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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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.
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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