overwork and work life imbalance: Job stress can lead to work life
imbalance which ultimately many times lead to employee leaving the organization.

Compensation: Better compensation packages being offered by other companies

may attract employees towards themselves.

34

New job offer: An attractive job offer which an employee thinks is good for him
with respect to job responsibility, compensation, growth and learning etc. can lead
an employee to leave the organization.

Employee Retention Strategies

The basic practices which should be kept in mind in the employee retention strategies are:
1. Hire the right people in the first place.
2. Empower the employees: Give the employees the authority to get things done.
3. Make employees realize that they are the most valuable asset of the organization.
4. Have faith in them, trust them and respect them.
5. Provide them information and knowledge.
6. Keep providing them feedback on their performance.
7. Recognize and appreciate their achievements.
8. Keep their morale high.
9. Create an environment where the employees want to work and have fun.

35

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

36

CHAPTER III

ORGANISATIONAL PROFILE

37

Nirmal Bang Securities Pvt. Ltd

People are Our greatest asset. Drawn from a diversity of professional backgrounds, their
blend of experience, skill and dedication is shared with all our clients.
Innovative and enthusiastic. We emphasize adequate, thorough research local and worldwide developments, balancing these with the astute discovery of intrinsic values,
synergies

and

growth.

Simply to help you maximize your returns. Your interests no matter how big or small come

first.

Comprehensive and available to meet every investment financial need.

To provide service, par excellence and become your spirit of change.
Company Overview Nirmal Bang Financial Services Pvt Ltd is a RBI registered Non
Banking Finance Company which offers margin funding facility to its clients. Product
Overview Margin funding allows the investors to take leverage positions in the stock
market, client has to pay margin of 35 % to 50% depending upon the scrip and rest is
funded by us. To put it simply, for example in case of scrip prescribed for 35% margin, if
client pays cash margin of Rs.35,000/-, he can buy shares of Rs.100000/- and funding by
us would be of Rs.65000/-.Margin can be provided in cash as well as approved securities.
Scrips: Funding only against approved securities as per the list approved by the
management from time to time. Click here to View the Approved List.. Benefits

Corporate Action benefits like bonus, dividend etc continue to accrue to the
borrower.

Any appreciation in the value of the Securities given as margin would

automatically allow enhancement in drawing power.

Interest will be calculated on the amount utilized & the actual period for which it
is utilized.

Clients can view their financial statement and holdings online.

38

Risk Monitoring System In case of shortfall in the margin the client has to follow the
prescribed norms and replenish the short margin or else the shares would be liquidated to
the extent of the shortfall. Documents Requirement A) Individuals
1. Client has to open a bank account with Axis Bank and Demat account with
Nirmal Bang Securities Pvt Ltd both under POA with us.
2. Loan agreement to be duly filled up and signed therein.
3. Copy of PAN card
4. Copy of Address Proof
5. Two passport sized photographs
6. Copy of latest two years ITRs
7. Two Post dated cheques , one for principal & other for interest in the name of
Nirmal Bang Financial Services Pvt Ltd
8. Cheque of Rs 600 towards the loan documentation charges
9. Cheque of Rs 6000/- in favour of Axis bank for maintaining minimum balance,
this cheque will be credited in clients Axis bank a/c only
B) Company All documents as mentioned in point no 1 to 8 in case of individual are
required. Additional documents to be collected are:
1. Copy of annual report of last two years
2. Memorandum and article of association
3. List of directors
4. Two photographs of all the directors.
5. Board resolution on letter head of the company
6. Cheque of Rs 11000/- in favour of Axis bank for maintaining minimum balance,
this cheque will be credited in clients Axis bank a/c only
Kindly note

All documents should be self attested

All Photographs and signatures should match with the proof given

Additional documents need to be submitted in case of any discrepancy is noticed.

