Findings on Attrition

8/4/2019 Findings on Attrition

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FINDINGS ON ATTRITION

_____

Job Quality and Organizational support are more important to retention

than earnings or benefits.

- promotion, mobility, and paygrowth have the biggest combined e ffect on employees leaving.

- the more time the people had spent in their previous

job, the greater the chances that they would stay long in the present

assignment/job.

to stay long than those who came through other channels like wanted

ads, etc.

-worker relations influenceemployee decision to stay-in.

impact on job satisfaction thereby influencing his/her decision to stay

with the organization.

The Survey for the attrition was conducted on the 80 employees of SSP.

However, only 58 of them responded. The source of data was questionnaire. The

survey is done the primary data.

The data were collected from the employees in the form of questionnaire. An

attempt was made to collect the views of 80 people with the help of a structured

questionnaire but the response was received only from 58.

The respondents were both male and female. The respondents included

executives from all levels of management. The Profile of the respondents is

presented in Annexure 1.

DATA ANALYSIS

1. What was your mode of recruitment?

Employee Referral 21

Web Portal 04

Placement Agency 12

Campus Placement 01

Other/Walk-ins 20



Interpretation:-

Most of the employees were recruited by the employee referral but

it is also worth notable that almost equal employees were recruited

through other methods that include the candidate’s self - initiative or

walk-ins.

2. What was the method of your selection?

Written test --

Medical Test --

Interview 57Other 01

Interpretation:-

The question was aimed to find the efficient method on which the

company relied upon for the selection of the potential applicants. It was

observed that Personal Interview is extensively used for selection of the

candidates. As 57 out of 58 respondents were selected throughinterview. It is also observed that the reference checks were not used for

the final round of selection.

36%

7%

21%

2%

34%

Column1

employee referral

web portal

placement agengy

campus placement

others



3. Are you satisfied with your present job at SSP?Yes 49

No 09

Interpretation:-

This question is somewhat tricky as it would find the satisfaction of

the respondent through following questions. Many of them did not want

to show their dissatisfaction towards their employer as they feared of

getting fired. However 84% of the respondents were satisfied.

84%

16%

Column1

Yes

No

Sales

Yes

No



4. How do you find your package (salary + incentive) at SSP?

Satisfied 31

Unsatisfied 27

Interpretation:-Out of the 58 respondents 53% were satisfied with their salary package.

There is only a minor difference of 4 employees. Th e unsatisfaction level

towards the salary is 47%.This shows that pay is a major cause of leaving

the SSP.

5. Are you able to overcome the stress at work and maintain balance

between work and life?

Yes 52

No 06

Interpretation:-

52 out of the 58 respondents felt comfortable and had no problem withthe workload. They could maintain the balance between work and life.

53%

47%

Satisfied

Unsatisfied



6. How often do you receive appraisal/ get motivation from your

employer?

Very Often 22

Sometimes 34

Never 02

Interpretation:-

The above data indicates that a major lot of employees i.e., 59% get

motivation only sometimes. This again emphasizes on bad reward policy

of the company.

90%

10%

Column1

YES

NO



7. Do you find career growth opportunities at SSP?

Yes 42

No 16

Interpretation:-

The above data collected shows that 72% of the respondentsfeel there is a career growth opportunities. The respondents find

suitable growth opportunities at SSP.

Column1

Very Often

Sometimes

Never



8. What is your level of trust & confidence in senior boss?

High 35

Moderate 23

Low --

Interpretation:-60% percent of the respondents have faith and trust in their

seniors/bosses. While 40% have less confidence. This fact indicates that

the company needs to gain confidence of the employees through various

ways.

Column1

Yes

No



9. Do you find yourself valued and recognized at SSP?

Yes 52

No 06

Interpretation:-

A major portion of the respondents i.e., 90% of them feel valued and

recognized at SSP. This is good sign regarding the recognition of the

employees at SSP.

59%

39%

2%

Column1

High

Moderate

low



10. How often do you receive appreciation on your excellent

performance?

Very Often 23

Sometimes 33

Never 02

Interpretation:-The major problem felt at SSP is that the employees do not get enough

appreciation (Monetary / Non-Monetary) from their employer. The

above data indicates only 40% of the respondents get appreciation while

57% of them are not appreciated on their best performance.

YES

NO



11. Do you find pressure at work to perform better?

Yes 37

No 21

Interpretation:-

Another major setback for the employees or the main reason for leavingis the pressure of work that the employees feel. It is worth to be noted

that the Telecallers and the Marketing Executives have to achieve the

target of Rs. 80,000.00 pm (as a score). This creates a stress to them and

thereby hampers their decision of staying with the company.

Column1

Very often

Sometimes

Never



RECOMMENDATIONS

HR Practices to retain Employees

1. Introduce career Management program.

The company should introduce the career management tool or program

that would help the employees to find growth opportunities in the

company by identifying those jobs that match their skills sets.

2. Initiate Leadership DevelopmentThe company should invest in leadership development program. The

program may include business case development, strategic projects and

team building, change management, and in-depth discussions with

business leaders from SSP and other companies.

3. Training of Employees

The company can avoid the attrition by improving retention strategy by

placing more time and effort in the selection and training of employees

and aligned the training to support the organization’s mission – goal of

providing excellent customer service. Today when customers are happy,they express their appreciation to SSP employees who are proud of being

on the SSP team.

4. Improve Retention Policy

The retention policy needs to be enduring, long-term oriented and

integrated with other HRM Policies. Organizations should take all steps

to collect data and their retention plans should be based on this data.

Column1

Yes

No



The retention policy needs to be enduring, long -term oriented and

integrated with other HRM Policies. Organizations should take all steps

to collect data and their retention plans should be based on this data.

5. Good Working Environment

The company should develop the right kind of work environment andorganizational culture that rewards performance, creativity and initiative

and, most importantly, creates opportunities for employees to advance

in their careers. Any initiative to retain the employees would succeed

only when the overall organization climate is conducive for that.

6. Recognition and Reward

The employees should be recognized and rewarded for a job well done

by the employees and this act would instill in them a sense of pride and

satisfaction in their own work.

7. Make the employees feel valued and appreciated for theircontributions to the company. Address the specific needs of the

employees.

8. Create learning opportunities.

9. Let the best employees to know that they are appreciated and their

worth to the company is properly recognized.

Conclusions

The major casual factors for high attrition in the SSP identified in this study

were based on the qualitative research using secondary data. These were

compared with the causal factors for attrition identified throughquestionnaire. There was a close similarity between the two results,

authenticating the qualitative research on causal agents for the attrition

identified in this study.

Attrition can be combated by enhancing the perceived value of working in the

company. The positive value needs to be brought out. Creating enjoyable

working environment, introducing creativity in work so as to reduce pressure

of work, frequently providing Monetary and non- monetary appreciation to

the good performers to motivate them, need due consideration in

improving the salary.Further, the research on attrition needs to be undertaken by:

a) Designing suitable instruments to collect empirical data on

causal factors identified in this study.

b) Using sophisticated statistical tools to validate the results.



Limitations

To fix an appointment especially with the corporate people was very tough and

many a time negative response was received.

The numbers of respondents were limited because of time constraints &

assignments.

The respondents may give false information because sometimes some respondents

were not in full mood.

Only the domestic business organization is the focus of this study. We have not

studied the international recruitment process here



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Findings on Attrition