A

PROJECT REPORT
ON
“A STUDY ON EMPLOYEE RETENTION AT SIMPLYFYD SOLUTIONS”

SUBMITTED BY
AVANTIKA ANIL SHINDE

UNDER THE GUIDANCE OF

DR. PRABHA SINGH

SUBMITTED TO
SAVITRIBAI PHULE PUNE UNIVERSITY

IN PARTIAL FULFILLMENT OF THE DEGREE OF

MASTERS OF BUSINESS ADMINISTRATION

THROUGH
IMPERIAL COLLEGE OF ENGINEERING AND RESEARCH, PUNE

YEAR 2021-2023
 JSPM’s
Imperial College of Engineering and Research, Wagholi, Pune.
(Approved by AICTE, Delhi & Govt. of Maharashtra, affiliated to Savitribai Phule Pune University)
Gat.No.720,Pune-Nagar road,Wagholi,Pune,412207
Phone No/Fax. No 020-67335100
Email-principal@jspmicoer.edu.in
website: www.jspmicoer.edu.in
AISHE Code:-C-41817
NAAC”A” Grade

Ref. JSPM/ICOER/SIP/2022-23 Date:

CERTIFICATE

This is to certify that Ms. AVANTIKA ANIL SHINDE is a bonafide student of

Master of Business Administration (MBA) of our Institute. She has completed the
project report titled, “A STUDY ON EMPLOYEE RETENTION”, for SIMPLYFYD
SOLUTIONS, Pune, Maharashtra.

The project is accomplished adequately & submitted in partial fulfillment of

MBA curriculum as per the requirement of Savitribai Phule Pune University for
the batch 2021-2023

PROJECT GUIDE PRINCIPAL

INTERNAL EXAMINER EXTERNAL EXAMINER

 ACKNOWLEDGEMENT

It gives me great pleasure to express my boundless sense of gratitude to each and every person
who directly or indirectly helped me with hand and hand in completing this humble piece of
work.

I would like to extend my gratitude to our director Dr. R.S. Deshpande.

I would take an opportunity to express my deep gratitude and sincere thanks to mu guide Prof.
Dr. Prabha Singh for help and cooperation provided by her in assisting me with necessary
information required for the completion of my dissertation and guiding me towards making
necessary improvements in the dissertation.

I perceive this opportunity as a big milestone in my career development. I will strive to use
gained skills and knowledge in the next level of my career.

Yours Sincerely,
Avantika Anil Shinde
 DECLARATION

I Avantika Anil Shinde, hereby declare that the Dissertation Report entitled “A
STUDY ON EMPLOYEE RETENTION” written and submitted by me to the
SavitribaiPhulePune University in partial fulfilment of the requirement for the award
of degree of Masters of Business Administration under the guidance of Dr. Prabha
Singh is my original work and this dissertation report has not performed the basis for
the award of any degree or diploma/associate ship/fellowship or any similar project
titles.

I also declare that the project has been submitted by me for the award of any other
degree or course at any other university.

Place : Avantika Anil Shinde

Date : Student
 INDEX

Sr. No. Content Page

No.

1 Executive Summary 01

2 Objectives of the Study 04

3 Theoretical Background 06

4 Research Methodology 09

5 Data Analysis 14

6 Findings 30

7 Suggestions 32

8 Conclusions 34

9 References 36

10 Annexure 38
 CHAPTER 1

EXECUTIVE SUMMARY

1
 I. EXECUTIVE SUMMARY

1.1 Introduction of the study:

Employee Retention involves taking measures to encourage employees to remain in

the organization for the maximum period of time. It 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. Effective employee retention is a systematic effort by employers to create
and foster an environment that encourages current employees to remain employed, by
having policies and practices in place that address their diverse needs. Retention of key
employees is critical to the long-term health and success of any organization. It is a known
fact that retaining the best employees ensures customer satisfaction, increased product
sales, satisfied colleagues and reporting staff, effective succession planning, and deeply
embedded organizational knowledge and learning. Employee retention matters, as
organizational issues such as training time and investment, lost knowledge, insecure
employees, and a costly candidate search are involved. Hence, failing to retain a key
employee is a costly proposition for an organization. Various estimates suggest that losing
a middle manager in most organizations costs up to five times his salary. Corporate is
facing a lot of problems in employee retention these days. Hiring knowledgeable people
for the job is essential for an employer, but retention is even more important than hiring.

