A

Corporate Internship Programme

Of
Employee Attrition of MMI Narayana Multispecialty Hospital, Raipur.

Submitted for Partial fulfilment of the requirement for the award of degree
Post Graduate Diploma in Management.

Of

Indus Business Academy, Bangalore

Submitted by:
Anu Upadhyay
PGDM-2020-22

Session-2021-22

1
 DECLARATION

I, _Anu Upadhyay_, the undersigned, student of Indus Business Academy, Bangalore, declare that
project report entitled “A Study on employee attrition rate of MMI Narayana Hospital, Raipur.”
is submitted in partial fulfilment of the requirement for the Post-Graduation Diploma Program in
Management.

This is the original work and has not been previously submitted as a part of any other degree or
diploma of another Business school or University. The findings and conclusions of this report are
based on my study and experience. The information incorporated in this project is true to the best of
my knowledge.

Anu Upadhyay

FPBR2022-035

Indus Business Academy

2
 ACKNOWLEDGEMENT
The completion of this study would have been impossible without the material and moral support
from various people. First of all, I hearty thank to Mr. Santosh H. Singh the Dy. General
Manager - HR of management Department for giving me opportunity to do this assignment. I
would like to thank, Dr. S. Ramesh for his effective supervision, support and guidance without
which this would not have possible, therefore enriching my research with knowledge.

I would also like to thank Ms. Arunita Palbag, Ms. Soma Sarkar, Mr. Aavesh Damle, Ms. Veena
Nammbodari, Mr. Anmol Arora for providing me with all the facility that was required.

Last but not least I am highly thankful to my family for constant support and helped in
overcoming all the critical situation with attitude of always keeping moral high.

Place: Raipur Submitted by: -

Date : 31/08/21 Anu Upadhyay
FPBR2022/035

3
 Table of Content

S.No Particulars Pg. No.

1. Abstract 5
2. Introduction to Attrition. 5
3. Human Resource Management. 6-7
4. Introduction to NH MMI. 7
5. Research Methodology. 8
6. Data Analysis and Interpretation. 8-15
7. Findings, Suggestions and Conclusion. 15-16

4
ABSTRACT
Attrition refers to reduction in the size or strength of the workforce in a work environment or a
gradual reduction occurring through means other than firing employees. Both of these reasons
can be applied to human resource tasks, and both can have beneficial and negative consequences
for a company. High attrition can be a source of concern for a corporation because it comes at a
cost. The company loses money on the money it paid to recruit and choose these personnel, as
well as train them for their jobs.
Keywords: Attrition rate, Turnover, Employees, Health Care

INTRODUCTION
Attrition is a critical issue and pretty high in the industry these days. It’s the major problem
which highlights in all the organizations. Though the term ‘ATTRITION’ is common, many would
be at a loss to define what actually Attrition is, “Attrition is said to be the gradual reduction in
the number of employees through retirement, resignation or death. It can also be said as
Employee Turnover or Employee Defection” Whenever a well-trained and well-adopted
employee leaves the organization, it creates a vacuum. So, the organization loses key skills,
knowledge and business relationships. Modern managers and personnel administrators are
greatly interested in reducing Attrition in the organization, in such a way that it will contribute to
the maximum effectiveness, growth, and progress of the organization.

Job Attrition can be very costly to the organization as a whole. Therefore, managers should
constantly be on the lookout to reduce job Attrition. Basically, if the employees are not
interested in their jobs, they will leave. Being unhappy is not the only reason why workers leave
their jobs. There are several other reasons that can contribute to Attrition in the companies.
Sometimes, individuals leave their companies because their skills are in demand, and therefore
they are lured away by other companies for highly pay and better benefits.

Unfortunately, there are not much that companies can do to keep their employees from leaving
for higher pay and better benefits. However, if unhappiness is the primary reason why
employees leave, there is a lot that companies can do to prevent the turnover. The solutions will
be discussed later in this research. In this section, the primary focus will be on the causes of
turnover.

