PROJECT REPORT ON

STUDY ON ATTRITION RATES AT HUMAN RESOURCES SECTOR

SEMESTER-VI

AS A PARTIAL FULFILMENT FOR THE DEGREE BACHELOR OF

MANAGEMENT STUDIES (BMS)

Submitted By
JHANAVI RAJESH PARAKATTA
Roll No.03

Under the Guidance of

PROF. KHUSHBOO BHATIA

K.M. AGRAWAL COLLEGE.

ADDRESS: GANDHARE, PADGHA RD, KALYAN (W) 421-301, DIS- THANE
2021-22

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 DECLARATION

I am JHANAVI RAJESH PARAKATTA the student of T.Y.BMS Semester (2021-

22) hereby declare that I have completed the project STUDY ON ATTRITION RATES
AT HUMAN RESOURCES SECTOR The information submitted is true and original to
the best of my knowledge.

JHANAVI RAJESH PARAKATTA

ROLL NO: 03

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 K.M. AGRAWAL COLLEGE.
ADDRESS: GANDHARE, PADGHA RD, KALYAN (W) 421-301,
DIS- THANE

Certificate
This is to certify that JHANAVI RAJESH PARAKATTA studying in the Third year
of Bachelors of Management Studies (BMS) program at K.M Agrawal College of
Arts, Commerce and Science, Kalyan has completed the “STUDY ON ATTRITION
RATES AT HUMAN RESOURCES SECTOR” as a part of the curriculum
requirement for Bachelor of Management Studies (BMS) under the guidance of
PROF. KHUSHBOO BHATIA

(NAME & SIGN OF GUIDE) (INTERNAL EXAMINER)

(EXTERNAL EXAMINER) (CO – ORDINATOR)

(PRINCIPAL)

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 ACKNOWLEDGEMENT
To list who all have helped me is difficult they are so numerus and the depth is so enormous.
would like to acknowledge the following as being idealistic channels and fresh dimensions
in the completion of this project.
I take this opportunity to thank the University of Mumbai for giving me chance to do this project.
would like to thank my Principal, DR. ANITA MANNA for rewording the necessary
facilities required for completion of this project.
I take this opportunity to thank our Coordinator, PROF. SUJEET SINGH for his moral support
and guidance.
I would also like to express my sincere gratitude towards my project guide
PROF. KHUSHBOO BHATIA whose guidance and care made the project successful.
I would like to thank my Library, for having provided various books and magazines related
to my project. Lastly.
I would like to thank each and every person who directly or indirectly help me
in the completion of the project especially my Parents and Peers who supported me
throughout my project.

Chapter Title Page

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 No. Abstract No.
1. History of Organization

2. Organization Structure

3. Personnel :
3.1 Recruitment process,training and
development.
3.2 Production/Operations: Product/services
offered, Quality control, material planning

4. Marketing: areas of operation, competitors, market

share, advertising and sales promotion

5. Strength & Weakness of Organization

6. Suggestions

7. Board of directors

8. INTRODUCTION- Motivation of Employees

9. Types

10. Objectives

11. Functions

12. Types

13. Advantages

14. Importance

15. Elements

INTRODUCTION

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Campusdais.com is a subsidiary of Seven Eleven Advisors Pvt. Ltd. initiated to revolutionize the
campus recruitment process. Whereas traditional campus recruitment is associated with minimal
contact between organizations and colleges, career information sessions delivered to a limited
number of candidates, and a level of disconnect between educational learning and employment
needs, campusdais.com provides a refreshing new approach to address the gaps in campus
recruitment.

At campusdais.com, we bring together students, organizations, faculty, and colleges in a secure

online community to create a more effective recruitment process. Campusdais.com is all about
connecting. For organizations, we connect you with an authenticated student database that can be
filtered to match your employment needs. For colleges, we connect you with employment
resources that will boost your institute’s reputation among employers. For faculty, we connect
you with other members of the academic community and guest lecturer opportunities.
For students, we connect you with skill development and job opportunities. At the core of these
connections is our knowledge centre that encourages dialogue between students, companies,
faculty, and colleges. Our knowledge centre is uniquely positioned to facilitate talent
development with pre-placement activities developed by companies, career-related articles and
events, and group discussion forums. We believe that in order to find the right candidate, we
must also provide opportunities to develop the right candidate.campusdais.com is committed to
redefining what it means to connect tomorrow’s employment needs with today’s talent.

