A PROJECT REPORT ON SUMMER TRAINING ON

A STUDY OF EMPLOYEES RETENTION IN CADBURY INDIA LTD.

BY

ROHAN SAXENA

IN PARTIAL FULFILLMENT OF Masters in Business administration (HRM)

Institute of Professional Education and Research Bhopal

PREFACE

I am lucky that, I got an opportunity for making the project report on CADBURY INDIA LTD. I visited to the company for two months and I prepare my project report on the topic Employees Retention in Cadbury. And the study is divided into various chapters to get knowledge. I also considered some published material on the particular topic as well as about the concern. This helps me in boosting up my confidence and determination which will help me to face the situation in coming years. This report is written account of what I learnt and experienced during my project. I wish, those going through it will not only find it readable but also get as useful Information. During this whole training I got a lot of experience and came to know about the management practices in real that how it differs from those of theoretical knowledge and the practically in the real life. In todays globalize world, where cutthroat competition is prevailing in the market, theoretical knowledge is not sufficient. Beside this one need to have practical knowledge, which would help an individual in his/her carrier activities and it is true that Experience is best teacher.

ACKNOWLEDGEMENT

At the very outset, I am highly indebted to the all powerful ALMIGHTY GOD for all the blessings he showered on me and for being with me throughout the study. I would like to express my sincere thanks to MISS. Sonali Sobti (HR Branch Manager), CADBURY INDIA LTD., Gurgaon Branch office and Mr.Amarjeet Khalsa, Director, INSTITUTE OF PROFESSIONAL EDUCATION AND RESARCH, BHOPAL who provided me an opportunity to do this project in his esteemed organization and for giving his valuable time and exemplary guidance during my training, without his constant encouragement it would have been impossible to test my theoretical knowledge. I would like to place on record my sincere gratitude and appreciation to my project guide, Professor, INSTITUTE OF PROFESSIONAL EDUCATION AND RESARCH, Bhopal for her kind co-operation and guidance which enabled me to complete my project. I extend my gratitude to the entire staff of CADBURY INDIA LTD for their diligently attention, cooperation, precious advice, a very congenial environment and sophisticate facilities during the course of the project I would also express my profound sense of gratitude to all lecturers of INSTITUTE OF PROFESSIONAL EDUCATION AND RESARCH, Bhopal, for giving immense inspiration throughout my MBA(HRM) course, whose teaching not only acted merely as drop of ink rather it has acted as a stone upon which the training is based. I also take this opportunity to express my deed gratitude to my loving parents and friends who are a constant source of motivation and for their never ending support and encouragement during this project.

ROHAN SAXENA

MEANING OF PROJECT

The word Project has great specification in the field of management before starting any work we must have an idea about its basic. The meaning of the PROJECT is as follows: P The word p signify the phenomenon of planning, which deals symbolization and proper arrangement of sensex and suggestion on respectively in accordance with need.

R It stand for associated with word resource with which guides to promote planning.

O This letter stands overhead expenses on unestimated expenses, which occur in manufactures designed or layout of project.

J This letter stands for joint efforts i.e. Project work which is undertaking should be completed with a combined effort.

E This stands for engineering i.e. worker undertaken is to be employing technical process.

C This stands for the phenomenon of constriction on which is more essentially and basic form of work.

T This stands for the techniques unless techniques to work is not Known.

CONCLUSION

In general we came to conclusion. That project is systematic conclusion discussed proposed particular subject which, include complete information about required to machine tools, appliances need the various operation required to be done in well sequences

Executive Summary
Job satisfaction represents the constellations of persons attitude towards or about the job. In general, job satisfaction is the attitude towards the job as a whole. Job satisfaction is a function of satisfaction with different aspects of job, i.e. supervision, pay, works itself, co-workers, promotion, etc., and of the particular weighting or importance one attaches to these respective components. Employee job Satisfaction was a much popularized subject during the 1980s and 1990s, where much of the literature (Stoner & Wankel, 1986; Brewster, Dowling, Grobler, Holland & Warnich, 2000), focused on the link between Employee Satisfaction and Employee Performance. Subsequent research has, however, proven that this link is not particularly strong, (Kreitner & Kinicki, 2005; Ivancevich & Matteson, 2002). What recent research has confirmed is that there is a clear reciprocal relationship between Employee Satisfaction and Customer Satisfaction (Kraut, 1996). For example, one of the most detailed studies undertaken was that carried out by Heskett, Sasser and Schlesinger (1995). The authors point out that, When companies put employees and customers first, their employees are satisfied, their customers are loyal, their profits increase, and their continued success is sustained (as cited in Bailey & Dandrade, 1997). The concept of Employee Satisfaction can be traced back to Edward Thorndike, who in the early 1900s published an article in the Journal of Applied Psychology where he explored the relationship between work and satisfaction. The concept of Employee Satisfaction has certainly been researched very thoroughly over the years and has been linked to many other issues like employee loyalty, employee commitment, employee engagement and job satisfaction. One of the most quoted theorists is Hertzberg who during the 1950s developed his theory which identified two dimensions of satisfaction, namely motivation and hygiene. Hertzberg maintained that the hygiene factors could not motivate employees but rather helped minimize dissatisfaction levels if addressed. These hygiene factors include topics such as; company policies, supervision, salary, interpersonal relationships and working conditions. The motivating factors addressed topics such as: the work itself, achievement, recognition, responsibility, and advancement. If continuously good levels are maintained in respect of these topics, a motivated work force is created. Modern management considers human being as resource and it is an importance for the success of any organization. It is the strength and aid. Therefore employees attitudes, interest quality,

job satisfaction, etc., have a bearing productivity of a firm unless the management is able to recognize employees needs and wants they will lose motivation and morale and it will affect the best interest of the firm. Work is one of the most important activities in a persons life .Who do have satisfying job rarely have fully satisfying lives. Dissatisfaction in work can lead in many circumstances to lower production and friction on the job. So that it must be considered by the management and steps should be taken to find out the factors which cause job dissatisfaction and to reduce such dissatisfaction. In general employee satisfaction is the attitude towards the work environment, salary, relationship with their colleagues, job security, grievance handling, performance appraisal, training and development, management style, quality policy, career counseling and so on. In this project factors that are taken into consideration for the employee satisfaction are: Work Environment: Work environment is the atmosphere to which the employee is actually exposed. This constitutes a major portion of the influence on the employees. This typically included the quantum of work allotted, nature and complexities, system being followed, support from colleagues etc. Relationship with the Superiors and Subordinates: Healthy and cordial relationship in the department will not only provide healthy environment but also paves way for smooth flow of work, increases productivity and qualitative performance. Relationship with Colleagues: Better understanding and friendly relations with colleagues is necessity for a good environment. Joining hands together and helping each other enhance stability and confidence among themselves that contributes to the security and improve performance as a whole. Motivation and Recognition: The level of performance of an employee is a function of his abilities. If there is a strong positive motivation, the output increases and decreases if it is negative. Motivation is a core element of management which shows that every human being earnestly seeks a secure, friendly and supportive relationship that gives him a sense of warmth and recognition in groups that are most important to him.

