Project Repot (1)

7/30/2019 Project Repot (1)

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FUNCTIONS AT CORPORATE HR

I. MANPOWER PLANNING

Manpower planning cell is the primary cell of Corporate HR. The activities being performed inthis cell serve as a root to other activities of Corporate HR and also the end process activities arereported to this cell. So, in a way it is the starting and ending point in the cycle of differentactivities of Corporate HR. The major activities being performed in the Manpower Planning Cellof Sahara India Pariwar are as follows:

Manpower Approval

Confirmation of Services

Employee Transfers

Promotions/Increments

Higher Studies

Employment Verification

Retirement

Resignation acceptance

Experience certificate

Exit Feed-back

II. RECRUITMENT

It is the process of finding and attracting applicants for employment, the process begins whennew recruits are sought and ends when their applications are submitted. The result is a pool of

applicants from which new employees are selected. There are 2 types of recruitment processesbeing followed in companies namely external and internal as decided by the managementwhether the recruitment is to be done by the external or internal method.


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III . TRAINING AND DEVELOPMENT

The objective of Training & Development function is to transform the employees for becomingmore productive by enhancing their knowledge, skills and attitude in order to achieve

performance excellence and creating the atmosphere of continuous learning and development.The major activities performed by the Training and Developing function in Sahara India Pariwarare as follows:

Training needs identification/ assessment

Training (Internal/External)

Certified corporate trainer

Orientation program

Project training

IV. PAYROLL MANAGEMENT

This particular section deals with all salary or payment to employee related matters. Payroll dealswith 3 types of payments:

Salary Administration

Stipend

Daily wage

V. IR & LEGAL

IR & Legal section is that section of organizations which deals in with all the disciplinary issues

of the company. Some of the major issues in which IR Legal cell of Sahara India Pariwar dealswith are as follows:

Unauthorized absence:

Misconducts

Suspension


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VI. STATUTORY COMPLIANCES

In the Statutory Cell the legal matters are looked into. By legal matters, we mean issues relatedto the workers of the organization, which are to be looked into, being under the governmentalparameters. In short, statutory cell is made for all the law related problems and issues of the

organization. The major activities being performed by the Statutory Cell of Sahara India Pariwar:

To ensure the compliances of labor laws.

Policy Formulation.

Labor Court.

VII. WELFARE

In todays world people find that they have not been able to translate al l their hopes andaspirations into reality. Keeping this in mind SAHARA INDIA PARIWAR has providedwelfare benefits for all its workers depending upon their cadre and responsibility shouldered bythem. This would mean spending directly or indirectly towards even the lowest cadres of theorganization. Based on the quarterly results and the expenses ratio (overheads for Para bankingstaff), the workers are entitled to benefits under Karmaphal Scheme besides their regular salariesas follows:

Education facility

Leave travel allowance

Marriage help

Festival advance

Medical help

Security fund scheme

VIII. PROVIDENT FUND

Provident Fund is a record maintained by the organization for its employees. It is now opened onthe day of joining of the employee. Each month entry is made in the PF account of the employeeby sacrificing a particular amount from his/her monthly salary. And on the day when theemployee resigns/retires/dies, the maturity value is given to him/her or his/her family, whateverthe case may. The key activities of this cell are:


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Computation of PF

PF Loans

Computation of Gratuity

Pension Scheme

Group Insurance (EDLI)

IX. FULL AND FINAL SETTLEMENT

This cell deals with all the full and final settlement of the employees of the on separation fromthe organization

X. HR INITIATIVE

This cell takes care of all the initiatives taken by and in the HR department. It looks after all the

policy formulation and changes in the policies of the organization. Besides this HR initiativeconducts a couple of exams for the employees of the Sahara India Pariwar, which are as follows:

MPIR (Maha Parva Interim Relief)

Promotional Exam

XI. DAK AND DISPATCH

The dak and dispatch section deals with all the incoming and outgoing official correspondence.

XII. TIME OFFICE

The objective of the function is to keep the record of employee attendance and leave

management.


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Manpower planning is the base for coming project and this is done on the basis of requirement of

manpower for the proposed project / expansion of present project. It is only after this that HRM

department can initiate a recruitment and selection process.

HRP is a forward looking function. It tries to assess human resource requirements in advancekeeping the production schedules, market fluctuation, demand forecasts, etc., in the background.

A key goal of manpower planning is to get the right type of people with the right skills,

experience and competencies in the right jobs at the right time at the right cost.

It is the process by which management ensure that it has the right personnel, who are capable of

completing those tasks that helps the organization reach its objectives.

Job Analysis: - job analysis is a formal and detailed study of jobs; It refers to a scientific andsystematic analysis of a job in order to obtain all pertinent facts about the job It is essentially aprocess of collecting and analyzing all pertinent data relating to a job.

Requirement may be of following types:

FRESH - due to business expansion, new technology, additional responsibilities etc.

REPLACEMENT- due to separation, transfer, promotion etc.

Manpower demand thus generated is processed by manpower planning selection for

clearance and approval by management. If the vacancy is not likely to be filled in by the

available surplus manpower pool, then the same is then forwarded to the recruitment

section for further action.

Job Description : - Job description is written records of job duties and responsibilities

and they provide a factual basis for job evaluation. Job descriptions are recorded on a

standards form in a uniform manner.

Job Specification: - The exercise of processing job information is known as

developing job specification. Its helps in the evaluation of the job and at the same time it

defines the attributes required for a job position, which are required while going for

recruitment. Therefore, job specification list out all those attributes, like education,

experience, age, physical fitness, etc. along with other soft skills required for performing

a job. This also requires special skill of the analyst, as any judge mental mistake, may


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defeat the purpose, not only by selecting a wrong person for a job but also for wrongly

evaluating a job, which is directly associated with job pricing.

A central peripheral relational model of job analysis is given below:

Job Analysis

Job Description

Job Specification

Setting Safety &Health Standards

IndustrialRelations

Skills andcompetencyMapping

HumanResourcePlanning

Recruitment

Selection

Training &

Development

ManagementDevelopment &Succession

CareerPlanning &Development

SettingPerformanceStandards(KRA/KPAs)

CompensationDesigning

PerformanceAppraisal


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SOURCE OF REQUIREMENT :- In order to fill up the existing vacancy and depending

on the decision of the management one of the following source is tapped:

INTERNAL - Internal selection procedure (ISP)

ISP is used when the candidate is to be taken within the company.

1. EXTERNAL

Data bank

Employee referral bank

job portal site

consultants campus (only for fresh requirement)

job fairs

advertisement

Approval for Further Study

Employment Verification

Allowances

Demotion

Resignation

Resignation Acceptance


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Steps For Processing Manpower Approval

Receiving of manpower requirement at corporateHRD

Check the recommendation of HOD in respect of manpower requirement

Check whether it is replacement requirement orfresh requirement

If fresh requirement

If replacementrequirement

Forward the same to recruit. Cell along withdetails of replacement for facilitating n/a inrespect of providing the replacementCheck the following

Reason of requirement

Permanent/temporaryrequirement

Numberrequired

Proposeddesignation,carder, salary

Job descriptionand jobspecification

Place of posting

In case any of the above is missing, obtain the same fromconcerned division/ department

Explore the possibility of fulfillment of requirement

internally i.e. though ISP, surplus staff (if any), requesttransfer, etc

Prepare the note sheet in respect of manpower requirementmentioning the reference details, HRD observation and HRDproposal

Put up the note sheet for approval of management

After Obtaining the approval of management, forward the samealong with relevant documents to recruitment cell, corporateHRD

Communicate the managements approval towards manpowerrequirement to concerned division/department

Updation of records


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Confirmation can be defined as the end of probation period as per mentioned in the appointment

letter. Confirmation of employee may takes place before the end of probation period (based on

his / her performance) or it may extend as per the consent of concerned HOD.