Campusdais.com has successfully completed its first year of operations with over 100 partner
organizations and over 170 partner colleges, over 60,000 faculty members, and over 18, 000
students registered in our online community.

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 WORDS OF CAMPUSDAIS: WHY WE ARE DIFFERENT

Unlike other business houses, Corporate Social Responsibility (CSR) is a Campusdais Value and
is embedded in our Governing Objective. Campusdais is an online community for students,
companies, faculties, and colleges. Our operations benefit the society by connecting the gap that
exists between these entities, providing resource efficiency, and connecting people. At the same
time, we believe in maximizing opportunities for these entities that have not been explored by
anyone yet. We commit to mitigate and reduce the impacts on the growing education industry by
“Providing more opportunities to all” and “Reducing the time and efforts for all”.

Our CSR commitment is not only an ethical, values – driven Endeavour, but also a value-
creating business practice, enhancing our reputation, strengthening our license to operate and
improving our competitiveness. Moreover, it is a source of pride and motivation for our people,
adding to our ability to attract and retain good people.

We at campusdais.com believe that by working in partnership with each other, we can connect

tomorrow’s employment needs to today’s talent more effectively.

OUR ACTIVITIES

 In 2010, campusdais.com conducted 8 job fairs, 40 campus drives, 30 seminars, 1 college fest,

and 5 national industrial visits.

Connecting Students

At campusdais.com, your students will become part of a secure online community dedicated to
optimizing their employment potential. Whether it is creation of a global profile visible to our
network of employers or gaining employment knowledge through the knowledge centre or being
invited to exclusive campusdais.com careers events, we provide opportunities to enhance a
student’s employability. The knowledge centre is particularly helpful with articles on resume
writing and interviews, pre-placement activities created and posted by companies, and discussion
boards open to all campusdais.com members.

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Connecting with the Talent

Campusdais.com would like to work in partnership with your organization to create a more

effective campus recruitment process for both organizations and colleges and address the
concerns of traditional campus recruitment. Campusdais.com is a unique platform in the
recruitment process in that we provide your organization access to database of over 18,000
students that can be filtered according to your employment needs. In particular,
campusdais.com can enhance your organization’s recruitment strategy by broadening the talent
pool from which you recruit and improving employment matches, all without additional costs to
you. Our campusdais.com database and advanced search tool were specially designed for this
purpose.

Distinctive features of the database include authenticated course marks provided by the colleges
and results of a National - Sourcing Assessment Test (N-SAT) that gauges a student’s ability in
English, Aptitude, and their Core Subject. Shortlisted candidates can then be invited to a campus
drive arranged between your organization and campusdais.com so that you can screen them in-
person; therefore, improving your chances of finding the right candidate.

Connecting Colleges

Campusdais.com would like to work in partnership with your college to bring added value to the
recruitment process for your college, faculty, and students. For your college, campusdais.com is
a branding opportunity to develop your reputation among a wide network of organizations and
colleges. At no extra financial cost to you and in partnership with campusdais.com, your college
will benefit from a dedicated online profile page visible to our networks and campus engagement
activities that will generate publicity for your institute. These activities include:

 Student Exchange Program

 Leadership Development Program
 Industry Visits, Seminars & Summits
 Summer Internship Program (National)
 Campus Recruitment Program

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Connecting Faculty

At campusdais.com, your faculty will benefit from access to India’s first ever online academic
community. With over 60,000 members, faculty can network with some of the nation’s best
minds, stimulate dialogue in their areas of specialization, and source professors or guest lecturers
for their courses. Visiting faculty, in particular, can benefit from using campusdais.com as a
platform to connect with colleges, promote their event, or encourage discussions before and/or
after their visit. Faculty will also be able to use campusdais.com as a medium to connect with
organizations. They can source corporate guest speakers or engage in dialogue to address gaps
that exist between educational learning and employment needs providing students with the
relevant tools to transition smoothly to the workplace.

Connecting with the campusdais.com Community

At campusdais.com, we also believe that in order to find the right candidate, we must provide
opportunities to develop the right candidate. By taking a proactive approach, your organization
can gain a competitive advantage in the recruitment process by generating more suitable
candidates for your company.

