Nur Nahar Akter Monisha

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“Causes of Employee Turnover of Ananta Jeanswear Ltd.”

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Practicum Report
On
“Causes of Employee turnover of Ananta Jeanswear Ltd.”
Prepared for
Prof. Dr. Khair Jahan Sogra
Professor & Dean
College of Business Administration (CBA)
Prepared By
Nur Nahar Akter Monisha
Id: 17102044
Program: BBA
Major: Human Recourse Management
Department of College and Business Administration
International University of Business Agriculture and Technology
Fall-2020
Letter of Transmittal
February 28, 2021
Prof. Dr. Khair Jahan Sogra
Professor
CBA Department
4-Embankment Drive Road, Sector-10, Uttara Model Town
Subject: Submission of Internship Report.
Dear Mam,
It is a great pleasure for me to submit the internship report on “Causes of employee turnover of
Ananta Jeanswear Ltd.” I am glad to inform you that I have successfully completed my 12 weeks
of Internship at Ananta Jeanswear Ltd. It was a great experience for me to work at Ananta
Jeanswear Ltd.
I am extremely grateful to you for your guidance and kind operation on this report. I would be
grateful if you kindly go through my report and evaluate my performance.
Yours sincerely
Student ID: 17102044
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Letter of Authorization
ii
Student’s Declaration
I am Nur Nahar Akter Monisha, student of BBA program, International University of Business,
Agriculture and Technology, hereby declare that the internship report titled “Causes of employee
turnover of Ananta Jeanswear Ltd.” is prepared after the completion of my internship at Ananta
Jeanswear Ltd under the intensive supervision of my supervisors and guidance of Ananna Raka
Chakraborty, Faculty of College of Business Administration, International University of
Business Agriculture & Technology.
I also declare that the internship report is prepared for academic purpose only. This report is not
submitted by others.
ID: 17102044
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Supervisor Declaration
This is to certify that the practicum report on “Causes of employee turnover of Ananta Jeanswear
Ltd.” has been carried out by Nur Nahar Akter Monisha, bearing ID No: 17102044, Program
BBA, and Major in Human Resource Management from IUBAT- International University of
Business Agriculture and Technology as a partial fulfillment for the completion her of Bachelor
of Business Administration (BBA) degree as a part of her internship program at the factory of
Ananta Jeanswear Ltd located at 277/2, kabi jashim Uddin Road, Pagar, Tongi, Gazipur-1710,.
I wish her all the success in her future endeavors.
--------------------------
Ananya Raka Chakraborty
Senior Lecturer
College of Business Administration (CBA)
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Acknowledgement
To begin, I would like to be grateful and express my gratefulness from bottom of my heart to
Almighty for his blessing and giving me the skills to prepare this very report. It was a great
chance and matter pleasure for me to prepare this internship report on “Causes of employee
turnover of Ananta Jeanswear Ltd”. It is known that a report about any organization cannot be
prepared by only one person. It depends on the contribution of the vast number of people who
directly or indirectly has some contribution. Guideline, suggestions, recommendation, direction,
friendly attitude, and cooperation from all the employee of Ananta Jeanswear Ltd helped me to
complete this report.
I want to thank my internship supervisor from the bottom of my heart for his guideline,
important suggestions, recommendation, direction, constructive criticism and continuous help
without any annoy or exhaust to prepare this report.
I also want to give thanks and expressing my gratefulness form bottom of heart to the
management of Ananta Jeanswear Ltd to give me this excellent opportunity and allow me to
work with them. And I am grateful to all of them for their excellent friendly behavior and helpful
attitude. Their cooperation inspires me a lot and motivates me to commit my job. I have received
their gorgeous help and support.
I would like to express my gratefulness to my fellow friends, near and dear ones who offered
information, inspiration, and assistance during the course of constructing this report.
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Executive Summery
This report based on my internee working experience at Ananta Jeanswear Ltd as a part of my
Internship program. This study estimate the employ and reasons behind turnover at Ananta
Jeanswear Ltd with an objective to identify the factors affecting turnover and reason behind
turnover. Data were gathered from both primary and secondary sources. To manage employee
turnover there several strategic that are uses globally by different organizations to create this
report contains summery of employee turnover management at Ananta Jeanswear Ltd, why does
it occur and what are the reasons behind it. The analysis is based on my journey at Ananta
Jeanswear Ltd as an Intern of Human Resource management department.
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Table of Contents
Letter of Transmittal.........................................................................................................................i
Letter of Authorization.................................................................................................................... ii
Student’s Declaration..................................................................................................................... iii
Supervisor Declaration................................................................................................................... iv
Acknowledgement........................................................................................................................... v
Executive Summery........................................................................................................................vi
Introduction Part.............................................................................................................................. 1
1.1Background of the study......................................................................................................... 2
1.2 Objectives of the report..........................................................................................................2
1.3 Scope of the report................................................................................................................. 3
Organization Part............................................................................................................................. 4
2.1 Background of the company.................................................................................................. 5
2.1.1Corporate profile the organization................................................................................... 6