Salary: Salaries are influenced by the size of the company, by a specific industry and in part by the contribution of the incumbent to the process of decision making. The bigger the firm, the greater is the compensation to the employees. The more attractive the salary, the more attractive will be the performance of the employees. Job security: A person who is satisfied with the current job would continue to remain in the same job. So job security plays a crucial role in the maintenance of job satisfaction among employees. Grievance handling: This is a corrective measure however important when grievances or difficulties or constraints enter in on employees job. The approaches of management, time taken to provide counter measures etc are the constraints of this factor. Performance appraisal: Most firms do not have a choice whether or not it should appraise its personnel and their performance of the hired personnel will be evaluated by someone at sometime. Management practices: The approach of the management towards employees in the interfaces like appraisal and reward schemes, permitting employees in the interfaces like appraisal and reward schemes, permitting employees to participate in the organizational issues etc, is also determining the employee satisfaction. This company has set employee of the year award etc, ensures positive management approach. These approaches have made the employees to have a good view over their job. Opportunities for development: This is a factor strongly related to the higher order needs of the employees on their personal development. Many people like a challenging job, since that assures them to think and undergo series development measures. This factor is an essential one for satisfaction of permanent employees. Quality policy: Quality is a core concept that rules todays business. It is a non comprising factor of any industry in todays business world. Companies would adopt themselves to the recognize quality standards to sustain in the market and to provide a better working condition to the employees and job security. The study on employee satisfaction is relatively recent phenomenon. It can perhaps be said to have begun in earnest with the famous Hawthrone experiment conducted by Elton Mayo at western electrical company in 1920s. During the course of their investigation, however they became

Convinced that the factors of social nature were affecting employee satisfaction with the job and productivity. Since the Hawthrone studies, there has be enormous output of work on the nature, causes, correct employee satisfaction. The traditional model of employee satisfaction is that it consists of training and development, salary, management style, quality policy than an individual has about his work. The total body of influence of the job, the nature of the job itself, the pay, the promotion prospects, nature of supervision and so on, where the sum total of influences gives to rise to the feeling of employee satisfaction, the employee is satisfied, where in total, they give rise to psychological and environmental circumstances that cause a person truly to say I am Satisfied. Employee satisfaction means a pleasurable positive emotional state resulting from the appraisal of ones feelings. This research named A Study on employee welfare in CADBURY INDIA LIMITED anticipates identifying the various factors and the extent to which they affect the satisfaction level of the employees. Employee satisfaction and welfare is very crucial for every organization because higher satisfaction level and welfare of the employee have a positive impact on productivity, performance, and individuals physical and mental health, profitability, improve quality of products or services and reduce absenteeism, employee turnover, dispute between labour and management. This gives a competitive edge to the company over its competitors. The study tries to cover each and every factor that effect employee welfare and satisfaction level, weather it is HR policies (recruitment policy, promotion policy, compensation policy etc.) and HR practices (training and development, performance appraisal, motivation techniques etc.) or some other personal factor (gender, age, qualification etc.). The research includes each and every factor because even a single factor can lower satisfaction level and moral of the employee, which in turn leads to absenteeism, accidents, low productivity etc. and ultimately effect the organizational goal. The research will help the company to gain the benefits of higher employee satisfaction level and have a competitive edge over its competitors.

Area of study The area of the study is the branch office of the CADBURY INDIA LIMITED , Gurgaon Haryana

Scope of the study The scope of the study extends from middle hierarchical level (senior sales executives) to upper hierarchical level (Managers) of the company, so it is a comprehensive study.

Objectives of the study The objective of conducting such research is to know reasons of employees exit of CADBURY INDIA
LIMITED. Further it will also help to know the various job related and personal factors and their

extent to which they affect the satisfaction level of employees, so that meaningful conclusions and suggestions could be made in order to make the human resource policies and practices of the company more effective and efficient.

Research methodology The research includes both primary and secondary data. The information from the respondents is collected through questionnaire. The primary data was collected form employees of the CADBURY
INDIA LIMITED and secondary data is collected from the books.

The sample size is 60 and samples are selected on the basis of convenient from every department of the company. Questions are framed in such a way that the answers reflect the ideas and thoughts of the respondents with regard to level of satisfaction. For job related factors like scale (five rating scale) is used in which respondents are required to show their level of satisfaction from 1 to 5 (1= Strongly Agree, 2= Agree, 3= Neutral, 4= Disagree, 5=Strongly Disagree) and for personal factor simple category scale is used and respondents are required to tick at the appropriate box. Some facts revealed in the study are bases on personal observations also.

Tools of interpretation and analysis Here the simple percentage analysis is used for calculating the percentage of satisfaction level in the total respondents and data is presented in the form of tables and bar diagrams.

Limitations of the study The study is also subjected to certain limitations such as, sample is limited to 20, findings and conclusions are based on knowledge and experience of the respondents sometime may subject to personal biasness and research study was being done in the year June 2010, with required data analysis and interpretation, the data needs to be updated at times when it comes to have further usage of this research study report. Despite the above limitations I tried my best through the entire study to provide a comprehensive, complete and detailed report, so that it can help the organization to take appropriate decisions for the welfare and satisfaction of its employee while giving due consideration to its goals and objectives.

ABOUT THE CADBURY

Cadbury India's five factories in India churn out close to 8,000 tons of chocolate and the company sells a million bars every day. But Bharat Puri, managing director of Cadbury India will never forget the batch of Dairy Milk chocolates numbered 28F311 manufactured last year at the company's plant in Thane, near Mumbai. That was the worm-infested batch that triggered a crisis for the company that had always prided itself on its squeaky clean image. The timing of the controversy couldn't have been worse. Festival season sales (Cadbury sells almost 1,000 tonnes of chocolates during Diwali) plummeted 30 per cent. Until then, in the country's FMCG sector plagued by slow, low single digit top line and bottom-line growth, Cadbury was a sweet exception. But its net profit in 2003 dipped 37 per cent to Rs 45.6 crore (Rs 456 million) as compared to a 21 per cent increase the previous year. Now, a year later, Cadbury says that consumers have long forgotten the controversy and are back to their merry chocolate-chomping ways. "Sales are back to the pre-controversy levels. Consumer confidence in the product is back and there has been a steady progression in sales," says Sanjay Purohit, head (marketing) Cadbury India. The company expects to close the year with a high double digit sales growth.

COMPANY OVERVIEW
Cadbury began its operations in 1948 by importing chocolates and then re-packing them before distribution in the Indian market. After 59 years of existence, it today has five company -owned manufacturing facilities at Thane, Induri (Pune) and Malanpur (Gwalior), Bangalore and Baddi (Himachal Pradesh) and 4 sales offices (New Delhi, Mumbai, Kolkata and Chennai). The corporate office is in Mumbai.

Our core purpose "Working together to create brands people love" captures the spirit of what we are trying to achieve as a business. We collaborate and work as teams to convert products into brands. Simply put, we spread happiness! Currently Cadbury India operates in three sectors viz. Chocolate Confectionery, Milk Food Drinks and in the Candy category. In the Chocolate Confectionery business, Cadbury has maintained its undisputed leadership over the years. Some of the key brands are Cadbury Dairy Milk, 5 Star, Perk, clairs and Celebrations. Cadbury enjoys a value market share of over 70% - the highest Cadbury brand share in the world! Our flagship brand Cadbury Dairy Milk is considered the "gold standard" for chocolates in India. The pure taste of CDM defines the chocolate taste for the Indian consumer. In the Milk Food drinks segment our main product is Bourn vita - the leading Malted Food Drink (MFD) in the country. Similarly in the medicated candy category Halls is the undisputed leader. We

Recently entered the gums category with the launch of our worldwide dominant bubble gum brand Bubbaloo. Bubbaloo is sold in 25 countries worldwide. The Cadbury India Brand Strategy has received consistent support through simple but imaginative extensions to product categories and distribution. A good example of this is the development of Bytes. Crispy wafers filled with coca cream in the form of a bagged snack, Bytes is positioned as "The new concept of sweet snacking". It delivers the taste of chocolate in the form of a light snack, and thus heralds the entry of Cadbury India into the growing bagged Snack Market, which has been dominated until now by Salted Bagged Snack Brands. Byte was first launched in South India in 2003. Since 1965 Cadbury has also pioneered the development of cocoa cultivation in India. For over two decades, we have worked with the Kerala Agriculture University to undertake cocoa research and released clones, hybrids that improve the cocoa yield. Our Cocoa team visits farmers and advises them on the cultivation aspects from planting to harvesting. We also conduct farmers meetings & seminars to educate them on Cocoa cultivation aspects. Our efforts have increased cocoa productivity and touched the lives of thousands of farmers.

Cadbury Milestones
The Cadbury story is a fascinating study of industrial and social developments. From a one man business in 1824, Cadbury has grown to be one of the world's largest producers of chocolate. Use our milestones to view Cadbury history at a glance; discover how the company grew and when the key products were introduced. See how a small family business developed into an international company and how the high standards of the Cadbury brothers were combined with the most sophisticated technology, skills and innovation.