Early Confirmation

Confirmation with Promotion

Confirmation with Increment

Normal confirmation


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ASSESSMENT FORM

1) Employee code 2) Name:-

3) Fathers husbands name: -

4) Present designation: - 5) place of posting:-

6) Date of joining: - 7) date of confirmation

8) Date of birth: - 9) last qualification

10) Permanent address:-

[Kindly put in remarks)

Part A

GENERAL ASSESSMENT OF PERSONAL TRAITS

S. no Trait Remarks

Verygood

Good Average Below average

1.

2.

3.

4.

5.

6.

7.


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Part B

(To be filled by immediate office head only)

Description of job:-

S. no Trait Remarks

VeryGood

Good Average BelowAverage

1

2

3

4

Signature of

Assessing authority

Date: - (name, emp, code,designation)


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Proposal for confirmation restructure of pay and allowance.

1) Name

2) Designation

3) Academic qualification

4) Professional / technical qualification

5) Place of posting /working

6) Date of joining

7) Date of confirmation

8) Mr. /r status

9) Last special increment of an Rs..

10) Whether recommendation

11) Received letter no. And date


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Present status and emoluments for the periodof ( )

Proposed status and emoluments

Designation:

Scale of pay :

Basic:

D.A:

H.R.M:

Conv:

U.M.A:

C.C.A :

Prod. Incentive:

Spl. Allow :

Others :

Sil. Jub inct :

Designation:

Scale of pay :

w.e.f

Basic:

D.A:

H.R.M:

Conv:

U.M.A:

C.C.A :

Prod. Incentive:

Spl. Allow :

Others :

Sil. Jub inct :

Total: Total:


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Ref. No. 03/ Date:-

Name (s.c)

Davison / depts.

Dear ( )

Heartily Congratulations!

Management is pleased to confirm you as ( designation ) in the pay Scale of ( )with effect from ( ) or the following pay and Or the following pay and allowances:-

Basic : Rs --------D.A : Rs --------

H.R.A : Rs --------

U.M.A : Rs --------

Conv. : Rs -------

C.C.A :Rs ---------

Prod. Inct : Rs ---------

Spl. All : Rs ----------

Total Rs ----------

All other terms and conditions mentioned in your appointment letter shall remain the same.

We look forward to your valuab le contribution to Pariwar.

With best wishes ( )

General Manager

Worker corporate HR


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Processes of confirmation

1) Recommendation of HOD along with appraisal report:-

a) Appraisal report is filled in all respect and is in line with recommendation.

2) Probation period is to be extended:-

a) Send office order for probation extension to concerned employee.

(Applicable only in case of confirmation as per norms)

3) Concerning HR/ corporate HR:-

a) Check appointment letter (name, E.L, D.OJ, POP, salary, probation period)

b) Regularization status, if any

c) Salary status

d) LWP status

e) IR and legal clearance

f) Salary fixation including, p.i and M.P.I.R

g) Preparation of proposal.

4) Seek approval from competent authority.

5) Issuance of confirmation letter by concerning HR/

6) Dispatch of confirmation letter by concerning HR/ corporate HR


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A transfer is a horizontal or lateral movement of an employee from one job, section, department,

shift, plant or position to another at the same or another place where his salary, status and

responsibility are the same. It generally does not involve a promotion, demotion or a change in

job status other than movement from one job or place to another.

PURPOSES OF TRANSFER

Transfer are generally affected to build up a more satisfactory work team and to achieve the

following purposes:

To satisfy such needs of an organization as may arise out of a change in the quantity of

production, fluctuation in work requirement and changes in the organizational structure

the introduction of new lines of production, dropping of existing linesetc. Such transfers

are known as production transfer, flexibility transfer, or organizational transfers.

To meet an employee sow n request, when he feels uncomfortable on the job because of

his dislike of his boss, or his fellow workers, or because better opportunities for his future

advancement do not exist there, or because of family circumstances which may compel

him to change the place of his residence. Such transfers generally have their root in faulty

selection and erroneous placement, and are known as personal transfer. To utilize properly the services of an employee when he is not performing satisfactorily

and adequately and when the management feels that he may be more useful or suitable

elsewhere, where his capacity would be better utilized. Such transfers are called remedial

transfers.

To increase versatility of the employee, by shifting him from one job to another so that he

may have ample opportunities for gaining a varied and broader experience of work. Such

transfers are known as versatility transfer. To penalize the employee transfers are also done, under which either a difficult trade

union activist or intriguer or sea lawyer may be transferred to a remote branch or office

where he cannot continue his activities.


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6. Promotional transfer

These types of transfers are entertained to motivate the kartavyayogi and to increase their

efficiency or to provide them a change from one place. They will be entitled for all transfer

benefits.

PROCEDURE

Recommendation of both the HODs is received.

After receiving the recommendations, the approval is received by the Honble

Deputy Managing Worker (P&W).

The final order is processed after receiving the approval.


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Promotion is a term which covers a change and calls for greater responsibilities, and usually

involves higher pay and better terms and conditions of service and, therefore, a higher status or

rank.

Forms of promotion

Informal and formal

The two major forms of promotion are:

a. informal promotion

b. formal promotion

The informal form of promotion or the promotion at the discretion of the employer is the

oldest form of promotion, which enable the employers concerned to promote those

employees who have the requiste ability and merit.

The formal form of promotion, contrarily, ensures objective evaluation of the

responsibilities and duties vis--vis different level of an organization. The significance of

all the positions in the organization structure is concerned with view to facilitate the

objective appraisal of the capabilities of the individuals in the context of promotion, the

formal form of promotion is known as the standerdised or systematic form. Seniority and

length of service serve as the criteria to qualify for promotion under this form.

This form of promotion is strictly followed in the organisations having the promotion

form within policy,


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The purposes of promotion may be outlined as follows :

To motivate employees to higher productivity.

To attract and retain the services of qualified and competent people.

To recognize and reward the efficiency of an employee.

To increase the effectiveness of the employee and of the organization.

To fill up higher vacancies from within the organization.

To build loyalty, morale and a sense of belongingness in the employee.

To impress upon others that opportunities are available to them too in the

organization, if they perform well.