Employee retention is a vital issue and challenge to all the organizations now days.
There are numbers of factors which promote the employees to stay or leave the
organization. It may be external factors, internal factors and the combined effect of both.
Human resource practices counts a lot in this regard. It is the need of the hour that hr
managers should identify the needs of the employee and then devises the retention
strategies. One strategy does not fit to all as different individuals have different priorities.
Hr professionals face the vital challenge to retain talented employees. Employee retention
is very critical to the long term health of any organization. When an organization loses its
talented employee it lefts a negative impact on innovation, customer satisfaction,

2
knowledge gain during the past years and on the profitability of the organization .more
over replacing cost of another employee contribute a lot to the organization. It is the need
of the hour that HR managers should identify the needs of the employee and then devises
the retention strategies. One strategy does not fit to all as different individuals have
different priorities. Hr professionals face the vital challenge to retain talented employees.
Employee retention is very critical to the long term health of any organization. When an
organization loses its talented employee it lefts a negative impact on innovation, customer
satisfaction, knowledge gain during the past years and on the profitability of the
organization. More over replacing cost of another employee contribute a lot to the
organization.

1.2 Retain employees:

Motivation is necessary for work performance because, if people do not feel
inclined to engage themselves in work behavior, they will not put in necessary efforts to
perform well. However, performance of individual in the organization depends on variety
of factors besides motivation. It is therefore desirable to identify various factors. For
instance, employees’ knowledge and skills are important performance drivers. Another
factor is the company’s ability to retain its employees with attractive benefit packages.
Motivation is a prominent tool to retain employees with greater compensation packages.

1.3 Importance of the study:

Employee Retention refers to the techniques employed by the management to help

the employees stay with the organization for a longer period of time. Employee retention
strategies go a long way in motivating the employees so that they stick to the organization
for the maximum time and contribute effectively. Sincere efforts must be taken to ensure
growth and learning for the employees in their current assignments and for them to enjoy
their work.

3
 CHAPTER 2

OBJECTIVES OF THE STUDY

4
 II. OBJECTIVES OF THE STUDY

 To understand about employee retention with reference to Simplyfyd

Solutions

 To ascertain/understand the problems of the employees in the organization.

 To identify the causes of employee retention.

5
 CHAPTER 3

THEORETICAL BACKGROUND

6
 III. THEORETICAL BACKGROUND

There is no dearth of opportunities for a talented person. There are many organizations
which are looking for such employees. If a person is not satisfied by the job he’s doing, he
may switch over to some other more suitable job. In today’s environment it becomes very
important for organizations to retain their employees. The top organizations are on the top
because they value their employees and they know how to keep them glued to the
organization.Intelligent employers always realize the importance of retaining the best
talent. Retaining talent has never been so important in the Indian scenario; however, things
have changed in recent years. In prominent Indian metros at least, there is no dearth of
opportunities for the best in the business, or even for the second or third best. Retention of
key employees and treating attrition troubles has never been so important to companies. In
an intensely competitive environment where HR managers are poaching from each other,
organizations can either hold on to their employees tight or lose them to competition. For
gone are the days when employees would stick to an employer for years for want of a
better choice. Now, opportunities are abound. Employees stay and leave organizations for
some reasons. The reason may be personal or professional. These reasons should be
understood by the employer and should be taken care of. The organizations are becoming
aware of these reasons and adopting many strategies for employee retention. A strong
retention strategy, therefore, becomes a powerful recruitment tool.

