HUMAN ATTRITION & RETENTION

Group No. 1

OBJECTIVE OF THE STUDY

The objective of the project undertaken is as follows:
The boom in the information technology revolution has been
rising during the recent years and is expected to go on for
many years. Attracting the best professionals is never easy, no
matter what industry segment we consider.
This is especially true in the case of the IT industry where the
attrition rate has been the highest.
Attracting and retaining talent has become a Herculean task in
this sector. The objective of this project has been to find out
the major causes of employee turnover in the IT companies. It
also looks at how this brain drain can be reduced and what
methods can be adopted to retain the knowledge worker in the
company.

METHODOLOGY
The information for this project is collected from both
primary as well as secondary sources. Secondary sources are
websites and books.
Primary data has been collected through survey conducted
with the help of questionnaire administered to personnel from HR
department of IT companies- Mahindra & Mahindra, Siemens,
Reliance, and TCS. The objective of this project is to throw light
on various strategies used by the IT Companies to retain people.
This questionnaire purports to find out the issues faced by the
various IT Companies with respect to retention of talented human
resource.
The findings and recommendations have been mentioned later
in the project.

ATTRITION
Attrition is also called total turnover or wastage rate. Employee
attrition refers to the rate at which employees leave a company of
their own volition (i.e. not being terminated by the employer).
This can be for a variety of reasons including retirement, leaving
for a higher paying or more suitable job, or disillusionment with
some aspect of their job.

WHY DO EMPLOYEES LEAVE JOB..?

It is said that people leave their bosses, not organizations. When employees are
happy with their superiors they choose to stay, if not they look for a switch.

Poor relationship
performance
Compensation
Lack
Insufficient
of appreciation,
coaching
& rewards
recognition & rewards

RETENTION
Employee retention involves taking measures to encourage employees
to remain in the organization for the maximum period of time.
Corporate is facing a lot of problem in employee retention these days.

The picture states the latest statement

that corporate believes in Love them or
Lose them

OBJECTIVES OF RETENTION

IMPORTANCE OF RETENTION
Why is retention so important..? Is it just to reduce
the turnover cost?

EMPLOYEE RETENTION INVOLVES

5 MAJOR THINGS
Support
Growth
Environment
Relation
Compensation

MANAGING EMPLOYEE RETENTION

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

RETENTION STRATEGIES
WE CANT STOP EMPLOYEES FROM LEAVING UNLESS WE HAVE A
PLAN TO MAKE THEM STAY

Hire right people in right job

Empower the employees by giving them the authority to get things
done.
Make employees realize that they are the valuable asset of the
organization.
Have faith on employees.
Giving additional perks & benefits.
Providing them information & knowledge.
Keep providing them feedback on their performance.

RETENTION IN TODAYS CORPORATE

IMPLEMENTATION OF RETENTION STRATEGIES

The questionnaire presented for survey. Sample Size : 25 people
1. What has been the attrition rate in your organization in past 3
years..?
2.

Is the exit interview conducted in the organization..?

3. What are the findings after exit interview..?

4. What is the retention strategies deployed in the organization..?
5. Has the attrition rate reduced after the implementation of
retention strategies? if yes, by how much?

Response to Question 1 ATTRITION

RATES

In-spite of being leading organizations these companies are facing high attrition
rate. Even they are facing problems in retaining their employees irrespective of
the fact that they are providing an attractive compensation packages to their
employees.

Response

5-10%
10-15%
15-20%
above 20%

Response to Question 2 EXIT

INTERVIEW

The companies conduct exit interviews to identify the reason why

employees are leaving the job or what is the reason for leaving. All
this leading organizations conduct exit Interview to know the
reason why employees are leaving the job, & can they retain them

Response to Question 3

FINDINGS AFTER EXIT INTERVIEW

The below pie diagram tells us the most of the important reasons why people were
leaving jobs and how company tries to retain those employees.

Response

compensation
work environment
higher studies
career growth

Response to Question 4

RETENTION STRATEGIES

Most of the companies use the below mentioned strategies to retain their
employees.

Response

challenging project
better compensation
fun at work place
profile growth

Response to Question 5 REDUCTION

IN ATTRITION RATES

The companies conduct exit interviews to identify the reason why employees are
leaving the job or what is the reason for leaving. So after identifying the reasons
companies have deployed certain retention strategies so as to reduce attrition rate.
There has been a change in attrition as the attrition rate has been reduced after
deploying the strategies. The reduced attrition rate is as follows;

Response

5-10%
10-15%
15-20%
20-25%
25-30%

CONCLUSION

The process of retention is not as easy as it seems. There

are so many tactics & strategies used in retention of
employees by the organization. The basic purpose of these
strategies is to increase employee satisfaction, boost
employee morale, & hence achieve RETENTION

THANK
YOU
Tejas Dedhia 9
Sagar Gohil 18
Manish Gupta - 19

Rashmi Parab - 35
Neha Sahani 44
Tina Shah 47
Amruta Tipnis - 54