Some of the Products of CADBURY INDIA LIMITED is: clairs  Bournvita  Fruity Gems  Perk  Ulta Perk  Celebrations  Five Star Crunchy  Milk Treat  Dairy Milk  Orio biscuits  Tnag Flavour drink

Product Range (Plant-wise) : 1. Malanpur Factory

 clairs  Gems  Fives Star  Perk  Ulta Perk  Milk Trea

2. Thane Factory

 Bournvita  Dairy Milk, Fruit Nut, crackle & mouldedg products  Five star  Gems  Caramels, Tiffins, Nut butterscotch  Liquid Milk ,cocoa Processing

3. Induri Factory

 Milk Crumb  Milk Fat  Liquid Milk Chocolate  Five star  Relish  Gems  Moulded chocolate 
4. Bangalore Factory

 Halls  Clorets  Gums

Objective of the project:

 To gather the information regarding the employee exit reasons of Cadbury India Ltd. Branch Gurgaon.  To suggest the company to improve the HR schemes for employees.  To get the practical knowledge of companies HR policies.

HUMAN RESOURCE MANAGEMENT

For any business to run one needs four Ms namely Man, Money, Machine and Material. Managing other three resources other than men, are easy to handle. Men are very difficult to handle because no two human beings are similar in all way. Human beings can think, feel and give response. Handling humans is more important for any business because human being have crucial potential that may be very profitable for the business. And these potential can be developed to an unlimited extent if they are provided with proper environment. So the function of managing men is as important as finance or marketing function in any business. Human resource management (HRM) is the strategic and coherent approach to the of

management an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have HRM refers to practices and policies framed for the management of human resources in an organization, including Recruiting, screening, rewarding and appraising.

Human resources have at least two meanings depending on context. The original usage derives from political economy and economics, where it was traditionally called labour, one of three factors of production. The more common usage within corporations and businesses refers to the individuals within the firm, and to the portion of the firm's organization that deals with hiring, firing, training, and other personnel issues. This article addresses both definitions. The objective of Human Resources is to maximize the return on investment from the organization's human capital. HRM is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organizations.

The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.

THE SCOPE OF HRM is indeed very vast. All major activities in the working life of a workerfrom the time of his or her entry into the organization until he or she leaves- come under the purview of HRM. Specifically, the activities include are HR Planning Job analysis and design Recruitment and selection Orientation and placement Training and development Performance Appraisal and Job evaluation Employee and executive remuneration Employee Motivation Employee Welfare

It is the responsibility of human resource managers to conduct these activities in an effective, legal, fair, and consistent manner. "Human resource management aims to improve the productive contribution of individuals while simultaneously attempting to attain other societal and individual employee objectives." Schwind, Das & Wagar (2005).

EMPLOYEE RETENTION
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. A strong retention strategy becomes a powerful recruitment tool. Retention of key employees is critical to the long-term health and success of any organization. It is a known fact that retaining your best employees ensures customer satisfaction, increased product sales, satisfied colleagues and reporting staff, effective succession planning and deeply imbedded 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 of his salary. Intelligent employers always realise 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 the 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, organisations 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 abound.

EMUNERATE COMPETITIVELY

E -NCOURAGEMENT AND EXPECTATIONS T

RAINING AND DEVELOPMENT

A -NNUAL REVIEW CYCLES I - NFORM AND INVOLVE N URTURE

It is a fact that, retention of key employees is critical to the long-term health and success of any organization. The performance of employees is often linked directly to quality work, customer satisfaction, and increased product sales and even to the image of a company. Whereas the same is often indirectly linked to, satisfied colleagues and reporting staff, effective succession planning and deeply embedded organisational knowledge and learning. Employee retention matters, as, organizational issues such as training time and investment, costly candidate search etc., are involved. Hence, failing to retain a key employee is a costly proposition for any organization. Various estimates suggest that losing a middle manager in most organizations, translates to a loss of up to five times his salary.

THE IMPORTANCE OF RETAINING EMPLOYEES

The challenge of keeping employees: Its changing face has stumped managers and business owners alike. How do you manage this challenge? How do you build a workplace that employees want to remain with and outsiders want to be hired into? Successful managers and business owners ask themselves these and other questions becausesimply putemployee retention matters:  High turnover often leaves customers and employees in the lurch; departing employees take a great deal of knowledge with them. This lack of continuity makes it hard to meet your organizations goals and serve customers well.

 Replacing employees costs money. The cost of replacing an employee is estimated as up to twice the individuals annual salary (or higher for some positions, such as middle management), and this doesnt even include the cost of lost knowledge.

 Recruiting employees consumes a great deal of time and effort, much of it futile. Youre not the only one out there vying for qualified employees, and job searchers make decisions based on more than the sum of salary and benefits.

 Bringing employees up to speed takes even more time. And when youre short-staffed, you often need to put in extra time to get the work done.

To keep employees and keep satisfaction hi h, you need to implement each of the three Rs of employee retention: respect, recognition, and rewards. Respect is esteem, special regard, or particular consideration gi en to people. As the pyramid shows, respect is the foundation of keeping your employees. Recognition and rewards will have little effect if you dont respect employees. Recognition is defined as special notice or attention and the act of perceiving clearly. Many problems with retention and morale occur because management is not paying attention to peoples needs and reactions. Rewards are the extra perks you offer beyond the basics of respect and recognition that make it worth peoples while to work hard, to care, to go beyond the call of duty. While rewards represent the smallest portion of the retention equation, they are still an important one. You determine the precise methods you choose to implement the threeRs, but in general, respect should be the largest component of your efforts. Without it, recognition and rewards seem hollow and have little effect or they have negative effects. The magic truly is in the mix of the three. Rewards Recognition Respect

THE THREE R

FE P

EE RETE TION

Respect Recognition

Reward

  

When you implement the three Rs approach, you will reduce turnover and enjoy the following:  Increased productivity  Reduced absenteeism  A more pleasant work environment (for both employees and you!)  Improved profits Furthermore, an employer who implements the three Rs will create a hard-to leave workplace, one known as having more to offer employees than other employers. You become a hard-to-leave workplaceone with a waiting list of applicants for any position that becomes available purposefully, one day at a time.

A STEADFAST PHILOSOPHY THAT SETS EMPLOYEE RETENTION STRATEGIES APART:

Uses only research-based, theory-supported approaches to improving employee engagement. Avoided are gimmicks such as employee of the month, suggestion boxes, prizes or other carrots. While commonly used, these short-term fixes fail to produce genuine employee loyalty (more than 60 years of research tells us so!).  Employs an easy-to-understand systems approach to ensure the root causes of turnover are addressed and the potential for lasting change unleashed.  Customizes all activities to your organizations unique history, current practices and strategic objectives. Also considered are challenges unique to your industry sector, competitive marketplace issues and talent shortages.  Involves those responsible for implementing change in actually creating the change, ensuring input and improved shared understanding and support of all initiatives.  Integrates hands-on, action-oriented approaches that enable organizations to move forward quickly and effectively  Recognizes the research-proven role of no-cost strategies in developing the glue that builds employee loyalty and commitment.  Brings to your organization leading-edge organization-development best practices to effectively and quickly build a retention-rich culture.