Employee retention is a new era of modern technology and competitive business

environment. Organizations are continuously changing .this changing environment is not
only effecting the organizations but also the employees working in it. In order to maximize
organizational efficiency and for optimal utilization of the resources, human resources
must be managed properly. Human resource management plays a vital role in this regard.
They are responsible that how employees are treated in the organization. Employee
retention is a vital issue and challenge to all the organizations now days. There are
numbers of factors which promote the employees to stay or leave the organization. It may
be external factors, internal factors and the combined effect of both. Human resource
practices counts a lot in this regard. It is the need of the hour that hr managers should
7
identify the needs of the employee and then devises the retention strategies. One strategy
does not fit to all as different individuals have different priorities. Hr professionals face the
vital challenge to retain talented employees. Employee retention is very critical to the long
term health of any organization. When an organization loses its talented employee it lefts a
negative impact on innovation, customer satisfaction, knowledge gain during the past years
and on the profitability of the organization .more over replacing cost of another employee
contribute a lot to the organization.

Let us understand why retaining a valuable employee is essential for an organization:

 Hiring is not an easy process

 An organization invests time and money in grooming an individual and makes
him ready to work and understand the corporate culture
 When an individual resigns from his present organization, it is more likely
that he would join the competitors
 The employees working for a longer period of time are more familiar with the
company’s policies, guidelines and thus they adjust better
 It has been observed that individuals sticking to an organization for a longer
span are more loyal towards the management and the organization
 It is essential for the organization to retain the valuable employees showing
potential

8
 CHAPTER 4

RESEARCH METHODOLOGY

9
 IV. RESEARCH METHODOLOGY

Research is the process of systematic and in-depth study or search for any particular topic,
subject or area of investigation, backed by collection, compilation, presentation and
interpretation of relevant details or data. Research methodology is a way to systematically
solve the research problem. It may be understood as a science of studying how research is
done scientifically.

Research problems would result in certain conclusions by means of logical analysis which
the decision-maker may use for his action or solution.

Research design:

A research design is purely and simply the frame work plan for a study that guides the
collection and analysis of a data. In this study descriptive research design technique is
been adopted.

Descriptive research design:

It includes surveys and fact finding enquiries of different kinds. It simply describes
something such as a demographic of employees. It deals with description of the state of
offers as it is and the researchers have no influence on the respondents.

DIFFERENT SOURCES AND METHODS OF DATA COLLECTION:

Data collection is one of the most important aspects of research. For the success of any
project accurate data is very important and necessary. The information collected through
research methodology must be accurate and relevant.

The research methodology involves data collection through both primary and secondary
mode.

10
 a) Primary data:

The research design in this study is descriptive. For this study, descriptive research
design is used where the data is collected through the questionnaire.

b) Secondary Data

The secondary data are those data which have already been collected by someone else
and which have passed through the statistical process. The secondary data was
collected from books, magazines etc. The secondary data is also important as it
provides the different view of others who have done some work on the same field. This
process also involves getting expert opinion and is also important in finding out the
different ways things can be done.

Data collection includes data from the following:

 Websites
 Reference books
 Books

The research approach:

Survey Method

The research instrument:

Questionnaire

The respondents:

Employees of Simplifyd Solutions, Wakad, Pune.

Sampling:

It is the process of selecting representative subset of a total population for obtaining data
for the study of the whole population the subset is known as sample.
11
Sample size: 50

Convenience sampling:

In this method the sample units are chosen primarily on the basis of the
convenience to the researcher.

Statistical tools used:

A. Simple percentage analysis

B. Likert Scale Analysis

A. Simple percentage analysis:

Simple percentage can also be used to compare the relationship distribution of

two or more items. For calculations the simple percentage the following formula used.

Percentage of the respondents = Number of respondents/Total respondents*100

B. Likert Scale Analysis

A Likert scale is a psychometric scale commonly involved in research that

employs questionnaires. It is the most widely used approach to scaling responses in survey
research, such that the term is often used interchangeably with rating scale, or more
accurately the Likert-type scale, even though the two are not synonymous. The scale is
named after its inventor, psychologistRensisLikert.

