Project Mba
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S.NO
LIST OF EXPERIMENTS LIST OF TABLES LIST OF CHARTS
I
INTRODUCTION 1.1 INTRODUCTION 1.2 STATEMENT OF THE PROBLEM 1.3 OBJECTIVE OF STUDY 1.4 SCOPE OF THE STUDY 1.5 LIMITATIONS OF THE STUDY
II
ABOUT THE ORGANIZATION
III
RESEARCH METHODOGY 3.1 RESEARCH DESIGN 3.2 SURVEY DETAIL 3.3 SAMPLING DETAIL 3.4 DATA COLLECTION DETAILS 3.5 TOOLS OF THE STUDY
IV
DATA ANALYSIS AND INTERPRETATION 4.0 PERCENTAGE ANALYSIS 5.0 CROSS TABULATION 6.0 DESCRIPTIVE STATISTICS
V
FINDINGS SUGGESTIONS AND CONCLUSION
VI
BIBLOGRAPHY
VIII
APPENDIX
PG.NO
S.NO
LIST OF TABLES
PG.NO
4.1
TABLE SHOWING THE RESPONDENTS AGE
4.2
4.4
TABLE SHOWING THE RESPONDENTS EDUCATIONAL QUALIFICATION TABLE SHOWING THE RESPONDENTS MARITAL STATUS TABLE SHOWING THE RESPONDENTS GENDER
4.5
TABLE SHOWING THE RESPONDENTS EXPERIENCE
4.6
TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING SALARY TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR REQUIREMENTS AND EXPECTATIONS TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR PARTICIPATION IN DECISION MAKING TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR ENCOURAGEMENT FOR CREATIVITY TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR PERFORMANCE AND FEEDBACK TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR TRAINING PROGRAMS TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR CHANCES FOR PROMOTION TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR JOB SECURITY TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR CO-WORKER RELATIONSHIP TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR SUPERIOR AND SUBORDINATE TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR HEALTH AND SAFETY MEASURES TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR POLLUTION CONTROL TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR REST BREAKS TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR CANTEEN FACILITY TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR TRANSPORT FACILITY TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR ENCOURAGEMENT CREATIVITY TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR FACILITY TO REDUCE STRESS TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR EMPLOYEE OUTSIDE INTEREST
4.3
4.7
4.8
4.9
4.10 4.11 4.12 4.13 4.14 4.15 4.16 4.17 4.18 4.19 4.20 4.21 4.22 4.23
4.24 4.25 5.1 5.2 5.3 5.4 5.5 5.6 5.7
5.8 5.9 5.10 5.11 5.12 5.13
TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR EXIT INTERVIEW TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR TABLE SHOWING AGE VS FACILITY FOR REDUCE STRESS TABLE SHOWING AGE VS FACILITY FOR EMPLOYEE OUTSIDE INTEREST TABLE SHOWING AGE VS EXIT INTERVIEW TABLE SHOWING EDUCATIONAL QUALIFICATION VS FACILITY TO REDUCE STRESS TABLE SHOWING EDUCATIONAL QUALIFICATION VS FACILITY FOR EMPLOYEE OUTSIDE INTEREST TABLE SHOWING DUCATIONAL QUALIFICATION VS EXIT INTERVIEW TABLE SHOWING AGE VS FACILITY TO REDUCE STRESS TABLE SHOWING MARITAL STATUS VS FACILITY FOR EMPLOYEE OUTSIDE INTEREST TABLE SHOWING MARITAL STATUS VS EXIT INTERVIEW TABLE SHOWING GENDER VS FACILTY TO REDUCE STRESSS TABLE SHOWING GENDER VS FACILTY FOR EMPLOYEE OUTSIDE INTEREST TABLE SHOWING GENDER VS EXIT INTERVIEW
5.15
TABLE SHOWING EXPERIENCE VS FACILITY TO REDUCE STRESS TABLE SHOWING EXPERIENCE VS FACILITY FOR EMPLOYEE OUTSIDE INTEREST TABLE SHOWING EXPERIENCE VS EXIT INTERVIEW
6.1
TABLE SHOWING COMPENSATION FACTORS
6.2
TABLE SHOWING ORGANIZATIONAL AND MOTIVATIONAL FACTORS TABLE SHOWING INTERPERSONAL RELATIONSHIP FACTORS TABLE SHOWING OVERALL RELATIONSHIP FACTORS
5.14
6.3 6.4
S.NO
LIST OF CHARTS
4.1
CHART SHOWING THE RESPONDENTS AGE
4.2
4.4
CHART SHOWING THE RESPONDENTS EDUCATIONAL QUALIFICATION CHART SHOWING THE RESPONDENTS MARITAL STATUS CHART SHOWING THE RESPONDENTS GENDER
4.5
CHART SHOWING THE RESPONDENTS EXPERIENCE
4.6
CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING SALARY CHART SHOWING THE RESPONDENTS THEIR REQUIREMENT AND EXPECTATION CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR PARTICIPATION IN DECISION MAKING CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR ENCOURAGEMENT FOR CREATIVITY CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR PERFORMANCE AND FEEDBACK CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THE IR TRAINING PROGRAMS CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR CHANCE S FOR PROMOTION CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR JOB SECURITY CHATR SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR CO-WORKER RELATIONSHIP CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR SUPERIOR AND SUBORDINATE CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR HEALTH AND SAFTEY MEASURES CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR POLLUTION CONTROL CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR REST BREAKS CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR CANTEEN FACILITY CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR TRANSPORT FACILITY CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR ENCOURAGEMENT FOR CREATIVITY CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR FACILTY TO REDUCE STRESS
4.3
4.7 4.8
4.9
4.10 4.11 4.12 4.13 4.14 4.15 4.16 4.17 4.18 4.19 4.20 4.21
4.22
PG.NO
4.23 4.24 4.25
CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR EMPLOYEE OUTSIDE INTEREST CHATR SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR EXIT INTERVIEW CHART SHOWING THE REPONDENTS SATISFACTION REGARDING THEIR REST BREAKS
CHAPTER 1 INTRODUCTION OF THE STUDY 1.1
INTRODUCTION A study on “retention of employees” in Ventura pumps. As it is a requirement to take up a study on employee retention to retain their employees on their own concern The cost of attracting, recruiting, hiring, training, and getting new people up to the speed is tremendously more costly as well as tremendously more wasteful than most realize. There are many factors which are responsible for retention of employees. The study focuses to find out these factors and also suggest some of the remedial measures to overcome the barriers. This study is to find out effects of retention of employees in Ventura Industries ltd.
1.2STATEMENT OF THE PROBLEM The statement of problem is as follows on “Retention of employees” in Ventura pumps Recent legislation has made it the employer’s responsibility to ensure their employees do not become ill due to work and to help them deal with pressures that can create ill health. A certain amount of stress is unavoidable and manageable; too much stress can hurt both physical and mental health.
The cost of attracting, recruiting, hiring, training, and getting new people up to the speed is tremendously more costly as well as tremendously more wasteful than most realize. There are many factors which are responsible for retention of employees. This study is to find out effects of retention of employees in Ventura industries ltd.
1.3OBJECTIVES OF STUDY
I.
To the factors that retains the employees in Ventura industries limited.
II.
The study also identifies the risk areas that might cause turnover of the employees in the organization.
III.
To provide suggestion to retain employees in the organization for a long period.
1.4SCOPE OF THE STUDY I. The study provides an overall view about how to retain the employees in the organization. II. The study focuses to find out these factors and also suggest some of the remedial measures to overcome the barriers.
1.5
I.
LIMITATIONS OF THE STUDY The collected data using the questionnaire cannot gather more information.
II.
Bias of the respondents is another problem as they did not reveal their real feelings.
III.
The busy schedule of the management staff and was operatives another reason which hampered data collection.
IV.
Time constraints being one of the major limitations.