10 WAYS TO RETAIN YOUR EMPLOYEE

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 who know of your track record for caring for employees. 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. 1. Treat your employees like you treat your most valuable clients; 2. Get your employees to "Fall in Love" with your organization ; 3. Strong retention strategies become strong recruiting advantages; 4. Retention is much more effective when you put the right person into the right job. Know the job! Know the employee and their motivations ; 5. Money is important but it is not the only reason p eople stay with an organization; 6. Employee committees to help develop retention strategies is a very effective strategy; 7. Leadership must be deeply invested in retention; 8. Recognition, in various forms, is a powerful retention strategy; 9. Remember, the "Fun Factor" is very important to many employees; & 10. Know the trends in benefit packages. Do your best to offer the ones your employees need

10 FACTORS THAT AFFECT EMPLOYEE RETENTION

Most managers understand the importance of employee retention and its impact on the overall health and vitality of an organization. The importance of retaining top organizational talent will only increase over the coming years as the massive cohort of baby boomers begin to reach retirement age making it easy for younger employees to find work. In a previous article we identified some useful tips to help improve employee retention in your organization. Given the importance of employee retention, we have compiled another list of 10 important factors that can affect employee retention in your organization

Shorten the feedback loop Do not wait for an annual performance evaluation to come due to give feedback on how an employee is performing. Most team members enjoy frequent feedback about how they are performing. Shortening the feedback loop will help to keep performance levels high and will reinforce positive behavior. Feedback does not necessarily need to be scheduled or highly structured; simply stopping by a team member's desk and letting them know they are doing a good job on a current project can do wonders for morale and help to increase retention. Offer a competitive compensation package Any team member wants to feel that he or she is being paid appropriately and fairly for the work he or she does. Be sure to research what other companies and organizations are offering in terms of salary and benefits. It is also important to research what the regional and national compensation averages are for that particular position. You can be sure that if your compensation package is not competitive, team members will find this out and look for employers who are willing to offer more competitive compensation packages.a Balance work and personal life Family is incredibly important to team members. When work begins to put a significant strain on one's family no amount of money will keep an employee around. Stress the importance of balancing work and one's personal life. Small gestures such as allowing a team member to take an extended lunch once a week to watch his son's baseball game will likely be repaid with loyalty and extended employment with an organization. Beware of burnout Staff adequately to reduce the amount of unwanted overtime a team member must work. Some employees enjoy the extra money that accompanies overtime hours, while others would rather spend their time with their families or doing other activities they enjoy. Burnout can be a leading cause of turnover. Recognize the warning signs and give employees a break when they need it.

Provide opportunities for growth and development Offer opportunities for team members to acquire new skills and knowledge useful to the organization. If an employee appears to be bored or burned out in a current position offer to train this individual in another facet of the organization where he or she would be a good fit. Nobody wants to feel stuck in their position will no possibility for advancement or new opportunities. The ability to provide input and be taken seriously Everybody has opinions and ideas, some are better than others. However every team member wants to feel that their input is welcome and will be taken seriously without ridicule or condescension. Some of the greatest ideas can come from the most unlikely of places and people. Creating a culture where input is welcome from all level of the organizational chart will help your organization grow and encourage employee retention. Management must take the time to get to know team members It's not a big surprise that one of the greatest complaints that employees express in exit interviews is a feeling that management didn't know they existed. Nobody wants to feel like just another spoke in a big wheel. Managers are very busy - everybody is busy, but it is crucial that managers and supervisors take the time get to know the team members who work under them. Learn and remember a team member's name, what skills and talents they bring to the table, and what their business interests are. The time spent by management getting to know team members is well invested and can eliminate the headaches caused by having to continually hire and re-train new employees. Provide the tools and training an employee needs to succeed Nothing can be more frustrating to an employee than a lack of training or the proper tools to successfully complete his or her duties. You wouldn't try to build a house without a hammer, so why should an office job be any different? Providing a team member with the tools and training she needs to be successful shows a commitment and investment in that employee and will encourage the team member to stay with the organization. Make use of a team member's talents, skills, and abilities All team members have knowledge, skills, and abilities that aren't directly related to their job description, but are still useful to an organization. Utilizing a team member's talents in areas other than their current position will indicate to an employee that management appreciates and recognizes

all that an employee has to offer to the organization. This can also provide work variety and helps to break up the everyday grind of work. Never threaten a team member's job or income While threatening an employee with termination or demotion might seem like a surefire way to get the results needed from him or her, doing so will likely cause the employee to leave the organization. Put yourself in the employee's shoes, what is the first thing you would do if your job was threatened? Odds are you would probably update your resume and start checking for open job postings expecting the worst. If a team member's performance is not what you had hoped it would be, work with that team member on ways to improve his performance, saving termination only as a last resort.

Take some time and seriously evaluate what your organization is doing to encourage a high retention workforce. Having a seasoned and well trained workforce can deliver a competitive advantage that is difficult to replicate. The best part is most of your efforts to retain your employees come free or with little charge and offer huge returns on a manger's investment in time and resources.

REASONS FOR EMPLOYEE TO STAY WITH THE ORGANISATION?

 Confidence Factor-they believe in potential success/leadership strategies  Emotional Factor- (Huge) contribution, recognition, appreciation  Trust Factor- 2 ways- promises/commitments kept (strong link to loyalty)  Fit Factor- Values/ethics are a good fit  Listening Factor- Are they heard and valued?

FACILITIES RENDERED BY CADBURY INDIA LIMITED

COMPANY LEASED HOUSE       Company will arrange the house through an authorized real estate agent as per the choice of the employee. Security deposit by company. 12% percent Interest will be charged on deposit amount. The same will be debited in CTC. Rent would be exempted from income tax. 10% Perquisite Tax would be charged to the employee on his taxable income.

COMPANY OWNED ACCOMODATION            No deposit no interest. Rent would be calculated @ 11 rupees per Square feet. Monthly rental would be charged to CTC Rental Amount will be exempted from tax 10% perquisite tax would be charged on employee. Security Deposit HRA House Rental Allowance HRA can be maximum 40% of Basic Salary. Deposit and rent has to be paid by employee by self To get the tax exemption the employee has to produce the rental agreements and rental receipts of the house. The employee cant claim this benefit if He/She has his own house.

OFFICE WEAR ALLOWANCE     An amount of Rs.18, 000 P.A. is exempted for income tax. To get the exemption original bills to be submitted. Items covered under this head are as follows: Attire (2) Ties (3) Shoes (4) Socks (5) Tailoring charges

LTA - LEAVE TRAVEL ALLOWANCE      CAR     Company will arrange a car through a car lease agency. Employee can choose any make/model. The EMI that will be charged would be Rs. 2095/- per Lac per month. The EMI amount per Annum would be exempted from Income Tax. An Employee can block two months of Basic Salary as Leave Travel Allowance. He/She should take a minimum of 5 days leave (PL). In case of air travel-economy class fare is exempted and in case of rail travel second class AC fare is exempted. He/She can travel within India only. He/She has to produce the original travel tickets.

MAINTENANCE & RUNNING COST        Maintenance and Fuel Cost will be exempted as follows. Maintenance cant exceed Rs. 25, 000 per annum. If CC of the car is less than 1000 Rs. 1, 11,000 per annum. If CC of the car is more than 1000 Rs. 1, 50,000 per annum. The perquisite Tax charged would be Rs. 1200 irrespective of the cc of the car The above exemption would be provided on submission of original bills. There would be no tax exemption against if the employee has his own car.

  

The FBT Tax (Fringe Benefit Tax) for fuel and maintenance is 6.73% on how much you have opted for. At the time of leaving CO. before 48 months then the employee has to pay FCV (For Closer Value) to the company from whom the loan is taken. If the employee is still stays after 48 months then employee will be charged 20% on the value of the car at that time for changing the name i.e. ownership.

CHILDREN EDUCATION ALLOWANCE     Employee can claim exemption Rs. 2400 per year. This exemption is restricted up to two children. To pass the claim Employee has to submit the original bills. To get this benefit child age should be greater then 3.5 years.

GIFT COUPONS      A sum of Rs. 5000/- would be exempted against the Gift Coupons. The company would provide coupons worth Rs. 5000/- during the months of October & November. Validity of this coupons is one year This coupon is accepted at major outlets in city. FBT Tax 16.67% is charged.

CONVEYANCE ALLOWANCE    If the employee is not using companys car then and only then he can claim this option. To getting the exemption bills are not required. Conveyance allowance is up to Rs. 800/- per month.

FOOD COUPONS    The Company gives SODEXO passes in term of Food Coupons. Food coupons are provided on monthly basis of Rs. 1300. A sum of Rs. 15600 per annum will be exempted from the income tax.

MEDICAL ALLOWANCE   The employee gets an exemption of Rs. 15000 p.a. But to get exemption the employee must submit original bills.

HOUSE RENT ALLOWANCE   Maximum 40% of basic salary can be calculated as HRA. But if employee owns the house in another state then he/she can ask for HRA and also opt for Company Leased House.

SUPERANNUATION     13-15% of basic salary is transferred to trust. It can be given to employee only after the completion of 5 years with the company. The money is collected by a trust. To withdraw the money the employee has two options, either he can take the money monthly or he can take the money after 5years.