The format of a typical five-level Likert item is:

1. Strongly disagree
2. Disagree
3. Neither agree nor disagree
4. Agree
5. Strongly agree

12
Likert scaling is a bipolar scaling method, measuring either positive or negative response
to a statement. Sometimes a four-point scale is used; this is a "forced choice" method since
the middle option of "Neither agree nor disagree" is not available.

Questionnaire:

The questionnaire is prepared in such a way that it is the correct comprehensive

objectives of the study. Open end, multiple choice of questionnaire is adopted in this
research.

13
 CHAPTER 5

DATA ANALYSIS & INTERPRETATION

14
 V. DATA ANALYSIS

1. Since how long you are working in this Organization?

EXPERIENCE

S. No Experience No of Respondent Percentage

1 Below 2years 18 36
2 2 years to 4years 15 30
3 4years to 6years 12 24
4 Above 6years 5 10
Total 50 100

INTREPRETATION-
The above table shows that 36 percent of the respondents are between below 2years
experience, 30 percent of the respondents are between below 2years to 4years experience,
24 percent of the respondents are between below 4years to 6years of experience, and 10
percent of the respondents are above 6years experience.

INFERENCE:

Majority 36 percent of the respondents are having an experience of below 2years.

Experience

10%
Below 2 years
36%
24% 2 years to 4years
4years to 6years
Above 6years
30%

15
 2. What motivated you to take up the Job?

MOTIVATION OF THE JOB

S. No Motivation of the job No of Respondent Percentage

1 Salary 20 40
2 Native of job 25 50
3 Reputation 5 10
Total 50 100

INTERPRETATION:

The above table shows that 40 percent of the respondents are motivated by salary, 50
percent of the respondents are motivated by native of job, and 10 percent of the
respondents are motivated by reputation.

INFERENCE:

Majority 50 percent of the respondents are motivated by native of job.

Motivation of the job

10%

40% Salary
Native of job
Reputation
50%

16
 3. Do You Know Any Specified Retention Problems In Your Organization?

RETENTION PROBLEMS

S. No Retention problem No of Respondent Percentage

1 Yes 45 90
2 No 5 10
Total 50 100

INTERPRETATION:

The above table shows that 90 percent of the respondents know about retention problem,
and 10 percent of the respondents are not aware about the retention problems.

INFERENCE:

Majority 90 percent of the respondents know about retention problem.

Retention Problem

10%

Yes
No
90%

17
 4. Problems Faced By Them:
4.1- GOOD RELATIONSHIP WITH MANAGEMENT
S. No Relationship with management No of Respondent Percentage
1 Strongly disagree 9 18
2 Disagree 16 32
3 Neutral 11 22
4 Agree 8 16
5 Strongly agree 6 12
Total 50 100

INTERPRETATION:

The above table shows that 18 percent of the respondents strongly disagree that there is
good relationship with management, 32 percent of the respondents disagree in good
relationship with management, 22 percent of the respondents are neutralin good
relationship with management, 16 percent of the respondents agree in good relationship
with management, and 12 percent of the respondent strongly agree in good relationship
with management.

INFERENCE:

Majority 50 percent of the respondents disagree that there is good relationship with
management.

Relationship with management

12% Strongly disagree
18% Disagree
16% Neutral
22% 32%
Agree
Strongly agree

18
 4.2-REWARDS & RECOGNITION

S. No Rewards And Recognition No of Respondent Percentage

1 Strongly disagree 14 28
2 Disagree 19 38
3 Neutral 11 22
4 Agree 6 12
Total 50 100

INTERPRETATION:

The above table shows that 28 percent of the respondents strongly disagree in rewards
&recognition, 38 percent of the respondents disagree in rewards &recognition, 22 percent
of the respondents are neutral in rewards &recognition, 12 percent of the respondents
agreein rewards &recognition.

INFERENCE:

Majority 66 percent of the respondents disagree that there is proper Rewards and
Recognition.