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Steps for processing higher study permission

Receiving of higher study application at corporate HRD

Demand the personnel file of concerned kartavyayogi from record room

Check the remarks of HOD in respect of pursuance of higher study

Check the following in respect of course to be pursued

Name of institute

Name of course

Mode of study

Duration of course

Check the last qualification of concerned kartavyayogi

Updation of records

Prepare note sheet for higher study permission and put up the same forapproval of head -corporate HRD

After obtaining approval of head- corporate HRD, issue higher studypermission order

Attach a copy of higher study circular with higher study order

Dispatch of higher study order

Copy of higher study order is to concerned depatt. And recruitment cell,corporate HRD

Updation of records

Send the personnel file back to record room


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A resignation refers to the termination of employment at the instance of the employee. An

employee resigns when he or she secures a better job elsewhere, in the case of a female

employee, when she marries and has to quit for personal reasons, or when an employee suffers

from ill health, and for other reasons. The administration of separation caused by resignation is

very simple because the employee himself/herself is responsible for it.

Contents of resignation letter:-

I. Name of addressing authority / HOD

II. Date of resignationIII. Reason of resignation

IV. Effective date of resignation Acceptance

V. Date of notice period

VI. Name and signature of resigned staff.


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Sample of Resignation Letter

TO,

Name

Position

The company name

Address

Date

Dear Mr. Xyz

After serious consideration, I have decided to resign from my post as position at thedepartment effective from ( )

Though I regret to leave our team, I do appreciate your support during my (x period) of service.

Please accept this resignation letter as a formal notice

As per my contract, I will be happy to continue to work during my notice period until the lastdate according to your notice period.

Please advise me of your preferred handover process for any assets that I might have and mycurrent outstanding work.

Youre sincerely

Xyz

Signature & date


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Notice period : - the notice period is defined in appointment letter, as the staff has to give anotice of specified number of days as mentioned in appointment letter or resignation.

Clause of notice period (As per terms of Appointment Letter) -

I. You may relinquish the job after giving 03 months notice or deposit an amount for

likewise period in lieu of notice .

II. However after confirmation your services can be terminated after giving 03 months

notice, or salary in lieu of notice. Simultaneously if you want to relinquish the job,

you have to give 03 months notice of likewise period as stated above or forfeit or

deposit 03 months salary in lieu of notice .

Process of resignation acceptance

On receiving of resignation letter at corporate HR, check theremarks of HOD.

Forward a copy of resignation letter to pay roll cell and time office,so that salary of resigned staff can be stopped for the current month.(in case staff is not working for entire months). And his name maybe stuck off from attendance register accordingly.

Obtain the clearance from IR and legal cell, to check that there is noIR and legal case upon the resigned staff.

Obtain the attendance sheet from time office to check theattendance record and last working


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Steps For Processing Resignation Acceptance

Receiving of resignation letter at corporate HRD

Demand the personnel file of resigned kartavyogi fromrecord room

Check the remark of HOD in respect of resigned acceptance

Updation of record

Forward a copy of resignation letter to PRM cell and time

Obtain clearance of IR and legal cell

Obtain attendance sheet in respect of resigned kartavyayogi

Prepare resignation format and attach it in personnel file of resigned kartavyayogi

Forward the resignation letter along with personnel file foracceptance resignation by appointing authority

Personnel file received back along with duly acceptedresignation letter

Issuance of resignation acceptance letter

Dispatch of resignation acceptance letter

Copy of resignation acceptance letter to concerned Deptt., cashand bank, prm cell, time office and co ord cell

Updation of records

Forward the personnel file of resigned kartavyayogi to PF cell


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DETAILS OF RESINGED KARTAYAYOGI

REMARKS

Corporate HR, is in receipt of resignation letter dated of forwarded by < name of HOD > for acceptance.

There is no iR legal case against the aforesaid kartavyayogi. Apropos, his resignation is put foracceptance of appointing authority .

NAME

E.CODE

CADRE / DESIGNATION

PLACE OF POSTING

DATE OF JOINING

DATE OF CONFIRMATION

LAST WORKING DAY

RESIGNATION W.E.F.

REASON FORRESIGNATION

UNCONDITIONAL / (PERSONAL)

IR AND LEGAL CASESTATUS


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Resignation - Acceptance Letter

Ref. No.: Date:

Registered A/D

To,

< S/oD/oW/o>

Sub : Acceptance of Resignation

Resignation submitted by you has been accepted by the competent authority subject to clearanceof w.e.f . .

Please note, your unauthorized absence, if any, will be treated as No Work No Pay

Further, you are advised to obtain your clearance certificate from the last place of working andsubmit the same to the concerning authority so as to enable to settle your dues, if any, as percompany rules.

General ManagerWorker

Corporate HR

Copy to:-

1. Concerned Deptt.2. Cash & Bank, C.O.3. Payroll Management Cell, Corporate HR4. Time Office, Corporate HR


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Exit interviews provide an excellent source of information of internal problems, Employees' perceptions of the organization, underlying workplace issues, and managers Leadershipabilities.People dont leave jobs, they leave managers! Replace managers who will not developrelationship skills

Sample Exit Interview Questions

Exit interview forms vary widely, but here are some core questions you can expect.

What is your main reason for leaving?

Would you work for this employer again?

Would you recommend this employer to friends or family?

What did you enjoy/dislike about your job?

What improvements would you suggest about your jo b/working conditions/managementsupport?

What do you t hink it takes to succeed at this company?

What does your new employer offer different to this company?

Any other comments?

Exit Interview ChecklistHeres a mental checklist to run through to remind you how to behave in the exit interview

Have I chosen to attend this interview? Its not compulsory, so if youve decided to attend,do so with grace and dignity.

Will anything change based on my comments? If so, let the feedback flow.

Who will benefit from my honesty? Constructive feedb ack is useful to a company, even if ittakes time to take action.

Who will be harmed by my honesty? Remember that bland answers are an option if yourelikely to get upset during the interview.

Do I want to work for this employer again? Burnt bridges are difficult to repair!

The relationship with your employer can be more intense than with your romantic partner,because so many big emotions are involved status, achievement, security etc. When thisrelationship ends, for good or bad, its better to handle the final good bye in your exit interviewcalmly. These sample exit interview questions, answers and checklist can help you maintain thatfocus.


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EXIT FEEDBACK

NAME:MR./MS________________ E.C.______________ Division:____________

Deptt:_____________ location:___________ Date of joining:_____________

Date of leaving _________________ age (yrs): ___________________________

Qualification Cadre Designation Salary(Rs.Per month)

At joining

on leaving

Part -1

How would you rate the following in relation to your association with Sahara IndiaPariwar?

S.N. factor satisfactory average Needsimprovement

1 Opportunity for professional

development?2 Opportunity for personal

development?3 Remuneration (salary, incentives,

increments)?4 Relevance of job to your

qualification/experience?5 Training /orientation programs?

6 Empowerment for taking decisions?

7 Supervision and guidance?

8 Equal treatment tokartavyayogi?/Pariwar culture

9 Work conditions?


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Part - II

Reason(s) to leave Sahara India Pariwar, please tick only on options which are applicable to you.Also, select and write the main reason in the space given below.