SPECIAL PERSONAL ALLOWANCE   Any amount which exceeds the limits of each allowance can be transferred under this head. SPA is fully taxable as per income tax rules.

LEAVES There are four types of leaves available with the employees.
y y y y

PAID LEAVE CASUAL LEAVE SICK LEAVE OPTIONAL LEAVE

Additional Information:    No leaves can be clubbed with another leave. Minimum 90 days leave should be in balance for the encashment of leaves. PAID LEAVE    There are 30 days PL available with the employee after the conformation. The PL is available after 180 days from the date of joining. The employee can take only 3-5 PL at a single time

CASUAL LEAVE   There are 5 days CL available to an employee from the date of joining. The employee can take 1-3 days CL at a time.

SICK LEAVE   There are 10 days SL available to an employee from the date of joining. The employee has to submit doctors certificate if the leave extends to 2 days.

OPTIONAL LEAVE There are 3 days OL available to an employee from the date of conformation.

JOINING FACILITATION Joining Day is the day when an employee recruited on the payrolls of the company. The HR Rep. should be in constant touch with the candidates till the date of joining. Collect the information from the candidate regarding the date and mode of arrival to the location of joining. Arrange for pick-up of the joinee & family from the station/airport and take them to the hotel as per the requirement. If pickup arrangement cant be arranged then give complete address/directions to the hotel & the office to joinee. HR Rep. should give a brief introduction to the new joinee on the following:     Geography of the Location/City/Town. Organization Structure. Status of the Project/Operations of the circle. Role of the employee.

RESIDENTIAL & MOBILE TELEPHONE Residential & Cellular Phone are allotted to employee based on the role and responsibility level and should not be treated as Perquisite. The Residential & Cellular Phone provided by the company will be on the name of company. Circle / Business Entity Head can take any of the following decisions with respect to Residential Telephone Connection:       Obtain the telephone connection on priority basis by paying higher amounts. Provision of STD / ISD Facility. Reimburse only Telephone Rental expenses. Reimburse the Local Call Expenses. Reimburse expenses related to only official calls. Reimburse all expenses including Long Distance Calls.

ALLOTMENT OF DESKTOP PC / LAPTOP All full time permanent employees who will be available at their office desk for more than 80% of the working hours on daily basis will be provided with a desktop PC on their workstation. The circle/Business Entity head can take decision to allotment of Lap Top in lieu of desktop PC based on the role of the employee.

INDUCTION Induction is also called orientation, which is designed to provide a new employee with the information he or she needs to function comfortably and effectively in the organization.

RESEARCH METHODOLOGY
The methodology followed for conducting the study includes the specification of research design, sample design, questionnaire design, data collection and statistical tools used for analyzing the collected data.

i) Research Design: The research design used for this study is of the descriptive type.
Descriptive research studies are those studies which are concerned with describing the characteristics of a particular individual or a group.

ii) Sample Size: All the items consideration in any field of inquiry constitutes a universe of
population. In this research only a few items can be selected form the population for our study purpose. The items selected constitute what is technically called a sample. Here out sample size is 20 employees from the total population in the delivery peoples. The samples are selected on the basis of convenient.

iii) Data Collection: The primary data was collected by using questionnaires. The questionnaire
has 68 questions. A liker scale (five point scale) was used such as strongly disagree, disagree, neutral, agree and strongly agree.

iv) Questionnaire Schedule: Questions are framed in such a way that the answers reflect the
ideas and thoughts of the respondents with regard to level of satisfaction of various factors of job satisfaction. The questionnaire has total 68 questions. The liker scaling techniques has been used for each question in the interview schedule. 1. Strongly agree 2. Agree 3. Neutral 4. Disagree 5. Strongly disagree

v) Tools of Analysis: v.a) Simple Percentage Analysis:

Here the simple percentage analysis is used for calculating the percentage of satisfaction level in the total respondents.

vi) Areas of Study

The area of the study is CADBURY INDIA LIMITED, Branch office Gurgaon.

vii) Limitations of Study

i) The sample was confined to 20 respondents. So this study cannot be regarded as full -proof one. ii) Some respondents hesitated to give the actual situation; they were no more a part of the organization. iii) There was a hesitation of reprisal among the employees to reveal their personal feelings and the result may not reflect the actual satisfactions. iv) The findings and conclusions are based on knowledge and experience of the respondents sometime may subject to bias. As such the research study was being done in the year June 2011, with required data analysis and interpretation, the data needs to be updated at times when it comes to have further usage of this research study report.

DATA PRE ENTATION WITH SIMP E PERCENTAGE TABLE

SIM GE PERCENTAGE TAB E 1 ER


There is as yet no consistent evidence as to whether women are more satisfied with theirjob than men, holding such factors as job and occupational level constant.In order to know the ratio of gender among employees of CADB RY INDIA LIMITED and the difference in their level of satisfaction, the respondents were asked about their gender. Gender of the employee Gender Male Female Total Frequency 20 00 20 Percentage 100 00 100

INTERPRET TION: The above table indicates that  100% of the left employees who left CADB RY INDIA LIMITED were male.  No female employee left the company

Female, 0

Male, 20

SIMPLE PERCENTAGE TABLE 2 MARITAL STAT S The marital status may influence the job satisfaction as a personal factor. Because the married people has some unavoidable responsibility. Marital status of the employees Marital Status Married Unmarried Total Frequency 18 2 20 Percentage 90.00 10.00 100

Unmarried, 2

Married, 18

INTERPRETATION: The above table indicates that  90.00% of the left employees were married.  10.00% of the left employees were unmarried.

SIMPLE PERCENTAGE TABLE 3 AGE Age is an important factor that has an influence of job satisfaction. Henceaccording to age levels the respondents are classified into three categories. Age of the employees Age Less than or equal to 25 yrs 26-50 Total Frequency 01 19 20 Percentage 5.00 95.00 100

6-50 year , 9

INTERPRETATION: The above table indicates that  Majority of the respondents i.e. 95% were in 26 to 50 years age group.  5.00% of the respondents were below 26 years age group.

 

>= 5 year ,

" !

SIMPLE PERCENTAGE TABLE 4 QUALIFICATION Qualification of the respondents may affect the perception of job satisfaction. Highly educated may expect much better work life than others. According to educational qualification the respondents are classified into four categories as under. Qualification of the employees Qualification Graduate Post Graduate Total Frequency 05 15 20 Percentage 25.00 75.00 100

INTERPRETATION: The above table reveals that  Majority of the respondents i.e. 75.00% were post graduate.  25.00% of the respondents were graduate

#$

Post Graduate,

Graduate,

SIMPLE PERCENTAGE TABLE 5 E PERIENCE The experience of the employees in their job is another factor affecting the perception on job satisfaction. Highly experienced may expect better working conditions and having less experienced satisfy with the existing one. The respondents are classified into three categories according to their level of experience as under: Experience of the employees Experience Less than or equal to 5 yrs 6-10yrs More than or equal to 11 yrs Total Frequency 10 09 01 20 Percentage 50.00 45.00 05.00 100

<= ears, 1

6-10 ears, 9

INTERPRETATION: The above table shows that  50.00% were having less than or equal to 05 years of experience in CADBURY INDIA LIMITED.  45.00% of the respondents had 6 10 years of experience.  05.00% of the respondents had more than 10 years ofexperience.

>=5 ears, 10

SIMPLE PERCENTAGE TABLE 6 MONT LY SALARY Man work to earn every employee in the organi ation will expect adequate pay to be paid for the job done by him. The reasonable pay for each job which is performed in the organi ation. This scale of pay may help for the job satisfaction to a greater extent. Monthly Salary of the employees Monthly Salary Less than or equal to Rs 15000 Rs. 15001 25000 More than or equal to Rs. 35001 Total Frequency 00 02 18 20 Percentage 00.00 10.00 90.00 100

>= Rs. 15000, 0

Rs. 1500125000, 2

<= Rs. 35001, 18

INTERPRETATION: The above table reveals that  Majority of the left employees i.e. 90.00% had their monthly salary above Rs.35001.  10% of the left employees had their monthly salary between Rs.15001 Rs.25500

SIMPLE PERCENTAGE TABLE 7 Table showing employees opinion about the nature of their work. Your work is very challenging one Description Strongly agree Agree Neutral Disagree Strongly disagree Total Frequency 15 03 02 00 00 200 Percentage 75.00 15.00 10.00 0 00 100

Nature of work

Employee's opinion

INTERPRETATION: The above table reveals that  75.00% of the left employees strongly agreed that their work is very challenging one.  15% of the left employees agreed that their work was challenging one.  10.00% of the left employees are neutral about the fact that their work was challenging one.