CHAPTER 2 ABOUT THE ORGANISATION VENTURA PUMPS:
Sharp industries were established in the year 1967. Indentifying a need for a pump that was in weight yet performance, we developed a mini monobloc pump that quite simply took the market by storm.
Today sharp is not as a brand but as a category all by itself. We launched in 1998 a pump combined in it the quite essential sharp’s quality factors.
Sharp industries are an ISO 9001 Certified Company established in the year 1967. A sharp industry is the pioneer in the manufacturing Mini Monobloc Pumps in India. We manufacture high quality and high performance pumps to cater both domestic and industry purpose.
Our brand “Ventura “, launched in 1998 revolutionized the pump industry in India. Today Ventura commands over 46% of market share in India and Mini Monobloc Pumps shares approximately 75% of the Indian market.
Mr.K.K.Ramaswamy, a technocrat with pioneering vision to develop a pump which is light in weight established the industry and later developed Mini Monobloc Pumps.
Today sharp industries are ably managed by Mr.K.K.Rajan. Under his valuable guidance and support the industry moves ahead in all aspects of business sphere.
In view with meeting our captive requirements and provide some of the first
castings to a wide range of clients, we
have diversified to set up Sharp Foundry (India) Ltd., 1995 to manufacture grey, ductile iron castings, flake and Austenitic iron and wear resistant castings.
Our castings met international specifications like ASTM, DIN, BS, JIS, GOST, SAE etc…
We as corporate citizen established Sharp industrial training institute for providing hands-on training to students and make them confident to take up on meaningful employment.
OBJECTIVE
Manufacturing products confirming to our specification laid down in our product brochure.
Effective utilization of men, materials and machinery.
Involving employees and vendors to improve productivity and reduce cost continuously.
HIGHLIGHTS The first in India to introduce the concept of Mini Monobloc pumps in 1978.
The first in India to be honoured with ISI Mark of quality for Mini Monobloc Pumps.
The first to introduce Extruded Aluminium Body Mini Monobloc Pumps.
The first to introduce Thermal Motor Protector for Mini Monobloc Pumps in India.
OUR QUALITY POLICY “We are committed to satisfying our customers by delivering quality products at competitive price on time”. AWARDS AND RECOGNITIONS
The best productivity Award for the year 1997-1998 from shri Krishnan Kant, vice president of India.
IMM Bata Award for outstanding Marketing -1983 from the president of India. National Award for Best Entrepreneur from Tamilnadu in 1983 from the president of India.
Jamanlal Bajaj Award for Fair Business Practices -1990 from the Governor of Maharashtra.
Rajiv Gandhi National Quality Award from Bureau of India Standards.
QUALITY EVERY Pump that rolls out of our industry under goes stringent quality control inspection as per total quality management system. Our quality control process control parameters conform to BIS Standards. Every production process is well documented by our skilled engineers and fitters at machining and testing facilities. Our Pumps are made using superior raw materials and adopting the most modern technology and machinery. But quality is much more than just investing in the right machinery and processes. Good vendor selection and rating, process control techniques in process and final stage inspection, internal quality audits among a host of other activities are judiciously carried out.
CHAPTER 3 RESEARCH METHODOLOGY Research is logical and systematic gathering and analysis of information, pertaining an issue or problem for the purpose of arriving at a certain conclusion.
III.1RESEARCH DESIGN The research design is descriptive research study, this technique
was
adopted
in
this
project
generally,
descriptive studies are designed to describe something and is needed to collect data for a something and it is needed to collect data for a define purpose. 3.2. SURVEY DETAILS The data collection for this study, were primary in nature, data collected from the employees of Ventura pumps. III.2SAMPLING DETAIL 3.3.1 Sample design A type of sensus survey, the no of employees in the industry is 50 so the dates are collected from the employees hence it is sensus survey.
3.3.2 Sample size The sample size of the study was 50 respondents. 3.4
DATA COLLECTION DETAILS
The standard undisguised questionnaires were prepared and the same was distributed to the employees of Ventura pumps.
3.4.1Questionnaires A Structural technique for data collection consists of a series of questions written or verbal, to which a respondents replies.
3.4.2 Structured undisguised questionnaires The questionnaire pattern is structured and all the respondents will be treated the same irrespective of their categories. 3.4.3
Data collection methods The methods used for the collection of data are
primary method and secondary method. Information is obtained from primary data through the survey. Survey is systematic gathering of data from respondents through questionnaire .in this research data is collected by personal interview.
Primary data
Primary method of data collection is used here. Data has been collected through distribution of questionnaires and knowing the response of the customers. Secondary data Data has also been collected from company’s
records,
brochures, magazines etc Web site www.venturapumps.com 3.5 Tools of the study The data collected were tabulated in the frequency table.
The data was then analyzed Simple percentage
analysis, cross tabulation, descriptive statistics.
5.0 CROSS TABULATION
TABLE 5.1 TABLE SHOWING AGE VS FACILITY TO REDUCE STRESS
FACILITY TO REDUCE STRESS
Age
No
Yoga
Exercis e
Meditati on
Total Other s
Up to 25
Count
13
1
1
15
% within Q22
3 1.7 %
33.3%
25.0%
30.0%
26 35
Count % within Q22
20 4 8.8 %
1 33.3%
36 45
Count % within Q22
8 1 9.5 %
1 33.3%
Count
41
3
1
4
1
50
% within Q22
1 00. 0%
100.0 %
100.0%
100.0%
100.0 %
100.0 %
Total
1 100.0%
2 50.0%
1 100.0 %
1 25.0%
25 50.0%
10 20.0%
INFERENCE:
The above table reveals that, Availability of facilities to reduce stress among the age group up to 25 is observes that there is no facilities provided in the organization to reduce stress, among the age group 26-35 is observes that there is no facilities provided in the organization to
reduce stress, among the age group 36-45 is observes that there is no facilities provided in the organization to reduce stress.
TABLE 5.2
TABLE SHOWING AGE VS FACILITY FOR EMPLOYEE OUTSIDE INTREST
No
Age
Total
OUTSIDE INTEREST book Magazine subscription
Up to 25
Count % within Q23
12 27.9%
26 35
Count % within Q23
23 53.5 %
1 25.0%
36 45
Count % within Q23
8 18.6%
2 50.0%
Count % within Q23
43 100.0 %
INFERENCE:
2 100.0 %
2 100.0 %
Other s
1 25.0%
4 100.0%
Total 15 30.0%
1 100.0 %
25 50.0%
10 20.0%
1 100.0 %
50 100.0 %
The above table reveals that,
Availability of facilities for employee outside interest among the age group up to 25 is observes that there is no facility provided in the organization, among the age group 26-35 is observes that there is no facilities provided in the organization for employee outside interest, among the age group 36-45 is observes that there is no facilities provided in the organization for employee outside interest.
TABLE 5.3
TABLE SHOWING AGE VS EXIT INTERVIEW
No
EXIT INTERVIEW Yes
Total
Up to 25
Age
Total
Count % within Q24
10 25.6 %
5 45.5%
15 30.0%
26 - 35 Count % within Q24
19 48.7 %
6 54.5%
25 50.0%
36 - 45 Count % within Q24
10 25.6%
Count % within Q24
39 100.0 %
10 20.0%
11 100.0%
50 100.0%
INFERENCE:
The above table reveals that,
Availability of exit interview among the age group up to 25 is observes that there is no facility provided in the organization, among the age group 26-35 is observes that there is no exit interview in the organization, among the age group 36-45 is observes that there is no exit interview.
