CHAPTER- 1

INTRODUCTION
1.1.INTRODUCTION

Human resources (HR) is the set of people who make up the workforce of an organization,
business sector, industry, or economy. A narrower concept is human capital, the knowledge
and skills which the individuals command. Similar terms include manpower, labor, or
personnel.

Human resources (HR) is the division of an organization that is responsible for recruiting,
screening, hiring, and training new employees, as well as administering employee benefits.

Human resource management (HRM) involves coordinating, managing, and allocating

human capital, or employees, in ways that move an organisation's goals forward. HRM
focuses on investing in employees, ensuring their safety, and managing all aspects of staffing,
from hiring to compensation and development.

Human Resources departments are variously called (with help from Charles Coy at
Cornerstone's Rework): Human Capital Management. People Operations (Popular title
among tech firms such as Google and Uber)

Finding the right talent is no longer confined to traditional methods. The digital age has
introduced new opportunities and challenges in the recruitment process. From leveraging data
and analytics to embracing virtual hiring techniques, organizations must adopt innovative
strategies to secure the best-fit candidates.

In the digital era, HR plays a crucial role in attracting and acquiring top talent. With the
widespread use of social media platforms, online job portals, and applicant tracking systems,
and HR professionals can reach a wider pool of candidates and streamline the recruitment
process.
1.2.OBJECTIVE OF THE STUDY

➢ To Prioritize employee goals and growth opportunities.

➢ To create an environment that fosters growth, innovation, and professional
development.
➢ To employee retention is the organizational goal of keeping productive and talented
workers
➢ To increase Productivity and Performance
➢ To finding, attracting, hiring, growing, and retaining top talents inside an organization.
➢ To identify, recruit and hold on to people who drive the success of your organisation.

1.3.SCOPE OF THE STUDY

➢ The study is to determine the factors influencing retention of employees in the

organisation
➢ These researches also determine the nature of retaining employees in order to make the
employees to feel comfort
➢ To feeling that the organisation is second home for employee
➢ A friendly and cooperative environment
➢ A study was focused on employee retention ,since it is focus on the levels of satisfaction
by smooth functioning of organisation are also to maintain and retain employees for
longer time
1.4.NEED OF THE STUDY

➢ Employers have a need to keep the employers from leaving and going to work for other
companies
➢ This is true because of the great cost association with hiring and retaining new
employees
➢ The best way to retain the employees is by providing them with job satisfaction and
opportunities for advancement in their careers
➢ Designing an engaging and inclusive remote work environment is a cornerstone of
attracting and retaining top talent in the digital age

1.5.LIMITATIONS OF THE STUDY

➢ The employees were not ready to answer for few questions

➢ The study was carried out only certain number of employees
➢ At times certain employees were not accurate in their responses
➢ Time is the major constraint
➢ The study is limited to 100 participants

➢ Groupism. Retention can influence employees to overestimate their worth and shift
power to the wrong hands. ...
➢ Affecting Workplace Productivity.
1.6.RESEARCH METHODOLOGY

This is the process of systematic and in depth study or search for any particular
topic,subject or area of investigation,baked by collection,compilation,presentation and
interpretation of relevant details or data.research methodology is a way to systematically solve
the research problem . it may be understand as a science of studying how research is done
scientifically.

SAMPLING AREA AND SIZE:

Sample area :thiruvannamalai

Sample size:100

SOURCES OF DATA:

➢ Primary data
➢ Secondary data

PRIMARY DATA

• Researchers in the health and social science can obtain their data by getting it directly
from the subjects they’re interested in.that data they collect is called primary data.
• Primarydata collection sources include surveys,observation,experiment,questionnaire,
Personal interview,etc.on the contrary,secondary data collection sources are
government publication,websites,books,journal articles,internal records etc.
• There are two common types of primary data.
1. Quantitative data
2. Qualitative data

SECONDARY DATA

• Secondary data refers to data that is collected by someone other than the primary
user.common sources of secondary data for social science include censuses
,information collected by government departments ,organisational records and data that
was originally collected for other research purposes.
 • Secondary data is research data that has previously been gathered and can be accessed
by researchers.the term contrasts with primary data,which is data collected directly
from its sources.
• There are two common types of secondary data.
1. Internal data
2. External data

STATISTICAL TOOLS USED IN THE STUDY

The findings have been analysed using:

• Percentage
• Correlation

PERCENTAGE ANALYSIS:

To calculate the percentage of any number, the number is divided by the whole and
multiplied by 100. It is used in data analysis as it helps in finding information on discrete
categories and collating statistical data

FORMULA:

Percentage of responses=(no. of responders /total no. of responders)*100

CORRELATION:

• A correlational research design investigates relationships between variables

without the researcher controlling or manipulating any of them.
• A correlation reflects the strength and/or direction of the relationship between
two (or more) variables. The direction of a correlation can be either positive or
negative.

FORMULA:

t=r√n−2√1−r2.