&

Strongly agree

Agree

Ne tral

Disagree

Strongly Disagree

15

2 0

SIMPLE PERCENTAGE TABLE 8 Table showing opinion of employees regarding their work load. I feel I have too much work to do Description Strongly agree Agree Neutral Disagree Strongly disagree Total Frequency 09 08 03 00 00 20 Percentage 45.00 40.00 15.00 00.00 00.00 100

Work Load
0) 1 0 0)
Str gly agree agree e tral disagree str gly disagree

INTERPRETATION: The above table reveals that  45.00% of the left employees were strongly agreed that they have too much work to do.  40.00% of the left employees were agreed that they have too much work to do.  15.00% of the employees were neutral about the fact that they have too much work to do.  0% of the left employees were strongly disagreed that they have too much work to do

0) 0 ( )

) ('

l yee's

i i

SIMPLE PERCENTAGE TABLE 9 Table showing opinion of employees regarding working hours. Working hours are convenient for me Im happy with my work place Description Strongly agree Agree Neutral Disagree Strongly disagree Total Frequency 16 04 00 00 00 20 Percentage 80.00 20.00 00.00 00.00 00.00 100

Working Hours
54 6 54
Str gly agree Agree Ne tral Disagree Str gly Disagree

INTERPRETATION: The above table reveals that  Majority of the left employees i.e. 80.00% were strongly agreed that their working hours are convenient.  20.00% of the left employees were agreed that their working hours are convenient.  00.00% of the left employees were neutral about the fact that their working hours are convenient.  0% of the left employees were disagreed that their working hours are convenient.  0% of the left employees were strongly disagreed that their working hours are convenient.

54 5 3 4

4 32

l yee's

i i

16

SIMPLE PERCENTAGE TABLE 10 Table showing opinion of the employees about management and employees relationship. Management builds and maintains work relationship Description Frequency Percentage Strongly agree 19 95.00 Agree 00 00.00 Neutral 00 00.00 Disagree 01 05.00 Strongly disagree 0 00.00 Total 20 100

mgmt. & employee relationship

E BA E D BA
Str g ly gree

INTERPRETATION: The above table reveals that  Majority of the left employees i.e. 95.00% were strongly agreed that management builds and maintains work relationship.  5% of the left employees were disagreed about the fact that management builds and maintains work relationship.  0% of the left employees was strongly disagreed that management builds and maintains work relationship.

@9 @ 89

9 87

l yee's

i i

Agree

Ne tral

i sagree

Str

gly isagree

19

SIMPLE PERCENTAGE TABLE 11 Table showing opinion of the employee that they are provided with sufficient allowances. Im satisfied with allowances provided by the organization Description Frequency Percentage Strongly agree 13 65.00 Agree 04 20.00 Neutral 03 15.00 Disagree 00 00.00 Strongly disagree 00 00.00 Total 20 100

Sufficient allowances
G G F
Stronly Agree Agree Ne t ral isagree Strongly i sagree

employee's opinion

13

INTERPRETATION: The above table reveals that  65% of the left employees were strongly agreed that they are satisfied with the allowances provided to them.  20% of the left employees were agreed that they are satisfied with the allowances provided to them.  15% of the left employees were neutral about the fact that they are satisfied with the allowances provided to them.

SIMPLE PERCENTAGE TABLE 12 Table showing opinion of the employees regarding the opportunities to use their ability. I have adequate opportunity to use my ability Description Frequency Strongly agree 06 Agree 06 Neutral 08 Disagree 00 Strongly disagree 00 Total 20 Percentage 30.00 30.00 40.00 00.00 00.00 100

Usage of their ability

I I H
Strongly Agree Agree Ne tral isagree Strongly isagree

Employee's opinion

INTERPRETATION: The above table reveals that  30.00% of the left employees were strongly agreed that they have adequate opportunity to use their ability.  30% of the left employees were agreed that they have adequate opportunity to use their ability.  40% of the left employees were neutral about the fact that they have adequate opportunity to use their ability.  0% of the employees are strongly disagreed that they have adequate opportunity to use their ability.

SIMPLE PERCENTAGE TABLE 13 Table showing opinion of the employees about their overall satisfaction level in the company. Overall, Im satisfied with my job Description Strongly agree Agree Neutral Disagree Strongly disagree Total Frequency 17 02 01 00 00 20 Percentage 85.00 10.00 05.00 0 0 100

Overall satisfaction level

W UT W V U UT
Str ly agree agree e tral isagree str g ly i sagree

INTERPRETATION: The above table reveals that  85% of the left employees were strongly agreed that they are overall satisfied with their job in CADBURY INDIA LIMITED.  10.00% of the left employees were agreed that they are overall satisfied with their job in CADBURY INDIA LIMITED. 0% of the employees are strongly disagree that they are overall satisfied with their job in CADBURY INDIA LIMITED

S R S QR

R QP

l yee's

i i

17

From table 7 to table 13

Overall satisfactio level

Y

17

10

Usi g t eir ability

b a

Sufficie t allowa ce
Y Y

13

mgmt & employee relatio s ip

`Y

19

010

Worki g ours
` Y

16

Nature of work

Stro gly agree

c

X
0% 10%

Work Loa

15

20%

30%

40%

50%

60%

70%

80%

90%

100%

gree

Neutral

Disagree

Stro gly isagree

SUMMARY OF FINDINGS

A.i) Findings from Simple Percentage Analysis and Descriptive Statistics

1) The number of male employees that left the company is 100% 2) The percentage of the left employees who were married in the company was more i.e. 90.00% than the unmarried one. 3) Majority of the left employees belongs to the age group of 26years-50years. 4) The data regarding the qualification of the employees shows that majority of the left employees have done post graduation level i.e. 75.00%, which is followed by graduates with 25.00% 5) Majority of left employees i.e. 50% had less than 5 yrs of experience followed by employees 45% having more than 5 yrs but less than 11 yrs and than by employees 5% having more than 10 yrs. 6) Data collected to know the monthly salary of the employees depict that majority of the employee got monthly salary more than or equal to Rs. 55001 with 90.00%. 7) The respondents were satisfied with the environment and nature of work environment and nature of work. 8) Job factors such as opportunities, quality of work life and overall satisfaction of employee with regard to job was also excellent. 9) The left employees were satisfied that the companys management were having very good relationship with the employees. 10) There was no communication gap between the employees and management of the company and employees if given the second chance to work again were ready to join. 11) According to them CADBURY INDIA LIMITED is among the finest and best FMCG company to work with because they had the best working system and rules.