The campusdais.com knowledge centre provides an opportunity for your organization to engage

interested students in discussion or pre-placement activities like case studies to help promote
organizational understanding. Your organization can also engage faculty in discussions to
address gaps that exist between educational learning and employment needs or employ the use of
the faculty database of over 60,000 faculties to source consultants for projects. Furthermore, your
organisation will have the opportunity to host or participate incampusdais.com campus events
geared towards creating value for and promoting your organization.

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 MANAGEMENT PHILOSOPHY

VISION

MISSION

To expand our roots to each corner of the country for the student welfare and to create more
effective recruitment process so that students can get right platform and right path to grasp
opportunities to ensure their bright future.

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OBJECTIVES OF CAMPUSDAIS

1. To schedule interviews, recruits, and selects potential employees for the organization. 
2. To develop and implement the best recruitment practices and help the organization to
achieve their recruiting goals and objectives.
3. To work for a recruiting firm or a human resource department.
4. To ensure that recruitment procedures are clear, valid and consistently applied by those
involved in recruitment and that they provide for fair and equitable treatment for those
who apply for employment.
5. To base selection decisions and criteria directly on the demands and requirements of the
job and the competencies identified as necessary for satisfactory performance.

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ACTIVITIES OF CAMPUDAIS

Campus Drives

At the heart of campusdais.com activities is our campus drives. Campus drives are campus
recruitment sessions that connect organisations with todays talented students for the purposes of
employment. At campusdais.com, we have a dedicated team working closely with our partner
companies and colleges to deliver campus drives that create value for both students and
companies. We work to optimize job opportunities for students across our partner colleges and at
the same time, we work to minimize the efforts made by our partner companies in looking for the
right candidate.

In 2010, campusdais.com organised over 40 campus drives and 8 job fairs and connected over
400 students. To register with campusdais.com, please visit our membership page or contact your
campusdais.com representative. 

Campus Drives organised by Campusdais for the students.

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Internships

Internships can be a valuable first step in transitioning from the academic life to the work life.
An internship is a short work placement, usually between 1-3 months, that allows students to
gain practical experience in a professional setting related to their field. Interns have the
opportunity to work on real-time company projects, learn from others in the industry, and
develop their communication, time management, and networking skills. In return, organisations
benefit from fresh perspectives, new energy, and a platform to evaluate candidates for future
employment. At campusdais.com, we are working closely with organisations to bring these
valuable internship opportunities to our members. 

Internship opportunities to the students by Campusdais

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Industrial Visits

Company visits can complement classroom learning by providing a real-life component to

educational learning. Company tours allow groups of students to gain first-hand insight into a
company’s day-to-day operation, ask questions of employees and managers, and learn about
challenges faced by organizations and how they overcome them. At campusdais.com, colleges
are able to connect with our network of over 100 organizations to provide this added depth of
learning to their students.

Industrial Visit organized by Campusdais for the students

Seminars

Seminars are information sessions designed to help campusdais.com members learn how to showcase
their potential and develop their employability. From advice on resume writing to interview tips to
career information sessions, campusdais.com provides a variety of seminars to address your career
needs.

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N-SAT

This test has been designed by industry experts, keeping in mind the general format and level of
testing being done by corporate during the recruitment process. This is designed in such a way to
examine the aptitude level of the appearing students which helps to carry the further procedure in
effective and efficient manner. It contains various sections of different subjects.

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SOME PARTNER COLLEGES

 Tasmac

 Kanpur institute of technology

 Shri guru ram rai institute of tech

 Punjab club

 B m institute of engineering and technology

 University of petroleum and energy

 Roorkee institute of technology

 accurate institute of management a

 Guru nanak institute of management

 Madhya pradesh club

 Gssdgs khalsa college

 Greater noida club

 Mata gujri college

 Army institute of management & tech

 Prestige institute of management

 Nimbus academy of management

 Mangalayatan university

 Campusdais marketing students club

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SOME PARTNER COMPANIES

 Wipro

 Infosys

 Robosapiens

 Jaggo overseas

 Shriram city union finance limited

 New era India consultancy Pvt ltd

 Infodrive India Pvt ltd

 MPRC

 Axis securities & sales ltd.

 Next retail India ltd.

 Ramy InfoTech

 Ids infotech ltd.