TABLE 5.4 TABLE SHOWING EDUCATIONAL QUALIFICATION VS FACILITY TO REDUCE STRESS
FACILITY TO REDUCE STRESS
Educationa l Qualificati on
Total
No
Yoga
Exercis e
Meditati on
Total Other s
Under gradua te
Coun t % withi n Q22
26
2
1
1
30
63.4 %
66.7%
100.0%
25.0%
60.0%
Post
Coun t % withi n Q22
15
1
3
1
20
36.6 %
33.3%
75.0%
100.0 %
40.0%
Coun t % withi n Q22
41
3
1
4
1
50
100.0 %
100.0 %
100.0%
100.0%
100.0 %
100.0 %
gradua te
INFERENCE:
The above table reveals that,
Availability of facilities to reduce stress among the under graduate is observes that there is no facilities provided in the organization to reduce stress, among the post graduate is observes that there is no facilities provided in the organization to reduce stress.
OUTSIDE INTREST No
Book
Magazine subscription
Education al Qualificati on
Total Other s
Under gradua te
Coun t % withi n Q23
26
2
2
30
60.5 %
100.0 %
50.0%
60.0%
Post
Coun t % withi n Q23
17
2
1
20
39.5%
50.0%
100.0 %
40.0%
gradua te
Total
Coun t % withi n Q23
43
2
4
1
50
100.0 %
100.0 %
100.0%
100.0 %
100.0 %
TABLE 5.5
TABLE SHOWING OUTSIDE INTREST
INFERENCE:
The above table reveals that,
Availability of facilities for employee outside interest among the under graduate is observes that there is no facilities provided in the organization, among the post graduate is observes that there is no facilities provided in the organization for employee outside interest.
TABLE 5.6 TABLE SHOWING EDUCATIONAL QUALIFICATION
VS
EXIT
INTERVIEW
Q24
Educational Qualification Total
INFERENCE:
No
Yes
Total
Under gradua te
Count
24
6
30
% within Q24
61.5%
54.5%
60.0%
Post gradua te
Count
15
5
20
% within Q24
38.5 %
45.5%
40.0%
Count
39
11
50
% within Q24
100.0 %
100.0%
100.0%
The above table reveals that,
Availability of exit interview among the under graduate is observes that there is no facility provided in the organization, among the post graduate is observes that there is no exit interview in the organization.
TABLE 5.7
TABLE SHOWING AGE VS FACILITY TO REDUCE STRESS
FACILITY TO REDUCE STRESS
Married
Marital status
Coun t % withi n Q22
No
Yoga
Exerci se
Meditati on
Other s
Total
28
2
1
3
1
35
68.3%
66.7%
100.0%
75.0%
100.0 %
70.0%
Unmarri ed
Total
Coun t % withi n Q22
13
1
1
15
31.7 %
33.3%
25.0%
30.0%
Coun t % withi n Q22
41
3
1
4
1
50
100.0 %
100.0 %
100.0%
100.0%
100.0 %
100.0 %
INFERENCE:
The above table reveals that,
Availability of facilities to reduce stress among the married is observes that there is no facilities provided in the organization to reduce stress, among the unmarried is observes that there is no facilities provided in the organization to reduce stress.
OUTSIDE INTREST No
Book
Magazine subscription
Married
Total Other s
Count
31
3
1
35
%
72.1%
75.0%
100%
70.0%
12
2
1
15
within Q23 Count Education al
Unmarrie d
Qualificati on Total
% 27.9% within Q23
100%
25.0%
Count
2
4
1
50
100.0 %
100.0%
100.0 %
100.0 %
43
% 100.0 within % Q23
30.0%
TABLE 5.8
TABLE SHOWING MARITAL STATUS VS FACILITY FOR EMPLOYEE OUTSIDE INTREST
INFERENCE:
The above table reveals that,
Availability of facilities for employee outside interest among the married is observes that there is no facilities provided in the organization, among the unmarried is observes that there is no facilities provided in the organization for employee outside interest.
TABLE 5.9
TABLE SHOWING MARITAL STATUS VS EXIT INTERVIEW
EXIT INTERVIEW Total No
Yes
Married
Unmarried Marital status
Total
Count
29
6
35
% within Q24
74.4%
54.5%
70.0%
Count
10
5
15
% within Q24
25.6%
45.5%
30.0%
Count
39
11
50
% within Q24
100.0 %
100.0%
100.0%
INFERENCE:
The above table reveals that,
Availability of exit interview among the married is observes that there is no facility provided in the organization, among the unmarried is observes that there is no exit interview in the organization.
TABLE 5.10
TABLE SHOWING GENDER VS FACILITY TO REDUCE STRESS
REDUCE STRESS
Male
Gender
Female
Total
INFERENCE:
No
Yoga
Exerci se
Meditati on
Other s
Coun t % withi n Q22
33
3
4
40
80.5%
100.0 %
100.0%
80.0%
Coun t % withi n Q22
8
1
1
10
19.5 %
100.0%
100.0 %
20.0%
Coun t % withi n Q22
41
3
1
4
1
50
100.0 %
100.0 %
100.0%
100.0%
100.0 %
100.0 %
Total
The above table reveals that,
Availability of facilities to reduce stress among the male is observes that there is no facilities provided in the organization to reduce stress, among the female is observes that there is no facilities provided in the organization to reduce stress.
TABLE 5.11
TABLE SHOWING GENDER VS FACILITY FOR EMPLOYEE OUTSIDE INTREST
OUTSIDE INTREST No
Book
Magazine subscription
Total Other s
Male
Count
35
2
3
40
%
81.4%
100.0 %
75.0%
80.0%
within Q23 Count Gender
Female
Total
8
1
1
10
25.0%
100.0 %
20.0%
2
4
1
50
100.0 %
100.0%
100.0 %
100.0 %
% 18.6% within Q23 Count
43
% 100.0 within % Q23
INFERENCE:
The above table reveals that,
Availability of facilities for employee outside interest among the Male is observes that there is no facilities provided in the organization, among the female is observes that there is no facilities provided in the organization for employee outside interest.
TABLE 5.12
TABLE SHOWING GENDER VS EXIT INTERVIEW
EXIT INTERVIEW Total No Male
Femal e Gender
Total
Yes
Count
34
6
40
% within Q24
87.2%
54.5%
80.0%
Count
5
5
10
% within Q24
12.8%
45.5%
20.0%
Count
39
11
50
% within Q24
100.0 %
100.0%
100.0%
INFERENCE:
The above table reveals that,
Availability of exit interview among the male is observes that there is no facility provided in the organization, among the female is observes that there is no exit interview in the organization.
TABLE 5.13 TABLE SHOWING EXPERIENCE VS FACILITY TO REDUCE STRESS
REDUCE STRESS
Less than 6 years
Experienc e
6-10 years
11-15 years
Coun t % withi n Q22
Coun t % withi n Q22 Coun t % withi n Q22
No
Yoga
Exerci se
Meditati on
Other s
21
1
1
2
25
51.2%
33.3%
100.0%
50.0%
50.0%
12
1
1
1
15
29.3%
33.3%
25.0%
100.0 %
30.0%
8
1
1
10
19.5%
33.3%
25.0%
20.0%
Total
Total
Coun t % withi n Q22
41
3
1
4
1
50
100.0 %
100.0 %
100.0%
100.0%
100.0 %
100.0 %
INFERENCE:
The above table reveals that, Availability of facilities to reduce stress among the experience of less than 6 years is observes that there is no facilities provided in the organization to reduce stress, among the experience of 6-10 years is observes that there is no facilities provided in the organization to reduce stress, among the experience of 1115years is observes that there is no facilities provided in the organization to reduce stress.