2.2 Mission and Vision................................................................................................................ 8
2.3 Corporate governance............................................................................................................ 8
2.4 Top Management................................................................................................................... 9
2.4 Organogram of Ananta companies...................................................................................... 10
2.6 Products of Ananta companies.............................................................................................11
2.7 Macro environment (External environment)........................................................................13
2.8 Micro Environment (internal environment)......................................................................... 14
Department and Work Assignment............................................................................................... 15
3.1 The Division.........................................................................................................................16
3.2 Department goal...................................................................................................................16
3.3Structure and manpower....................................................................................................... 16
3.4 Departmental Activities....................................................................................................... 16
3.5 Departmental achievements................................................................................................. 17
3.6 Tasks and duties performed................................................................................................. 17
3.7 Working Environment..........................................................................................................19
3.8 Facilities and constraint faced..............................................................................................19
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3.9Lessons learned from the practicum..................................................................................... 19
Chapter 4........................................................................................................................................20
Research Part................................................................................................................................. 20
4.1 Background of the study...................................................................................................... 21
4.2 Problem statement................................................................................................................21
4.3 Objectives.............................................................................................................................21
4.4 Literature review.................................................................................................................. 21
4.5 Research Methodology........................................................................................................ 24
4.5.1 Data collection...............................................................................................................24
4.5.2 Population and sampling............................................................................................... 25
4.5.3 Research Limitation...................................................................................................... 25
4.6 Budget.................................................................................................................................. 26
4.7 Timeline/ schedule............................................................................................................... 27
4.8Hypothesis development....................................................................................................... 28
4.9: Hypothesis testing...............................................................................................................28
4.10 Data presentation and analysis........................................................................................... 29
4.11 Findings..............................................................................................................................34
4.12 Recommendations..............................................................................................................35
Chapter 5........................................................................................................................................36
Conclusion..................................................................................................................................... 36
CONCLUSION..........................................................................................................................37
References......................................................................................................................................38
Appendix........................................................................................................................................39
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1.1Background of the study
By doing this internship, I am able to experience the practical work which we learn from
theoretically in educational institute. From this we are able to enter the professional world and
experience the professional life for the first time. In the classroom discussion alone cannot make
a student perfect in handling the real business situation; therefore it is an opportunity for the
students to get accustomed with the real life situation through this program. To fulfill this
requirement I was worked as an intern in Ananta Jeanswear Ltd with Human Resource
Management Team for three months. I work with them in HRM related term.
It is a big challenge for HRM to recognizing the explanation behind employee turnover
supporting the organization by providing the effective workforce for the suitable positions in
potential time. It’s a giant challenge to seek out the acceptable person for the right position who
would last long. The owners of the business organizations don't focus on this necessary issue
attributable to less awareness. They need very little plan concerning however prejudices the
impact of turnover is into the productivity of their organizations. Employee turnover has proven
to be one of the most costly and seemingly intractable human resource challenges at Ananta
Jeanswear Ltd. The rate of employee turnover varies from department to department. Sometimes
employee turnover can be positively benefits by organizations. This can be happen when a
retired employee replaced by a younger one when a poor performer is replaced by a more skilled
employee
1.2 Objectives of the report