B) SUGGESTION
Employee recognition can be as simple or as extravagant as one desire. The following is a short list of simple ways to recognize team members for a job well done and improve retention in your organization  A better exit interview form and procedure can be drafted so that employees get a chance to talk with the management about the reasons why they are leaving.  A simple "thank you" or "nice job" given in regular frequency can significantly boost team morale. Often times a team member will greatly appreciate the time you spent to find him at his desk and deliver the message in person.  Send a thank you card or e-card. Also photocopy the thank you and document the reason for the recognition in the employee's file. Let the employee know you did this - it will let her know that her hard work will not be forgotten.  Movie tickets, gift certificates, or an engraved gift are excellent rewards for an employee who has excelled or put in the extra effort to make a project happen.  Recognize the team member's contribution in front of members of management. This can reduce the tendency for employees to feel that their supervisors take all the credit for their hard work.  Recognize loyalty and exceeding expectations. Mention the team member's hire anniversary, large contract won, or surpassing of a sales goal in the company newsletter or at a staff meeting.
 MY DAY- Every week the employee can have one my day, i.e. for one day a week they

can have their own time away from work after 1.30 pm.  Annual Day A day in a year can be dedicated as a annual day where we will be celebrating the overall success and achievements of the company and every employee can be given a gift voucher, Lunch at some good hotel and a fun tour.  Annually we can have interdepartmental matches like Cricket Matches, Volleyball Matches etc to improve team building and feeling of belongingness.  Departmental Lunch: Every month one dept can have lunch together. Each and every member of the Dept eats and drinks together which helps in improving the team spirit and the feeling of belongingness in the dept

 Employee of the month- AWARD their names are declared on the Notice board which encourages others also to work better.  We can have ask company to issue a monthly or quarterly or half yearly magazine which can have all the details of the achievements of the company and employees creative skills can be given a chance.  Emphasis can be given on HIGHER EDUCATION and also on carrier development programs which can be done on annually basis for which company can pay.  A bond can be signed by the employees who are going for higher education or development skills whose fee is borne by the company.  Structured career planning process can developed so that employees keep their interest in the organization only.  Early responsibilities in career can be given to the employees so that they remain engage and dedicated towards the company  More Flexible and transparent organizational culture should be developed.  More Freedom to operate at work should be given and more powers can be delegated so as to make work more challenging.  Organization should believe in Growing our own timber and promotions and vacant position should be done internally or preference can be given to existing employees.  Innovative people program which means employees should be given a chance to innovate new marketing sales financial etc programmes system or structure.

 Challenging work assignments should be provided and assigned to the employees which can
be a dummy or pilot project or may be a crisis situation  Regional level marketing competition can be organized to encourage and display there creative and innovative skills.

C) CONCLUSION
It is not about managing retention. It is about managing people. If an organization manages people well, employee retention will take care of itself. Organizations should focus on managing the work environment to make better use of the available human assets. People want to work for an organization which provides  Appreciation for the work done  Ample opportunities to grow  A friendly and cooperative environment  A feeling that the organization is second home to the employee  Organization environment includes  Culture  Values  Company reputation  Quality of people in the organization  Employee development and career growth  Risk taking  Leading technologies  Trust Types of environment the employee needs in an organization

y Learning environment: It includes continuous learning and improvement of the individual,

certifications and provision for higher studies, etc.
y

Support environment : Organization can provide support in the form of work-life balance. Work life balance includes:  Flexible hours  Telecommuting  Dependent care  Alternate work schedules  Vacations  Wellness

Work environment : It includes efficient managers, supportive co-workers, challenging work, involvement in decision-making, clarity of work and responsibilities and recognition. 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. Growth and Career Growth and development are the integral part of every individuals career. If an employee can not foresee his path of career development in his current organization, there are chances that hell 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: The work profile on which the employee is working should be in sync with his capabilities. The profile should not be too low or too high. Personal growth and dreams : Employees responsibilities in the organization should help him achieve his personal goals also. Organizations cannot keep aside the individual goals of employees and foster organizations goals. Employees priority is to work for themselves and later on comes the organization. If hes not satisfied with his growth, hell not be able to contribute in organization growth. Training and development : Employees should be trained and given chance to improve and enhance their skills. Many employers fear that if the employees are well rained, theyll leave the organization for better jobs. Organization should not limit the resources on which organizations success depends. These trainings can be given to improve many skills like:  Communications skills  Technical skills  In-house processes and procedures improvement related skills or customer satisfaction related skills special project related skills

Need for such trainings can be recognized from individual performance reviews, individual meetings, employee satisfaction surveys and by being in constant touch with the employees.

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. The management is sometimes not able to provide an employee a supportive work culture and environment in terms of personal or professional relationships. There are times when an employee starts feeling bitterness towards the management or peers. This bitterness could be due to many reasons. This decreases employees interest and he becomes demotivated. It leads to less satisfaction and eventually attrition. A supportive work culture helps grow employee professionally and boosts employee satisfaction. To enhance good professional relationships at work, the management should keep the following points in mind. Respect for the individual: Respect for the individual is the most in the organization. Relationship with the immediate manager: A manger plays the role of a mentor and a coach. He designs and plans work for each employee. It is his duty to involve the employee in the processes of the organization. So an organization should hire managers who can make and maintain good relations with their subordinates. Relationship with colleagues: Promote team work, not only among teams but in different departments as well. This will induce competition as well as improve the Relationship among colleagues. Recruit whole heartedly: An employee should be recruited if there is a proper place and duties for him to perform. Otherwise hell feel useless and will be dissatisfied. Employees should know what the organization expects from them and what their expectation from the organization is. Deliver what is promised. Promote an employee based culture: The employee should know that the organization is there to support him at the time of need. Show them that the organization cares and hell show the same for the organization. An employee based culture may include decision making authority, availability of resources, open door policy, etc. Individual development : Taking proper care of employees includes acknowledgement to the employees dreams and personal goals. Create opportunities for their career growth by providing mentorship programs, certifications, educational courses, etc.

Induce loyalty : Organizations should be loyal as well as they should promote loyalty in the employees too. Try to make the current employees stay instead of recruiting new ones.

Support Lack of support from management can sometimes serve as a reason for employee retention. Supervisor should support his subordinates in a way so that each one of them is a success.

Management should try to focus on its employees and support them not only in their difficult times at work but also through the times of personal crisis. Management can support employees by providing them recognition and appreciation. Employers can also provide valuable feedback to employees and make them feel valued to the organization.

The feedback from supervisor helps the employee to feel more responsible, Confident and empowered. Top management can also support its employees in their personal crisis by providing personal loans during emergencies, childcare services, employee assistance Programs, counselling services, etc Employers can also support their employees by creating an environment of trust and inculcating the organizational values into employees. Thus employers can support their employees in a number of ways as follows:
y y y y

By providing feedback By giving recognition and rewards By counselling them By providing emotional support

In general these practices can be categorized in 3 levels: Low, medium and High level.

Low Level Employee Retention Strategies:

 Appreciating and recognizing a well done job  Personalized well done and thank-you cards from supervisors  Congratulations e-cards or cards sent to spouses/families  Voicemails or messages from top management  Periodic days off for good performance  Rewards ( gift, certificates, monetary and non monetary rewards)  Recognizing professional as well as personal significant events  Wedding gifts  Anniversary gifts  New born baby gifts  Scholarships for employees children  Get well cards/flowers  Birthday cards, celebrations and gifts  Providing benefits  Home insurance plans  Legal insurance  Travel insurance  Disability programs  Providing perks: It includes coupons, discounts, rebates, etc  Discounts in cinema halls, museums, restaurants, etc.  Retail store discounts  Computer peripherals purchase discounts  Assistance with tax calculations and submission of forms  Financial planning assistance  Celebrate birthdays, anniversaries, retirements, promotions, etc  Holiday parties and holiday gift certificates  Employee support in tough time or personal crisis  Personal loans for emergencies  Childcare and eldercare services  Employee Assistance Programs ( Counselling sessions etc)  Emergency childcare services

Medium Level Strategies for Employee Retention

 Appreciating and recognizing a well done job  Special bonus for successfully completing firm-sponsored certifications  Benefit programs for family support  Child adoption benefits  Flexible benefits  Dependents care assistance  Medical care reimbursement  Providing conveniences at workplace  Gymnasiums  Athletic membership program  Providing training and development and personal growth opportunities  Sabbatical programs  Professional skills development  Individualized career guidance

High Level Strategies

 Promoting Work/Life Effectiveness  Develop flexible schedules  Part-time schedules  Extended leaves of absence  Develop Support Services  On-site day care facility etc.