TABLE 5.14 TABLE SHOWING EXPERIENCE VS FACILITY FOR EMPLOYEE OUTSIDE INTREST OUTSIDE INTREST No
Book
Magazine subscription
Other s
Total
Less than 6 years
Experienc e
6-10 years
11-15 years
Total
Coun t % withi n Q23
22
2
1
25
51.2%
100.0 %
25.0%
50.0%
13
1
1
15
30.2%
25.0%
100.0 %
30.0%
Coun t % withi n Q23
8
2
10
18.6%
50.0%
20.0%
Coun t % withi n Q23
43
2
4
1
50
100.0 %
100.0 %
100.0%
100.0 %
100.0 %
Coun t % withi n Q23
INFERENCE:
The above table reveals that, Availability of facilities for employee outside interest among the less than 6 years experience is observes that there is no facilities provided in the organization, among 6-10 years is observes that there is no facilities provided in the organization for employee outside interest, among the 11-15years is observes that there is
no facilities provided in the organization for employee outside interest
TABLE 5.15
TABLE SHOWING EXPERIENCE VS EXIT INTERVIEW
EXIT INTERVIEW
Less than 6 years
Experie nce
6-10 years
11-15 years
Coun t % withi n Q24
Coun t % withi n Q24 Coun t % withi n Q24
NO
YES
Total
15
10
25
38.5%
90.9%
50.0%
14
1
15
35.9%
9.1%
30.0%
10
10
25.6%
20.0%
Coun t % withi n Q24
Total
39
11
50
100.0%
100.0%
100.0%
INFERENCE:
The above table reveals that, Availability of exit interview among experience less than 6 years is observes that there is no facility provided in the organization, among the 6-10 years is observes that there is no exit interview in the organization , among the 11-15 years is observed that there is no exit interview in the organization
DESCRITIVE STATISTICS TABLE 6.1 TABLE SHOWING COMPENSATION FACTORS Factor
N
Mean
Std.Deviatio n
Organizational and motivational factors
50
2.3000
1.50170
INFERENCE: The above factor reveals that Mean value is higher and standard deviation value is low, hence the Compensation factors is highly influencing factor.
TABLE 6.2 TABLE SHOWING ORGANIZATIONAL AND MOTIVATIONAL FACTORS Factor
N
Mean
Std. Deviation
Job performance requirements and expectations Participation in decision making Encourage for creativity
50
3.7000
1.19949
50
3.1000
1.38873
50
3.0000
1.35526
Work performance feedback Training programs Chance for advancement or promotion Job security
50
3.0000
1.27775
50
2.8000
1.55183
50
3.3000
1.35902
50
3.6000
1.21218
INFERENCE: The above factor reveals that Mean value is higher in job performance requirements and expectations Standard deviation value is low in job performance requirements and expectations, hence job performance requirements and expectations factor is highly influencing factor
TABLE 6.3 TABLE SHOWING INTERPERSONAL RELATIONSHIP
FACTORS
Factor
N
Mean
Std.
Co-worker relationship
50
4.3000
Deviation .64681
Superior and subordinate
50
4.1000
.70711
Physical environment;
50
3.6000
.80812
Noise and pollution control Rest breaks and rest room Canteen facility
50
3.4000
1.21218
50
3.6000
1.03016
50
3.7000
1.28174
Transport facility
50
1.0000
.0000
Healthy and safety measures
INFERENCE: The above factor reveals that
Mean value is higher in coworker relationship and standard deviation is low in transport facility, hence the both the factors are highly influencing factor.
TABLE 6.4
TABLE SHOWING OVER ALL SATISFACTION FACTORS
Factor
N
Mean
Median
Job satisfaction
50
4.0000
4.0000
Std.Deviat ion .63888
INFERENCE:
The above factor reveals that
Mean value is higher and standard deviation is low, hence the over all
Satisfaction factor is highly influencing factor.
FINDINGS
1. In survey it was found that 50% of the respondents belong to the age group of 26-35 years. 2. It was found that 60% of the respondents have UG qualification and others have SSLC, HSC, PG and diploma. 3. It was found that 70% of the respondents are married. 4. It was found that 80% of the respondents are male members. 5. It was found that 50% of the respondents have an experience of less than 6 years. 6. It was found that 40% of the respondents highly dissatisfied with their salary 7. It was found that 60% of the respondents dissatisfied that their participation in decision making. 8. It was found that 40% of the respondents dissatisfied that their encouragement for creativity 9. It was found that 60% of the respondents dissatisfied that their performance feedback. 10.It was found that 40% of the respondents dissatisfied with their training program. 11.It was found that 50% of the respondents dissatisfied with their promotion chances.
12.It was found that 50% of the respondents satisfied with their job security. 13.It was found that 50% of the respondents satisfied with their coworker relationship. 14.It was found that 50% of the respondents satisfied with their superior and subordinate. 15.It was found that 50% of the respondents satisfied with their health and safety. 16.It was found that 40% of the respondents satisfied with their pollution and control. 17.It was found that 40% of the respondents satisfied with their rest breaks. 18.It was found that 40% of the respondents satisfied with their canteen facility. 19.It was found that 100%of the respondents dissatisfied with their transport facility. 20.It was found that 60%of the respondents satisfied with their job. 21.It was found that 100% of the respondents dissatisfied with their employees outside interest.
22.It was found that 100% of the respondents dissatisfied with their facility to reduce stress.
SUGGESTIONS
1. Employee should be motivated by giving proper incentives. 2. All the employees should be equally treated; this will make them to work better. 3. Employees should be rewarded, recognized and appreciated for the work done. 4. Periodical medical checkup should be given to the employees to maintain their health. 5. The organization can communicate its requirements openly with the employees.
CONCLUSION This project is aimed in understanding the Retention of employees in Ventura industries Limited, Kallapattti.
Thus this project is formulated and carried out to bring out the salient features, its strength and weakness of the employees in VIL.
The data collected from members of different departments in the company was analyzed and interpreted to arrive at the conclusion.
The overall performance of the organization is good. Even though the management tries to satisfy all the employees still there are some employees who find the facilities unsatisfied. The effectiveness of retention of employee would help in reducing the labor turnover cost.
BIBLIOGRAPHY
I.
AGGARWAL.R.K & VARMA M.M, “personnel management and industrial relation”, MANU RASTOGI, 2005.
II.
KOTHARI C.R.,” research methodology”, WISHWA PRAKASHAN, 2nd EDITION, 1985.
III.
THIPATHI P.C., “personnel management and industrial relations”. SULTAN CHAND & SONS, 16TH EDITION, 2002.
A QUESTIONNAIRE ON “RETENTION OF EMPLOYEES” IN VENTURA PUMPS
Dear Sir, I am interested in doing research on employee retention. I enclose here with a questionnaire. Please fill in the questionnaire completely without leaving question. I assure the information collected will be kept confidentially and will be used only for research purpose.