The main objective of this report is to provide a discussion of the Employee Turnover of Ananta
Jeanswear Ltd and why it occurs and how it can be solved.
 To explain about the employee turnover of Ananta Jeanswear Ltd.

 To upgrade my work experience.
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1.3 Scope of the report
The report covers the term of employee turnover which is the important part of human resources
management in the Ananta Jeanswear Ltd. For this report I have collect data from human
resources management and the worker of this Factory. I tried to find out the reasons of employee
turnover in this factory.
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2.1 Background of the company
Established in 1992 Ananta, which means infinite or unlimited in Bengali, Embraces the spirit of
global trade. The company is dedicated to excellence in mercantilism, product development,
production and supply. They have earned a reputation in the global apparel industry as one
amongst the fore most factories in Bangladesh for their commitment to quality, timely delivery
and total worth. Through their extensive their sourcing work, they have the ability to effectively
procure the best materials. Their customers rely on USA to deliver the best quality products and
superb service which enables them to successfully compete within the rising market place.
Ananta has a big selection of product development capabilities. They utilize progressive tools
such as CAD-CAM to meet specific price points and achieve quality. Their management team
has associate degree extensive understanding of the needs of corporations in the West similarly
as production capabilities of companies within the East, creating overseas sourcing easier. The
Ananta companies, known as the “Ananta family” is focus on the clothing Industry. The plants
have over 7000 modern machines for a total production capacity of between 2.4 million pcs of
garments per month depending on items and style. Their 15000 employees of both production
and management teams are dedicated to achieving clients’ production goals. They welcome all
their prospective customers to visit and evaluate their firsthand factories. Ananta is a 100%
export oriented woven Ready-Made Garment (RMG) unit. It is under the membership of the
Bangladesh Garment Manufacturers and Exporters Association (BGMEA). The main products
are trousers, shirts, unlined jackets, overall, shorts of all type and school-wear
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2.1.1Corporate profile the organization
Name of the organization Ananta companies
Year of inception 1992
No of companies 06
Registered Office & Facilities Head Office Address:

House No. 02, Road No. 10, Sector No 11,
Uttara Dhaka 1230, Bangladesh Tel: (880 2)
5895111, 58952350, 58953008
Email: info@ananta.com.bd
Ananta Jeanswear Ltd & Paradise

Washing Plant Ltd.
134/123Kabi Jashim Uddin Road, Pagar,
Tongi, Gazipur Tel: (8802) 9801787,
9815879, 9815878Fax:(8802) 9800756
Ananta Garments Ltd & Ananta

Sportswear Ltd
Nischintapur, Ashulia, DEPZ Road, Savar,
Dhaka 1341 Bangladesh Tel: (880 2)
7788318, 7789788 & 778084
Ananta Leather Collections Ltd., Tejgaon.

ABM Fashions Ltd., Konabari, Gazipur.
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Bimpex Limited Inc. (USA Office)
Amin Khan, President
8ll Alpha Drive Suite 339
Richard son, Texas 75081, USA
P: 972.759.0732F: 972.907.0187
Email: amin@bimpex.com
Board of Directors Amin Khan, Chairman,

E-mail: amin@bimpex.com
Inam Khan, Managing Director
E-mail: inam@ananta.com.bd
Sajed Karim, Deputy Managing Director,
E-mail: sajed@ananta.com.bd
Company logo
Type of company 100% export oriented woven Ready-Made

Garment (RMG) unit
Principle business lane Readymade woven apparel, Leather goods
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2.2 Mission and Vision
Mission
Ananta's mission is to continue our tradition of global leadership in high quality apparel and
commit ourselves to promoting universal ideals of community and service. We create products
that make people feel stylish, comfortable and special from birth to maturity.
Vision
“Making a World of Fashion”
2.3 Corporate governance
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2.4 Top Management
The top level management of Ananta companies
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2.4 Organogram of Ananta companies
Organogram of Ananta companies
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2.6 Products of Ananta companies
BUTERFLY JEANS Korbit
Buyer: Morrisons; Category: Girls Buyer: Tema; Category: Toddler girls
Kotshop-2 Mid Ellen Shorts
Buyer: TEMA; Category: Teenage Girls Buyer: H & M; Category: Young girls
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TANEM Girls Pinny
Buyer: TEMA; Category: Baby girls Buyer: George; Category: Girls
Western Shirt Menz Cargo Shorts
Buyer: H&M; Category: Menz Buyer: GAP; Category: Menz
Skinny jean Franklin Trouser
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Buyer: JOE FRESH, Category: kid’s boys Buyer: H&M; Category: Menz
2.7 Macro environment (External environment)

Macro environment is a set of external conditions that affect business development efforts either
positively or negatively. These elements are considered uncontrollable and they have an impact
in the company’s overall performance.
The elements include in macro environment are – political, economic, sociological, technological,
legal, environment (PESTLE analysis).
Political analysis: A factory development largely depends on the country’s smooth and stable
political system. Democratic government, fiscal policy, monetary policy helps to gain economic
growth. But if political unrest, strike, conflicts, labor unrest can damage the growth of economy.
Economic analysis: In recent times Ananta Jeanswear Ltd. Includes others garment face
economic problem because of this pandemic of COVID-19 period. Many shipment were stop at
that times for this it cost huge amount of money.
Sociological analysis: Garment that have helped unemployment person to engage in the
mainstream of the economy. For this sector, Woman empowerment has been achieved in private
and public sector. They are contributing to increase savings. .
Technological analysis: Now a day’s lot of new technology invented that helps to save time,
money, energy and increase per hour production in factory.
Legal analysis: Ananta Jeanswear Ltd always maintains the legal matter according to the
government law. Employee salary, rules & regulation all fixed according the Bangladesh labor
law.
Environment analysis: The environment of this factory is suitable for the employees. They
maintain the rules to keep the work without harm the natural of outside. This industry makes lot
of pollution in our country.
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2.8 Micro Environment (internal environment)
Micro environment refers to the environment that is directly in the business organization and can
directly influence the regular business activities. It is connected to a small area in which the firm
works. The micro environment is a collection of all the forces that are close to the firm.
We can analysis this by doing SWOT analysis.
Strength (s)
 Reputation in the market.