 Brand gain

 MTouch technologies

 CBS technologies pvt.ltd

 Dutta press

 Courtyard by Marriott

 QA InfoTech Pvt ltd

 Ambridge staffing solutions

 Jkm Makfin Pvt ltd

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 RECRUITMENT PROCESS

Recruitment refers to the process of attracting, screening, and selecting qualified people for
a job. The stages in recruitment include sourcing candidates by advertising or other methods,
screening potential candidates using tests and/or interviews, selecting candidates based on the
results of the tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill
their new role effectively.
The recruitment and selection is the major function of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organizations. Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and conducting the interviews and requires many resources
and time.
In the competitive world today, people need to pursue different ways to locate the ideal
employment opportunity. The competition has grown intense with numerous graduates and post-
graduates on the lookout for jobs and the limited capacity of the job market. In such a situation,
searching for a job all by company is quite difficult and may take a lot of time. Companies have
to go through all the hassles of searching for different vacancies and attending a number of
interviews. However, this task can be made simpler with the help of qualified and experienced
recruitment consultants who can guide them through the various steps involved in the process.
And Campusdais is one which is better than these consultants.

Campusdais has the expertise to help in taking all the right steps so that students get their dream
job. It basically plays a dual role by helping job seekers as well as employers. Many big
companies wish to shorten their recruitment process and save themselves from going through the
mountains of applications and CV’s to find the best candidates. For this purpose, campusdais
send them the most suitable candidates.
Apart from this, it also advises the candidates on their, presentation and interview skills. It helps
the candidate make the job search more fruitful through different tactics. Moreover, getting
registered with campus dais is quite easy and affordable. It advises them on how to search for the
correct vacancies online and how to apply for the role thus saving time and money. Therefore, by

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registering themselves with a renowned recruitment agency they can boost their chances of
getting placed in a reputable company. It can provide effective recruitment solutions but they
alone cannot guarantee a placement. The thing more important here are the qualifications and
skills of the individuals and their capabilities. A combination of both the individual skills and
correct recommendations are necessary for a great career.

BASIC STEPS INVOLVED IN RECRUITMENT PROCESS

1. It conducts N-SAT to shortlist the students and to categorize them into different levels.
2. These shortlisted students are being prepared for different levels of interviews and do
efforts to rectify their weak points so that they can get prepared for the recruitment
procedure of the organization.
3. Then, the companies are invited for the campus drives in respective colleges
4. All the further recruitment procedures are taken care by the company.

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TRAINING & DEVELOPMENT

The quality of employees and their development through training and education are major factors
in determining long-term profitability of a small business. If we hire and keep good employees, it
is good policy to invest in the development of their skills, so they can increase their productivity.

Training often is considered for new employees only. This is a mistake because ongoing training
for current employees helps them adjust to rapidly changing job requirements.

Therefore, Campusdais provides training to their employees every month once or twice as per
needed for their and company’s development.

Purpose Of Training And Development

Reasons for emphasizing the growth and development of personnel include

 Creating a pool of readily available and adequate replacements for personnel who may
leave or move up in the organization.
 Enhancing the company's ability to adopt and use advances in technology because of a
sufficiently knowledgeable staff.

 Building a more efficient, effective and highly motivated team, which enhances the
company's competitive position and improves employee morale.

 Ensuring adequate human resources for expansion into new programs.

Research has shown specific benefits that a small business receives from training and developing
its workers, including:

 Increased productivity.
 Reduced employee turnover.

 Increased efficiency resulting in financial gains.

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  Decreased need for supervision.

PRODUCTION/OPERATIONS

1. Campusdais provides a social student community in which the students of different

universities,colleges get registered themselves from where they can get many
informaton regarding the current events,seminars organised by campusdais.

2. In this community,the employees of campusdais are also registered to handle the

queries of the online students.It is also the source of getting feedback from them to
improve the way of conducting the upcomping events .

3. Campusdais always keep their contact with the corporates and the colleges to fulfill the
need of both the parties.

4. It also provides the social community on facebook to interact with different kind of
people,to share the knowledge between them.

5. All the new about the upcoming organising events are communicated to the students
through e-mail and by sending messages on their personal cell phones.

FUTURE PLANS

 To increase efficiency and productivity of an organization.