39

Portfolio Management Services (PMS)-Cultivating a taste for success Investing is no

longer a means to save the extra income earned, but has become an essential ingredient of
high living. PMS, as a product category, is designed to help clients navigate the
increasingly tough and uncertain terrain of the investment world with total ease and
equanimity. Concentrated calls taken by professionals, who have the experience of
negotiating a number of market cycles over the years, help investors both defend their
investments/savings and consistently perform better than the markets. Thus, Nirmal Bang
PMS offers the vehicles for a comfortable and smooth journey to wealth creation in the
investment arena. We have plans for a range of products, occupying various positions
along the risk-return matrix, thus catering to the needs of clients with different
approaches to investing. In continuation with the tradition of delivering quality with
sincerity at Nirmal Bang, this mark yet another step towards becoming a complete
financial solution provide Investing in the stock market requires in-depth analysis of the
scrip and the companies and the business that they are involved in. Retail investors
seldom have the time and expertise to analyse stocks.
In India, Mutual funds come to the rescue of such investors. All wary investors know that
the best way to make money is to involve in stock market investing and buying Indian
mutual funds.
Mutual Funds in India comprise of a group of investors come together and create a
corpus which in invested in the stock market by a fund manager. Thus, the investors can
depend on the expertise of the fund manager in order to maximise the returns on their
mutual fund portfolio.
In India, Mutual Funds invest in different securities subject to the investment objective as
set forth in the prospectus. The prospectus is a legal document under SEBI laws and
contains a lot of information about the mutual fund.
Investing in mutual funds in India has many benefits:

40

The expertise of the fund manager of the AMC that manages mutual funds money
in India helps the investor to maximise the profits on the amount invested in the
mutual fund.

Indian Mutual Funds invest money in a widespread basket of shares and equities,
depending on the nature of the Fund and switch investments to different securities
depending on the Equity market conditions

In India, Mutual funds are an easy and cost efficient way of investing along with
tax benefits.

There are many kinds of mutual funds available for the investors to choose from.

Sector Specific Mutual Fund

Large/Small/Mid cap Mutual Fund

Index Mutual Funds

Here is some information on companies that would enable you to invest in some of the
best mutual funds in India:
o

SBI Mutual Fund

Franklin Templeton Mutual Fund

Reliance Mutual Fund

Tata Mutual Fund

Sundaram BNP Paribas MutualFund

Fidelity Investments Mutual Fund

Commodity Market in India

A commodity may be defined as a product or material or any physical substance like food
grains, processed products and agro-based products, metals or currencies, which investors
can trade in the commodity market. One of the characteristics of a commodity is that its
price is determined as a function of its market as a whole. Well-established physical
commodities are actively traded in spot and derivative commodity market. Commodities
actually offer immense potential to become a separate asset class for market-savvy
41

investors, arbitragers and speculators. Retail investors, who claim to understand the
equity market, may find commodity market quite tricky. But commodities are easy to
understand as far as fundamentals of demand and supply are concerned. Retail investors
should understand the risks and advantages of trading in commodity market before taking
a leap. Historically, prices of commodities have remained extremely volatile.
The gradual evolution of commodity market in India has been of great significance for
the country's economic prosperity. The commodity futures exchanges were evolved in
1800 with the sole objective of meeting the demand of exchangeable contracts for trading
agricultural commodities. For example, the cotton exchange located at Cotton Green in
Mumbai (then Bombay) was the one of the first organised commodity market in the
country.
A commodity market is a market where various commodities and derivatives products are
traded. Most commodity market across the world trade in agricultural products and other
raw materials (like wheat, barley, sugar, maize, cotton, cocoa, coffee, milk products, pork
bellies, oil, metals, etc.) and contracts based on them. These contracts can include spot
prices, forwards, futures and options on futures. Other sophisticated products may include
interest rates, environmental instruments, swaps, or ocean freight contracts.
Commodities exchanges usually trade futures contracts on commodities, such as trading
contracts to receive a particular commodity in physical form. Speculators and investors
also buy and sell the futures contracts at commodity exchanges to make a profit and
provide liquidity to the system.
The Indian commodity market offers a variety of products like rice, wheat, coal,
petroleum, kerosene, gasoline; metals like copper, gold, silver, aluminum and many more.
There are some commodities such as sugar, cocoa, and coffee, which is perishable, so
cannot be stocked for long time. These days, a wide range of agricultural products,
energy products, perishable commodities and metals can be sold under standardized
contracts on futures exchanges prevailing across the globe. Commodities have gained
importance with the development of commodity futures indexes along with the

42

mobilization

of

more

resources

in

the

commodity

market.