 Customer’s satisfaction.
 Good relationship with clients
 Innovative Product.
 Highly experienced management team.
Weakness (s)
 Lack of Promotional activities.

 Lengthy recruitment process.
 Lack of employees in various departments.
 Turnover rate is high.
 Longer working hours.
Opportunity (s)
 Attract more customers with high quality product

 Higher demand of their products in European Countries.
 Foreign Direct Investment.
 E-commerce.
Threat(s)
 Rise of competitors in RMG industry.

 Political unrest situation.
 Rise of price of raw materials.
 Competitors are providing more salary and training to their employees.
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3.1 The Division
The department I have worked with Human Resource Management as I am form HR background
student.
3.2 Department goal

The goal of the human resource management department is to specify the empty post of workers
and put the skill workers who can achieve the company’s goal
3.3Structure and manpower

In Ananta Jeanswear Ltd, the manpower currently 3200 in totals all departments. But in the HR
department has 3 persons. Who handle the whole hr related works.
3.4 Departmental Activities

HR department is doing several types of activities. The activities are given below:
 Recruitment
 Interview
 Salary fixation
 Allowances
 Posting/probation/confirmation/
 Increment
 Promotion
 Transfer
 Training
 Discipline
 Elimination of job
 Working hour & leave
 Award/Bonus
 Public relation
 CSR
 Financial grant and find generation
 HRM database
 Mobile allocation
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 Transport service
 Internship
3.5 Departmental achievements

The best achievement of this department is to growing healthy relation with employees and
clients.
3.6 Tasks and duties performed

I was given the opportunity to work in Ananta Jeanswear Ltd. under Ananta Companies for
three months from October 11, 2020 to January 5, 2021. It was part in my academic program.
I worked in Human Resources Management since my major was in Human Resources
Management. As an intern, I learned some AJL human resource activities from the resource
department. I have visited almost all the departments to know the employees work. How they
work what kinds of work they did because it was the company rules and regulation. Before
start work with the HR department people, I need to know about their garment policy this
way I will able to help them to associate there works. If I did not know the worker position or
their work designation than I am not able to understand the work process of HR department.
So I have to visit all the eights floor of the building talked with the worker and staff to know
them and their work. An HR person should able to know the worker very well to put the right
person in right place at the right time. In every floor one admin was there to handle the
workers and for the women workers there was present welfare officer. I have to prepare
every week performance report. In this they observe my work that how much I am able to
learn.
 Recruitment and selection process
I was involved with the recruitment process. I ask their name and their applied position, also
the department for which they did apply. Then I ask for the hard copy of the document they
need to bring.
The recruitment process is done by some following steps. Those are:
1. Filling up official Bio data form

2. Interview
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3. Medical test
4. Written test
5. Working capacity test
Visiting the factory: I have visited whole the sections of the factory to know the environment of
the work process at Ananta Jeanswear Ltd. That’s how I have able to know the relationship
between employee and worker.
Writing service Book: every employees get a service book where company include their
destination, promotion, salary increment yearly based, maternity leave. My work is to include the
details in the book.
Include salary in the employee file: Every employee has their personal it prepares when they
join in the factory. I have included it to the file from their yearly performance shit.
Visiting worker: I have visit different sections worker to know their opinion about the factory
and to know more details about them. Because an hr person should able to their worker in person.
That’s how they will be doing their work more productively. Visit the worker to know if they
doing worker properly or not.
Attended orientation: Every week they organized orientation to tell employee about the rules
and regulations of the factory. I also do this orientation.
Work with Admin Officer: I have with admin office- there I prepare new join employee file
and fill up the file according to the rules.
 Evaluate annual confidential report:
Ananta Jeanswear Ltd evaluate their employees through the performance appraisal sheet that
they called as annual confidential report (ACR).In that report the immediate supervisor
marks employees work under her.
There are five rating that Ananta follows______
 Excellent (5 marks)
 Very Good (4 marks)
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 Good (3 marks)
 Average (2 marks)
 Poor (1 marks)
So, I need to calculate the total number and write it in the point section.
3.7 Working Environment