5
HUMAN RESOURCE MANAGEMENT
Human Resource Management is the process of recruitment and selecting employee, providing
orientation and induction, training and development, assessment of employee (performance of
appraisal), providing compensation and benefits, motivating, maintaining proper relations with
employees and with trade unions, maintaining employee’s safety, welfare and health measures
in compliance with labor laws of the land. Human resource management is the strategic
approach to the effective management of people in an organisation, so that they help the
business gain a competitive advantage. It is designed to maximize employee performance in
service of an employer’s strategic objectives. Human resources overall purpose is to ensure that
the organisation is able to achieve success through people.HR professionals manage the human
capital of an organisation and focus on implementing policies and processes.

Scope of Services:

 Human Resources or Manpower planning.

 Recruitment, selection and placement of personnel
 Training and Development of employees.
 Performance appraisal for employees.
 Job description, key responsibility area & goal setting for each job post
 Remuneration of employees.
 Social security and welfare of employees.
 Setting general and specific management policy for organizational relationship.
 Contract negotiations (outsourced manpower) and supervision.
 Grievances handling and conducting disciplinary procedures.
 Aiding in self-development of employees at all levels.
 Developing and maintaining motivations for workers by providing incentives and by conducting
various
programs and engagement activities.
 Reviewing and auditing manpower management in the organizations.
 Job rotation and inter unit transfers.
 Quality circle, organization development and quality of working life.
 Employee engagement and welfare activities.
 Credentialing and privileging of medical professional and nursing staffs.
 Policy making for health benefits to employee

Objectives of HRM:

The primary objective of HRM is to ensure the availability of right people for right jobs so as the
organizational goals are achieved effectively.

6
 This primary objective can further be divided into the following sub-objectives:
1. To help the organization to attain its goals effectively and efficiently by providing competent and
motivated employees.
2. To utilize the available human resources effectively.
3. To increase to the fullest, the employee ‘s job satisfaction and self- actualization.
4. To develop and maintain the quality of work life (QWL) which makes employment in the
organization a desirable personal and social situation.
5. To help maintain ethical policies and behaviour inside and outside the organization.
6. To establish and maintain cordial relations between employees and management.
7. To reconcile individual/group goals with organizational goals.

INTRODUCTION TO NH:
ABOUT MMI NARAYANA MULTISPECIALITY, RAIPUR

Narayana Health took over the management of MMI s in September 2011 to provide affordable,
high quality healthcare to the people of Raipur and Chhattisgarh add extra care and nurture. The
MMI Narayana Multispecialty, Raipur came into existence when the earlier was transformed by
incorporating state-of-the-art equipment and facilities with modernized operation theatres as well
as the best of clinical talent.

The has also introduced various preventive health check-up packages to emphasize the importance
of getting a regular health check done and detecting diseases at an early stage thereby helping
ineffective treatment. MMI Narayana Multispecialty, Raipur offers treatment and procedures in
diverse medical specialties covering Adult & Pediatric Cardiology, Minimally Invasive Cardiac
Surgery, Thoracic & Vascular Surgery, Nephrology & Kidney Transplant, Neurology,
Neurosurgery, Orthopaedics & Joint Replacement, Medical & Surgical Gastroenterology,
Gynaecology, Pulmonology & Sleep Medicine, Dermatology, Haemato-oncology, Physiotherapy
& Rehabilitation, Ophthalmology and Dental Sciences.

The Outpatient Department (OPD) has 35 consultation chambers for consultations in all
specialties. The OPD is supported by fully computerized and automated laboratory and diagnostic
radiology facilities.

MMI Narayana Multispecialty has one of the largest Dialysis units in the state of Chhattisgarh with
26 beds. In Radiology, latest equipment has been installed for quality diagnosis and treatment.
Objective of the Study:

7
  To find out the attrition rate for the year 2019-20 in the organization.
 To determine the causes of employee attrition in organization.
Research Methodology:
Secondary types of data shall be used for this study.

The study is a combination of qualitative and quantitative that adopts the secondary method by
collecting the data from the hospital and will be analysed the by using Excel.

The Exit interview taken by employee are taken for the calculation of attrition.

Data Analysis and Interpretation:

For the year 2019 and 2020.