S.N. REASONS WEIGHTAGE(weight age given to each applicable factor as areason for leaving the organization

1. Job dissatisfaction

2. Salary

3. Career growth

4. Supervision / manager

5. Career change

6. Higher studies

7. Discrimination practices

8. Work condition

9. Health reasons10. Family circumstances

11. Geographical location

Main reason

Anyothercomments/suggestion:____________________________________________________________________________________________________________________________________________________________________________________

Date:_____________ signature:_______________


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Analysis of Reason of Resignation at Sahara India

The Reason of Resignation of 306 resigned staff has been studied andfollowing main reasons of resignation have been identified:

COUNTS

RELOCATION 5 2%

HIGHER STUDIES 17 6%

CAREER PROSPECT 42 14%

DOMESTIC REASONS 9 3%

FAMILY PROBLEMS 39 13%

GETTING MARRIED 4 1%

HEALTH REASON 14 5%

PERSNOL REASONS 89 29%

NOT SPECIFIED 76 25%

UNAVOIDABLE AND UNFORSEEN CONDITION 11 4%TOTAL 306 100%


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0102030405060708090

100

COUNTS

COUNTS

2%

14%

6%

13%

3% 1%5%

29% 25%

4%


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Study of Reasons of Resignation

Resignation of approximately 305 as per data analysis

On the bases of the analyzed data following reasons has been identified.

1. Family problem2. Personal reason3. Carrier prospect4. Domestic reason

5. Health reason6. Relocation7. Unavoidable and unforeseen condition8. Getting Marriage9. Not specified10. Higher studies

On the basis of above analysis we can conclude the following:

1. Only 1 % of employees resign due to their marriage and this is mostly in the case of female employees. So one can overcome from this problem by getting bonds signed withthem on the basis of the mutual terms and condition

2. We find that 2% employees resign due to relocation. Generally management relocatesthe offices to another location, forcing employees to quit or double their commute. This can bestopped either by providing accommodation facilities to employees nearby their workplace orproviding them better transportation facilities.

3. On the basis of analysis we find that 3% of people resign due to their domestic

problems. The only way to decrease the turnover of employees is providing them bettercounseling in order to solve their personal problems.

4. 4% of employees resign due to unavoidable and unforeseen conditions. Suchconditions are normally uncontrollable and one cannot expect them in advance.

5. We find that around 5% of employee quit due to health problems. Generally, somedevelop health issues that exacerbate by the job, and they determine that the only way to redeem


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Effective employee retention is a systematic effort by employers to create and foster anEnvironment that encourages current employees to remain employed by having policies andpractices in place that address their diverse needs A strong retention strategy becomes a powerfulrecruitment tool.

Retention of key employees is critical to the long-term health and success of any organization. Itis a known fact that retaining your best employees ensures customer satisfaction, increasedproduct sales, satisfied colleagues and reporting staff, effective succession planning and deeplyimbedded organizational knowledge and learning.

Employee retention matters as organizational issues such as training time and investment; lostknowledge; insecure employees and a costly candidate search are involved. Hence failing toretain a key employee is a costly proposition for an organization. Various estimates suggest thatlosing a middle manager in most organizations costs up to five times of his salary.

Intelligent employers always realize the importance of retaining the best talent. Retaining talent

has never been so important in the Indian scenario; however, things have changed in recentyears. In prominent Indian metros at least, there is no dearth of opportunities for the best in thebusiness, or even for the second or the third best. Retention of key employees and treatingattrition troubles has never been so important to companies.

In an intensely competitive environment, where HR managers are poaching from eachOther, organizations can either hold on to their employees tight or lose them to Competition. Forgone are the days, when employees would stick to an employer for years For want of a betterchoice Now, opportunities abound.

It is a fact that, retention of key employees is critical to the long-term health and success of anyorganization. The performance of employees is often linked directly to quality work, customersatisfaction, and increased product sales and even to the image of a company. Whereas the sameis often indirectly linked to, satisfied colleagues and reporting staff, effective successionplanning and deeply embedded organizational 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 costlyproposition for any organization.


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The Importance of Retaining Employees

The challenge of keeping employees: Its changing face has stumped managers and businessowners alike. How do you manage this challenge? How do you build a workplace that employeeswant to remain with and outsiders want to be hired into?

Successful managers and business owners ask them these and other questions because simplyput employee retention matters :

High turnover often leaves customers and employees in the lurch; departing employees take agreat deal of knowledge with them. This lack of continuity makes it hard to meet yourorganizations goals and serve customers well.

replacing employees costs money. The cost of replacing an employee is estimated as up totwice 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 makedecisions based on more than the sum of salary and benefits.

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


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Steps to retain the employees

The Three Rs of Employee Retention

To keep employees and keep satisfaction high, you need to implement each of theThree Rs of employee retention: respect, recognition, and reward

RESPECT

RECOGNITION

REWARD


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Respect is esteem, special regard, or particular consideration given to people. As the pyramidshows, 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. Manyproblems 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 itworth peoples while to work hard, to care, to go beyond the call of duty. While rewardsrepresent the smallest portion of the retention equation, they are still an important one.

You determine the precise methods you choose to implement the three Rs, but in general, respectshould be the largest component of your efforts. Without it, recognition and rewards seemhollow and have little effect or they have negative effects. The magic truly is in the mix of thethree.

Rewards

Recognition

Respect

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 workplace one with a waiting list of Applicants for any position that becomesavailable purposefully, one day at a Time.


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A Home cAlled IndIA, A fAmIly cAlled SAHArA IndIA pArIwAr

SAHARA INDIA PARIWAR

HISTORY:-

Subroto Roy, is the head of the $10bn (5.5bn) Sahara Group. Sahara Group has interests inbanking, media and housing. Subroto Roy began his journey in 1978, when he founded Sahara in1978 with three workers in the northern state of Uttar Pradesh as a small deposits Para-bankingbusiness. Today, the group has diversified into a giant business conglomerate with interests inhousing, entertainment, media and aviation. Sahara Group is in entertainment and newstelevision channels, a newspaper, and claims to own some 33,000 acres of real estate acrossIndia. It also sponsors the Indian cricket and hockey teams and intends to move into lifeinsurance, housing finance, consumer products, sportswear, and healthcare. Sahara Group hascome up with one of the most prestigious real estate projects in India, namely Amby ValleyProject. The project boasts some of the biggest name in Indian entertainment and sports arena aswell as some former international Olympic medal winners as its brand ambassadors.


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The story of Sahara India Pariwar is remarkable by any standard a corporate fairy tale. In 1978,Subroto Roy, a man from a humble family with 15 dependents, founded a savings institution inGorakhpur, a poor area in northern India. He had assets of 22.50, three co-workers and a single

office. Today, 28 years later, Sahara India Pariwar is Indias largest privately owned company,with 32 subsidiaries. Its interests span finance, infrastructure, housing, tourism, hospitality,media, entertainment, consumer products, manufacturing, services and trading. It employs910,000 people more than any other Indian company apart from the state-owned IndianRailways has assets of 5.68bn and 1,707 offices. Financial services are Saharas b iggestdivision and flag bearer: one in every 17 Indians deposits money with the organization,providing a customer base of more than 64 million people. Roy enjoys his success and is reputedto be high-living man, but he has a social conscience (25 per ce nt of Saharas profits go to socialdevelopment activities) and styles himself as the guardian of the worlds largest family .

To his due credit, from just a small fledgling firm in an even smaller UP town, Subroto RoySahara has single-handedly created a behemoth of a multi-billion dollar empire, though one thatstill does not allow transparency in publicly stating financial figures or performance indicators.