I have work with them 3 months and it is a great journey because it is a full of new world for me.
The environment of that work place is very friendly. At my work place my supervisor Ms. Shipra
Das, Sr Manager-HR helps me a lot to understand my work. Others people are also helpful. They
help to collect information and discussed the term that I don’t able to understand.
3.8 Facilities and constraint faced

This factory provides well facilities for internee student. Student can able to visit the whole
factory to know process of work of this factory. They provide tea break for remove their
monotonous about their works. But it totally new place new face for me, at first I faced problem t
manage my work but at the end it is quite good for me.
3.9Lessons learned from the practicum

I have learned throughout my internship period how to communicate with a large number of
people. People of different age and culture used to come and I needed to communicate with
them nicely to make them comfortable. Sometimes there was much more work load and I
handle that with patience. It taught me how to handle the work load in the work place.
Through my internship program I have learnt how to adjust with the work environment. I was
easy for me to adjust myself. Because everyone was very friendly, helpful and easy to reach.
They helped a lot to make myself comfortable there. This will be helpful for me to adjust
myself in future in other organization for my job purpose. The main work is to deliver the
product just in time with the fulfillment of the entire buyer requirement. It helps me to know
how to manage the time with the good quality product. I learn so many things while an
interviewer came for interview. How to handle that person no matter how wrong they’re still
my supervisor talk them with patience.
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4.1 Background of the study
Ananta Jeanswear Ltd. is a ready-made garment under Ananta Companies. I visited the whole
factory to know about the factory and understand their works. That helps me to gain knowledge
practically. By visiting factory, I realized that the employee turnover of this factory is high that
not good for their factory. Employee turnover affect the factory growth of productive and it hard
to complete the order at in time. If the worker leaves the job at mid of the month or after getting
the salary that cost a factory lots. But sometimes employee turn are good for the factory, if the
unskilled workers leave the job.
4.2 Problem statement

The main problem of this research is that increases of the employee turnover of Ananta
Jeanswear Ltd. that effect their growth of productivity
4.3 Objectives
The main objective of the report is to provide an analysis of the Employee Turnover of Ananta
Jeanswear Ltd. and show why it happens and how it can be sloved.
Broad Objective
 To explain the employee turnover of Ananta Jeanswear Ltd.

Specific objective:
 To identify the reasons of turnover at Ananta Jeanswear Ltd.

 To analyze how turnover affects productivity on organizations.
 To find out the possible solutions of decreasing turnover.
 To provide recommendations for managing employee turnover in Ananta Jeanswear Ltd.
4.4 Literature review