1.Broad Count Broad Count

Group - of Group- of
2019 Broad 2020 Broad
Catego Catego
ry ry
Administrati 25 Administrati 34
on on
Doctors 35 Doctors 27
Nursing 166 Nursing 96
Paramedica 27 Paramedica 21
l l
Visiting 14 Visiting 5
Consultant Consultant
Grand 267 Grand 183
Total Total

2019 2020
10 5% 3%
% 9% 11% Adminis-
13 Adminis- 19% tration
% tration
15% Doctors
Doctors
Nursing
Nursing
52% Paramed-
62% Paramedical ical
Visiting Visiting
Consultant Consultant

Interpretation: According to the data, we can conclude that total 267 employees in the year 2019
left the job among which 62% are nurses and 13% are doctors. In the year 2020 the total 183

8
employees left the job among which 52% are nurses, 15% are doctors and 19% are from
administration. As compared to the last year nurses’ attrition rate has decreased to 10%.

2.Reason for Count of Reason Reason for leaving-2020 Count of

leaving-2019 for Leaving Reason for
Leaving
Nursing 166 Nursing 96
Absconding 60 Absconding 31
Better Opportunity 9 Better Opportunity 8
Family Reason 25 Government Job 8
Government Job 17 Higher Studies 9
Higher Studies 25 Medical Reason 5
International 2 Personal reason 34
Relocation
Marriage 6 Retirement 1
Medical Reason 12 Grand Total 96
Personal reason 1

Resignation 9

Grand Total 166

9
 Reasons for leaving-2019
1; 1% 9; 5%
12; 7% Nursing Absconding
6; 4% Nursing Better Opportunity
2; 1% Nursing Family Reason
Nursing Government Job
60; 36%
Nursing Higher Studies
25; 15% Nursing International Relocation
Nursing Marriage
Nursing Medical Reason
Nursing Personal reason
17; 10% 9; 5% Nursing Resignation
25; 15%

Reason for leaving-2020

Nursing Absconding
1; 1% 31; 32% Nursing Better Opportunity
34; 35% Nursing Government Job
Nursing Higher Studies
Nursing Medical Reason
Nursing Personal reason
Nursing Retirement
8; 8%
5; 5%
9; 9% 8; 8%

Interpretation: According to the data we can conclude that among 166 nurses, 60 of them left
without informing hence were termed as absconded the second highest reason for leaving was
due to higher studies and family reasons, other than that another prominent reason for the higher
attrition rate was due to government job. In the year 2020, 96 nurses, out of which 34 of them left
the job due to personal reasons and the other prominent reason is 31 of them left without
informing

3. Reason for Count of Reason for Reason for Count of

Leaving-2019 Leaving Leaving-2020 Reason for
Leaving
Paramedical 27 Paramedical 21
Absconding 3 Absconding 2
Better Opportunity 8 Better 5

10
 Opportunity
Family Reason 8 Higher Studies 6
Government Job 4 Personal 8
reason
Higher Studies 2 Grand Total 21
Personal reason 1

Resignation 1

Grand Total 27

Reasons for leaving-2019

1; 4%1; 4%
3; 11%
2; 7% Paramedical Absconding
Paramedical Better Opportunity
4; 15% Paramedical Family Reason
8; 30% Paramedical Government Job
Paramedical Higher Studies
Paramedical Personal reason
Paramedical Resignation

8; 30%

Reason for leaving-2020

2; 10%
Paramedical Absconding

8; 38% 5; 24% Paramedical Better Opportunity

Paramedical Higher Studies
Paramedical Personal reason
6; 29%

Interpretation: as per the chart above we can conclude that out of the 27 paramedical, 8 of them left due to
better opportunity and family reasons, the next prominent reason for leaving was due to government job. In
the year 2020, 21 paramedical, out of which 8 and 6 of them left due to personal reason and higher
studies respectively.

11
 4. Reason for Leaving- Count of Reason for Leaving- Count of
2019 Reason for 2020 Reason for
Leaving Leaving
Doctors 35 Doctors 27
Absconding 8 Absconding 3
Better Opportunity 2 Better Opportunity 3
Course Completed / 2 Course Completed / 3
Discontinue Discontinue
Expiry of Contract 3 Government Job 2
Family Reason 3 Higher Studies 12
Higher Studies 10 Medical Reason 1
Joined course - NH 1 Personal reason 3
Resignation 6 Grand Total 27
Grand Total 35

Reason for Leaving-2019

Absconding
Better Opportunity
17% Course Completed / Discontinue
23% Expiry of Contract
3%
Family Reason
6% Higher Studies
Joined course - NH
6% Resignation
29%
9%
9%

Reason for leaving-2020

3; 11% 3; 11% Doctors Absconding
1; 4% Doctors Better Opportunity
3; 11% Doctors Course Completed / Dis-
continue
3; 11%
Doctors Government Job
12; 44% Doctors Higher Studies
2; 7% Doctors Medical Reason
Doctors Personal reason

Interpretation: According to the data we can conclude that, out of 35 doctors, 10 i.e. 29% of them left due to
higher studies and the other prominent reasons is 8 i.e. 23% of them left without informing (absconding). In
the year 2020 the total number of doctors, 27 doctors, out of which 12 of them left due to higher
studies.

