INTRODUCTION

Employee attrition and employee retention are important HR metrics for

developing and managing a robust, productive workforce, especially in the context
of Great Resignation. The drive to recruit the best talent, along with droves of long-
term employees leaving in search of new opportunities, has brought attrition and
retention to the forefront.

As a result, an imbalance exists between the jobs on the market and the
candidates available. Employee attrition and retention are two concepts on the
opposite ends that address the same situation.

1.1 What is employee attrition?

Employee attrition refers to the naturally occurring reduction of the

workforce through reasons such as retirement, sickness, death, or resignations.
Attrition means that the role that the employee vacates is not replaced for a long
time or ever.

The terms attrition and turnover are often used interchangeably, but there is
a key difference. Employee turnover measures all terminations, which includes
positions that are refilled. For the purpose of comparing employee attrition and
retention, we will use attrition as a synonym for turnover.

1.2 What is employee retention?

Employee retention is when a business is able keep talented employees and

reduce turnover. It is the collective efforts of an employer’s practices, policies, and
strategies to retain employees. Retention increases in importance during stressful
business and talent periods (such as the Great Resignation).

Understanding your employee retention rate helps you determine what

makes your business a great place to work at. Tracking employee retention metrics
is essential to keeping highly talented employees on board.

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1.3 OBJECTIVES OF THE PROJECT:

1. To identify new approaches to manage attrition rate at Streamfix Business

Management Pvt Ltd, Nashik

2. To improve the approach of the company towards the employees.

3. To explore the link between attrition and expectations of the employees in

Streamfix Business Management Pvt Ltd, Nashik.

4. To improve employee morale at Streamfix Business Management Pvt Ltd,

Nashik.

1.4 STATEMENT OF PROBLEM:-

 Employee attrition plays a major role in the development of an organization. The

term attrition refers to a gradual but deliberate reduction in staff numbers. It is
defined as the natural process by which employees leave the workforce.

1.5 HYPOTHESIS:-

Null Hypothesis H0: There is no significant relationship between gender and

satisfaction of job.

Alternate Hypothesis H1: There is significant relationship between gender and

satisfaction of job.

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1.6 SCOPE OF THE PROJECT:-

1. The scope of the study is very wide and expanding & the study also suggests the
measure for improvement on certain area of parameters.

2. Moreover, only selected facts of job characteristics have been considered for the
study. There are many more which can be included in order access to employee
attrition.

3. This study can help the management to know for which the reason employees
tend to change their job, through dissatisfaction factors faced in the organisation
and also to recover by providing the optimum suggestions or solutions.

4. This study has helped the organisation to understand how to control the attrition
rate.

1.7 LIMITATIONS OF THE PROJECT:-

1. The study was limited to the extent of information provided by the employees.

2. The responses from the employees could be casual in nature, chance of bias is
present.

3. The information was collected through questionnaire is subject to willingness of

the respondent to respond.

4. In designing questionnaire, there could be chance for not including all the factors
that affect the employee’s satisfaction.

5. Due to time and cost constrain, data have been collected from 50 employees in
the organization.

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 RESEARCH METHODOLOGY

What is Research?

Research in common parlance refers to a search for knowledge. Once can

also define research as a scientific and systematic search for pertinent information
on a specific topic. In fact, research is an art of scientific investigation. The
Advanced Learner’s Dictionary define the meaning of research as “a careful
investigation or inquiry especially through search for new facts in any branch of
knowledge.” Redman and Mory define research as a “systematized effort to gain
new knowledge.” Some people consider research as a movement, a movement from
the known to the unknown. It is actually a voyage of discovery. We all possess the
vital instinct of inquisitiveness for, when the unknown confronts us, we wonder and
our inquisitiveness makes us probe and attain full and fuller understanding of the
unknown.

This inquisitiveness is the mother of all knowledge and the method, which
man employs for obtaining the knowledge of whatever the unknown, can be termed
as research. Research is an academic activity and as such the term should be used
in a technical sense.

Definition:

According to Clifford Woody,

“Research comprises defining and redefining problems, formulating hypothesis or

suggested solutions, collecting, organising and evaluating data, making deductions
and reaching conclusions and at last carefully testing the conclusions to determine
whether they fit the formulating hypothesis.”

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 2.1 Data Collection

Data Collection is the process of gathering and measuring information on

variables of interest, in an established systematic fashion that enables one to answer
stated research questions, test hypotheses, and evaluate outcomes. The data
collection component of research is common to all fields of study including
physical and social sciences, humanities, business, etc. While methods vary by
discipline, the emphasis on ensuring accurate and honest collection remains the
same.

The field of study or preference for defining data (quantitative, qualitative),

accurate data collection is essential to maintaining the integrity of research.

2.2 Sources of Data

Data collection methods are techniques and procedures used to gather

information for research purposes. These methods can range from simple self-
reported surveys to more complex experiments and can involve either quantitative
or qualitative approaches to data gathering. Some common data collection methods
include surveys, interviews, observations, focus groups, experiments, and
secondary data analysis.

2.3 Types of Data Collection

2.3.1. Primary Data Collection Methods

Primary data is collected from first-hand experience and is not used in actual time.
The data gathered by primary data collection methods are specific to the research’s
motive and highly accurate. Primary data collection methods can be divided into
two categories: Quantitative methods and Qualitative methods.

I. Survey:

Surveys are used to collect data from the target audience and gather insights
into their preferences, opinions, choices, and feedback related to their products and
services. Most survey software often has a wide range of question types to select.

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 You can also use a ready-made survey template to save time and effort. Online
surveys can be customized as per the business’s brand by changing the theme, logo,
etc. Once the data is collected, survey software can generate various reports and
run analytics algorithms to discover hidden insights. A survey dashboard can give
you statistics related to response rate, completion rate, filters based on
demographics, export and sharing options, etc.

II. Polls:

Polls comprise one single or multiple-choice question. You can go for polls
when it is required to have a quick pulse of the audience’s sentiments. Because they
are short in length, it is easier to get responses from people. Like surveys, online
polls can also be embedded into various platforms.

III. Interviews:

In this method, the interviewer asks the respondents face-to-face or by

telephone. In face-to-face interviews, the interviewer asks a series of questions to
the interviewee in person and notes down responses. If it is not feasible to meet the
person, the interviewer can go for a telephone interview.