PERSONED INFORMATION/DEMOGRAPHICAL FACTORS: 1. Age Up to 25
26-35
36-45
46-55
56 and above
2. Educational qualifications Primary
higher Secondary
undergraduate
Post graduate 3. Marital status Married
unmarried
4. Gender Male
female
5. Experience Less than 6 years
6-10years
16-20 years
11-15 years
more than 20 years
Fill in the following questions in the tabular that follow with various factors FACTORS
Highly Satisfied
Satisfied
Neither Satisfied nor
Dissatisfied
High Dis -satisfied
Dissatisfied Compensati on factors: 6. salary/wage s, bonus, etc., Organizatio nal and Motivational factors: 7. job performanc e requirement s and expectation s 8. participatio n in decision making 9. Encourage for creativity 10. work performanc e feedback 11. training programs 12. chance for advanceme nt or promotion 13. job security Interperson al relationship s: 14. coworker relationship 15. superior
and subordinate Physical environmen t: 16. health and safety measures 17. noise and pollution control 18. rest breaks and rest room 19. canteen facility Overall satisfaction 21. job satisfaction 22. Is there providing any facility to reduce the job stress. YES
NO
If yes Yoga
Exercise
meditation
others specify
23. Do you have any facility for the employee outside interest? Yes
NO
If yes Book
magazine subscription
theater tickets
24. Is there any exit interview made by the company? YES
NO
If yes Specify the frequent reason for quitting____________________ Note: if there is any question relevant to this you feel missing please comment on that____________________________________________________________________
THANK YOU FOR YOUR KIND COOPERATION
LIST OF EXPERIMENTS LIST OF TABLES LIST OF CHARTS
I
INTRODUCTION 1.1 INTRODUCTION 1.2 STATEMENT OF THE PROBLEM 1.3 OBJECTIVE OF STUDY 1.4 SCOPE OF THE STUDY 1.5 LIMITATIONS OF THE STUDY
II
ABOUT THE ORGANIZATION
III
RESEARCH METHODOGY 3.1 RESEARCH DESIGN 3.2 SURVEY DETAIL 3.3 SAMPLING DETAIL 3.4 DATA COLLECTION DETAILS 3.5 TOOLS OF THE STUDY
IV
DATA ANALYSIS AND INTERPRETATION 4.0 PERCENTAGE ANALYSIS 5.0 CROSS TABULATION 6.0 DESCRIPTIVE STATISTICS
V
FINDINGS SUGGESTIONS AND CONCLUSION
VI
BIBLOGRAPHY
VIII
APPENDIX
PG.NO
S.NO
LIST OF TABLES
PG.NO
4.1
TABLE SHOWING THE RESPONDENTS AGE
4.2
4.4
TABLE SHOWING THE RESPONDENTS EDUCATIONAL QUALIFICATION TABLE SHOWING THE RESPONDENTS MARITAL STATUS TABLE SHOWING THE RESPONDENTS GENDER
4.5
TABLE SHOWING THE RESPONDENTS EXPERIENCE
4.6
TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING SALARY TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR REQUIREMENTS AND EXPECTATIONS TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR PARTICIPATION IN DECISION MAKING TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR ENCOURAGEMENT FOR CREATIVITY TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR PERFORMANCE AND FEEDBACK TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR TRAINING PROGRAMS TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR CHANCES FOR PROMOTION TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR JOB SECURITY TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR CO-WORKER RELATIONSHIP TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR SUPERIOR AND SUBORDINATE TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR HEALTH AND SAFETY MEASURES TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR POLLUTION CONTROL TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR REST BREAKS TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR CANTEEN FACILITY TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR TRANSPORT FACILITY TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR ENCOURAGEMENT CREATIVITY TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR FACILITY TO REDUCE STRESS TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR EMPLOYEE OUTSIDE INTEREST
4.3
4.7
4.8
4.9
4.10 4.11 4.12 4.13 4.14 4.15 4.16 4.17 4.18 4.19 4.20 4.21 4.22 4.23
4.24 4.25 5.1 5.2 5.3 5.4 5.5 5.6 5.7
5.8 5.9 5.10 5.11 5.12 5.13
TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR EXIT INTERVIEW TABLE SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR TABLE SHOWING AGE VS FACILITY FOR REDUCE STRESS TABLE SHOWING AGE VS FACILITY FOR EMPLOYEE OUTSIDE INTEREST TABLE SHOWING AGE VS EXIT INTERVIEW TABLE SHOWING EDUCATIONAL QUALIFICATION VS FACILITY TO REDUCE STRESS TABLE SHOWING EDUCATIONAL QUALIFICATION VS FACILITY FOR EMPLOYEE OUTSIDE INTEREST TABLE SHOWING DUCATIONAL QUALIFICATION VS EXIT INTERVIEW TABLE SHOWING AGE VS FACILITY TO REDUCE STRESS TABLE SHOWING MARITAL STATUS VS FACILITY FOR EMPLOYEE OUTSIDE INTEREST TABLE SHOWING MARITAL STATUS VS EXIT INTERVIEW TABLE SHOWING GENDER VS FACILTY TO REDUCE STRESSS TABLE SHOWING GENDER VS FACILTY FOR EMPLOYEE OUTSIDE INTEREST TABLE SHOWING GENDER VS EXIT INTERVIEW
5.15
TABLE SHOWING EXPERIENCE VS FACILITY TO REDUCE STRESS TABLE SHOWING EXPERIENCE VS FACILITY FOR EMPLOYEE OUTSIDE INTEREST TABLE SHOWING EXPERIENCE VS EXIT INTERVIEW
6.1
TABLE SHOWING COMPENSATION FACTORS
6.2
TABLE SHOWING ORGANIZATIONAL AND MOTIVATIONAL FACTORS TABLE SHOWING INTERPERSONAL RELATIONSHIP FACTORS TABLE SHOWING OVERALL RELATIONSHIP FACTORS
5.14
6.3 6.4
S.NO
LIST OF CHARTS
4.1
CHART SHOWING THE RESPONDENTS AGE
4.2
4.4
CHART SHOWING THE RESPONDENTS EDUCATIONAL QUALIFICATION CHART SHOWING THE RESPONDENTS MARITAL STATUS CHART SHOWING THE RESPONDENTS GENDER
4.5
CHART SHOWING THE RESPONDENTS EXPERIENCE
4.6
CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING SALARY CHART SHOWING THE RESPONDENTS THEIR REQUIREMENT AND EXPECTATION CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR PARTICIPATION IN DECISION MAKING CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR ENCOURAGEMENT FOR CREATIVITY CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR PERFORMANCE AND FEEDBACK CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THE IR TRAINING PROGRAMS CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR CHANCE S FOR PROMOTION CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR JOB SECURITY CHATR SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR CO-WORKER RELATIONSHIP CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR SUPERIOR AND SUBORDINATE CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR HEALTH AND SAFTEY MEASURES CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR POLLUTION CONTROL CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR REST BREAKS CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR CANTEEN FACILITY CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR TRANSPORT FACILITY CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR ENCOURAGEMENT FOR CREATIVITY CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR FACILTY TO REDUCE STRESS
4.3
4.7 4.8
4.9
4.10 4.11 4.12 4.13 4.14 4.15 4.16 4.17 4.18 4.19 4.20 4.21
4.22
PG.NO
4.23 4.24 4.25
CHART SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR EMPLOYEE OUTSIDE INTEREST CHATR SHOWING THE RESPONDENTS SATISFACTION REGARDING THEIR EXIT INTERVIEW CHART SHOWING THE REPONDENTS SATISFACTION REGARDING THEIR REST BREAKS
CHAPTER 1 INTRODUCTION OF THE STUDY 1.1
INTRODUCTION A study on “retention of employees” in Ventura pumps. As it is a requirement to take up a study on employee retention to retain their employees on their own concern The cost of attracting, recruiting, hiring, training, and getting new people up to the speed is tremendously more costly as well as tremendously more wasteful than most realize. There are many factors which are responsible for retention of employees. The study focuses to find out these factors and also suggest some of the remedial measures to overcome the barriers. This study is to find out effects of retention of employees in Ventura Industries ltd.
1.2STATEMENT OF THE PROBLEM The statement of problem is as follows on “Retention of employees” in Ventura pumps Recent legislation has made it the employer’s responsibility to ensure their employees do not become ill due to work and to help them deal with pressures that can create ill health. A certain amount of stress is unavoidable and manageable; too much stress can hurt both physical and mental health.
The cost of attracting, recruiting, hiring, training, and getting new people up to the speed is tremendously more costly as well as tremendously more wasteful than most realize. There are many factors which are responsible for retention of employees. This study is to find out effects of retention of employees in Ventura industries ltd.
1.3OBJECTIVES OF STUDY
I.
To the factors that retains the employees in Ventura industries limited.
II.
The study also identifies the risk areas that might cause turnover of the employees in the organization.
III.
To provide suggestion to retain employees in the organization for a long period.
1.4SCOPE OF THE STUDY I. The study provides an overall view about how to retain the employees in the organization. II. The study focuses to find out these factors and also suggest some of the remedial measures to overcome the barriers.
1.5
I.
LIMITATIONS OF THE STUDY The collected data using the questionnaire cannot gather more information.
II.
Bias of the respondents is another problem as they did not reveal their real feelings.
III.
The busy schedule of the management staff and was operatives another reason which hampered data collection.
IV.
Time constraints being one of the major limitations.