 Enable company to become more proactive towards students welfare.

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  Enhanced call monitoring for improved service quality.

 To expand its roots to overall India.

MARKETING

AREA OF OPERATION

The area of operation is from New Delhi across the states of North India.The services are
provided to the 100 companies and 170 colleges .

ADVERTISING & SALES PROMOTION

Advertising is the dissemination of information by non-personal means   through paid media
where the source is the sponsoring organization. Sales promotion is the dissemination of
information through a wide variety of activities other than personal selling, advertising
and publicity which stimulate consumer purchasing and dealer effectiveness. Advertising is the
most important tool of increasing awareness of the product and this is the most widely used
technique by the company to tell about the new features and new lunch by giving briefing of the
product.

CAMPUSDAIS advertises through following:

 Banners

 Distribution Of Pamphlets

 Magazines

 Conducting seminars

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STRENGTH AND WEAKNESSES OF CAMPUSDAIS

STRENGTHS:

 Effective Communication

 Online Growth

 Loyal Customers

 Pricing

 Increased internet Usage

 Unique products

 Strong reach to the masses

WEAKNESSES

 Not Diversified

 Less Competitive

 Less Small Investors

 Infrastructure not upto the mark

SUGGESTIONS

1. It should be more diversified to other parts of the country to widen their area of
operation.

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 2. It should try to connect with big and renowned companies to enhance its goodwill.
3. It should try to interact with the students frequently.
4. It should provide better facilities in compare with their competitors to supersede them.

I had done my training under the supervision of:-

Pramod Kumar
Director
 
Tel: +91 9560888588
pramod@campusdais.com

Kiranjeet Kaur
Manager - Campus Relation(HR)
  Tel: +91 9711133085
kiran@campusdais.com

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 INTRODUCTION TO ATTRITION

"A reduction in the number of employees through retirement, resignation or death"

In the best of worlds, employees would love their jobs, like their coworkers, work hard for their
employers, get paid well for their work, have ample chances for advancement, and flexible
schedules so they could attend to personal or family needs when necessary. And never leave.

But then there's the real world. And in the real world, employees, do leave, either because they
want more money, hate the working conditions, hate their coworkers, want a change, or because
their spouse gets a dream job in another state. So, what does that entire turnover cost? And what
employees are likely to have the highest turnover? Who is likely to stay the longest?

ATTRITION RATE
Attrition rate can be defined as the rate of shrinkage in size or number of the workforce of an
organization. A formula had to be devised keeping in view the nature of the business and
different job functions. Attrition rates can be calculated using a simple formula:
Attrition = (No. of employees who left in the year / average employees in the year) x 100
Besides this, there are various other types of attrition that should be taken into account. These
are:
 Fresher attrition that tells the number of freshers who left the organization within one
year.

 Critical resource attrition which tell the attrition in terms of key personnel like senior
executives leaving the organization.

 Low performance attrition: It tells the attrition of those who left due to poor
performance.

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MAIN CAUSES OF ATTRITION

JOB SATISFACTION
Employees seek a job, which offers them stratosphere level of responsibility and high growth of
trajectory. If the organizations do not deliver on these expectations, employ exodus cannot be
contained.

SALARY AND PERKS

There may be any number of reasons as to why an employee leaves and one of the major facts is
the money. Nowadays companies have started wooing the best of the talents with mind boggling
salary levels and attractive designations.

WORK ENVIRONMENT
An employee may leave an organization if the fairness of the system does not inspire his/her
confidence. Organizations, which pay scant regards towards employee safety and care, will also
have to face the mounting attrition levels.

PRESSURE OF WORK
Companies in their zeal to squeeze out every little ounce of productivity from their employees
and further increase profitability may opt for less number of employees. In such situation
employees will be constrained to rethink their priorities and join an organization that promises a
relaxed piece of work.

RELATIONSHIP WITH SUPERVISORS AND CO-WORKERS

If the supervisor lacks confidence, empathy and trust in employees, they will fail to command
the respect of the sub-ordinates. Similarly lack of cordial relationship with co-workers will also
cause high rate of attrition.

MISCELLANEOUS
In addition to all the above factors some of the other causes of attrition can be health condition of
the person, geographical location and competency in the working environment.