IV. Questionnaire:
A questionnaire is a printed set of questions, either open-ended or closed-ended.
The respondents must answer based on their knowledge and experience with the
issue. The questionnaire is a part of the survey, whereas the questionnaire’s end
goal may or may not be a survey.

2.3.2. Secondary Data Collection Method:

Internal sources of secondary data:

 Organization’s health and safety records

 Mission and vision statements
 Financial Statements

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 Magazines
 Sales Report

External sources of secondary data:

 Government reports
 Press releases
 Business journals
 Libraries
 Internet

The secondary data collection methods can also involve quantitative and
qualitative techniques. Secondary data is easily available and hence, less time-
consuming and expensive than primary data. However, with the secondary data
collection methods, the authenticity of the data gathered cannot be verified.

2.4 Sampling

When you conduct research about a group of people, it’s rarely possible to
collect data from every person in that group. Instead, you select a sample. The
sample is the group of individuals who will actually participate in the research.

To draw valid conclusions from your results, you have to carefully decide how you
will select a sample that is representative of the group as a whole. This is called
a sampling method. There are two primary types of sampling methods that you
can use in your research:

2.4.1 Probability sampling methods

Probability sampling means that every member of the population has a

chance of being selected. It is mainly used in quantitative research. If you want to
produce results that are representative of the whole population, probability
sampling techniques are the most valid choice.

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2.4.1.1 Simple random sampling
In a simple random sample, every member of the population has an equal
chance of being selected. Your sampling frame should include the whole
population.

To conduct this type of sampling, you can use tools like random number
generators or other techniques that are based entirely on chance.

2.4.1.2 Systematic sampling

Systematic sampling is similar to simple random sampling, but it is usually

slightly easier to conduct. Every member of the population is listed with a number,
but instead of randomly generating numbers, individuals are chosen at regular
intervals.

2.4.1.3 Stratified sampling

Stratified sampling involves dividing the population into subpopulations

that may differ in important ways. It allows you draw more precise conclusions by
ensuring that every subgroup is properly represented in the sample.

To use this sampling method, you divide the population into subgroups (called
strata) based on the relevant characteristic (e.g., gender identity, age range, income
bracket, job role).

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2.4.1.4 Cluster sampling

Cluster sampling also involves dividing the population into subgroups, but
each subgroup should have similar characteristics to the whole sample. Instead of
sampling individuals from each subgroup, you randomly select entire subgroups. If
the clusters themselves are large, you can also sample individuals from within each
cluster using one of the techniques above. This is called multistage sampling.

2.4.2 Non-probability sampling methods

In a non-probability sample, individuals are selected based on non-random

criteria, and not every individual has a chance of being included.

This type of sample is easier and cheaper to access, but it has a higher risk
of sampling bias. That means the inferences you can make about the population are
weaker than with probability samples, and your conclusions may be more limited.

2.4.2.1 Convenience sampling

A convenience sample simply includes the individuals who happen to be

most accessible to the researcher. This is an easy and inexpensive way to gather
initial data, but there is no way to tell if the sample is representative of the
population, so it can’t produce generalizable results.

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2.4.2.2 Voluntary response sampling

Similar to a convenience sample, a voluntary response sample is mainly

based on ease of access. Instead of the researcher choosing participants and directly
contacting them, people volunteer themselves (e.g. by responding to a public online
survey)

Voluntary response samples are always at least somewhat biased, as some people
will inherently be more likely to volunteer than others, leading to self-selection
bias.

2.4.2.3 Purposive sampling

This type of sampling, also known as judgement sampling, involves the

researcher using their expertise to select a sample that is most useful to the purposes
of the research.

It is often used in qualitative research, where the researcher wants to gain

detailed knowledge about a specific phenomenon rather than make statistical
inferences, or where the population is very small and specific..

2.4.2.4 Snowball sampling

If the population is hard to access, snowball sampling can be used to recruit

participants via other participants. The number of people you have access to
“snowballs” as you get in contact with more people. The downside here is also
representativeness, as you have no way of knowing how representative your sample
is due to the reliance on participants recruiting others. This can lead to sampling
bias.

2.4.2.5 Quota sampling

Quota sampling relies on the non-random selection of a predetermined

number or proportion of units. This is called a quota.

You first divide the population into mutually exclusive subgroups (called strata)
and then recruit sample units until you reach your quota.

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 RESEARCH METHODOLOGY

 Research Design:

The study was based on survey method. The aim of the study is to find out
to know the factors responsible for employee attrition at Streamfix Business
Management Pvt Ltd, Nashik and suggested the measures to control the attrition
rate in the organisation... Descriptive research design was selected to achieve the
stated objectives. Research studies are those, which are concerned with describing
the characteristics of a particular individual, or group on determining the
relationship between the variables as to be measured descriptive research design
was selected. The objective of the descriptive design is to answer the “who”,
“what”, and “how” of the subject under investigation.

 Sample Design:

A sample design is a definite plane for obtaining a sample from a given

population. Convenience sampling method is used in selected samples. By
selecting employees of Streamfix Business Management Pvt. Ltd. This survey has
been conducted.

 Sample Size:

The sample size of the study is 50 respondents.

 Period of study:

This study on employee satisfaction level was conducted during the period
of 60 days.

 Data Collection:

Data collected for the study consist of both primary and secondary data.
Primary data: Primary data is collected through the questionnaire. Secondary data:
Secondary data for this study was collected from, Previously published records,
statistics, research papers, documents, books, periodicals, website.

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  Questionnaire:

For this study, the researcher had used a questionnaire consisting of 20

questions. The closed ended method has been used in questionnaire.

 Tools used for Analysis:

Percentage analysis, Hypothesis testing, Chi-Square Test are used as

statistical tools for the analysis.

 Graphical Presentation of data:

Graphical presentation tools such as Bar graphs, pie charts have been used
for the data analysis.

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 PROFILE OF THE ORGANISATION

3.1 ABOUT COMPANY:

Streamfix Business Management Pvt.Ltd. (A unit of SBM Group) is an

organization that provides an entire spectrum of service-solutions for the basic
foundation of any organization – Human Resource. The core set of offerings
include Business Strategies, Process and People Outsourcing, Payroll Outsourcing,
Executive Search and Training services.

Streamfix Business Management Pvt.Ltd. is a one stop shop for providing

entire gamut of high impact HR Solutions to organizations and candidates seeking
growth, performance & satisfaction.