India has around 25 recognized commodity future exchanges including three nationallevel commodity exchanges. They are:
1. National Commodity & Derivatives Exchange Limited (NCDEX)
2. Multi Commodity Exchange of India Limited (MCX)
3. National Multi-Commodity Exchange of India Limited (NMCE) All these
exchanges are under the control of the Forward Market Commission (FMC) of
Government of India.
National Commodity & Derivatives Exchange Limited (NCDEX) located in Mumbai is a
public limited company incorporated on April 23, 2003 under the Companies Act, 1956
and commenced its operations on December 15, 2003.This is the only commodity
exchange in the country promoted by national level institutions like ICICI Bank Limited,
Life Insurance Corporation of India (LIC), National Bank for Agriculture and Rural
Development (NABARD) and National Stock Exchange of India Limited (NSE India). It
is a professionally managed online multi-commodity exchange. It is a technology driven
de-mutualised on-line commodity exchange with an independent Board of Directors and
professional management.
Multi Commodity Exchange of India Limited (MCX) in Mumbai, is also an independent
and de-mutualised exchange recognized by the Government of India. This commodity
exchange which started operations in November 2003 has above 40 commodities on its
platform and has a market share of around 80% in the Indian commodity market. Key
shareholders of MCX are Financial Technologies (India) Ltd., State Bank of India, Union
Bank of India, Corporation Bank, Bank of India and Canara Bank. This commodity
exchange facilitates online trading, clearing and settlement operations for commodity
futures market across the country.
National Multi Commodity Exchange of India Limited (NMCE) is the first demutualized, Electronic Multi-Commodity Exchange to be formed in India. On 25th July,
2001, it was granted approval by the Government of India to organise trading in the
edible oil complex. It started operating in the commodity market from November 26,

43

2002. NMCE is the only Exchange in India to have investment and technical support
from commodity relevant institutions like Central Warehousing Corporation Ltd., Gujarat
State Agricultural Marketing Board, Neptune Overseas Ltd, National Agricultural
Cooperative Marketing Federation of India (NAFED), Gujarat Agro-Industries
Corporation Ltd. (GAICL), Gujarat State Agricultural Marketing Board (GSAMB) and
the National Institute of Agricultural Marketing (NIAM).
As compared to other markets in the last ten years, commodity market has performed
relatively better than other markets like bonds , equity or currency. However, the
participation in future trading in Indian commodity market is very low as compared to
other countries as there is lack of knowledge about this market to the investors and
traders. It is not for mere trading purpose; commodity trading is also used for hedge
against inflation, price discovery of the commodity and also as a sound investment.
Nirmal Bang Securities Pvt. Ltd. : BSE SEBI Regn. No. : INB011072759 / BSE FNO
Regn. No. : INF011072759 BSE Currency SEBI Regn. No: INE011072759 NSE Regn.
No. : INB230939139 / NSE FNO Regn. No. : INF230939139 NSE Currency SEBI Regn.
No: INE230939139 MCX-SX Regn. No. INE260939139 Nirmal Bang Commodities
Pvt. Ltd. : MCX Member ID : 16590 / MCX FMC Regn. No. : MCX/TCM/CORP/0490
NCDEX Member ID : 00362 / NCDEX FMC Regn. No. : NCDEX/TCM/CORP/0075
NCDEX SPOT Member ID : 10084 ICEX membership ID : 1165 / ICEX Regn. No. :
1165

44

Nirmal Bang caters to the need of customers across India through a network of offices
encompassing almost every Indian states. You can locate branch near you...