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COSTS INVOLVED WITH THE TERM “ATTRITION”

A. Recruitment cost
 Time spent on sourcing replacement

 Time spent on recruitment and selection

 Travel expenses, if any

 Re-location costs, if any n Training/ramp-up time

 Background/reference screening

B. Training and development cost

 Training materials

 Technology

 Employee benefits

 Trainers’ Time

C. Administration cost
 Set up communication systems

 Add employees to the HR system

 Set up the new hire’s workspace

 Set up ID-cards, access cards, etc.

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BENEFITS OF ATTRITION
Attrition rates are considered to be beneficial in some ways:
 If all employees stay in the same organization for a very long time, most of them will be
at the top of their pay scale which will result in excessive manpower costs.

 When certain employees leave, whose continuation of service would have negatively
impacted productivity and profitability of the company, the company is benefited.

 New employees bring new ideas, approaches, abilities & attitudes which can keep the
organization from becoming stagnant.

 There are also some people in the organization who have a negative and demoralizing
influence on the work culture and team spirit. This, in the long-term, is detrimental to
organizational health.

 Desirable attrition also includes termination of employees with whom the organization
does not want to continue a relationship. It benefits the organization in the following
ways:

1. It removes bottleneck in the progress of the company

2. It creates space for the entry of new talents

3. It assists in evolving high performance teams

 There are people who are not able to balance their performance as per expectations, lack
potential for future or need disciplinary action. Furthermore, as the rewards are limited,
business pressures do not allow the management to over-reward the performers.

Some companies believe attrition in any form is bad for an organization for it means that a
wrong choice was made at the beginning while recruiting. Even good attrition indicates loss as
recruitment is a time consuming and costly affair. The only positive point is that the realization
has initiated action that will lead to cutting loss.

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 MEANING OF RETENTION

Employee retention is a process in which the employees are encouraged to remain with the
organization for the maximum period of time or until the completion of the project.
Employee retention is beneficial for the organization as well as the employee. Employees today
are different. They are not the ones who don’t have good opportunities in hand. As soon as they
feel dissatisfied with the current employer or the job, they switch over to the next job. It is the
responsibility of the employer to retain their best employees. If they don’t, they would be left
with no good employees. A good employer should know how to attract and retain its employees.
Retention involves five major things:
 Compensation

 Environment

 Growth

 Relationship

 Support

Employee retention would require a lot of efforts, energy, and resources but the results are worth
it.

1) Compensation

Compensation constitutes the largest part of the employee retention process. The employees
always have high expectations regarding their compensation packages. Compensation packages
in CAMPUSDAIS vary from designation to designation between the employees within the
organization. So an attractive compensation package plays a critical role in retaining the
employees. Compensation includes salary and wages, bonuses, benefits, prerequisites, stock
options, bonuses, vacations, etc. While setting up the packages, the above components should be
kept in

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 2) Organization Environment

People want to work for an organization which provides Appreciation for the work done, a mple
opportunities to grow, a friendly and cooperative environment, a feeling that the organization is
second home to the employee

Types of environment the employee needs in an organization

 Learning environment

 Support environment

 Work environment

Lack or absence of such environment pushes employees to look for new opportunities. The
environment should be such that the employee feels connected to the organization in every
respect.

3) Growth and Career

Growth and development are the integral part of every individual’s career. If an employee can
not 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 important factors in employee growth that an employee looks for himself are:
 Work profile

 Personal growth and dreams

 Training and development

4) Importance of Relationship in Employee Retention Program

Sometimes the relationship with the management and the peers becomes the reason for an
employee to leave the organization. There are times when an employee starts feeling bitterness
towards the management or peers. A supportive work culture helps grow employee

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professionally and boosts employee satisfaction. To enhance good professional relationships at
work, CAMPUSDAIS focuses more on the following points:
 Respect for the individual

 Relationship with the immediate manager

 Relationship with colleagues

 Recruit whole heartedly

 Promote an employee based culture

 Individual development

 Induce loyalty

5) Support

Thus employers can support their employees in a number of ways as follows:

 By providing feedback

 By giving recognition and rewards

 By counseling them

 By providing emotional support

Managing Employee Retention

The task of managing employees can be understood as a three stage process:
 Identify the cost of employee turnover

 Understand why employee leave

 Implement retention strategies

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RETENTION SUCCESS MANTRAS
A) Transparent Work Culture

In today’s fast paced insurance industry where employees are constantly striving to achieve
business goals under time restrictions; open minded and transparent work culture plays a vital
role in employee retention. CAMPUSDAIS Invests many hours and monies in training and
educating employees. More and more companies have now realized the importance of a healthy
work culture and have a gamut of people management good practices for employees to have that
ideal fresh work-life. Employees comprise the most vital assets of CAMPUSDAIS and company
provides a work place where employees are able to use their full potential.