Over the years, we have built our credibility & have emerged as a
service partner of choice with many multinationals & Indian organizations alike.
Our competitive advantage is simple, we have a dedicated team of HR professionals
having significant industry experience. Our only aim is to provide a human edge to
our clients in a competitive market like India.

We strongly believes in delivering quality. We have put in place robust

processes to ensure quality with consistency in every assignment that we undertake.
We exist as an organization to offer the right People Solutions at the right time and
enable our clients to do better business every day. We build enduring relationships

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with our clients and candidates in a spirit of partnership and continuously seek
insights through our work to deliver value.

3.2. MISSION:

Streamfix Business Management Pvt. Ltd.’s Mission is to be the most

trusted firm for end-to-end HR Services providing our clients a one-stop solution
for all their HR Needs. Streamfix Business Management Pvt. Ltd is constantly
strives to bring in new technologies & service offerings to the HR Domain so as to
be able to provide the best experience for its clients and to ensure high level of
satisfaction, efficiency as well as productivity.

3.3. VISION:

To be a global One Stop Corporate Solutions Providing company that

provides Customized Corporate Solutions to aspiring organizations across the
globe and be a true growth partner for them. We commit ourselves for - Innovative
and winning culture for our employees - Growth partner for our customers and -
Results to our stakeholders to be a global One Stop Corporate Solutions Providing
company that provides Customized Corporate Solutions to aspiring organizations
across the globe and be a true growth partner for them. We commit ourselves for -
Innovative and winning culture for our employees - Growth partner for our
customers and - Results to our stakeholders.

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3.4 MANAGEMENT TEAM:

Company have a qualified and experienced team of more than 20

professionals which includes 5 graduate engineers with MBA and others who are
all MBAS. The average age of the team is 30 with work experience of 5 years. We
sports a young team with high energy levels, enthusiasm and zest to cater to large
client requirements.

The team of resource experts is in constant touch with professionals by

ginning referrals, browsing manpower portals and by strategic headhunnng. Our
efforts in maintaining a vast data bank enables us to idenn. Potential candidates as
per our client’s requirements accurately and rapidly.

Mr. Prasad Dharangaokar (Co-founder & managing director), Mr. Shivkumar

Naidu (Co-founder & director), Adv. Snehal Deshpande (Co-founder & director),
Mr. Sanjeev Kumar (Co-founder & CEO).

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 ADVISORY BOARD

ORGANISATIONAL STRUCTURE

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 INDUSTRIES STREAMFIX SERVE

DETAIL WORK OF ORGANISATION

CONTRACTUAL MANPOWER /THIRD PARTY

CONTRACT STAFFING
Across the country, organizations big and small are struggling to deal with
increased government regulations and volatile market demand. When things are
uncertain, you may not want to hire permanent employees on a full-time basis. You
want the flexibility of an agile, on-demand workforce who is equipped to run your
business operations just the way you want them to.

PAYROLL MANAGEMENT
Payroll processing is an essential and significant function of any
organization. Payroll can be a demanding function; since it requires smooth
execution of several complex tasks like salary calculations, tax compliance,
provident fund, and many more activities.

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 Labour Law and HR Compliances Services
Whether one likes it or not, India has extremely complex Labour Laws and its even
more difficult to ensure proper timely compliance.
As an employer, you have to comply with statutory and legal norms and are
expected to be updated on constantly changing legislation. This demands allocation of
valuable time and resources and continuous monitoring to avoid penalties for non-
compliance.
SBM Group help companies to keep up with the fast-changing labour laws making
sure that the entities don’t face fines for abiding the law. Keeping up to date with the laws
along with the state regulations benefit companies to build a sustainable business for years
to come.

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 THEORETICAL BACKGROUND

 What is Employee attrition?

Employee attrition is defined as the natural process by which employees

leave the workforce – for example, through resignation for personal reasons or
retirement – and are not immediately replaced.
Employee attrition happens when an employee leaves an organization for any
reason and is not replaced for a long time, or not ever. It often results in a decrease
in the size of an organization’s or department’s workforce because positions aren’t
refilled when employees leave. Attrition can occur throughout an entire company
or just in certain departments or divisions. This typically happens when automation
or new technologies replace employees.
For example; a car manufacturing factory might have previously required
workers for assembly line tasks such as attaching wheels or installing windshields.
With advancements in automation, these tasks could be taken over by robotic arms
and machines, thus reducing assembly line workforce needs.
Employee attrition is measured by calculating the attrition rate.

3.5 What are the Different types of Attrition?

There are five types of employee attrition as follows;

3.5.1 Attrition due to retirement:

If two or three people have retired from your company this year, this is
statistically too small an employee group to count under attrition. However, if a
sizable chunk of your workforce retires at the same time, this can cause attrition.

3.5.2 Voluntary attrition:

This is the most common type of attrition, where employees decide to

simply quit their jobs. There can be many reasons for voluntary attrition (more on
that later) and most of them are in your control. You should proactively try to curb

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voluntary attrition among high-value talent, as this can bring down your
productivity over time.

Example: if a company sees its marketing experts moving out of different

business units, it’s a clear cause for concern.

3.5.3. Involuntary attrition:

In this scenario, it is the company and not the employee that initiates the
exit. Example: The employee may have shown instances of misconduct in the
workplace – a common reason for involuntary attrition. Structural reasons could
also cause attrition. Mergers and acquisitions are often followed by a wave of
involuntary attrition.

3.5.4. Internal attrition:

Here, employees are quitting their jobs in one department to join another
department. In some cases, internal attrition is desirable, as it routes talent towards
more profitable areas.

It also ensures better employee-job fitment. But if a specific department has

witnessed a high rate of attrition one year it merits an investigation.

3.5.5. Demographic-specific attrition:

This is a significant concern for progressive companies trying to build an

equalopportunities workplace. Demographic-specific attrition means that
employees from a single group – women, ethnic minorities, and people with
disabilities, veterans, or older professionals – are leaving the company in droves.

3.6 What Is Employee Attrition Rate?

Attrition measures how many people left a company/office/department

compared to the average number of people employed in that year. This takes into
account fresh hires as well. Here’s a simple formula to help you calculate attrition:

 Conduct a headcount to know how many employees you started with at the
beginning of the year. Let’s say this number is 1,000.

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 Keep track of how many people leave throughout the year. Let’s say 200
employees left the company due to voluntary and involuntary reasons.