Rewards And Recognition

12%
28% Strongly disagree

22% Disagree
Neutral
Agree
38%

19
 4.3-WORK SCHEDULE

S. No Work Schedule No of Respondent Percentage

1 Strongly disagree 8 16
2 Disagree 12 24
3 Neutral 26 52
4 Agree 4 8
Total 50 100

INTERPRETATION:

The above table shows that 16 percent of the respondents strongly disagree in work
schedule, 24 percent of the respondents disagree in work schedule, 52 percent of the
respondents are neutral in work schedule, and 8 percent of the respondents agree in work
schedule.

INFERENCE:

Majority 52 percent of the respondents are having work Schedulein neutral.

Work Schedule

8%
16%

Strongly disagree
Disagree

24% Neutral
Agree
52%

20
 4.4-AVAILABILITY OF PROMOTION OPPORTUNITY

S. No Promotion Opportunity No of Respondent Percentage

1 Strongly disagree 31 62
2 Disagree 11 22
3 Neutral 8 16
Total 50 100

INTERPRETATION:

The above table shows that 62 percent of the respondents strongly disagree in promotion
opportunity, 22 percent of the respondents disagree in promotion opportunity, and 16
percent of the respondents are neutral in promotion opportunity.

INFERENCE:

Majority 62 percent of the respondents strongly disagreed that there are promotion
opportunities.

Promotion Opportunity

16%

22% Strongly disagree

62% Disagree
Neutral

21
 4.5-JOB SECURITY

S. No Job security No of Respondent Percentage

1 Strongly disagree 33 66
2 Disagree 12 24
3 Neutral 5 10
Total 50 100

INTERPRETATION:

The above table shows that 66 percent of the respondents strongly disagree in job security,
24 percent of the respondents disagree in job security, and 10 percent of the respondents
are neutral in job security.

INFERENCE:

Majority 66 percent of the respondents strongly disagreed that there are job securities.

Job security

10%

24%
Strongly disagree
Disagree
66%
Neutral

22
 4.6-RATE OF THE APPRAISAL SYSTEM

S. No Appraisal system No of Respondent Percentage

1 Strongly disagree 9 18
2 Disagree 27 54
3 Neutral 14 28
Total 50 100

INTERPRETATION:

The above table shows that 18 percent of the respondents strongly disagree in appraisal
system, 54 percent of the respondents disagree in appraisal system and 28 percent of the
respondents are neutral in appraisal system.

INFERENCE:

Majority 54 percent of the respondents disagreed with the appraisal systems.

Appraisal system

18%
28%

Strongly disagree
Disagree
Neutral

54%

23
 5. Do You Have An Opportunity To Share Your Ideas At Work?

OPPORTUNITY TO SHARE YOUR IDEAS AT WORK

Opportunity to share your ideas No of Respondent Percentage

S. No
1 Yes 10 20
2 No 40 80
Total 50 100

INTERPRETATION:

The above table shows that 20 percent of the respondents have opportunity to share their
ideas, 80 percent of the respondents does not have opportunity to share their ideas.

INFERENCE:

Majority 80 percent of the respondents are not having opportunities to share their ideas at
work.

Opportunity to share your ideas

20%

Yes
No

80%

24
 6. Have You Attended Any Training Programs?

ATTENDED ANY TRAINING PROGRAMS

S. No Training programs No of Respondent Percentage

1 Yes 17 34
2 No 33 66
3 Total 50 100

INTERPRETATION:

The above table shows that 34 percent of the respondents have attended training program,
66 percent of the respondents have not attended training program.

INFERENCE:

Majority 66 percent of the respondents have not attended training program.

ATTENDED ANY TRAINING PROGRAMS

34%

Yes
66% No

25
 7. Do You Feel That The Company Provides Career Enhancement Opportunities
For Your Growth And Development?

CAREER ENHANCEMENT OPPORTUNITIES

S. No Career opportunities No of Respondent Percentage

1 Yes 8 16
2 No 42 84
3 Total 50 100

INTERPRETATION:

The above table shows that 16 percent of the respondents agree that the company provides
career enhancement opportunities and 84 percent of the respondents do not agree that the
company provides career enhancement opportunities.