Perhaps what initially drove this organization to the forefront of capital mobilization and of course, media attention, has been Subroto' s focus on ensuring community fund mobilizationthrough mass marketing, apart from Subroto 's personal obvious drifts towards political powerplays. A definitely strong strategic move on his part was to later on invest in diversified businessspaces like airlines and media channels. But with recent news about Air Sahara being sold to JetAirways of Naresh Goyal, and of many of his media channels undergoing mass retrenchment, thefocus is back on the next strategic move of the Chief Managing Worker (as Subroto Roy isdesignated). The Shri factor notwithstanding, this Roy has succeeded in etching his place withinthe mentions of Indian corporate history.


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CORE OF SAHARA INDIA PARIWAR

A. PHILOSOPHY

Materialistic aspects, though important in life should be given second priority. The first priority

is given to emotional aspect and with perfect blending of materialism with emotionalism, results

in continuous collective growth for collective sharing and caring, is what they callCOLLECTIVE MATERIALISM.

B. CORE COMMITMENTS

Emotion

EMOTION is THE KEY that generates the required energy and enthusiasm for desired quality

performance.

Discipline

The obedience of laws and orders, which are given by their rightful authority, is their defined

discipline.

Duty

The enthusiastic obedience of laws and orders, which are given by their CONSCIENCE, is their

foremost duty.

No Discrimination

They never discriminate their actions, reactions, attitudes, decisions, conclusions, in their

expressions while caring for the six healths of other human beings, namely physical, material,

mental, emotional , social and professional healths.


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Quality

They maintain quality by honoring Rules, Regulations, Commitments, Values, Fairness, and

Performance of Duties. They give importance to others reasonable point of view.

Give Respect

They make others feel important. Reasonable wishes & thoughts are received an open and

receptive mind and warmth.

Self-Respect

They develop a sense of respect for oneself in others' mind.

Truth

There is total transparency in action, reaction, attitude and all other expressions.

Collective Materialism

Means to progress and prosper together for collective sharing and caring.

Religion

they consider NATIONALITY as their religion. 'Bharatiya' is their supreme religion.

Absolute Honesty

Their belief is that mind inside knows the truth. People should be honest to their mind inside.

Their actions, reactions, directions, decisions should be exhibited in all their dealings.

C. BHARTIYATA

There is a religion higher than religion itself - it is the INDIAN NATIONALITY. The swirl of

the Tricolor never fails to move a Sahara Worker. Bharat Parva is celebrated on every 26th of

January and 15th of August with a spirit and gaiety rarely seen. It comes from their heart.


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D. KARTAVYA COUNCIL

WHAT

A commitment of Sahara India Pariwar to the genuine needs and rights of anybody & everybody.

NEED

India needs effective consumer protection and protection of workers' genuine rights.

MOTTO

they practice NO DISCRIMINATION, JUSTICE & HIGH QUALITY - means enthusiastic,

productive performance of duty "KARTAVYA' towards the consumer', workers' genuine

satisfaction.

AIM

To provide justice - be it a matter of the tiniest imperfection or injustice in their COMMITMENT

- products or services. Direct or indirect short term or long term.


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E. CORPORATE SOCIAL RESPONSIBILITY

Residents of urban slum areas with focus on BPL Group Senior Citizens and Orphans

Rehabilitation of the physically challenged people.

Children in the age group of 5 14 years and Dropouts

Adults in the age group of 15 35 years

Citizens aged more than 18 years in cities of Lucknow and Gorakhpur

Tribute to Kargil War Martyrs and helping their family members.

Places of public utility and public convenience : Selected places in cities where interventionssuch as plantations, construction of basic amenities are needed

Disaster management: Areas and places affected by natural calamities

Health and nutrition

Literacy

Vocational training

Behavior Change Communication


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Towards the wefare of

the Kartavya Workers40%

Towards SocialDevelopment Activities

25%

Towards Company's NetOwned Fund

35%


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Emotion before Economics

Principles before Profit

Values before Wealth

Man before Money

Country before Religion

Quality before Quantity

Conscience before Corporation

Family before Fortune


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The employees at Sahara India Pariwar greet each other by saying

"SaharaPranam"

Every year, Republic day and Independence day is celebrated as

BHARAT PARVA (National Festival) and Sahara India Pariwar

celebrate it as the biggest event of the Pariwar (Family)

Sahara India Pariwar has been the official sponsors of the Indian

Cricket Teams and Hockey Team.

Sahara India Pariwar is often referred to as the worlds largest family

910,000 workers/employees and no trade union

Holds the Guinness World Record for planting 125,256 trees by 1400

volunteers in 6 hours and 35 minutes on 5th June 1998 at Aamby Valley

City

Holds the records in India for 25% - 50% hike in the Gross Salary of all

of its employees at one go.

Conducts mass marriage ceremony of 101 underprivileged girls every

year.Shri Subrata Roy Sahara is also referred to as Saharasri .


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F. BUSINESS

STRUCTURE OF SAHARA INDIA PARIWARs BUSINESS

SAHARAINDIA

PARIWAR

Business

Finance

Para banking

Life Insurance

Mutual Fund

Hosing Finance

Infrastructure &Housing

Hill City

Mega QualityTownships

Hotels

Hospitals

Residential &Commercial

Project

Media &Entertainment

EntertainmentChannel

Movie Channel

World

CinemaProduction

Cinema Halls

News

Consumer Product

Consumer Product & Retail

Chain

Manufacturing

Jute Project

HandicraftPromotion

Service &Trading

Sahara Next

Care House

Travel &Tourism


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Sahara India Pariwar has diversified its business in the following fields :

1. Finance

2. Infrastructure & Housing

3. Media & Entertainment

4. Consumer Products

5. Manufacturing

6. Services & Trading .

1. Finance

SAHARA INDIA FINIANCIAL CORPORATION LIMITED

INDIA'S LARGEST RESIDUARY NON-BANKING COMPANY IN THE PRIVATE

SECTOR WITH THE HIGHEST YEARLY DEPOSIT LEVEL

First RNBC to be granted a certificate of registration by the Reserve Bank of India.

Number of deposit accounts as on April 2009 - 3.41 crores

1508 Service Centers

SAHARA ASSET MANAGEMENT COMPANY PRIVATELIMITED

A disciplined and professional Fund House bringing World Class

performances in Mutual Fund Management
http://www.sahara.in/mutualfund.html


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SAHARA HOUSINGFINA CORPORATION LIMITED

In the year 2007-08 in India all companies together disbursed Rs

60,000 crores (USD 15,000 million) loan with a growth rate of

around 20%

2. Infrastructure & Housing

INDIA'S BEST AND THE LARGEST INFRASTRUCTURE & HOUSING COMPANY

Sahara Infrastructure & Housing is Indias best & the largest realtor with leadership in offering

innovative products to our customers. We offer broad range of houses, commercial & retail

spaces, office spaces and luxurious penthouses & villas. Our projects are planned to become

living legends of class, comfort & elegance. World class quality along with adequate various

measures have been taken to ensure multi-level security to the residents of the townships & to

create a safe & relaxing environment.

Health of the residents is another important feature of the townships where complete measures

have been taken to ensure full hygiene & protection.