 Keep track of the employees you hire across the year, and conduct a final
headcount at year-end. Let’s say that you hired 400 people that year – this means
your final headcount is 1,400.

 Now, calculate the average number of employees for that year. In our example,
this will be (1000+1400)/2 = 1,200.

 This will give you the attrition rate: (200/1200) x 100 = 16.66%.

Simply put,

Attrition Rate = Number of Attritions/Average Number of Employees x 100,

As you can see, the impact of attrition cannot be negated by going on a

hiring spree. This is what makes it such an important metric for companies.

3.6.1 Factors Affecting Employee Attrition:-

3.6.1.1 Personal motivation:

There has been a change in an employee’s personal life that compels them
to switch jobs. New parents might want to move to a city with better schools, a mid-
career professional may want to return to school – these reasons are endless. By
conducting detailed exit interviews, you can keep in touch with these employees

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and ensure that they consider your company in the future, whenever they have an
opportunity.

3.6.1.2 Professional motivation:

This is where HR could play a massive role in controlling attrition. An

employee might leave because they felt there simply aren’t enough opportunities
for career progression in your organization. This is the case in several technology
companies, where technical talent is forced to fight for managerial positions as they
move up the ladder. Take inspiration from Microsoft, which created a long-term
technical track to prevent professionally-motivated attrition.

3.6.1.3 Challenges with the workplace:

This is another common reason for attrition. Challenges in the workplace

can range from collaborative leadership to the lack of requisite tools for work. This
type of attrition is relatively easy to fix. Ask for regular feedback, listen to the voice
of the employee, and address any gaps in their employee experience. Typically,
someone who is happy with their job won’t quit if most of their workplace
requirements are met.

3.6.1.4 Poor employee-to-job fitment:

We have all seen employees who join a company full of enthusiasm, only
to leave a month or two later. This could be an indicator that the job was not right
for that candidate, to begin with. You can address attrition arising from this factor
by fine-tuning your job descriptions as well as the on boarding. Employees will
know exactly what to expect, and you are less likely to witness new-hire attrition.
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3.6.1.5 Best Practices to Reduce Employee Attrition Rate:-

 Assess for job and culture fitment right at the time of hiring

 Offer learning and employee development opportunities to accelerate career

growth
 Regularly solicit feedback on employee satisfaction.

 En sure a competitive pay package compared to other companies

 Conduct detailed interviews after an employee has exited to spot attrition trends

3.7 What is Employee Retention?

Employee Retention is defined as an organization’s ability to retain its

employees. It can also be called as a process, in which the resources are motivated
and encouraged to stay in an organization for a longer period of time for the
sustainability of the organization.

The ultimate aim of Employee Retention is to make both the stakeholders,

i.e., employees and employer happier. It facilitates loyal employees sticking to the
company for a longer duration, which in turn will benefit both the stakeholders.

Employee retention is not just a matter that can be dealt with records and
reports. It purely depends upon how the employers understand the various concerns
of the employees and how they help them resolve their problem, when they are in
need.

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 Every organization spends time and invests money in grooming new
employees and makes them corporate-ready. The organization will be in complete
loss, if such employees quit after they are fully trained. The organization is
completely at loss when the employees leave their job once they are fully trained.

3.7.1 Retention Involves Five Basic Things:

i) Environment: A motivated employee wants to contribute to work areas outside

of his specific job description.. Hopeless employees negatively upsetting the desire
level of work. A little amount of employees which are satisfied with their work not
only affect the performance but also the work environment affects the performance
of employees and performance of organization.

ii) Growth: Growth is an integral part of every individual’s career. If an employee

cannot foresee his path of career development in his current organization, there are
chances that he’ll leave the organization as soon as he gets an opportunity. The
Growth and productivity is the ultimate result of employee behaviour such as
performance, retention, satisfaction of employees.

iii) Compensation: Compensation constitutes the largest part of the retention

process. The employees always have high expectations regarding their
compensation packages. Compensation includes: Salary and Wages, Bonus, Health
Insurance, after retirement benefits. In a research it was concluded that although
compensation was not one of the top factors influencing non-management turnover
but compensation can act as a critical factor in reducing managerial turnover and
increasing commitment.

iv) Relationship: Sometimes the relationship with the management and the peers
become the reason for an employee to leave the organization. The management is
often not able to provide an employee a supportive work culture and environment
in terms of personnel and professional relationships. A supportive work culture
helps grow employees professionally and boosts employee’s satisfaction. There are
times when an employee starts feeling bitterness towards the management or peers,
which leads to less satisfaction and eventually attrition.

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v) Support: Employees today are asking for a work place that helps them balance
the demands of their work and family lives, rather than forcing them to one over
the other. Schemes like: Special schemes for their children, Scholarship, Medical
benefits, Training etc. Employee engagement with the definition: "an employee's
involvement with, commitment to, and satisfaction with work. Employee
engagement is a part of employee retention."

3.7.2 Three R’s of Retention:

a) Respect - is esteem, special regard, or particular consideration given to people.

As the pyramid shows, respect is the foundation of keeping your employees.
Recognition and rewards will have little effect if you don’t respect employees.

b) Recognition - is defined as “special notice or attention” and “the act of

perceiving clearly.” Many problems with retention and morale occur because
management is not paying attention to people’s needs and reactions.

c) Rewards - are the extra perks you offer beyond the basics of respect and
recognition that make it worth people’s while to work hard, to care, to go beyond
the call of duty. While rewards represent the smallest portion of the retention
equation, they are still an important one.

3.7.3 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 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.

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 DATA ANALYSIS AND INTERPRETATION

Q).1 Gender:

Responses in
No of
responds percentage %
Male 40 80
Female 10 20
Total 50 100

Table no 4.1 showing Gender Classification.

Gender Classification
Female
20%

Male
80%
Male Female

Chart no 4.1 showing Gender Classification.

Source: From primary data through questionnaire from employee of SBM Pvt. Ltd.

Analysis:
Above Pie Chart, shows that 80% of employees working in the organisation are
Male; and rest of 20% are Females.
Interpretation:
From analysis, it is understood that majority of the employees working in
the organisation aremales only.

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 Q.2 Age Group:

No of responds Responses inpercentage %

Below 25 years 9 18
25 – 30 years 21 42
30 – 40 years 10 20
Above 40 years 10 20
Total 50 100
Table no 4.2 showing the Age Group of Employees.