CHAPTER 2 ABOUT THE ORGANISATION VENTURA PUMPS:
Sharp industries were established in the year 1967. Indentifying a need for a pump that was in weight yet performance, we developed a mini monobloc pump that quite simply took the market by storm.
Today sharp is not as a brand but as a category all by itself. We launched in 1998 a pump combined in it the quite essential sharp’s quality factors.
Sharp industries are an ISO 9001 Certified Company established in the year 1967. A sharp industry is the pioneer in the manufacturing Mini Monobloc Pumps in India. We manufacture high quality and high performance pumps to cater both domestic and industry purpose.
Our brand “Ventura “, launched in 1998 revolutionized the pump industry in India. Today Ventura commands over 46% of market share in India and Mini Monobloc Pumps shares approximately 75% of the Indian market.
Mr.K.K.Ramaswamy, a technocrat with pioneering vision to develop a pump which is light in weight established the industry and later developed Mini Monobloc Pumps.
Today sharp industries are ably managed by Mr.K.K.Rajan. Under his valuable guidance and support the industry moves ahead in all aspects of business sphere.
In view with meeting our captive requirements and provide some of the first
castings to a wide range of clients, we
have diversified to set up Sharp Foundry (India) Ltd., 1995 to manufacture grey, ductile iron castings, flake and Austenitic iron and wear resistant castings.
Our castings met international specifications like ASTM, DIN, BS, JIS, GOST, SAE etc…
We as corporate citizen established Sharp industrial training institute for providing hands-on training to students and make them confident to take up on meaningful employment.
OBJECTIVE
Manufacturing products confirming to our specification laid down in our product brochure.
Effective utilization of men, materials and machinery.
Involving employees and vendors to improve productivity and reduce cost continuously.
HIGHLIGHTS The first in India to introduce the concept of Mini Monobloc pumps in 1978.
The first in India to be honoured with ISI Mark of quality for Mini Monobloc Pumps.
The first to introduce Extruded Aluminium Body Mini Monobloc Pumps.
The first to introduce Thermal Motor Protector for Mini Monobloc Pumps in India.
OUR QUALITY POLICY “We are committed to satisfying our customers by delivering quality products at competitive price on time”. AWARDS AND RECOGNITIONS
The best productivity Award for the year 1997-1998 from shri Krishnan Kant, vice president of India.
IMM Bata Award for outstanding Marketing -1983 from the president of India. National Award for Best Entrepreneur from Tamilnadu in 1983 from the president of India.
Jamanlal Bajaj Award for Fair Business Practices -1990 from the Governor of Maharashtra.
Rajiv Gandhi National Quality Award from Bureau of India Standards.
QUALITY EVERY Pump that rolls out of our industry under goes stringent quality control inspection as per total quality management system. Our quality control process control parameters conform to BIS Standards. Every production process is well documented by our skilled engineers and fitters at machining and testing facilities. Our Pumps are made using superior raw materials and adopting the most modern technology and machinery. But quality is much more than just investing in the right machinery and processes. Good vendor selection and rating, process control techniques in process and final stage inspection, internal quality audits among a host of other activities are judiciously carried out.
CHAPTER 3 RESEARCH METHODOLOGY Research is logical and systematic gathering and analysis of information, pertaining an issue or problem for the purpose of arriving at a certain conclusion.
III.1RESEARCH DESIGN The research design is descriptive research study, this technique
was
adopted
in
this
project
generally,
descriptive studies are designed to describe something and is needed to collect data for a something and it is needed to collect data for a define purpose. 3.2. SURVEY DETAILS The data collection for this study, were primary in nature, data collected from the employees of Ventura pumps. III.2SAMPLING DETAIL 3.3.1 Sample design A type of sensus survey, the no of employees in the industry is 50 so the dates are collected from the employees hence it is sensus survey.
3.3.2 Sample size The sample size of the study was 50 respondents. 3.4
DATA COLLECTION DETAILS
The standard undisguised questionnaires were prepared and the same was distributed to the employees of Ventura pumps.
3.4.1Questionnaires A Structural technique for data collection consists of a series of questions written or verbal, to which a respondents replies.
3.4.2 Structured undisguised questionnaires The questionnaire pattern is structured and all the respondents will be treated the same irrespective of their categories. 3.4.3
Data collection methods The methods used for the collection of data are
primary method and secondary method. Information is obtained from primary data through the survey. Survey is systematic gathering of data from respondents through questionnaire .in this research data is collected by personal interview.
Primary data
Primary method of data collection is used here. Data has been collected through distribution of questionnaires and knowing the response of the customers. Secondary data Data has also been collected from company’s
records,
brochures, magazines etc Web site www.venturapumps.com 3.5 Tools of the study The data collected were tabulated in the frequency table.
The data was then analyzed Simple percentage
analysis, cross tabulation, descriptive statistics.
5.0 CROSS TABULATION
TABLE 5.1 TABLE SHOWING AGE VS FACILITY TO REDUCE STRESS
FACILITY TO REDUCE STRESS
Age
No
Yoga
Exercis e
Meditati on
Total Other s
Up to 25
Count
13
1
1
15
% within Q22
3 1.7 %
33.3%
25.0%
30.0%
26 35
Count % within Q22
20 4 8.8 %
1 33.3%
36 45
Count % within Q22
8 1 9.5 %
1 33.3%
Count
41
3
1
4
1
50
% within Q22
1 00. 0%
100.0 %
100.0%
100.0%
100.0 %
100.0 %
Total
1 100.0%
2 50.0%
1 100.0 %
1 25.0%
25 50.0%
10 20.0%
INFERENCE:
The above table reveals that, Availability of facilities to reduce stress among the age group up to 25 is observes that there is no facilities provided in the organization to reduce stress, among the age group 26-35 is observes that there is no facilities provided in the organization to
reduce stress, among the age group 36-45 is observes that there is no facilities provided in the organization to reduce stress.
TABLE 5.2
TABLE SHOWING AGE VS FACILITY FOR EMPLOYEE OUTSIDE INTREST
No
Age
Total
OUTSIDE INTEREST book Magazine subscription
Up to 25
Count % within Q23
12 27.9%
26 35
Count % within Q23
23 53.5 %
1 25.0%
36 45
Count % within Q23
8 18.6%
2 50.0%
Count % within Q23
43 100.0 %
INFERENCE:
2 100.0 %
2 100.0 %
Other s
1 25.0%
4 100.0%
Total 15 30.0%
1 100.0 %
25 50.0%
10 20.0%
1 100.0 %
50 100.0 %
The above table reveals that,
Availability of facilities for employee outside interest among the age group up to 25 is observes that there is no facility provided in the organization, among the age group 26-35 is observes that there is no facilities provided in the organization for employee outside interest, among the age group 36-45 is observes that there is no facilities provided in the organization for employee outside interest.
TABLE 5.3
TABLE SHOWING AGE VS EXIT INTERVIEW
No
EXIT INTERVIEW Yes
Total
Up to 25
Age
Total
Count % within Q24
10 25.6 %
5 45.5%
15 30.0%
26 - 35 Count % within Q24
19 48.7 %
6 54.5%
25 50.0%
36 - 45 Count % within Q24
10 25.6%
Count % within Q24
39 100.0 %
10 20.0%
11 100.0%
50 100.0%
INFERENCE:
The above table reveals that,
Availability of exit interview among the age group up to 25 is observes that there is no facility provided in the organization, among the age group 26-35 is observes that there is no exit interview in the organization, among the age group 36-45 is observes that there is no exit interview.