12
5. Reason for Count of Reason for Reason for Count of
Leaving-2019 Leaving Leaving-2020 Reason
for
Leaving
Administration 25 Administration 34
Absconding 3 Absconding 3
Better Opportunity 8 Better 9
Opportunity
Family Reason 10 Higher Studies 2
Personal reason 1 Medical Reason 2
Resignation 3 Personal reason 18
Grand Total 25 Grand Total 34

Reasons for leaving-2019

3; 12% 3; 12%
1; 4% Administration Absconding
Administration Better
Opportunity
8; 32% Administration Family
Reason
10; 40%
Administration Personal
reason
Administration Resignation

13
 Reasons for leaving-2020
Administration Absconding
Administration Better
3; 9% Opportunity
9; 26% Administration Higher Stud-
ies
18; 53% Administration Medical
Reason
2; 6% Administration Personal
2; 6% reason

Interpretation: According to the data we can conclude that, out of 25 in administration, 10 of them
left due to family reasons and the other prominent reason is due to better opportunity. In the year
2020, 34 in administration, out of which 18 of them left due to personal reasons and 9 of them left
due to better opportunity.

Findings:
 Total 267 employees left in the year 2019 and in the year 2020 total 183 employees left
organisation.
 Collectively, findings indicated that attrition of nurses is high i.e. 166 nurses left in the year
2019 and 96 nurses left in the year 2020.
 Doctors are leaving the organisation due to higher studies i.e. in the year 2019, 10 of them
left and 12 left in the year 2020.
 In paramedical, total 27 left, the main reason for leaving is due to family reason in the year
2020 and total 21 left, the main reason is due to personal reason.
 In Administration, total 25 and 34 left, due to family reason and better opportunity, in the
year 2019 and 2020 respectively.

Suggestion:
 The main reason that contribute for higher attrition rate is due to absconding, employees are
leaving the job without informing especially from Nursing, so activities can be arranged by
which the bonding of the nurses is done with the administration so that clear responses are
known by which retention strategies are formed.
 Company should conduct regular meetings to know about the expectation. Each organisation
should focus on exit interviews.

14
  The only reasons that contribute for attrition are demand high pay and better elsewhere. To
reduce the attrition rate, increase in pay as par with the competitive institutes should be done
as per the affordability so that employees won’t leave the job.
 As plan for higher studies also stand as a reason for attrition, should consider sponsoring
students for higher studies so when they complete their education they would have the
opportunity to get higher position and it will be a growth opportunity for the sponsored
students that would help reducing attrition.
 Even though the employees are satisfied with their nature of job and work environment, it
is identified in study that many employees change job due to lack of opportunities.
Therefore, workshop and seminars on career guidance should be arranged.

Conclusion:
Attrition cannot be removed, but it can be reduced. Organizations should create an
environment that fosters ample growth opportunities, appreciation for the work
accomplished and a friendly cooperative atmosphere that makes an employee feel
connected in every respect to the organization. When Attrition is suspected within an
organization, an accurate measure of past and existing attrition and cost associated with
turnover must be analysed.
To ensure organization's growth, HR manager should give close attention to why attrition
is occurring in the present. To ignore why people are leaving the organization is to ignore
the organization greatest assets – its people. People in organization are needed to perform
the task; but they are not just machine but more than that. They are organization dreams,
hopes, ambitions, creativity and innovation. And to retain these valuable assets is one of
the surest ways to build an organization rather than just to go in global markets. And this
is the only way an organization can lower its attrition rate.
So factors such as training, goal awareness, career succession planning are important
aspects to the employees and they prefer the organizational goals to objectives should
have their interest in their continuous growth. Regular feedback and support also been

15
involved in the attrition rate causes.

16
17
18
19
20