Employee turnover
A common definition of employee turnover is the loss of talent in the workforce over time. This
includes any employee departure, including resignations, layoffs, terminations, retirements,
location transfers, or even deaths. (recource) Excessive turnover are often a really expensive
drawback, one with a significant impact on productivity. Lengthy coaching times, interrupted
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schedules, extra overtime, mistakes, and not having knowledgeable workers in some area unit a
number of the frustrations related to excessive turnover.
Types of Turnover
Turnover can be divided following ways -
1. Voluntary turnover: Voluntary turnover occurs when an employee leaves by choice and
can be caused by many factors.
2. Involuntary turnover: The involuntary turnover occurs when an employee is fired.
Voluntary turnover occurs
3. External turnover: External influences include local economic conditions and labor
market conditions.
4. Internal turnover: Internal causes include such things as non-competitive compensation,
high stress, poor working conditions, monotony, sub-par supervision, inadequate training,
poor communications, and loose organization practices.
Factor related to employee turnover
 Economy: The overall economy sets the stage for various employment opportunities. in
an exceedingly tight economy, typically there square measure less various opportunities
and workers square measure less willing to depart their current jobs though they're
discontent.
 Company culture: company is another sturdy determinant of turnover intentions.
Company culture is decided by a bunch of things as skills, leadership,
rewards/recognition, and communications.
 Demographic: All things being equal, younger personnel can have additional job
associated company changes than older personnel. Part-time personnel area unit less
stable than full-time personnel and personnel with bigger average tenure can have fewer
turnovers than a personnel with less average tenure.
 Job characteristic: one of the most researched areas is the relationship between job
satisfaction and turnover. There is a well-documented body of research that suggests the
following job characteristics are most commonly associated with job satisfaction:
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 Variety - Jobs that offer a greater variety of tasks are associated with higher satisfaction
levels
 Autonomy - Jobs that offer greater freedom and choice in execution are associated with
higher satisfaction levels
 Identity - Jobs that offer a sense of ownership and personal accountability are associated
with higher satisfaction levels
 Feedback - Jobs that offer intrinsic feedback on quality of performance are associated
with higher satisfaction levels
Causes of turnover
 Lack of supervisor cooperation: supervisor need to corporate with their subordinate and
should make friendly behavioral with them. If the supervisor have rudely with the worker
it will be hard for worker to stay in workplace.
 Bad working Environment: Working surroundings is that the most significant reason
behind high turnover. They expect very friendly and learning surroundings. Staffs search
for freedom, smart treatment from the superiors, smart encouragement, friendly approach
from one and every one, and smart motivation. If the environment is not favorable to
them, then the worker leaves the job.
 External market influence: External market means other factories who influences the
best worker to join their factory by providing high salary or others benefits.
 Lack of motivation: Due to lack of motivation in work place employee doesn’t want to
continue working. Motivation increases the working capability of an employee. They
need better positions and better benefits which may appreciate their work. An
organization can face highest turnover if they cannot provide proper motivation to them.
Employee retention
Employee retention is a tasked with reducing the number of employees leaving the company by
improving key processes and conditions. (Zone ) The ultimate aim is happier, loyal employees
that actively want to remain with the company. The first task, and one of the hardest, is
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measurement of key factors influencing retention rates, such as employee engagement, salary
expectations, perception of working environment and perception of managerial ability.
Ways to retaining employee
1. Responsibility: Manager should trust them by giving them responsibilities that allow them to
grow. Encourage them to gain new skills. Provide ample continuing education opportunities.
Hire from within wherever possible, and give generous promotions at appropriate times.
2. Respect: If Managers show outward respect for employees on a regular basis, it will lead to a
strong and enduring workplace culture as well as positive experiences and memories that they
will never forget. After that they will not think about to leave the job.
3. Reward: The rewards manager give their employees should speak to their emotional needs
and should go beyond their monetary compensation. Recognition in front of the company,
company and department parties, service projects, lunches with the boss, handwritten notes etc.
can all contribute to the positive culture of the company and can be good morale builders as well.
4. Relaxation Time. Be generous with time off. Despite the hard economy, provide sufficient
time for sick days, family vacations, new babies etc. Pacing workflow can be highly beneficial to
enduring employee relationships. Manager should expect and even demand high-quality
performance, but it is unreasonable to expect a continual level of pressure at 100 percent. Allow
employees the chance to catch their breath from one assignment to the next with the help of
team-building activities.
4.5 Research Methodology
Methodology refers to the essential a part of the study and also the method of assembling data
and transcription it in terms of the relevant problems with the study. It’s designed during a
method so it correspondents can attain the objectives of the study.
4.5.1 Data collection

Sources of data
The actual data provided during this report was collected from 2 sources,
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I. Primary sources and
II. Secondary sources.
Primary sources
1. Questionnaire
2. Conversation with staff and workers
3. Observation
4. Interviewing section
Secondary sources
1. Company website
2. Data collect from other sources( different articles)
4.5.2 Population and sampling

Sample Frame
Sample frame of the study is the employee and workers of Ananta Jeanswear Ltd
Sampling method
I have used random sampling method in my research. I have chosen 81 respondents from the 300
population which will represent entire data set.
Data Collection and analysis
I have conducted survey for gathering the responses of respondent for data collection
For data analysis I have used Microsoft excel. As well as the chart and diagram were given to
understand the specific and particular data. The statistical tools and techniques were used like
hypothesis testing. I used the hypothesis techniques the z-test.
Sample size
I have selected 81 people in my workplace for conducting the research.
4.5.3 Research Limitation

While doing research I have face limitation, it can be faced by doing any research. Those
limitations have been shown below:
 Employees did not disclose information as their rules and regulation
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 Some of the respondent were biased to give information
 Lack of respondent attention while surveying
4.6 Budget
The Budget information are provided below
Items Taka
Questionnaires 300
Transportation 500
Internet 1500
Others 500
Total 2800
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4.7 Timeline/ schedule
I have maintained a sequence according to my weekly work. The internship project timeline are
given below.
Tasks W W W W4 W5 W W W W9 W10 W11 W12

1 2 3 6 7 8
Topic selection
for report
Introductory part
Organizational part
Problem
statement of
identification
Hypothesis and
questionnaire
development
Survey
and
collect
data
Data analysis
Final checking
and
correction
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4.8 Hypothesis development
H1 Lack of supervisor co-operation increases employee turnover
H2 External market influence to increases employee turnover
H3 Unfriendly working environment increases employee turnover
H4 Lack of motivation increases employee turnover
4.9: Hypothesis testing