INFERENCE:

Majority 84 percent of the respondents do not agree that the company provides career
enhancement opportunities.

CAREER ENHANCEMENT
OPPORTUNITIES

16%

Yes
No

84%

26
 8. If You Want To Leave The Organization, What Would Be The Reason?

REASON FOR LEAVE

S. No Reason for leave No of Respondent Percentage

1 marriage 5 10
2 Team fitment 8 16
3 Career opportunity 21 42
4 Others 16 32
Total 50 100

INTERPRETATION:

The above table shows that for 10 percent of the respondents reason for leave is marriage,
for 16 percent of the respondents reason for leave is team fitment, 42 percent of the
respondents leave for career opportunity, and 32 percent of the respondents leave due to
other reason.

INFERENCE:

Majority 42 percent of the respondents leave for career opportunity.

REASON FOR LEAVE

10% marriage
32%
16% Team fitment
Career opportunity

42% Others

27
 9. Are You Satisfied With The Incentives?

SATISFIED WITH THE INCENTIVES

S. No Incentive No of Respondent Percentage

1 Yes 17 34
2 No 33 66
Total 50 100

INTERPRETATION:

The above table shows that 34 percent of the respondents are satisfied with their incentive,
66 percent of the respondents are not satisfied with their incentive.

INFERENCE:

Majority 66 percent of the respondents are not satisfied with their incentive.

SATISFIED WITH THE INCENTIVES

34%

Yes
66% N0

28
 10. Are You Satisfied With The Benefit Offered By The Organization?
SATISFIED WITH THE BENEFIT OFFERED BY THE ORGANIZATION

S. No Benefit offered by the No of Respondent Percentage

organization
1 Yes 10 20
2 No 40 80
Total 50 100

INTERPRETATION:

The above table shows that 20 percent of the respondents are satisfied with the benefits
offered by the organization, and 80 percent of the respondents are not satisfied with the
benefits offered by the organization.

INFERENCE:

Majority 80 percent of the respondents are not satisfied with the benefits offered by the
organization.

BENEFITS OFFERED BY THE

ORGANIZATION

20%
Yes
No
80%

29
CHAPTER 6

FINDINGS

30
 VI. FINDINGS

 Majority 36 percent of the respondents are having an experience of below 2years.

 Majority 50 percent of the respondents are motivated by native of job.
 Majority 90 percent of the respondents know about retention problem.
 Majority 32 percent of the respondents disagree that there is good relationship with
management.
 Majority 38 percent of the respondents disagree that there is proper Rewards and
Recognition.
 Majority 52 percent of the respondents are having the work Schedule in neutral.
 Majority 62 percent of the respondents strongly disagreed that there are promotion
opportunities.
 Majority 66 percent of the respondents strongly disagreed that there is job security.
 Majority 54 percent of the respondents disagreed with the appraisal systems.
 Majority 80 percent of the respondents are not having opportunities to share their
ideas at work.
 Majority 66 percent of the respondents have not attended training program.
 Majority 84 percent of the respondents do not agree that the company provides
career enhancement opportunities.
 Majority 42 percent of the respondents leave for career opportunity.
 Majority 66 percent of the respondents are not satisfied with their incentive.
 Majority 80 percent of the respondents are not satisfied with the benefits offered by
the organization.

31
 CHAPTER 7

SUGGESSIONS

32
 VII. SUGGESSIONS

Retaining key personnel is critical to long term success of an organization. A Retention

Strategy has become essential if your organization is to be productive over time and can
become an important part of your hiring strategy by attracting the best candidates. In fact,
some companies do not have to recruit because they receive so many qualified unsolicited
submissions due to their history of excellence in employee retention. How do you get your
employees to "fall in Love" with your organization? This is a great question. Some of the
suggestions for this can be summarized as follows:

 The company should provide better motivations to the employees thatimproves the
satisfaction of the employees.
 The company should maintain a good relationship with the employees that help to
improve their production.
 The company should change their work schedule and policies of their organization.
 The company should also develop their infrastructure facility of their organisation.
 The company should reduce their employee retention problem and provide
promotion offers to their employees
 The company should provide job security and statutory benefits to their employees.
 The company should provide training programs for their employees
 The company should provide career opportunities to the employees.
 The company should provide proper incentives to the employees
 The company should provide Rewards and Recognition to the employees.
 The company should provide promotions opportunities to the employees.