45

CHAPTER-IV

DATA ANALYSIS
AND
INTERPRETATION

I. Why have you chosen to remain employed with the Nirmal bang securities?
46

A. Career advancement opportunities

B. Challenging work
C. Salary
D. Employee benefits
E. Less travel
F. Supervision/management
S. No
A
B
C
D
E
F

OPTIONS
Career advancement opportunities
Challenging work
Salary
Employee benefits
Less travel
Supervision/management
TOTAL

RESPONSES
33
19
24
24
12
8
120

PERCENTAGE
28%
16%
20%
20%
10%
6%
100

Career advancement opportunities

Career advancement
opportunities
Challenging work
6%

10%

28%

Salary
Employee benefits

20%

Less travel
20%

16%

Supervision/manag
ement

INTERPRETATION
From the above table it is interpreted that 27% of the employees responded that they have
been provided with career advancement opportunities, 16% respondents said that they
have been provided with challenging work, 40% of the employees said that are fairly and
equal justice was given in the remuneration provided, 16% of the respondents were
satisfied with the benefits and other allowances of the organization.

47

II. Please rate the following items regarding your employment with the NIRMAL BANG
SECURITIES?
1. Positive work environment (relationships, values and culture)
a) Excellent
b) Good
c) Average
d) Poor
e) Very poor
S. No
A
B
C
D
E

OPTIONS
Excellent
Good
Average
Poor
Very poor
TOTAL

RESPONSES
66
39
14
1
0
120

PERCENTAGE
55%
33%
12%
0%
0%
100

INTERPRETATION
From the above table, it is confined that 88% of the respondents said that there is
healthier working environment (relationships, values and culture) existed. 12% of the
employees said that the working conditions of the organization are average. These
employees have to be given proper guidance and have to be encouraged by the superiors.

48

2. Equitable compensation
a) Excellent
b) Good
c) Average
d) Poor
e) Very poor
S. No
A
B
C
D
E

OPTIONS
Excellent
Good
Average
Poor
Very poor
TOTAL

RESPONSES
48
46
24
2
0
120

PERCENTAGE
40%
38%
20%
2%
0%
100

INTERPRETATION
From the above table, it is interpreted that 78% of the respondents fully satisfied with
their compensation. 20% of the respondents are said that equitable compensation is
average. These employees have to be given fair compensation to their work.

49

3. Appropriate balance of work/life issues

a) Excellent
b) Good
c) Average
d) Poor
e) Very poor
S. No
A
B
C
D
E

OPTIONS
Excellent
Good
Average
Poor
Very poor
TOTAL

RESPONSES
18
66
30
6
0
120

PERCENTAGE
15%
55%
25%
5%
0%
100

INTERPRETATION
From the above table, it is confined that 15% of respondents said that Excellent, 55%
respondents said that good, 25% of respondents said that average in balance of work/life
issues. 5% of respondents hadnt satisfied. So that organization needs to provide
appropriate balance of work.

50

4. Flexibility in work schedule/telecommuting

a) Excellent
b) Good
c) Average
d) Poor
e) Very poor
S. No
A
B
C
D
E

OPTIONS
Excellent
Good
Average
Poor
Very poor
TOTAL

RESPONSES
48
60
6
6
0
120

PERCENTAGE
40%
50%
5%
5%
0%
100

INTERPRETATION
Form the above table, it is observed that 95% of the respondents are satisfied with their
flexible work schedule. 5% of respondents are not satisfied. These employees have to be
given proper guidance and have to be encouraged by the management.

51

5. Training/educational opportunities
a) Excellent
b) Good
c) Average
d) Poor
e) Very poor
S. No
A
B
C
D
E

OPTIONS
Excellent
Good
Average
Poor
Very poor
TOTAL

RESPONSES
44
48
28
0
0
120

PERCENTAGE
36%
40%
24%
0%
0%
100

INTERPRETATION
From the above table, 36% of respondents said that excellent, 40% of respondents said
that good, 24% of respondents said that average on training opportunities.
respondents were satisfied with their training opportunities given by the organization.

52

All

6. On-the-job training and developmental experiences

a) Excellent
b) Good
c) Average
d) Poor
e) Very poor
S. No
A
B
C
D
E

OPTIONS
Excellent
Good
Average
Poor
Very poor
TOTAL

RESPONSES
38
38
44
0
0
120

PERCENTAGE
32%
32%
36%
0%
0%
100

INTERPRETATION
From the above table, 32% of respondents said that excellent, 32% of respondents said
that good, 36% of respondents said that average on On-the-job training and development.
So finally all of the respondents satisfied with their On-the-job training and development.