B) Quality Of Work

The success of any organization depends on how it attracts recruits, motivates, and retains its
workforce. Organizations need to be more flexible so that they develop their talented workforce
and gain their commitment. Thus, organizations are required to retain employees by addressing
their work life issues. The elements that are relevant to an individual’s quality of work life
include the task, the physical work environment, social environment within the organization,
administrative system and relationship between life on and off the job. The basic objectives of
CAMPUSDAIS program are improved working conditions for the employee and increase
organizational effectiveness.

C) Supporting Employees

Employers can support their employees by creating an environment of trust and inculcating the
organizational values into employees.
The management can support employees directly or indirectly. Directly, they provide support in
terms of personal crises, managing stress and personal development. Management can support
employees, indirectly, in a number of ways as follows:
 Manage employee turnover

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Employee turnover affects the whole organization in terms of productivity. Managing the
turnover, hence, becomes an important task. A proactive approach can be adopted to reduce
attrition. Strategies should be framed in advance and implemented when the times arrives.
Turnover costs should also be taken into consideration while framing these strategies.

 Feedback

Feedback acts as a channel of communication between the employee and his manager. The
amount of information employees receive about how well or how poorly they have performed is
what we call feedback. It is a dialog between a manager and an employee which acts as a way of
sharing information about the performance. It suggests where the employee performance is
effective and where performance has to improve.
Managers can provide either positive feedback or negative feedback to employees. This feedback
helps the employee assess his performance and identify the improvement areas.
 Communication Between Employee and Employer

Communication is the solution to almost everything in this world. Same applies to employee
retention also.

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Straight-from-the-shoulder communication is what the employees need from their employers.
Employees look for organizations where communication and process are transparent. Nothing is
hidden and shared with the employees.

So there should be effective communication across the organization and this communication
should be two-way. Communication alone can lead to unimaginable heights of employee
retention.

Importance Of Employee Retention

 The Cost of Turnover will be reduced.

 Company Knowledge can be secured more efficiently.

 Customer Service can be improved.

 Goodwill of the company will spread.

 Efficiency can be regained.

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These practices can be categorized in 3 levels: Low, medium and high level.

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 METHODOLOGY

(A) OBJECTIVES

1. The objective of the research done for the company was to know about the causes of
increasing rate of attrition in the company of its employees and finding out some more
retention tools apart from what company is already using.
2. Moreover the secondary aim was also to find out the causes of attrition and to study the
various retention strategies used by the company by getting response from the employees
who are going to leave or already left CAMPUSDAIS.

(B) THE STUDY DESIGN

The design used in the project is Exploratory Research Design. It is the initial research
conducted to clarify and define the nature of the study. It is the qualitative analysis of
information collected through all possible sources. Therefore information collected is subjective
in nature.
The other design used for the study is descriptive under conclusive design. It is a quantitative
design where the defined hypothesis is tested on the basis of primary data which is collected with
the help of a structured tool called questionnaire.
Therefore, the research work is descriptive in nature and is studied to provide the basic
information required by the research objectives.

(C) SAMPLE DESIGN

The study was done with a sample size of 100 respondents.

(D)THE TOOL USED:-

1. for data collection
 Self design questioner was used to measure the attrition and retention rate in the
organization.
2. For data analysis


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 RESEARCH ANALYSIS

SATISFACTION WITH SALARY, COMPENSATIONS AND OTHER

BENEFITS

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PERCEPTION REGARDING GROWTH OPPORTUNITIES

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PERCEPTION TOWARDS COMPANY’S TERMS AND CONDITIONS

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PROBLEM OF MONOTONY IN JOB PROFILE

WORKING ENVIRONMENT IN CAMPUSDAIS

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RELATIONSHIP WITH IMMEDIATE SUPERIOR AND COLLEAGUES

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APPRAISAL SYSTEM IN CAMPUSDAIS

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ORGANIZATION’S STEP TOWARDS EMPLOYEES PERSONAL
PROBLEMS

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SEARCH FOR BETTER JOBS

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RETENTION TOOLS WHICH HDFC SL CAN ADOPT

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RESULTS

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 Most of the people surveyed were satisfied with the working conditions provided by
CAMPUSDAIS and they were very much aware of the company’s product & their
comparative advantages over the competition in the market.