Residential & Commercial Building Projects

Mega Quality Township

Major housing and commercial building projects in India including brand super malls, luxuryapartments and high-tech townships

Life's Finest Abode at the 10,000 acres of grand & unique Aamby Valley City
http://www.sahara.in/housingfinance.htmlhttp://www.sahara.in/housingfinance.html


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SAHARA CITY HOMES

Chain of townships in 217 cities all over India making more than 7 lakh (0.7 million) houses,

best quality mega township on around 100 to 300 acres of land in each city, offering amenities

superbly matched to international standards that include :-

A chain of 217 centrally air-conditioned school imparting a thoughtful combination of

academic curriculum, personality development & extra-curricular activities.

219 Hospitals providing multi-specialty high-end secondary care with state-of-the-art

medicine facility centre.

A chain of 219 Malls with an ideal combination of lavish showrooms, designer outlets andconveniences stores.

A chain of multiplexes with over 651 screens in major cities of India having a combined

seating capacity of 217,000 with tastefully decorated interiors and luxurious seats.

A chain of 218 Hotels having state-of-the-art international class facilities with dedicated

executive clubs.

A chain of 434 well-equipped Clubs and 217 Community Centers having facilities for

indoor/outdoor games, swimming pool and fitness centre.

Sahara Star

Sahara Star is a progressively developing Five Star Deluxe Hotel. It promises to be an

unmatched experience where hospitality meets entertainment with modern facilities & services

to create the finest business-cum-leisure hotel of the country.


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Sahara Hospitals

SAHARA HOSPITAL, LUCKNOW: A world-class tertiary care hospital with more than 50

super specialties update emphasis on security & health gives us the latest generation equipments

under one roof. Similar well-equipped hospitals coming up at Aamby Valley City and

Gorakhpur, all of which shall be tele-linked with mini-hospitals at 217 Sahara City Homes.

3. Media & Entertainment

INDIA'S LARGEST MEDIA & ENTERTAINMENT COMPANY

Entertainment Channel

SAHARA ONE: 24 hours digitally encrypted Entertainment Channel spread over 66 countries

globally.

Movie Channel

FILMY: 24 hours digitally encrypted Movie Channel

WORLD TELEVISION

FIRANGI: India's First World Television Channel in Hindi.
http://www.sahara.in/firangi.htmlhttp://www.sahara.in/moviechannel.htmlhttp://www.sahara.in/entertainmentchannel.htmlhttp://www.sahara.in/firangi.htmlhttp://www.sahara.in/moviechannel.htmlhttp://www.sahara.in/entertainmentchannel.htmlhttp://www.sahara.in/firangi.htmlhttp://www.sahara.in/moviechannel.htmlhttp://www.sahara.in/entertainmentchannel.htmlhttp://www.sahara.in/firangi.htmlhttp://www.sahara.in/moviechannel.htmlhttp://www.sahara.in/entertainmentchannel.html


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Cinema Production

Hindi Cinema Production House in India

SAHARA ONE MOTION PICTURES: Has always provided a platform for unique and quality

cinema and continues its quest to entertain all kind of audience.

Music Channels

MEDIA WORLDWIDE PRIVATE LIMITED: Broadcasting 4 music channels - Music India,Sangeet Bangla, Music India-UK and Sangeet Bhojpuri.

Geon Studios

Designs, develops and delivers cutting - edge digital visual effects for domestic and international

feature film and television projects.

Cinema Halls

Developing Largest Chain of Multiplexes in India

Around 230x3 screens throughout the country

Film City

Developing world-class film city on around 100 acres of land with an investment of Rs. 180

crores (USD 41.74 million) approximately and with an Academy go over others
http://www.sahara.in/cinemaproduction.html


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News channels

National News channel

Round-the-clock free-to-air National Hindi news channel

Regional News Channel

SAHARA SAMAY

Round-the-clock 36 city specific Regional news channels

English Weekly

SAHARA TIME

1 National Edition - 72 pages English Weekly

Urdu Weekly

AALMI SAHARA

28 pages International Urdu Weekly
http://www.sahara.in/urduweekly.htmlhttp://www.sahara.in/englishweekly.htmlhttp://www.sahara.in/regionalnews.htmlhttp://www.sahara.in/nationalnews.htmlhttp://www.sahara.in/urduweekly.htmlhttp://www.sahara.in/englishweekly.htmlhttp://www.sahara.in/regionalnews.htmlhttp://www.sahara.in/nationalnews.htmlhttp://www.sahara.in/urduweekly.htmlhttp://www.sahara.in/englishweekly.htmlhttp://www.sahara.in/regionalnews.htmlhttp://www.sahara.in/nationalnews.htmlhttp://www.sahara.in/urduweekly.htmlhttp://www.sahara.in/englishweekly.htmlhttp://www.sahara.in/regionalnews.htmlhttp://www.sahara.in/nationalnews.html


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Urdu Daily

ROZNAMA RASHTRIYA SAHARA

14 Editions of Urdu Daily Newspaper with 9 Printing Centers

Hindi Daily

RASHTRIYA SAHARA

36 Editions of Hindi Daily Newspaper with 6 Printing Centers

News Section

50 bureaus, 100 correspondents across the globe & over 1600 V-SATs for news collection

4. Consumer Products

Offering a range of Consumer Products At present our Products Division offers a range of

products of everyday use as well as objects of desire through a chain of showrooms called

'Unique' in various locations of India. The number of these showrooms is proposed to be

increased to 6000. The products offered come under three categories:
http://www.sahara.in/hindidaily.htmlhttp://www.sahara.in/urdudaily.htmlhttp://www.sahara.in/hindidaily.htmlhttp://www.sahara.in/urdudaily.html


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(I)Sahara Select

Fashion & Lifestyle Personal & Beauty Care Home Dcor

Home Care Clothing House ware

Jewellery & Watches Accessories Kids Products

(II) Sahara Care - Food items

(III) Sahara Sports -Fitness & Leisure, Sports Wear, Sports Accessories

4. Manufacturing

ARARIA JUTE PROJECT : Is engaged in creating self-employment to bring forth socio-

economic developments of the people of Araria, through its training cum R& D center andproduces eco-friendly, bio degradable top export quality diversified jute products e.g. Blankets,

Carpets, Floor covering, Handicrafts, Jute Chappals etc. and successfully creating high demands

both in Domestic and International Market.

Sahara India Jute Project and R & D Centre - a multi-faceted development initiative by Sahara

India Pariwar, is an ambitious project with a very deep-rooted social foundation. Coming up at

Araria, the birthplace of our Hon'ble Managing Worker & Chairman, Sahara India Pariwar, Shri

Subrata Roy Sahara, the project will address critical social & developmental issues specific to

the region, as also the larger concerns of the jute industry in India, with an aim of providing it a

proper identity in India & abroad.


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SAHARA KASTURI HANDICRAFTS: Endeavors to provide sustainable employment to the

artisans of the Handicraft Sector. The handicraft enterprise of Sahara India Pariwar issuccessfully marketing its products in the Domestic and European markets where established

brands are already selling its dexterously manufactured high quality products. Firm plans are

afoot to make an entry in the Middle East & in the leading retail chains of Indian market. The

aforesaid are effectively realizing the objective of Sahara Kasturi Handicrafts by providing

regular work to the beneficiary artisans in an ever increasing number.