53

7. Opportunities for advancement

a) Excellent
b) Good
c) Average
d) Poor
e) Very poor
S. No
A
B
C
D
E

OPTIONS
Excellent
Good
Average
Poor
Very poor
TOTAL

RESPONSES
32
50
38
0
0
120

PERCENTAGE
26%
42%
32%
0%
0%
100

Opportunities for advancement

0%
0%
26%

32%

42%

Excellent
Good
Average
Poor
Very poor

INTERPRETATION
From the above table, 26% of respondents said that excellent, 42% of respondents said
that good, 32% of respondents said that average on Opportunities for advancement.
Organization need to provide career advancement opportunities to employees.

54

8. Appropriate resources and equipment to perform the job

a) Excellent
b) Good
c) Average
d) Poor
e) Very poor
S. No
A
B
C
D
E

OPTIONS
Excellent
Good
Average
Poor
Very poor
TOTAL

RESPONSES
28
48
38
6
0
120

PERCENTAGE
23%
40%
32%
5%
0%
100

INTERPRETATION
From the above table, 23% of respondents said that excellent, 40% of respondents said
that good, 32% of respondents said that average on Appropriate resources and equipment
to perform the job. 5% of respondents did not satisfy. Organization need to provide
appropriate resources in work environment.

55

II. Please rate the following statements regarding supervision received:

1. Sets clear goals/performance expectations
a) Always
b) Sometimes
c) Never
S. No
1
2
3

OPTIONS
Always
Sometimes
Never
TOTAL

RESPONSES
86
34
0
120

PERCENTAGE
72%
28%
0%
100

Sets clear goals/performance expectations

28%

0%
Always
Sometimes
Never
72%

INTERPRETATION

From the above table, 72% of responded always, 28% of responded rarely they set clear
goals/performance expectations. Organization should facilitate an opportunity in taking
employees expectations into consideration.

56

2. Distributes workload equitably

a) Always
b) Sometimes
c) Never
S. No
1
2
3

OPTIONS
Always
Sometimes
Never
TOTAL

RESPONSES
54
66
0
120

PERCENTAGE
45%
55%
0%
100

INTERPRETATION
From the above table, 45% of responded always, 55% of responded sometimes on
distribution of workload.

57

3. Provides information needed to perform job

a) Always
b) Sometimes
c) Never
S. No
1
2
3

OPTIONS
Always
Sometimes
Never
TOTAL

RESPONSES
72
48
0
120

PERCENTAGE
60%
40%
0%
100

INTERPRETATION
From the above table, 60% of responded always, 40% of responded sometimes on
information provided by management.

58

4. Recognizes employees for their achievements

a) Always
b) Sometimes
c) Never
S. No
1
2
3

OPTIONS
Always
Sometimes
Never
TOTAL

RESPONSES
83
37
0
120

PERCENTAGE
69%
31%
0%
100

INTERPRETATION
From the above table, 69% of responded always, 31% of responded sometimes on
recognizing the employees by management for their achievement.

59

5. Welcomes suggestions and encourages feedback

a) Always
b) Sometimes
c) Never

S. No
1
2
3

OPTIONS
Always
Sometimes
Never
TOTAL

RESPONSES
68
52
0
120

PERCENTAGE
57%
43%
0%
100

INTERPRETATION

From the above table, 68% of responded always, 43% of responded sometimes on
Welcomes suggestions and encourages feedback of employees.

60

6. Is accessible/approachable
a) Always
b) Sometimes
c) Never
S. No
1
2
3

OPTIONS
Always
Sometimes
Never
TOTAL

RESPONSES
49
64
7
120

PERCENTAGE
41%
53%
6%
100

Accessible/approachable
6%
41%

53%

Always
Sometimes
Never

INTERPRETATION
From the above table, 41% of responded always, 53% of responded sometimes on
accessible/approachable supervision by management. 6% of respondents not satisfied.
Organization need to adopt motivational aspects to satisfy maximum employees.