Likert Scale H1 H2 H3 H4
1=Strongly Disagree 0*1 5*1 4*1 0*1
2=Disagree 2*2 2*2 2*2 5*2

3=Neutral 20*3 12*3 20*3 26*3
4=Agree 30*4 33*4 30*4 30*4
5=Disagree 29*5 29*5 25*5 20*5
Total 329 322 313 308
Average 4.06 3.98 3.86 3.8
Standard deviation 0.84 1.08 1.05 0.91
th value 11.44 8.17 7.17 7.92

Critical Value 1.64 1.64 1.64 1.64
Result Accept Accept Accept Accept
28
4.10 Data presentation and analysis
Hypothesis 1
HO: lack of supervisor co-operation does not increase employee turnover
HA: lack of supervisor co-operation increases employee turnover
xi fi fi.xi x x−x x−x 2

fi. x − x 2
 zcal
1 0 0 4.06 -3.03 9.1809 0 0.84 11.44
2 2 4 4.06 -2.03 4.1209 8.24
3 20 60 4.06 -1.03 1.0609 21.22
4 30 120 4.06 -0.03 0.0009 0.03
5 29 145 4.06 0.97 0.9409 27.29
Total 81 329 56.77
Here,
R. − 2
=
− . − .
= = . 娀
= . 娀
= 11.44
At 5 % level of significant 㐠=1.64
> 㐠 .Null hypothesis is rejected and alter hypothesis is accepted. So, it can be said that,
lack of supervisor co-operation increases employee turnover
29
Hypothesis 2
HO: External market does not influence to increase employee turnover
HA: External market influence to increases employee turnover
xi fi fi.xi − − 2
R. − 2

1 5 5 3.98 -3.03 9.1809 45.90 1.08 8.17
2 2 4 3.98 -2.03 4.1209 8.24
3 12 36 3.98 -1.03 1.0609 12.73
4 33 132 3.98 -0.03 0.0009 0.03
5 29 145 3.98 0.97 0.9409 27.29
Total 81 322 94.19
Here,
R. − 2
=
30
− .娀 − .娀
= = . 娀
= . 2
= 8.17
External market influence to increases employee turnover
31
Hypothesis 3
HO: Unfriendly working environment does not increase employee turnover
HA: Unfriendly working environment increases employee turnover
R. − 2

1 4 4 3.86 -3.03 9.18 36.72 1.05 7.17
2 2 4 3.86 -2.03 4.12 8.24
3 20 60 3.86 -1.03 1.06 21.22
4 30 120 3.86 -0.03 0.00 0.03
5 25 125 3.86 0.97 0.94 23.52
Total 81 313 89.73
Here,
R. − 2
=
− . − .
= = . 娀
= . 2
= 7.17
Unfriendly working environment increases employee turnover
32
Hypothesis 4
HO: Lack of motivation does not increase employee turnover
HA: Lack of motivation increases employee turnover
R. − 2

1 0 0 3.8 -3.03 9.18 0 0.91 7.92
2 5 10 3.8 -2.03 4.12 20.60
3 26 78 3.8 -1.03 1.06 27.58
4 30 120 3.8 -0.03 0.00 0.03
5 20 100 3.8 0.97 0.94 18.82
Total 81 308 67.03
Here,
33
R. − 2
=
− . − .
= = .娀娀
= .
= 7.92
Lack of motivation increases employee turnover
4.11 Findings
Hypothesis-1: It can be observed that 0% respondents are strongly disagreed, 3% respondents
are disagreed, 12% respondents are neutral, 49% respondents are agreed and 36% respondents
are strongly agreed which indicates that lack of supervisor co-operation increases employee
turnover.

are strongly agreed which indicates that External market influence to increases employee
turnover.
34
are strongly agreed which indicates that unfriendly working environment increases employee
turnover.