Age Group

20 18

20
42

Below 25y 25-30y 30-40y Above 40y

Chart no 4.2 showing the Age Group of Employees.

Source: From primary data through questionnaire from employee of SBM Pvt. Ltd.

Analysis:
Above Pie Chart, shows that 18% of employees working are below 25 years of age; 42%
of employees are in between the age of 25 – 30 years; 20% of employees are between
30 – 40 years and rest 20% of employees are above 40 years of age.

Interpretation:
From chart, it is understood that the majority of the working employees are in the age
group of 25-30 years; this shows that organisation has young and energetic workforce for
its operations and goals.

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 Q) 3. What is your monthly income in Streamfix Business Management
Pvt Ltd?
Responses in percentage
No of Responds
%
Below Rs 15,000 6 12

Rs 15,000 to Rs 20,000 20 40
Rs 20,000 to Rs 30,000 10 20
Above Rs 30,000 14 28
Total 50 100

Table no 4.3 showing monthly income of Employees.

Monthly Income
45
40
35
30
25
20
15
10
5
0
Below Rs.15k 15k to 20k 20k to 30k Above 30k

Below Rs.15k 15k to 20k 20k to 30k Above 30k

Chart no 4.3 showing monthly income of Employees.

Source: From primary data through questionnaire from employee of SBM Pvt. Ltd.

Analysis:
Bar Chart, shows that 12% of employees are having income below Rs 15,000 ; 40% of
employees have income between Rs 15,000-Rs 20,000; 20% of employees have income
between Rs 20,000-Rs 30,000 and rest 28% of employees have income above Rs 30,000.
Interpretation:
From above analysis, we came to know that the majority of the employees have monthly
income between Rs 15,000 to Rs 20,000.

28
Q) 4.Are you satisfied with your job?

Level of Satisfaction No of Responds Responses in percentage

%
Highly Satisfied 7 14
Satisfied 18 36
Neutral 7 14
Dissatisfied 10 20
Highly Dissatisfied 8 16
Total 50 100

Table no 4.4 showing Level of satisfaction of Employees with Job.

Level fo Satisfaction of job

40
35
30
25
20
15
10
5
0
Highly satisfied satisfied neutral dissatisfied Highly
sdissatisfied

Highly satisfied satisfied neutral dissatisfied Highly sdissatisfied

Chart no 4.4 showing Level of satisfaction of Employees with Job.

Source: From primary data through questionnaire from employee of SBM Pvt. Ltd.

Analysis:
Bar Chart, shows that 14% of employees are highly satisfied with job; 36% of employees
are satisfied with job; 14% of employees are neutral i.e. neither satisfied nor dissatisfied;
20% of employees are dissatisfied with job and rest 16% are highly dissatisfied with job.
Interpretation:
From analysis, it can be interpreted that the employees are satisfied with their job in
the organization.

29
Q) 5. Do you feel that your working environment is open and trustworthy?

Level of Open and No of Responds Responses in percentage

Trustworthy %
Highly Satisfied 7 14
Satisfied 10 20
Neutral 13 26
Dissatisfied 10 20
Highly Dissatisfied 10 20
Total 50 100

Table no 4.5 shows Level of Open & Trustworthy Environment.

Level of open & truthworthy environment

30

25

20

15

10

0
Highly satisfied satisfied neutral dissatisfied Highly
sdissatisfied

Chart no 4.5 shows Level of Open & Trustworthy Environment.

Source: From primary data through questionnaire from employee of SBM Pvt. Ltd.
Analysis:
Bar Chart, shows that 14% of employees are highly satisfied; 20% of employees are
satisfied, 26% of employees are neutral i.e. neither satisfied nor dissatisfied; 20% of
employees are dissatisfied and 20% are highly dissatisfied with level of openness &
trustworthy environment.

Interpretation:
By above analysis, it shows that majority of employees believe that there is open and
trustworthy environment in the organization.

30
Q) 6.Have you been provided enough opportunities for development through
training.

Level of Opportunities for

Development through Training No of Responds Responses in percentage %

Highly Satisfied 7 14
Satisfied 18 36
Neutral 10 20
Dissatisfied 6 12
Highly Dissatisfied 9 18
Total 50 100

Table no 4.6 shows Level of Opportunities for Development through Training.

Level of Opportunity and Development

40
35
30
25
Responses in %

20
15
10
5
0
Highly satisfied satisfied neutral dissatisfied Highly
sdissatisfied

Highly satisfied satisfied neutral dissatisfied Highly sdissatisfied

Chart no 4.6 shows Level of Opportunities for Development through Training.

Source: From primary data through questionnaire from employee of SBM Pvt. Ltd.

Analysis:
Bar Chart, shows that 14% of employees are highly satisfied; 36% of employees are satisfied; 20%
of employees are neutral; 12% of employees are dissatisfied & 18% are highlydissatisfied with
level of opportunities provided for development through training.

Interpretation:
From above analysis, it can be interpreted that majority of the employees are satisfied with
level of opportunities for development through training provided by organization.

31
 Q) 7.Are you demanded to work more than what was required for your job?

Demanded to work more than

what was required for Responses in percentage %
No of responds
your job
Yes 20 40
No 30 60
Total 50 100
Table no 4.7 shows Are you demanded to work more than required for job.

Demand to Work More than job

Yes
40%

No
60%

Yes No

Chart no 4.7 shows Are you demanded to work more than required for job.

Source: From primary data through questionnaire from employee of SBM Pvt. Ltd.

Analysis:

Pie Chart, shows that 40% of employees said yes that they work more than what was
required for the job and 60% of employees said no for more work.
Interpretation:

From above analysis, it is understood that organization does not demand the
employees to work more than the working hours.

32
 Q.8) Did your organisation adopt any HRM strategy to counter employee’s
attrition?

Adopt any HRM Strategy to

No of Responds Responses in percentage %
counter employees attrition

Highly Satisfied 6 12
Satisfied 14 28
Neutral 15 30
Dissatisfied 8 16
Highly Dissatisfied 7 14
Total 50 100

Table no 4.8 shows Organisation adopt any HRM Strategy to counter employee attrition.

Adopt any HR Strategy to counter employee

attriaction
35
30
25
20
15
10
5
0
Highly satisfied satisfied neutral dissatisfied Highly
sdissatisfied

Highly satisfied satisfied neutral dissatisfied Highly sdissatisfied

Chart no 4.8 shows Organization adopt any HRM Strategy to counter employee attrition.