33
 CHAPTER 8

CONCLUSIONS

34
 VIII. CONCLUSIONS

The study has a humble attempt in identifying the causes of employee retention and come
up with a few suggestions. The management has simply to concretize people and live them
alone with an environment in which they find it possible it behave appropriately, identify
the problem, appreciate the need to resolve it, identify the factors and contributing to the
problem and behave in ways that would either eliminate the casual variables or reduce their
influence on the problems. Though slow, the process of concretization is sure to produce
the desired results conducted in proper ways.

Employees comprise the most vital assets of the company. In a work place where
employees are not able to use their full potential and not heard and valued, they are likely
to leave because of stress and frustration. They need transparent work environment to work
in. In a transparent environment where employees get a sense of achievement and
belongingness, where they can best utilize their potential and realize their skills. They love
to be the essential part of such organization and the company is benefited with a stronger,
reliable work-force harboring bright new ideas for its growth.

35
CHAPTER 9

REFERENCES

36
 IX. REFERENCES

Reference books:

1. Kothari.C.R, Research Methodology methods and Techniques,

Wishwaprakashan.

2. Prof.Memoriya, Personnel management, Narayan Publications.

3. Taylor Stephen, The Employee Retention Handbook, The Cromwell Press.

Reference Articles:

1. Manikandan.P, HRM Review, The ICFAI University, Volume-3, Issue-5, and

March 2007.
2. Venkat.R.K, Management and Labour Studies, Institute of Management,
Volume-3, Issue-2, and July 1997.
3. Philips J. J, Managing Employee Retention- A Strategic Accountability
Approach, Elsevier Butterworth Hethemann Publications, Volume-5, Issue-2, and
1998.

37
CHAPTER 10

ANNEXURE

38
 X. ANNEXURE

Questionnaire

A Study on Employee Retention with reference to Simplyfyd Solutions, Wakad, Pune.

I Avantika Anil Shinde student of Imperial college of engineering and research, presently
doing a dissertation on “A study on employee retention” request you to kindly fill the
questionnaire below and assure you that the data generated shall be kept confidential.

Age:

Gender:

Working Experience:

1. Since How Long You Are Working In This Organization:

a. Below Two Years [ ]
b. Two Years To Four Years [ ]
c. Four Year To Six Years [ ]
d. Above Six Years [ ]

2. What Motivated You To Take Up Job:

a. Salary [ ]
b. Native Of Job [ ]
c. Reputation [ ]

3. Do You Know Any Specified Retention Problems In Your Organization:

a. Yes [ ]
b. No [ ]

39
4. Problems Faced By Them:

Variables SA A N DA SDA
A) Good Relationship
With Management

B) Rewards And
Recognition
C) Work Schedule
D) Availability Of
Promotion
Opportunity
E) Job Security
F) Rate Of The
Appraisal System

5. Do You Have An Opportunity To Share Your Ideas At Work:

a. Yes [ ]
b. No [ ]

6. Have You Attended Any Training Programs:

a. Yes [ ] If Specify:
b. No [ ]

7. Do You Feel That The Company Provides Career Enhancement Opportunities For
Your Growth And Development:
a. Yes [ ]
b. No [ ]

40
8. If You Want To Leave The Organization, What Would Be The Reason:
a. Marriage [ ]
b. Team Fitment [ ]
c. Career Opportunity [ ]
d. Others [ ] If Specify :

9. Are You Satisfied With The Incentives:

e. Yes [ ]
f. No [ ]

10. Are You Satisfied With The Benefit Offered By The Organization:
g. Yes [ ] If Specify :
h. No [ ]

41