TABLE 5.4 TABLE SHOWING EDUCATIONAL QUALIFICATION VS FACILITY TO REDUCE STRESS
FACILITY TO REDUCE STRESS
Educationa l Qualificati on
Total
No
Yoga
Exercis e
Meditati on
Total Other s
Under gradua te
Coun t % withi n Q22
26
2
1
1
30
63.4 %
66.7%
100.0%
25.0%
60.0%
Post
Coun t % withi n Q22
15
1
3
1
20
36.6 %
33.3%
75.0%
100.0 %
40.0%
Coun t % withi n Q22
41
3
1
4
1
50
100.0 %
100.0 %
100.0%
100.0%
100.0 %
100.0 %
gradua te
INFERENCE:
The above table reveals that,
Availability of facilities to reduce stress among the under graduate is observes that there is no facilities provided in the organization to reduce stress, among the post graduate is observes that there is no facilities provided in the organization to reduce stress.
OUTSIDE INTREST No
Book
Magazine subscription
Education al Qualificati on
Total Other s
Under gradua te
Coun t % withi n Q23
26
2
2
30
60.5 %
100.0 %
50.0%
60.0%
Post
Coun t % withi n Q23
17
2
1
20
39.5%
50.0%
100.0 %
40.0%
gradua te
Total
Coun t % withi n Q23
43
2
4
1
50
100.0 %
100.0 %
100.0%
100.0 %
100.0 %
TABLE 5.5
TABLE SHOWING OUTSIDE INTREST
INFERENCE:
The above table reveals that,
Availability of facilities for employee outside interest among the under graduate is observes that there is no facilities provided in the organization, among the post graduate is observes that there is no facilities provided in the organization for employee outside interest.
TABLE 5.6 TABLE SHOWING EDUCATIONAL QUALIFICATION
VS
EXIT
INTERVIEW
Q24
Educational Qualification Total
INFERENCE:
No
Yes
Total
Under gradua te
Count
24
6
30
% within Q24
61.5%
54.5%
60.0%
Post gradua te
Count
15
5
20
% within Q24
38.5 %
45.5%
40.0%
Count
39
11
50
% within Q24
100.0 %
100.0%
100.0%
The above table reveals that,
Availability of exit interview among the under graduate is observes that there is no facility provided in the organization, among the post graduate is observes that there is no exit interview in the organization.
TABLE 5.7
TABLE SHOWING AGE VS FACILITY TO REDUCE STRESS
FACILITY TO REDUCE STRESS
Married
Marital status
Coun t % withi n Q22
No
Yoga
Exerci se
Meditati on
Other s
Total
28
2
1
3
1
35
68.3%
66.7%
100.0%
75.0%
100.0 %
70.0%
Unmarri ed
Total
Coun t % withi n Q22
13
1
1
15
31.7 %
33.3%
25.0%
30.0%
Coun t % withi n Q22
41
3
1
4
1
50
100.0 %
100.0 %
100.0%
100.0%
100.0 %
100.0 %
INFERENCE:
The above table reveals that,
Availability of facilities to reduce stress among the married is observes that there is no facilities provided in the organization to reduce stress, among the unmarried is observes that there is no facilities provided in the organization to reduce stress.
OUTSIDE INTREST No
Book
Magazine subscription
Married
Total Other s
Count
31
3
1
35
%
72.1%
75.0%
100%
70.0%
12
2
1
15
within Q23 Count Education al
Unmarrie d
Qualificati on Total
% 27.9% within Q23
100%
25.0%
Count
2
4
1
50
100.0 %
100.0%
100.0 %
100.0 %
43
% 100.0 within % Q23
30.0%
TABLE 5.8
TABLE SHOWING MARITAL STATUS VS FACILITY FOR EMPLOYEE OUTSIDE INTREST
INFERENCE:
The above table reveals that,
Availability of facilities for employee outside interest among the married is observes that there is no facilities provided in the organization, among the unmarried is observes that there is no facilities provided in the organization for employee outside interest.
TABLE 5.9
TABLE SHOWING MARITAL STATUS VS EXIT INTERVIEW
EXIT INTERVIEW Total No
Yes
Married
Unmarried Marital status
Total
Count
29
6
35
% within Q24
74.4%
54.5%
70.0%
Count
10
5
15
% within Q24
25.6%
45.5%
30.0%
Count
39
11
50
% within Q24
100.0 %
100.0%
100.0%
INFERENCE:
The above table reveals that,
Availability of exit interview among the married is observes that there is no facility provided in the organization, among the unmarried is observes that there is no exit interview in the organization.
TABLE 5.10
TABLE SHOWING GENDER VS FACILITY TO REDUCE STRESS
REDUCE STRESS
Male
Gender
Female
Total
INFERENCE:
No
Yoga
Exerci se
Meditati on
Other s
Coun t % withi n Q22
33
3
4
40
80.5%
100.0 %
100.0%
80.0%
Coun t % withi n Q22
8
1
1
10
19.5 %
100.0%
100.0 %
20.0%
Coun t % withi n Q22
41
3
1
4
1
50
100.0 %
100.0 %
100.0%
100.0%
100.0 %
100.0 %
Total
The above table reveals that,
Availability of facilities to reduce stress among the male is observes that there is no facilities provided in the organization to reduce stress, among the female is observes that there is no facilities provided in the organization to reduce stress.
TABLE 5.11
TABLE SHOWING GENDER VS FACILITY FOR EMPLOYEE OUTSIDE INTREST
OUTSIDE INTREST No
Book
Magazine subscription
Total Other s
Male
Count
35
2
3
40
%
81.4%
100.0 %
75.0%
80.0%
within Q23 Count Gender
Female
Total
8
1
1
10
25.0%
100.0 %
20.0%
2
4
1
50
100.0 %
100.0%
100.0 %
100.0 %
% 18.6% within Q23 Count
43
% 100.0 within % Q23
INFERENCE:
The above table reveals that,
Availability of facilities for employee outside interest among the Male is observes that there is no facilities provided in the organization, among the female is observes that there is no facilities provided in the organization for employee outside interest.
TABLE 5.12
TABLE SHOWING GENDER VS EXIT INTERVIEW
EXIT INTERVIEW Total No Male
Femal e Gender
Total
Yes
Count
34
6
40
% within Q24
87.2%
54.5%
80.0%
Count
5
5
10
% within Q24
12.8%
45.5%
20.0%
Count
39
11
50
% within Q24
100.0 %
100.0%
100.0%
INFERENCE:
The above table reveals that,
Availability of exit interview among the male is observes that there is no facility provided in the organization, among the female is observes that there is no exit interview in the organization.
TABLE 5.13 TABLE SHOWING EXPERIENCE VS FACILITY TO REDUCE STRESS
REDUCE STRESS
Less than 6 years
Experienc e
6-10 years
11-15 years
Coun t % withi n Q22
Coun t % withi n Q22 Coun t % withi n Q22
No
Yoga
Exerci se
Meditati on
Other s
21
1
1
2
25
51.2%
33.3%
100.0%
50.0%
50.0%
12
1
1
1
15
29.3%
33.3%
25.0%
100.0 %
30.0%
8
1
1
10
19.5%
33.3%
25.0%
20.0%
Total
Total
Coun t % withi n Q22
41
3
1
4
1
50
100.0 %
100.0 %
100.0%
100.0%
100.0 %
100.0 %
INFERENCE:
The above table reveals that, Availability of facilities to reduce stress among the experience of less than 6 years is observes that there is no facilities provided in the organization to reduce stress, among the experience of 6-10 years is observes that there is no facilities provided in the organization to reduce stress, among the experience of 1115years is observes that there is no facilities provided in the organization to reduce stress.