61

7. Addresses problems promptly

a) Always
b) Sometimes
c) Never
S. No
1
2
3

OPTIONS
Always
Sometimes
Never
TOTAL

RESPONSES
59
61
0
120

PERCENTAGE
49%
51%
0%
100

INTERPRETATION
From the above table, 49% of responded always, 51% of responded sometimes on
Addressing the problems promptly.

62

8. Is trustworthy
a) Always
b) Sometimes
c) Never
S. No
1
2
3

OPTIONS
Always
Sometimes
Never
TOTAL

RESPONSES
64
23
33
120

PERCENTAGE
53%
19%
28%
100

INTERPRETATION
From the above table, 53% of responded always, 19% of responded sometimes on
trustworthy of management. 28% of respondents not satisfied. Management should
maintain co-ordination with employees leads to increase the trustworthiness among
employees.

63

4. Please rate the following statements regarding the leadership to the Nirmal bang
securities?
1. Sets clear goals/objectives for the organization
a) Always
b) Sometimes
c) Never
S. No
1
2
3

OPTIONS
Always
Sometimes
Never
TOTAL

RESPONSES
68
52
0
120

PERCENTAGE
57%
43%
0%
100

INTERPRETATION
From the above table, 57% of responded always, 43% of responded sometimes on
Setting the clear goals/objectives for the organization.

64

2. Encourages cooperation and teamwork among staff

a) Always
b) Sometimes
c) Never
S. No
1
2
3

OPTIONS

RESPONSES

Always
Sometimes
Never
TOTAL

80
40
0
120

PERCENTAGE
67%
33%
0%
100

INTERPRETATION
From the above table, 67% of responded always, 33% of responded sometimes on
cooperation and teamwork among staff.

65

3. Values employee contributions

a) Always
b) Sometimes
c) Never
S. No
1
2
3

OPTIONS
Always
Sometimes
Never
TOTAL

RESPONSES
67
53
0
120

PERCENTAGE
56%
44%
0%
100

INTERPRETATION
From the above table, 56% of responded always, 44% of responded sometimes on
employee contributions

66

4. Makes an effort to hear employee concerns

a) Always
b) Sometimes
c) Never
S. No
1
2
3

OPTIONS

RESPONSES

Always
Sometimes
Never
TOTAL

43
77
0
120

PERCENTAGE
36%
64%
0%
100

INTERPRETATION
From the above table, 36% of responded always, 64% of responded sometimes on
an effort to hear employee concerns.

67

5. Is responsive to known employee concerns

a) Always
b) Sometimes
c) Never
S. No
1
2
3

OPTIONS

RESPONSES

Always
Sometimes
Never
TOTAL

83
37
0
120

PERCENTAGE
69%
31%
0%
100

INTERPRETATION
From the above table, 69% of responded always, 31% of responded sometimes on
responsive to known employee concerns.

68

6. Encourages open communication

a) Always
b) Sometimes
c) Never
S. No
1
2
3

OPTIONS

RESPONSES

Always
Sometimes
Never
TOTAL

25
95
0
120

PERCENTAGE
21%
79%
0%
100

INTERPRETATION
From the above table, 21% of responded always, 79% of responded sometimes on
encouraging open communication

69

7. Treats employees with respect

a) Always
b) Sometimes
c) Never
S. No
1
2
3

OPTIONS

RESPONSES

Always
Sometimes
Never
TOTAL

82
38
0
120

PERCENTAGE
68%
32%
0%
100

INTERPRETATION
From the above table, 68% of responded always, 32% of responded that they are rarely
treated with respect.

70

8. Would you recommend the job to your friend at Nirmal bang securities?
a) Yes-70%
b) No-30%

INTERPRETATION

From the above table, 70% of respondents were able to recommend their friends for do a
job at Nirmal bang securities. 30% of respondents were not interested to recommend.

71

9. If you left the job would you live rejoin future group?
a) Yes-57%
b) No-43%

INTERPRETATION
From the above table, 57% of respondents were willing to rejoin in the future group. 43%
of respondents were not interested to rejoin.