5. Services and Trading

Providing IT Services, Outsourcing, Web Media and Mobile Interactivity &Application Solution

Sahara Next is part of $ 50 Billion Group managing one of the Largest IT & TelecomInfrastructure in the country. Applied Innovation is the ability that Sahara Next uses to infusenewer ideas and newer ways of addressing objectives.

A 360-degree business approach covering process, delivery, business and technology innovationsthat help Sahara Next to work collaboratively with clients for cost take-outs, speed to market andnew business opportunities. We bring for our clients a credible and experienced global leadershipteam driving service delivery through the next generation global delivery model. The gamut of services offered by Sahara Next involves:

1. IT Services2. Web Media3. Business Process Outsourcing4. Mobile Interactivity and Application solution

Sahara Next is an ISO 9001:2000 certified organization


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At Sahara Next We believe in "knowing what we know and profiting from it". We thereforechannelize our energy in generating value from our intellectual and knowledge-based assets.

India's largest services and an online and offline product company

Sahara India Pariwar, as an emotionally integrated family has been consistently offering new andunique range of products/ services to its valued customers. Sahara Care House is an offering

exclusively for Indians Residing Overseas (IROs), who have streng thened India economically

and earned great respect for the country and for all Indians across the world. To show gratitude

and respect, Sahara India Pariwar would like to offer a "Single Window Service" for extending a

caring hand to their families and friends back home in India through a bouquet of attractive

services/ benefits.

Sahara Care House is a means to make your loved ones living in India feel that you genuinely

"Care" for their big and small needs of life, be it an emergency medical care for your dear ones

or just a matter of bringing a smile to your parents by a "miss you" message or a "birthday

greeting" to your brother or a "surprise gift" to your sister or any other emotion you want to

express. We will help you do it and that too, instantly!

We have dedicated Relationship Ambassadors who are sensitive and can be relied upon for going

that extra mile, which only a family member would. The services of Sahara Care House are

available through a 24x365 call centre committed to provide immediate support and assistance.


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SAHARA GLOBAL

Sahara Global is an integrated Tourism and Travel Management company that creates serviceexcellence, trust, integrity, innovation and believes in building long term relationships. The frontand back end service architecture is seamlessly integrated through cutting-edge technology andprocesses. Sahara Global has brought together a highly talented & dedicated team of professionals from the tourism industry to ensure you have a memorable experience and a longlasting relationship with us.

It consists of the following:

Business travel Outbound travel Inbound travel Domestic travel Medical tourism Conference and exhibitions NRI travel services Travel portal

Sahara India Pariwar, the worlds single largest emotionally bonded family is one of the leading

corporate entities of the country. The company was formed in the year 1978 and has grown

exponentially over past three decades.

In addition, Sahara India Pariwar is believed to have helped the nation, socially and

economically, in its development, since inception with the motto of providing dignity and respect

to people who are socially and economically marginalized and deprived irrespective of their age,caste, class, gender or race. The amount spent for various Social, Developmental, Cultural &

Sports Programs by Sahara India Pariwar by June, 2006 is around Rs. 655 crores (USD 152

million) approx.


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Social & Sports Initiatives

Sahara India Pariwar is committed to make determined efforts to help India emerge as a

developed nation. It has always acted as a catalyst in the developmental projects of the country.

Sahara India Pariwar & the World of Sports

Sports represent the most healthy, energetic and spirited facet of the society.

Sahara India Pariwar is strongly committed to the cause of sports and today we are one of the

largest supporters of sports in India. We are actively associated with different sports and sponsor

many national and international sporting events, not to mention national teams. We have been

organizing quite a number of significant sporting events at the national and international levels.

Our love for sports is further manifested by the magnitude in which we organize our in-house

national level sports meet every year in our headquarters .


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The following were the objectives during my training at Sahara India Pariwar:-

1) Study of the process of resignation acceptance

2) To know the reasons behind the resignation of employees in Sahara IndiaPariwar.

3) To Study the employee retention at Sahara India Pariwar.


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Research Type:

Exploratory as well as Descriptive

Data Type :

Primary and Secondary

Data sources:

o

Questionnaire.o Magazines

o Websites

o Company Data

o Books

Sampling

Convenience Sampling

Sample size

The sample survey is based on the responses of 30 samples taken by using the sampling method

given above.


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1) What makes employee Motivated?

a) Regular performance appraisal

b) Promotion/increments in regular intervals

c) Implementation of latest technology at work place

d) All of the above

f) Any other

ANALYSIS: According to this column chart, we can conclude that 67% of the samplesagree that regular performance appraisal, promotion/ increments in regular intervals,implementation of latest technology at work place makes employee motivated, while 13%said implementation of latest technology at work place, 10% said promotion / increments inregular intervals, 3% were said regular performance appraisal & 7% were with the anyother.

3%

10%

13%

67%

7%

NO. OF EMPLOYEESREGULAR PERFORMANCE APPRAISAL

PROMATION/ INCREMENTS IN REGULAR INTERVALS

IMPLEMENTATION OF LATEST TECHNOLOGY AT WORK PLACE

ALL OF THE ABOVE

ANY OTHER


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2) What makes an employee demotivate/dissatisfied?

a) Stagnation

b) No regular performance appraisal

c) No welfare scheme

d) Any other

ANALYSIS: According to this column chart, we can conclude the 53% of the samples wereagree that stagnation makes an employee demotivate/ dissatisfied, while 23% said noregular performance appraisal, 17% were said no welfare scheme & the remaining 7%were with any other.

STAGNATION53%

NO REGULARPERFORMANCE

APPRAISAL23%

NO WELFARESCHEME

17%

ANY OTHER,7%

NO.OF SAMPLES


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3) Does job rotation enhance the productivity of an employee?

a) Yes

b) No

ANALYSIS: According to the column chart, we can conclude the 100%

Of the samples were agree that job rotation enhance the productivity of an employee

100%

0%0

5

10

15

20

25

30

35

YES NO

NO. OF SAMPLES


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4) In your opinion which non monitory motivational method improves capability/ competence of an employee?

a) Job rotation

b) Training program

c) Appreciation letter

d) all of the above

e) Any other

ANALYSIS: According to this pie chart, we can conclude the 67% of the samples wereagree the job rotation, training program, appreciation letter non monitory motivationalmethods improves capability/ competence of an employees , while 20% said trainingprogram,7% were said appreciation letter, 3% with the job rotation & remaining 3% withany other.

JOB ROTATION3%

TRAININGPROGRAM

20%

APPRECIATIONLETTER

7%ALL OF THE ABOVE

67%

ANY OTHER3%

NO. OF EMPLOYEES


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5) In your opinion what are the major cause of resignation

a) Career growth

b) Medical problem

c) Family problem

d) Higher study

ANALYSIS: According to this bar chart we can conclude that the 67% of the samples wereagree that career growth is the major cause of resignation while 10% were with the higherstudies, 17% with the family problem & the remaining 6% were with the medical problem.