TABLE 5.14 TABLE SHOWING EXPERIENCE VS FACILITY FOR EMPLOYEE OUTSIDE INTREST OUTSIDE INTREST No
Book
Magazine subscription
Other s
Total
Less than 6 years
Experienc e
6-10 years
11-15 years
Total
Coun t % withi n Q23
22
2
1
25
51.2%
100.0 %
25.0%
50.0%
13
1
1
15
30.2%
25.0%
100.0 %
30.0%
Coun t % withi n Q23
8
2
10
18.6%
50.0%
20.0%
Coun t % withi n Q23
43
2
4
1
50
100.0 %
100.0 %
100.0%
100.0 %
100.0 %
Coun t % withi n Q23
INFERENCE:
The above table reveals that, Availability of facilities for employee outside interest among the less than 6 years experience is observes that there is no facilities provided in the organization, among 6-10 years is observes that there is no facilities provided in the organization for employee outside interest, among the 11-15years is observes that there is
no facilities provided in the organization for employee outside interest
TABLE 5.15
TABLE SHOWING EXPERIENCE VS EXIT INTERVIEW
EXIT INTERVIEW
Less than 6 years
Experie nce
6-10 years
11-15 years
Coun t % withi n Q24
Coun t % withi n Q24 Coun t % withi n Q24
NO
YES
Total
15
10
25
38.5%
90.9%
50.0%
14
1
15
35.9%
9.1%
30.0%
10
10
25.6%
20.0%
Coun t % withi n Q24
Total
39
11
50
100.0%
100.0%
100.0%
INFERENCE:
The above table reveals that, Availability of exit interview among experience less than 6 years is observes that there is no facility provided in the organization, among the 6-10 years is observes that there is no exit interview in the organization , among the 11-15 years is observed that there is no exit interview in the organization
DESCRITIVE STATISTICS TABLE 6.1 TABLE SHOWING COMPENSATION FACTORS Factor
N
Mean
Std.Deviatio n
Organizational and motivational factors
50
2.3000
1.50170
INFERENCE: The above factor reveals that Mean value is higher and standard deviation value is low, hence the Compensation factors is highly influencing factor.
TABLE 6.2 TABLE SHOWING ORGANIZATIONAL AND MOTIVATIONAL FACTORS Factor
N
Mean
Std. Deviation
Job performance requirements and expectations Participation in decision making Encourage for creativity
50
3.7000
1.19949
50
3.1000
1.38873
50
3.0000
1.35526
Work performance feedback Training programs Chance for advancement or promotion Job security
50
3.0000
1.27775
50
2.8000
1.55183
50
3.3000
1.35902
50
3.6000
1.21218
INFERENCE: The above factor reveals that Mean value is higher in job performance requirements and expectations Standard deviation value is low in job performance requirements and expectations, hence job performance requirements and expectations factor is highly influencing factor
TABLE 6.3 TABLE SHOWING INTERPERSONAL RELATIONSHIP
FACTORS
Factor
N
Mean
Std.
Co-worker relationship
50
4.3000
Deviation .64681
Superior and subordinate
50
4.1000
.70711
Physical environment;
50
3.6000
.80812
Noise and pollution control Rest breaks and rest room Canteen facility
50
3.4000
1.21218
50
3.6000
1.03016
50
3.7000
1.28174
Transport facility
50
1.0000
.0000
Healthy and safety measures
INFERENCE: The above factor reveals that
Mean value is higher in coworker relationship and standard deviation is low in transport facility, hence the both the factors are highly influencing factor.
TABLE 6.4
TABLE SHOWING OVER ALL SATISFACTION FACTORS
Factor
N
Mean
Median
Job satisfaction
50
4.0000
4.0000
Std.Deviat ion .63888
INFERENCE:
The above factor reveals that
Mean value is higher and standard deviation is low, hence the over all
Satisfaction factor is highly influencing factor.
FINDINGS
1. In survey it was found that 50% of the respondents belong to the age group of 26-35 years. 2. It was found that 60% of the respondents have UG qualification and others have SSLC, HSC, PG and diploma. 3. It was found that 70% of the respondents are married. 4. It was found that 80% of the respondents are male members. 5. It was found that 50% of the respondents have an experience of less than 6 years. 6. It was found that 40% of the respondents highly dissatisfied with their salary 7. It was found that 60% of the respondents dissatisfied that their participation in decision making. 8. It was found that 40% of the respondents dissatisfied that their encouragement for creativity 9. It was found that 60% of the respondents dissatisfied that their performance feedback. 10.It was found that 40% of the respondents dissatisfied with their training program. 11.It was found that 50% of the respondents dissatisfied with their promotion chances.
12.It was found that 50% of the respondents satisfied with their job security. 13.It was found that 50% of the respondents satisfied with their coworker relationship. 14.It was found that 50% of the respondents satisfied with their superior and subordinate. 15.It was found that 50% of the respondents satisfied with their health and safety. 16.It was found that 40% of the respondents satisfied with their pollution and control. 17.It was found that 40% of the respondents satisfied with their rest breaks. 18.It was found that 40% of the respondents satisfied with their canteen facility. 19.It was found that 100%of the respondents dissatisfied with their transport facility. 20.It was found that 60%of the respondents satisfied with their job. 21.It was found that 100% of the respondents dissatisfied with their employees outside interest.
22.It was found that 100% of the respondents dissatisfied with their facility to reduce stress.
SUGGESTIONS
1. Employee should be motivated by giving proper incentives. 2. All the employees should be equally treated; this will make them to work better. 3. Employees should be rewarded, recognized and appreciated for the work done. 4. Periodical medical checkup should be given to the employees to maintain their health. 5. The organization can communicate its requirements openly with the employees.
CONCLUSION This project is aimed in understanding the Retention of employees in Ventura industries Limited, Kallapattti.
Thus this project is formulated and carried out to bring out the salient features, its strength and weakness of the employees in VIL.
The data collected from members of different departments in the company was analyzed and interpreted to arrive at the conclusion.
The overall performance of the organization is good. Even though the management tries to satisfy all the employees still there are some employees who find the facilities unsatisfied. The effectiveness of retention of employee would help in reducing the labor turnover cost.
BIBLIOGRAPHY
I.
AGGARWAL.R.K & VARMA M.M, “personnel management and industrial relation”, MANU RASTOGI, 2005.
II.
KOTHARI C.R.,” research methodology”, WISHWA PRAKASHAN, 2nd EDITION, 1985.
III.
THIPATHI P.C., “personnel management and industrial relations”. SULTAN CHAND & SONS, 16TH EDITION, 2002.
A QUESTIONNAIRE ON “RETENTION OF EMPLOYEES” IN VENTURA PUMPS
Dear Sir, I am interested in doing research on employee retention. I enclose here with a questionnaire. Please fill in the questionnaire completely without leaving question. I assure the information collected will be kept confidentially and will be used only for research purpose.
PERSONED INFORMATION/DEMOGRAPHICAL FACTORS: 1. Age Up to 25
26-35
36-45
46-55
56 and above
2. Educational qualifications Primary
higher Secondary
undergraduate
Post graduate 3. Marital status Married
unmarried
4. Gender Male
female
5. Experience Less than 6 years
6-10years
16-20 years
11-15 years
more than 20 years
Fill in the following questions in the tabular that follow with various factors FACTORS
Highly Satisfied
Satisfied
Neither Satisfied nor
Dissatisfied
High Dis -satisfied
Dissatisfied Compensati on factors: 6. salary/wage s, bonus, etc., Organizatio nal and Motivational factors: 7. job performanc e requirement s and expectation s 8. participatio n in decision making 9. Encourage for creativity 10. work performanc e feedback 11. training programs 12. chance for advanceme nt or promotion 13. job security Interperson al relationship s: 14. coworker relationship 15. superior
and subordinate Physical environmen t: 16. health and safety measures 17. noise and pollution control 18. rest breaks and rest room 19. canteen facility Overall satisfaction 21. job satisfaction 22. Is there providing any facility to reduce the job stress. YES
NO
If yes Yoga
Exercise
meditation
others specify
23. Do you have any facility for the employee outside interest? Yes
NO
If yes Book
magazine subscription
theater tickets
24. Is there any exit interview made by the company? YES
NO
If yes Specify the frequent reason for quitting____________________ Note: if there is any question relevant to this you feel missing please comment on that____________________________________________________________________
THANK YOU FOR YOUR KIND COOPERATION
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