Source: From primary data through questionnaire from employee of SBM Pvt. Ltd.
Analysis:
Bar Chart, shows that 12% of employees are highly satisfied; 28% of employees are
satisfied; 30% of employees are neutral; 16% of employees are dissatisfied & 14% are
highly dissatisfied with organization towards adopting any HRM Strategy to counter
employee attrition.
Interpretation:
From above analysis, it is understood that organization adopts HRM
strategy to counter employee attrition

33
Q) 9 Does your organisation conduct any exit interview?

Does organization conductany exit No of

interview
Responses inpercentage %
responds
Yes 34 68
No 16 32
Total 50 100

Table no 4.9 shows Does organization conduct any exit interview.

Organisation conduct any exit strategy

No
32%

Yes
68%

Yes No

Chart no 4.9 shows Does organization conduct any exit interview.

Source: From primary data through questionnaire from employee of SBM Pvt. Ltd.

Analysis:
Pie Chart, shows that 68% of employees said yes for conducting the exit interview and
32% ofemployees said no for no exit interview.

Interpretation:
From analysis, it is understood that the exit interviews are conducted in the
organization before full and final settlement of employees.

34
Q) 10 if you would like to quit your job at Streamfix Business Management
Pvt Ltd, What would be the reason?

Reasons for quitting job No of Responds Responses in percentage %

Low salary 14 28
Bad working environment 10 20
Low career growth 10 20
Domestic problem 10 20
Other 6 12
Total 50 100

Table no 4.10 shows that reasons for quitting job.

Resone for quitting job

30

25

20

15

10

0
Low salary Bad enviornment Low growth Problems other

Low salary Bad enviornment Low growth Problems other

Chart no. 4.10 would like to quit your job at Streamfix Business ManagementPvt Ltd.

Source: From primary data through questionnaire from employee of SBM Pvt. Ltd.

Source:
Bar chart, shows that 28% of employees are having low salary, 20% of employee face
bad working condition, 20% of employee have low career growth, 20% of employee have
domestic & rest employees problems and other reasons for organisations.

Interpretation:
From above analysis, it can interpreted that low salary and bad working
environment are main reason for quitting in the organisation.

35
Q.11) whether an organisation providing job security for employees?

Organization providing job

Responses in percentage %
security for employees No of responds

Yes 36 72
No 14 28
Total 50 100

Table no. 4.11 whether job security providing by the company

Wether orgainsation provide job security

No
28%

Yes
72%

Yes No

Chart no. 4.11 shows wither organisation providing job security.

Source: From primary data through questionnaire from employee of SBM Pvt. Ltd.

Analysis:
Pie Chart, shows that 72 % of employees said yes for Job Security and 28% of
employees said no for providing job security to employees.

Interpretation:
From analysis, it is understood that the majority of employees have secured job in
theorganization.

36
Q.12) Do you manage balance between work life and personal life. ?

Manage balance between

Responses inpercentage %
work life and personal life No of responds
Yes 25 50
No 10 20
To some extent 15 30
Total 50 100

Table no 4.12 shows Do you manage balance between work life and personal life.

Balance of work life and personal life

To some
30%

Yes
50%

No
20%
Yes No To some

Chart no: 4.12 shows do manage balance between work life and personal life

Source: From primary data through questionnaire from employee of SBM Pvt. Ltd.

Analysis:
Pie Chart, shows that 50 % of employees balance their work life & personal life
properly; 20%of employees have no balance life; and rest 30% have balance life to
some extent only.

Interpretation:
From above analysis, it is interpreted that majority of employees are able to balance
theirwork life and personal life simultaneously.

37
 Q.13) Are you satisfied with your career development opportunity in
organisation?

Satisfaction with career

development in the organisation No of Responds Responses in percentage %

Highly Satisfied 3 6
Satisfied 20 40
Neutral 15 30
Dissatisfied 10 20
Highly Dissatisfied 2 4
Total 50 100

Table no 4.13 shows satisfaction with career development in the organisation.

Satisfaction with careear development

45
40
35
30
25
20
15
10
5
0
Highly satisfied satisfied neutral dissatisfied Highly
dissatisfied

Highly satisfied satisfied neutral dissatisfied Highly dissatisfied

Chart no 4.13 shows satisfaction with career development in the organization.

Source: From primary data through questionnaire from employee of SBM Pvt. Ltd.

Analysis:
Bar Chart, shows that 6% of employees are highly satisfied; 40% of employees are satisfied
; 30% of employees are neutral; 20% of employees are dissatisfied & 4% are highlydissatisfied
with career development in the organization.
Interpretation:
From above analysis, it is understood that majority of employees are satisfied with theircareer
development in the organization.

38
Q.14) Do you feel stressed in doing your work?

Do you feel stressed in

Responses inpercentage %
doing your work No of responds

Frequently 15 30
Always 15 30
Sometimes 20 40
Total 50 100

Table no 4.14 shows Do you feel stressed in doing your work.

Feel stressed in doing your work

Frequently
30%
Somtime
40%

Always
30%
Frequently Always Somtime

Chart no 4.14 shows Do you feel stressed in doing your work.

Source: From primary data through questionnaire from employee of SBM Pvt. Ltd.

Analysis:
Pie Chart, shows that 30 % of employees had stressed frequently; 30% of employees
feel stressed always, rest 40% of employees have stress sometimes.

Interpretation:
From above analysis, it is interpretated that some employees feel stressed at work place
whiledoing work.

39
Q.15) In your organisation did you get rewards or incentives for your work
performance?

Rewards or incentives for

No of responds Responses inpercentage %
work performance

Yes 30 60
No 20 40
Total 50 100

Table no 4.15 shows whether you get rewards or incentives for work performance.

Rewards and insentive for work

performance

No
40%

Yes
60%

Yes No

Chart no 4.15 shows whether you get rewards or incentives for work performance.

Source: From primary data through questionnaire from employee of SBM Pvt. Ltd.

Analysis:
Pie Chart, shows that 60 % of employees said yes for rewards & incentives and
40% ofemployees said no for rewards & incentives to employees.

Interpretation:
From above analysis, it is understood that majority of employees are provided with
rewardsand incentives for their work performance.