 Job profile provided by the company was also liked by the respondents.

 There were respondents who were having a good experience of working with
CAMPUSDAIS. It was clear and evident from the study that there was no problem like bad
behavior of colleagues and superiors in the organization.

 Most of the respondents were fully aware of the company’s terms and conditions since
joining the organization.

 The problem was present in the training and development part. Employees were not satisfied
with the type and schedule of training and development programmes run by the organization.

 Further, the next problem that was evident in the form of entrance of new life insurance
players in the market.

 Employee’s appraisal system was also found to be one of the causes of attrition.

CONCLUSION AND SUGGESTIONS

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During the project, I found the causes or reasons of increasing attrition in CAMPUSDAIS and I
think these can be removed or can be overcome by taking necessary steps. There I would like to
suggest few points or some retention tools over which top management should think and take
corrective action to overcome those causes due to which CAMPUSDAIS and various similar
companies are facing high rate of attrition. The basic practices which should be kept in mind in
the employee retention strategies are:

 Hire the right people in the first place.

 Empower the employees: Give the employees the authority to get things done.

 Make employees realize that they are the most valuable asset of the organization.

 Have faith in them, trust them and respect them.

 Provide them information and knowledge.

 Keep providing them feedback on their performance.

 Recognize and appreciate their achievements.

 Keep their morale high.

 Create an environment where the employees want to work and have fun.

Finally, winding up the project in an organization, Human Resource is the most important asset
of any organisation. The success of any organisation ultimately depends on how efficient and
effective its manpower is. Therefore the main aim of the organization must be to retain its
talented employees for longer time duration. Moreover it improves employee job performance
and encourages employees to express their views. Broaden their outlook, capacity and potential
with the effective utilization of manpower.

QUESTIONNAIRE

I Richa Yadav the students of “PRESTIGE INSTITUTE OF MANAGEMENT

GWALIOR” are undergoing a research project as a part of our summer
training. In this project ‘Attrition Analysis & Retention Strategies’ in
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CAMPUSDAIS will be studied. The information provided by you would be
used purely for academic purpose.
NAME……………………………………………………………………………............................
AGE……………………………………………………………………………………………….
GENDER…………………………………………………………………………………………

1) How much you were satisfied with the salary, compensations and other benefits provided
byCAMPUSDAIS?

 Highly Satisfied  Somewhat Satisfied

 Highly Dissatisfied  Somewhat Dissatisfied

 Neither satisfied nor dissatisfied

2) Were you satisfied with the kind of growth opportunities in CAMPUSDAIS?

 Yes  No

3) Were company’s terms and conditions one of the factors that influenced you to leave?

 Yes  No

4) Were you facing any problem of monotony in job profile in CAMPUSDAIS?

 Yes  No

5) How would you rate the working environment provided in CAMPUSDAIS?

 Excellent  Good

 Average  Poor

6) How was your relationship with your immediate superior and your colleagues in
CAMPUSDAIS?

 Excellent  Good

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  Average  Poor

7) How was the appraisal system of the employees in CAMPUSDAIS?

 Highly Satisfied  Somewhat Satisfied

 Highly Dissatisfied  Somewhat Dissatisfied

8) Does organization takes care of employees personal problems?

 Yes  No

9) Did the search for better jobs become a major reason for you to leave the CAMPUSDAIS?

 Yes  No

 Can’t say

10) What do you think CAMPUSDAIS Company can do to retain its employees for a longer
time?

 Salary increment  Promotion

 Transfer to preferred location  others

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 BIBLIOGRAPHY

 Books:
1) Human Resource Management by V.S.P.Rao
2) Human Resource Management by K. Aswathappa
3) Human Resource Management by Gary Desseler
4) Research Methodology by Kothari

 Search Engines :
Google

 Internet Sites:

www.wikipedia.com
www.campusdais.com

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