are strongly agreed which indicates that lack of motivation increases employee turnover.
4.12 Recommendations
 The working environment of this office needs to good enough for the worker. For
that need to engage with worker to know about their problem. Arrange some picnics
that can reduce their monotony about their work.
 For reducing turnover manager can apply the employee rotation that helps to find
new talent and also employee can be excited for their job. This things help to reduce
turnover.
 Arrange some seminar that to make understand employee about the benefits of
staying in a factory in one year without absent any day without reasons. If they will
able to make they will get reward.
 Most Important things I choose the right person at the interviewing section and
provide rules that the worker cannot leave a company without complete their six
months of the job period.
 A good relationship between worker and supervisor is in need to be friendly.
 The supervisor should inspire their staff and understand them for his or her mistakes.
35
Chapter 5
Conclusion
36
CONCLUSION
Turnover may be a burning issue for any organizations. For the steady productivity of a company
it's essential to keep up its practiced men. However most of the days it's terribly tough to regulate
the turnover rate among organizations. There are units such a big amount of factors that have an
effect on turnover. From all the info, form and interviews some conclusions were drawn. Ananta
Jeans wear Ltd a large number of workers. They hardly need the necessity to rent new worker.
However the expansion rate and also the salary rate is small low compare to performance.
However additionally there are unit workers who don't seem to be needed for the company. That
makes the earnings is high compare to performance. Turnover doesn't leave abundant
consequences here. Factors that has an area of moving employees' stability area unit each
external and internal. It has a favorable government policy, which inspires workers to remain at
the corporate.
37
References
1. 2002, l. (2002). Introduction to Employee Turnover In, 39.
2. point, t. (n.d.). Employee Retention - Introduction. Retrieved February 27, 2021, from
tutorialspoint:
https://www.tutorialspoint.com/employee_retention/employee_retention_introduction.ht
m
3. recource, w. h. (n.d.). Employee Turnover l Definition l Employee Turnover Calculation.

Retrieved February 27, 2021, from whatishumanresource.com:
http://www.whatishumanresource.com/employee-turnover
4. Zone , H. (n.d.). What is Employee Retention? Retrieved February 27, 2021, from HRZone:
https://www.hrzone.com/hr-glossary/what-is-employee-retention?
5. Ananta. (n.d.). Retrieved February 28, 2021, from Welcome to Ananta companies:
https://www.ananta.com.bd/
6. ananta. (n.d.). Retrieved 28 February, 2021, from ananta: https://www.ananta-bd.com/our-

crew
38
Appendix
Survey Questionnaires
Assalamu Alaikum,
I am Nur Nahar Akter Monisha , student of BBA from International University of Business
Agriculture and Technology. I am conducting a research on topic, “Causes of Employee turnover
of Ananta Jeanswear Ltd.”
For completing my internship, I need your valuable opinion. Let me convince you that all the
information provided by you will be used only for academic purpose and kept under strict
secretly.
Information of Respondents
Name: Gender:
Occupation: E-mail:
1. Lack of supervisor co-operation increases employee turnover -

a. Strongly disagree
b. Disagree
c. Neutral
d. Agree
e. Strongly Agree
2. External market influence to increases employee turnover -
a. Strongly
b. disagree
c. Disagree
d. Neutral Agree
e. Strongly Agree
3. Unfriendly working environment increases employee turnover-
a. Strongly
b. disagree
39
c. Disagree
d. Neutral Agree
e. Strongly Agree
4. Lack of motivation increases employee turnover -
a. Strongly disagree
b. Disagree
c. Neutral
d. Agree
e. Strongly Agree
40
Founded 1991 by Md.Alimullah Miyan
Report on Academic Supervisor`s Visit to practicum Organization
Name of Academic Supervisor: Ananna Raka Chakraborty Program: BBA

Date/Time:28.02.2021
Name of the Intern: Nur Nahar Akter Monisha ID: 17102044 Semester: Fall 2020
Causes of employee turnover of Ananta Jeanswear

1.Title of the Report/Project
Ltd
Name: Ananta Companies
2. Organization Phone: +8801713199799
Email: www.ananta.com.bd
Name: Ms Shipra Das
3.Workplace Supervisor Phone/Cell: 01713199528
Email: shipra@ananta.com.bd
4. Designation of the Intern at Workplace Intern Student
1. Recruitment and section process
5. Major activities of the intern at 2.Visiting the factory:

Workplace 3.Writing service Book:
4.Include salary in the employee file:
41
5.Attended orientation:
Punctuality: Good
Work: Good
6. Performance of the intern at Workplace
Behavior: Good
Company`s Code of Conduct: Good
7. Remarks and Observations of the She is punctual with her work and very much
workplace supervisor (if any) attentive. I wish her good luck for her future
Name:
Designation:
8. Meeting (if any) with the higher
authority at workplace of intern and his/her Phone/Cell:
expectation(if any)
Email:
Expectation:
9. Relevance between project title and Project was relevent and she tried to show the
actual job with remarks improvement.
Academic Supervisor : Ananna Raka Chakrabort
Signature:………………………………
42

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“Causes of Employee Turnover of Ananta Jeanswear Ltd.”

“Causes of Employee turnover of Ananta Jeanswear Ltd.”

Prof. Dr. Khair Jahan Sogra

Professor & Dean

College of Business Administration (CBA)