40
Q.16) which of the following HR policy need to change or modify in
organisation?

HR policy need to change ormodify

No of Responds Responses in percentage %
Leave policy 6 12
Attendance Policy 12 24
Employee engagement activity 6 12
Recruitment policy 4 8
Performance evaluation policy 5 10
Retention Policies 8 16
Grievance Policy 9 18
Total 50 100

Table no 4.16 shows that HR Policy need to change or modify in organization.

HR policy need to change and modify

30

25

20

15

10

0
Leave policy Attendance Employee Precruitment performance Retaionstion Graviance
policy activity policy evaluation policy policy

Chart no 4.16 shows that HR Policy need to change or modify in organization.

Source: From primary data through questionnaire from employee of SBM Pvt. Ltd.

Analysis:
Bar Chart, shows that 12% of employees suggest to change the Leave policy; 24% for attendance
policy; 12% for employee engagement activities; 8% for recruitment policy.

Interpretation:
From above analysis, it is interpreted that attendance policy is needed to changed or
modify in the organisation.

41
 Q.17) How often your grievances and complaints being take care off?

Your Grievances &

No of responds Responses in percentage %
complaints being take care
off
Mostly 15 30
Rarely 13 26
Frequently 12 24
No at all 10 20
Total 50 100

Table no 4.17 shows how often your grievances and complaints being take care off.

Greveance and complaints

No at all
20%
Mostly
30%

Frequently
24%

Raerly
26%
Mostly Raerly Frequently

Chart no 4.17 shows how often your grievances and complaints being take care off.

Source: From primary data through questionnaire from employee of SBM Pvt. Ltd.

Analysis:
Pie Chart, shows that 30 % of employee’s complaints & grievances being take care
off; 26%rarely; 24% frequently; and 20% not at all being take care off.
Interpretation:
From above analysis, it is understood that the complaints and grievances of
employees are being taken care off in the organization.

42
 Q.18) In an organisation, they are allowing flexible work schedule?

All Flexible workschedule Responses inpercentage %

No of responds

Yes 30 60
No 10 20
To some extent 10 20
Total 50 100

Table no 4.18 shows that Organization allowing flexible work schedule.

Flexible work shedule

To Some extract
20%

No Yes
20% 60%

Yes No To Some extract

Chart no 4.18 shows that Organization allowing flexible work schedule.

Source: From primary data through questionnaire from employee of SBM Pvt. Ltd.

Analysis:
Pie Chart, shows that 60 % of employees are allowed flexible work schedule; 20% of
employees says no; and rest 20% says to some extent only flexible work schedule
allowed.
Interpretation:
From above analysis, it is understood that organization provides flexible work
schedule to theiremployees.

43
 Q.19) Are you satisfied with employee engagement activities conducted
byHR Department?

Satisfaction with employee

engagement activities conducted
No of Responds Responses in percentage %
by HR Department
Highly Satisfied 8 16
Satisfied 18 36
Neutral 12 24
Dissatisfied 6 12
Highly Dissatisfied 6 12
Total 50 100

Table no 4.19 shows satisfaction with employee engagement activities conducted by HRDepartment.

Satisfaction for employee engagement activity

40
35
30
Responses in %

25
20
15
10
5
0
Highly satisfied satisfied neutral dissatisfied Highly
sdissatisfied

Chart no 4.19 shows satisfaction with employee engagement activities conducted by HRDepartment.

Source: From primary data through questionnaire from employee of SBM Pvt. Ltd.

Analysis:
Bar Chart, shows that 16% of employees are highly satisfied; 36% of employees are satisfied
; 24% of employees are neutral; 12% of employees are dissatisfied & rest 12% are highly
dissatisfied with employee engagement activities in the organization.

Interpretation:
From above analysis, it is interpreted that the majority of employees are satisfied with
employee engagement activities conducted by HR Department in the organization.

44
 Q.20) would you like to recommend the organisation to your friends, or
others?

Recommend the
Responses inpercentage %
organization to yourfriends No of responds
or others

Yes 28 56
No 8 16
To some extent 14 28
Total 50 100

Table no 4.20 shows that would you recommend the organisation to your friends or others.

Recommendation of organisation to others

Yes No To Some extract

Chart no 4.20 shows that would you recommend the organisation to your friends or others.

Source: From primary data through questionnaire from employee of SBM Pvt. Ltd.

Analysis:
Pie Chart, shows that 56% of employees will recommend the organisation; 16% of
employees says no; and rest 28% says to some extent only will recommend the
organization to your friends or others.

Interpretation:
From above analysis, it is understood the majority of employees refer the organisation
to their friends and relatives.

45
 HYPOTHESIS TESTING

1. Null Hypothesis H0: there is no significant relationship between gender and

satisfaction of job.
2. Alternate Hypothesis H1: there is significant relationship between gender and
satisfaction of job.

Particular Male Female Total

Highly
5 1 6
Satisfied
Satisfied 22 3 25
Neutral 4 3 7
Dissatisfi
6 2 8
ed
Highly
Dissatisfi 3 1 4
ed
Total 40 10 50

Table no 4.21 Hypothesis testing.

Formula:

CHI-SQUARE =∑(O-E)2 /E

Where, O = Observed Value,

E = Expected Frequency.

Expected Frequency = Row Total/Column Total* Grand Total.

46
Observed (O) Expected (E) ( O-E ) ( O-E )2 ( 0-E )2 / E

5 4.8 0.2 0.040 0.0083

22 20 2 4 0.2
4 5.6 - 1.6 2.56 0.4571
6 6.4 - 0.4 0.16 0.025
3 3.2 - 0.2 0.04 0.0125
1 1.2 - 0.2 0.04 0.0333
3 5 -2 4 0.8
3 1.4 1.6 2.56 1.8285
2 1.6 0.4 0.16 0.1
1 0.8 0.2 0.04 0.05

Total 3.3147

∑(OE)2 /E = 3.3147
Degree of freedom = (C – 1) (R – 1)

Where, C = No. of Columns

R = No. of Rows

= (2-1) (5-1)

= 1*4

Degree of freedom = 4

Table Value = 9.488.

Calculate Value << Table Value: 3.3147 << 9.488.

Alternative Hypothesis has been rejected i.e. There is a no significant relationship

between gender and satisfaction of job.

Analysis: From the analysis, it is observed that there is no relationship between the
gender and job satisfaction level. Both genders employees are satisfied with the level of
satisfaction in the job.