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. Positive feedback communicates managerial satisfaction. Positive recognition for good performance boosts up morale of employees and results in performance improvement to a

higher productivity level. It is believed that positive feedback is the only type of feedback that generates performance above the minimum acceptable level. Negative feedback obviously communicates managers dissatisfaction. However, negative feedback sometimes make employee to put more efforts to improve his performance. But such times are very rare. Moreover this improvement is short term. Some managers do not provide any kind of feedback to their employees. Due to no feedback, employees may assume that they are performing productively or they may feel that the manager is satisfied with their performance. Studies reveal the performance tends be same or even decreases if no feedback is provided. Thus, feedback is necessary because:  It builds trust and enhances communication between manager and employee.  It gives managers and employees a way to identify and discuss skills and strengths.  Positive feedback leads to employee retention and Retention.  It helps in identifying performance areas that need improvement and specific ways to improve them. It acts as an opportunity to enhance performance by identifying resources for skill development. It is an opportunity for managers and employees to assess and identify career and advancement opportunities. It helps employees to understand the effectiveness of their performance and contributes to their overall knowledge about the work Managers have tendency to ignore good performances of their employees. Providing no feedback may demotivate employees and may lead to employee absenteeism. Input from managers side is necessary as it help employees to improve their performance and increase productivity.  Communication Between Employee and Employer Communication is a process in which a message is conveyed to the receiver by the sender. The message may be or may not be in a common format or language that both the sender and receiver understand. So there is a need to encode and decode the message in the process. Encoding and

decoding also helps in the security of the message. The process of communication is incomplete without the feedback. Communication is the solution to almost everything in this world. Same applies to employee retention also. Straight-from-the-shoulder communication is what the employees need from their employers. Employees look for organizations where communication and process are transparent. Not ing is h hidden and shared with the employees.

There are 3 categories of employees:

A: Who will leave their current employer in 3 years of their employment

B: Who have a probability of leaving their current employer in next 3 years C: Who will stay with their current employer in the next 3 years

Category A: These are the employees who lack communication with their Employers.

Category C: These are the employees who have proper, well structured communication with their employers. Communication is also the way to win the employees trust in the organization. Employees trust the employers who are friendly and open to them. This trust leads to employee loyalty and finally retention.

Employers also feel that the immediate supervisors are the most authenticated and trusted source of information for them. So the organizations should hire managers who are active communicators. Communication mediums

Open door policy : Organizations should support open door policies so that the Employees feel comfortable and are able to express their doubts and feeling to their employers. Frequent meetings and Social gatherings Emails, Newsletters, Intranet and many more. 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.

It was a wonderful experience for me to be a part of CADBURY INDIA LIMITED for around two month and working on a research project for the company was a tremendously excellent experience that made me learn various aspects of an organization, areas of concern for an organization, art of not just surviving but proving its potential and extra caliber at time to time in the Indian corporate sector. I hope the organization will be benefited from this survey and with the help of the suggestions given the organization can improve its working further more and the overall satisfaction level in the organization might increase up to the excellent level. The employees of the company are highly satisfied. The study on employees exit at CADBURY INDIA LIMIED is cased out with full co-operation of the employees and management. As far as possible with in the given limits the study is completed with the satisfaction of many peoples. The data collected are analyzed scientifically and the results obtained are free to nearly 80%. It is assured that the company may get high boosted moral in the organization provided some of the suggestions made in the report are carried out. The suggestion to set up a training department and more developed Hr department will definitely reduce the number of exit. Further from this survey I hope the organization will be benefited and with the help of the suggestions given the organization can improve its functioning and the overall satisfaction level in the organization and its performance will increase. Overall I will rate CADBURY INDIA LIMITED in A category companies. CADBURY INDIA LIMITED through its highly ethical values not only climbing the lad der of growth year by year but also fulfilling its responsibilities towards its employees and society.

Questionnaire
A study on employee exit In CADBURY INDIA LIMITED
The purpose of collecting such information is to know the level of satisfaction among the employees of CADBURY INDIA LIMITED. Further it will also help to know the various job related and personal factors and their extent to which they affect the satisfacton level of employees, so that i meaningful conclusions and suggestions could be made in order to make the human resource policies and practices of the company more effective and efficient. Dear respondents, Your Co-operation in the context shall go a lon way helping me to draw conclusive g inferences for which I shall be grateful. Note: Following are the questions that are to be duly filled up by the candidate. It is being strongly assured that secrecy shall be maintained at all the levels of this researc and the identity of h respondent will not be revealed. It is simply a part of research project which is to be submitted to Institute of Professional Education and Research, Bhopal in the partial fulfillment of the requirements for the award of Masters in Business Administration (HRM . Name of the employee Employee code Designation Name of the department : : : : __________________________________ __________________________________ __________________________________ ________________________________ __

Part A (General Information) Please tick ( ) at the appropriate place. 1. Gender 2. Marital status 3. Age. 25 years 26-50 years 50 years 5. Your experience in CIL. 5 years 6-10 years 11 years : : Male Married Female Single

4. Educational qualification. School level Graduate Post Graduate 6. Monthly salary. Rs. 10000 Rs. 10001-Rs. 25000 Rs. 25001

Please indicate your level of agreement in connection with the following factors: 1= Strongly Agree, 2= Agree, 3= Neutral, 4= Disagree, 5=Strongly Disagree S. No. 7. 8. 9. 10. 11. Part B (Work Environment And Nature Of Work) Particulars 1 Your work is very challenging one I feel I have too much work to do Working hours are convenient for me Im happy with my work place Management builds and maintains work relationship I am mentally and/or physically exhausted at the end of a day at work 2 3 4 5

Part C (Relationship With Seniors And Colleagues) S. No. Particulars 12. I have proper superiors assistance 13. My boss considers my ideas too while making decision 14. I am appreciated for my performances 15. My boss is not partial 16. My Participation is welcomed 17. I can easily approach my superiors 18. Superiors are competent enough to guide 19. The colleagues of the organi ation are friendly 20. The colleagues are helpful in nature 21. All the workers share their Know-how

Part D (Communication And Motivation) 1 S. No. Particulars I feel that my Boss motivate me to achieve the organi ation goal 22. My supervisor motivates me to increase my efficiency at 23. times when Im not productive 24. Communication seems good within this organi ation 25. Work assignments are explained clearly to me

Part E (Training Program And Performance Appraisal System) S. No. Particulars 1 26. I am satisfied with the training programs provided to us 27. Training is given whenever needed 28. Training provided is useful 29. The training increases the performance I am satisfied with organi ation's techniques for evaluating 30. my performance The appraisal policy of the organi ation improves the 31. performance Performance appraisal of the employee is not effected by 32. personal biasness Part F (Pay And Promotion) S. No. Particulars 33. I feel Im being paid a fair amount for my work 34. I am provided with commensurate salary 35. Our wages are at par with the wages in the industry 36. Im satisfied with allowances provided by the organi ation 37. 38. 39. I am satisfied with promotion policies of the organi ation I am rewarded for the innovative ideas I am rewarded for my performance

Part G (Welfare Facility) 1 S. No. Particulars 40. The organi ation has adequate transport facility 41. The organi ation has adequate medical facilities 42. I am provided by benefits for the family 43 Im satisfied with the refreshment facilities 44. We are provided with the rest and lunch room and they are good enough 45. 46. 47. Parking facilities provided for our vehicles are satisfactory Im satisfied with the first aid facilities Im satisfied with the Loan facilities and other personal welfare benefits offered by company

Part H (Job Security) S. No. Particulars 48. My organi ation provides me job security 49. My job security is based on my performance 50. The job security is based on workers welfare principle

Part I (Management Style And Grievance Handling) 1 S. No. Particulars Workers are given due recognition in the management 51. decisions I am satisfied with the decision making standards and 52. plans of the organi ation 53. Opinion given is due importance in decision making and for any change in respective department 54. The grievance handling procedure is effective 55. I am able to freely communicate my grievance Part J (Quality Policy) 1 S. No. Particulars 56. I am aware of the quality standards of the organi ation 57. I am satisfied with the ISO/QS Certificate of the company 58. I am adaptable to the changes due to ISO/QS certification 59. I am happy and acceptable to the changes Part K (Job Factors) 1 S. No. Particulars I love my job and to work in this organi ation 60. 61. My work life is meaningful I consider that my work is valuable in attaining organi ational goals 62. 63. I have adequate opportunity to use my ability 64. Overall, Im satisfied with my job Any

Suggestion:

_________________________________________________________________________________ _________________________________________________________________________________ _________________________________________________________________________________ _____________________________________________________________________

Date: ____________________ Thanks for your valuable time and response.

Signature: ____________________

DECLARATION

PLACE: Bhopal DATE:

ROHAN SAXENA

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