72

CHAPTER - V
FINDINGS, SUGGESTIONS
AND
CONCLUSION

73

FINDINGS:
27% of the employees responded that they have been provided with career
advancement opportunities, 40% of the employees said that are fairly and equal
justice was given in the remuneration provided.

88% of the respondents said that there is healthier working environment

(relationships, values and culture) existed.

15% of respondents said that Excellent, 55% respondents said that good, 25% of
respondents said that average in balance of work/life issues. 5% of respondents
hadnt satisfied.

95% of the respondents are satisfied with their flexible work schedule. 5% of
respondents are not satisfied.

36% of respondents said that excellent, 40% of respondents said that good, 24%
of respondents said that average on training opportunities.

86% of respondents said that excellent On-the-job training and development

programmes are implemented in the organization.

76% of respondents said that excellent Opportunities for advancement are

provided to the employees.

89% of respondents said that excellent, Appropriate resources and equipment to

perform the job.

72% of responded they set clear goals/performance expectations.

74

85% of responded that they are allotted sometimes on distribution of workload.

80% of responded that there information is considered by the management in

decision making.

86% of responded that they are recognized by management for the

accomplishment of tasks.

68% of responded there suggestions are taken into consideration and organization
encourages feedback of employees.

SUGGESTIONS:

Employees have to be given proper guidance and have to be encouraged by the

management.

Organization need to provide appropriate balance of work.

Organization need to provide training opportunities to employees.

Organization need to provide career advancement opportunities to employees.

Organization need to provide appropriate resources in work environment.

Organization should facilitate an opportunity in taking employees expectations

into consideration.

75

To recognize the employees by management for their achievements.

Management need to adopt motivational aspects to satisfy maximum employees.

Conclusion:

The organization has to facilitate the employees with better

challenging work so that they can retain them in their organization.

By careful planning and implementation of motivational and

personality development programmes the organization can retain
valuable employees.

In organization every recruiter and manager should be concerned with

retention from the start of any recruiting program.

Hiring top-performing and enthusiastic employees requires a certain

knack. But keeping those employees in an art.

Making the new employee aware that the intention is to keep them as
long as possible encourages the employee in committing to long term
goals and planning within the organization.

76

BIBLIOGRAPHY
Personal and human resource management
Himalaya publishing house

P. SUBBA RAO

Human resource and personal management

-

K. ASWATHAPPA

Human resource management

- Mirza s saiyadain
Human resource management
-Dassler

www.citehr.com
www.google.com
www.futuregroup.com
www.ask.com

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ANNEXURE

QUESTIONNAIRE
Name:
Designation:

Qualification:

________________________________________________________________

WHY have you chosen to remain employed with the Nirmal bang
securities?
Career advancement opportunities
Challenging work
Salary
Employee benefits
Less travel
Supervision/management
Other __________________________________

PLEASE rate the following items regarding your employment with the
NIRMAL BANG SECURITIES?
Excellent
Positive work environment (relationships, values and culture)
Equitable compensation
Appropriate balance of work/life issues
Flexibility in work schedule/telecommuting
Training/educational opportunities
On-the-job training and developmental experiences
Opportunities for advancement
Appropriate resources and equipment to perform the job

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Good

Fair

Poor

PLEASE rate the following statements regarding supervision

received:

Always

Usually

Sometimes

Never

Sets clear goals/performance expectations

Distributes workload equitably
Provides information needed to perform job
Recognizes employees for their achievements
Welcomes suggestions and encourages feedback
Is accessible/approachable
Addresses problems promptly
Is trustworthy

PLEASE rate the following statements regarding the leadership of the

Nirmal bang securities?
Always

Usually

Sometimes

Never

Sets clear goals/objectives for the organization

Encourages cooperation and teamwork among staff
Values employee contributions
Makes an effort to hear employee concerns
Is responsive to known employee concerns
Encourages open communication
Treats employees with respect

WHAT do you enjoy most about working with the Nirmal bang
securities?

WHAT has been your greatest challenge working here?

79

WOULD you recommend the job to your friend at Nirmal bang

securities?
Yes
No

IF you left the job would you live rejoin future group?
Yes
No

80