47
 OBSERVATIONS / FINDINGS

 All observations / findings are derived from interpretation and analysis of

data from Primary data collected through questionnaire.
 The study shows that there is 40 males and 10 females working in Streamfix
Business Management Pvt Ltd.
 Most of the working force is between the age group of 25 – 30 years. All
the youngteam members are highly qualified.
 The monthly income of maximum employees is between Rs 15,000 to Rs
30,000.

 About 60% of employees are satisfied with their job, role and
responsibilities in Streamfix Business Management Pvt Ltd.
 Working environment is highly open and trustworthy. No narrow minded or
shortsighted behaviour is observed.
 Employees are provided enough opportunities for development through
trainings.

 Various training programs are organized for overall development of

employees.

 Employees are demanded to work more than what was required for the job
in very raresituations only.
 Organization is continuously to counter employee attrition by adopting
various HRM strategies.
 HRM strategies adopted were rewards, recognitions, employee engagement
activities, grievance redressed system etc.
 Organization also conducts exit interviews to know the employees problems
& futureplanning.
 The main reason for employees quitting the job was low salary and bad
working environment.
 Employees maintain well balanced between their work life and personal
life.

48
 Rewards, incentives, promotions and recognition are given to employees for their
good work performance.
 The HR policy that needs to change or modify in the organization is leave policy,
attendance policy, grievance redressed policy for the employees.

 All grievances and complaints are being take care off and redressed quickly.

 Organization is allowing flexible work schedule to employees. But, the working

hoursstarts from 9.30 am to 7.00 pm.
 Employee engagements activities are conducted by HR department to boost the
working spirit, to have team work, co-ordination between team members etc.
 Most of the Employees will refer and recommend Streamfix Business Management
Pvt Ltd, Nashik to their friends, relative, colleagues etc.

49
 SUGGESTIONS

 Retention of a positive and motivated employee is very important for the

organization's success.
 High employee turnover increases the expenses and also has a negative impact
on theorganization’s morale.
 Sincere efforts must be made to encourage the employees so that they stay happy
in thecurrent organization and do not look for a change.
 An organization invests time and money in grooming an individual and make him
readyto work and understand the corporate culture.
 It has been observed that individuals staying in an organization for a longer time
aremore loyal towards the management and the organization.
 It is essential for the organization to retain the valuable employees showing
potential.
 If an employee resigns, then a good amount of time is lost in hiring a new
employee and then training him. It is expensive and leads to a temporary loss in
efficiency.
 When a senior member decides to leave the organization, its effect can be felt
throughout the organization, which in some cases, leads to more resignations.
 People want to enjoy their work so make work fun and enjoyable.
 Understand that employees need to balance life and work so offer flexible starting
times and core hours.
 Provide 360 feedback surveys and other questionnaires to foster open
communication. Consider allowing anonymous surveys occasionally so employees
will be more honest and candid with their opinions.
 Provide opportunities within the company for career progression and cross-
training. Offer attractive, competitive benefits.

50
 CONCLUSION

The study aimed to identify the causes of employee attrition and determine
which factors influence attrition and we conclude that,

1. The study found that most of the respondents are aged between 25 – 30 years are
energetic and with good team.
2. Organisation is using different HRM strategies to counter employee attrition.

3. Working environment is open, flexible work schedule is provided to employees,

employee engagement activities are conducted, performance evaluation is done
properly etc.
4. Rewards, incentives and recognitions are given to employees.

5. Hypothesis Testing was also carried out to show that there is no significant
relationship between the gender and satisfaction of job.
6. If the firm concentrates on the findings and suggestions of their survey, we
hopefullybelieve that the organisation can further bring down the rate of employee
attrition.
7. In a nutshell, “If you truly respect, appreciate and treat employees wonderfully,
you will never lose them!!’’.

51
 QUESTIONNAIRE

1) Gender
a) Male
b) Female

2) Age Group
a) Belo-w 25 years
b) 25 – 30 years
c) 30 – 40 years
d) Above 40 years

3) What is your monthly income in Streamfix Business Management Pvt. Ltd.?

a) Below RS 15,000
b) RS.15,000 to RS.20,000
c) RS.20, 000 to RS. 30,000
d) Above RS.30,000
e)
4) Are you satisfied with your Job?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied

5) Do you feel that your working environment is open and trustworthy?

a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied

52
6) Have you been provided enough opportunities for development through
training?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied

7) Are you demanded to work more than what was required for your job?
a) Yes
b) No

8) Did your organization adopt any HRM strategy to counter employee’s

attrition?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied

9) Does your organizational conduct any exit interview?

a) Yes
b) No

10) If you would like to quit your job at Streamfix business management Pvt. Ltd.
What would be the reason?
a) Low salary
b) Bad Working Environment
c) Low Career Growth
d) Domestic Problem
e) Other

53
11) Did your organization adopt any HRM strategy to counter employee’s
attrition?
a) You
b) No

12) Did your organization adopt any HRM strategy to counter employee’s attrition?
a) Yes
b) No
c) Some Extent

13) Are you satisfied with your career development opportunities in organization?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied

14) Do you feel stressed in your work?

a) Frequently
b) Always
c) Sometime

15) In your organization did you get reward or incentive for your work performance?
a) Yes
b) No

16) Which of the following HR policy need to charge or modify in organization?

a) Leave policy
b) Attendance policy
c) Employees engagement activity
d) Recruitment policy
e) Performance evaluation policy
f) Retention policy
g) Grievance policy

54
17) How often your grievance and complaints being take care off?
a) Mostly
b) Rarely
c) Frequently
e) No at all

18) In an organization, they are allowing flexible work schedule?

a) Yes
b) No
c) Some Extent

19) Are you satisfied with employees engagement activity’s conducted by HR

Department?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied

20) Would you like to recommend the organization to your friends or other?
a) Yes
b) No
c) Some Extent

55
 BIBLIOFRAPHY

Referred Books:
1) C.B.Gupta & Ashwatappa, (Human Recourse Management), Thakur
Publication, Mumbai, (2021 addition), 2022.

2) Jack J. Phillips, Ph.D. & Adele O. Connell, Ph.D., (Managing Employee

Retention), John & sons, Inc., (3rd addition), 1999.

Website:
 WWW.Wikipedia.com

 WWW.google.com

 WWW.spiceworks.com

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