CAREER GROWTH67%

MADICALPROBLEM

6%

FAMILY PROBLEM17%

HIGHER STUDIES

10%

NO. OF EMPLOYEES


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6) Is it necessary to obtain IR and legal clearance prior to processing resignationacceptance?

a) Yes

b) No

ANALYSIS: According to this pie chart , we can conclude the 90% of the samples wereagree that it is necessary to obtain IR and legal clearance prior to processing resignation

acceptance & 10% were disagree .

0

5

10

15

20

25

YES NO

no. of samples

no. of samples


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7) What may be the method/s to retain the employee in an organization?

a) Promotion/ increment

b) Job rotation

c) Welfare schemes

d) Consideration of genuine problems of staff

e) All of above

e) Any other

ANALYSIS: According to this bar chart, we can conclude the 60% of the samples wereagree that consideration of genuine problems of staff may be the methods to retain theemployee in an organization, while 7% were said promotion/ increment, 17% were said allof the above, 13% were said job rotation & the remaining 3% were said welfare schemes &0% with the any other

PROMOTION/INCREMENT

7%

JOB ROTATION13%

WELFARESCHEMES

3%

CONSIDERATIONOF GENUINE

PROBLEM OFSTAFF60%

ALL OF THE ABOVE17%

ANY OTHER0%

NO. OF SAMPLES


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8) In your opinion should priority be given to internal staff for any new position instead of recruiting externally?

a) Yes

b) No

ANALYSIS: According to this pie chart, we can conclude the 87% of the samples wereagree that priority should be given to internal staff for any new position instead of recruiting externally, while 13% were disagree with this.

87%

13%

No. of SAMPLES

yes no


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10) In your opinion should the reason of resignation be analyzed and appropriate steps aretaken to stop/ minimize to resignation?

a) Yes

b) No

ANALYSIS: According to this column chart, we can conclude the 100% of the sampleswere agreeing that the reason of resignation should be analyses and appropriate steps aretaken to stop/ minimize to resignation.

0

5

10

15

20

25

30

yes no

NO. OF SAMPLES

NO. OF SAMPLES

100%


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11) In case there is defined career path in any organization, then the rate of resignation isless?

a) Agree

b) Disagree

ANALYSIS: According to this pie chart, we can conclude the 87% of the samples wereagree that if there is defined career path in any organization, then the rate of resignationwill be less, while 13% were disagree.

agree87%

disagree13%

NO. OF SAMPLES


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12) In your opinion the job rotation may be done after:-

a) 1 year

b) 3 years

c) Any other

d) No need of job rotation

ANALYSIS: According this column chart, we can conclude the 50% of the samples wereagree that the job rotation may be done after 3 years, while 33% said after 1 year, 17%said any other & the remaining 0% were no need of job rotation.

1 year33%

3 year50%

any other17%

no needof job

rotation0%

NO. OF SAMPLES


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13) In your opinion the experience certificate is issued to all resigned staff?

a) Yes

b) No

ANALYSIS: According to this bar chart, we can conclude the 100% of the samples wereagreeing that the experience certificate should be issued to all resigned staff.

0

5

10

15

20

25

30

yes no

NO. OF SAMPLES

NO. OF SAMPLES


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14) Regular feedback from existing staff helps in better work?

a) Totally agree

b) Partially agree

c) Disagree

ANALYSIS: According to this pie chart, we can conclude the 80% of the samples weretotally agree that regular feedback from existing staff helps in better work, while 20% werepartially agree with this & 0% were disagree with this.

totally agree80%

partially agree20%

disagree0%

NO. OF SAMPLES


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15) Regular performance appraisal results in betterment of work?

a) Totally agree

b) Partially agree

c) Disagree

ANALYSIS: According to this column chart, we can conclude that 67% of the samples

were totally agree with regular performance appraisal results in betterment of work, while33% of the samples were partially agree & the remaining 0% were disagree.

totally agree67%

partially agree33%

disagree

0%

NO. OF SAMPLES


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The main aim of any organization is to earn profit. But to attain the maximum profit, theOrganization should concentrate more on employees and the ways to retain them for their longRun.To control resignation/ retention level in Sahara India Pariwar, the company should focus on

What the employees really expect from the organization? The common reasons for which the employees feel to change their job? What makes employee to get dissatisfy in the organization?

From the study it is identified that, the Lack of growth opportunities and the Family issues arethe major problem which makes employees to change their job from this organization.This study concludes that to increase retention, Sahara India Pariwar shouldCreate some opportunities for the growth of their employees through adopting new InnovativeTechnologies, Effective training programs and the company can recruit peoples who are around,So the personal / family issue factor will not lead to attrition in future and the company can curbattrition.


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The company can recruit peoples from the nearby locality so the family issue factor willnot lead to attrition in future and the company can curb attrition

Conduct regular meetings to know about what exactly employee expects.

The company should improve working environment and employee motivation so thecompany should give attention to the factors which it can improve itself internally.


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The size of sample size was 30 respondents only. If the sample size were more than the resultsof the inferences would have been different.

This study has been done based on the existing employees and not with any CorporateAlumnis. Because the employees may leave out of the company before a year, so they may notknow about the present situation of the company.

The data collected in the study will be valid for few months. Hence the result obtained mightnot be helpful for the management after a period of months.


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BOOKS:-

Human Resource Management by- Gary Dressler Human Resource Management. The ICFAI Center of Management Research, Banjara. Kothari, C.R., Research Methodology - Methods & Techniques , New Delhi, New Age

Website : - www. Saharaindiapariwar.com

www.google.com

www.citehr.com

www.answers/topic/resignation.com
http://www.google.com/http://www.google.com/http://www.citehr.com/http://www.citehr.com/http://www.answers/topic/resignation.comhttp://www.answers/topic/resignation.comhttp://www.answers/topic/resignation.comhttp://www.citehr.com/http://www.google.com/


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1) What makes employee Motivated

a) Regular performance appraisal

b) Promotion/increments in regular intervals

c) Implementation of latest technology at work place

d) All of the above

f) Any other please specify _________

2) What makes an employee demotivate/dissatisfied

a) Stagnation

b) No regular performance appraisal

c) No welfare scheme

d) Any other please specify_________

3) Does job rotation enhance the productivity of an employee?

a) Yes

b) No

4) In your opinion which non monitory motivational method may improve capability/ competence of an employee?

a) Job rotation

b) Training program

c) Appreciation letters

d) All of above

e) Any other, please specify________


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5) In your opinion what are the major cause of resignation?

a) Career growth

b) Medical problem

c) Family problem

d) Higher study

6) Is it necessary to obtain IR and legal clearance prior to processing resignationacceptance?

a) Yes

b) No

7) What may be the method/s to retain the employee in an organization?

a) Promotion/ incrementb) Job rotation

c) Welfare schemes

d) Consideration of genuine problems of staff

d) All of above

e) Any other, please specify _______

8) In your opinion should priority be given to internal staff for any new position instead of recruiting externally?

a) Yes

b) No

9) In your opinion the clause of notice period as per appointment letter should be viewedstrictly in case of resignation?

a) Yes

b) No


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15) Regular performance appraisal results in betterment of work?

a) Totally agree

b) Partially agree

c) Disagree

16) In your opinion should there be provision for withdrawal of resignation within specifictime limit?

a) Yes

b) No

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