PROJECT PROPOSAL FOR THE PROJECT ON EMPLOYEE RETENTION

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1-:NEED FOR THE STUDY:-

Philosophically, employee retention is important; in almost all cases, it is essential
for an organization to retain there productive employee.. When they leave, they
take with them intellectual property, relationships, investments (in both time and
money), an occasional employee or two, and a chunk of your future. Employee
Retention Strategies helps organizations provide effective employee
communication to improve commitment and enhance workforce support for key
corporate initiatives.

2-: REVIEW OF LITERATURE:- According to The HR Priorities Survey

from ORC Worldwide an HR consulting and data services firm, nearly 62 percent
of respondents to their survey opined that talent management will be the most
pressing strategic issue they face in year. The findings of the survey also indicated
that 33 percent of talent management programs include workforce acquisition,
assessment, development, and retention as areas that will consume most of the
survey respondents' time this year 2007.
Let Us see what “Employee Retention” used to mean
This entails understanding just a little history. The term “employee retention”
First began to appear with regularity on the business scene in the 1970s and early
1980s. Until then, during the early and mid 1900s, the essence of the relationship
between employer and employee had been a statement of the status quo:
‘You come work for me, do a good job, and, so long as economic conditions
allow, I will continue to employ you’.
It was not unusual for people who entered the job market as late as the
1950s and 1960s to remain with one employer for a very long time sometimes for
the duration of their working life. If they changed jobs, it was usually a major
career and life decision, and someone who made many and frequent job changes
was seen as somewhat out of the ordinary.
As a natural result of this “status quo” Employer-employee relationship, an
employee leaving his or her job voluntarily was seen as an aberration, something
that shouldn’t really have happened. After all, the essence of “status quo” is just
that little or nothing should change in the relationship and leaving was a pretty big
change!
3.1-: PRIMARY OBJECTIVE :-
1..To study the common reasons of employee voluntarily leaving or staying
in organization.
2.To suggest the strategies and steps for reducing turnover and improving
retention.
3.To study efforts made by organization to retain employee.
4.To study various career development programs offered by the organization.
5.To study the impact of induction & training programs on retention
Ofemployees.
6.To determine the organizational climate.

3.2-: SECONDARY OBJECTIVES:-

1. To reduce the cost of turn over.
2. To stop loss of company knowledge.
3. To reduce the attrition rate.
4. To enhance job satisfaction level of employee.
5. To maintain the goodwill fo organization.
6. Regaining efficiency.
4 METHODOLOGY:- 1. Review the literature on job satisfaction and
employee retention.
2. Based on the information obtained from the review of literature, a
questionnaire will be developed to identify employee perceptions about
job satisfaction and employee retention.
3. The sample population of workers will come from varying fields of
occupations,with the exception of management positions.
4. The questionnaire developed for use in this study will be analyzed and
fieldtested for validity using workers from a single occupation or trade, in
nonmanagement positions, who are not participating in the study. Prior to
finalization of the questionnaire, appropriate revisions will be made.
5. The information gathered by questionnaire will be sorted and analyzed and
categorized and appropriate inferential statistics will be generated.
6. Recommendation for practice will be derived from the analysis of the data
collected.
5 LIMITATIONS:- 1.The findings of the study are subjected to bias and
prejudice of the respondents.

2. Time factor can be considered as a main limitation.

3. The findings of the study are solely based on the information provided by the
respondents.
4. The accuracy of findings is limited by the accuracy of statistical tools used
for analysis.
5. Findings of the research may change due to area, demography, age condition
of economy etc.
6 EXPECTED DELIVERABLES:- The study gave a clear picture about the
employees and their areas of dissatisfaction, the outcome of the study will help the
organization to spot out the areas of dissatisfaction, there by the organization can
take effective steps to improve the employees satisfaction level towards their job
and to implement various policy implications, Most of the employees are satisfied
with their jobs and most of them are satisfied with the policies of the organization
and also towards the other aspects taken in to account for measuring the level of
job satisfaction among the employees in the organization and there are some of the
employees who are not satisfied with their jobs due to some of the aspects, also
some of the suggestions can be taken in to account to make those employees feel
better about their jobs so if the suggestions are taken in to account and done there
is chance for making the unsatisfied employees to change their attitude towards
their respective jobs.
7 REFERENCES:-
• www.wikipedia.com
• www.humanresource.about.com
• www.hrworld.com
• www.hrindia.com
• www.managementhelp.org.com
• www. retention.naukrihub.com
• Research Methodology, Wishwa Prakashan Publishes, and second edition 2002.

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