Summer Internships 2012 PGDM 2011-13

Summer Internship Project Report On

STUDY ON ATTRITION IN RELIANCE COMMUNICATION
Jaipur

Prepared By: Arunima Purohit 11GM012

Company Guide Mr.Vishal Gupta Senior HR executive

Faculty Guide Mr. Adarsh Paretha

Asst. Manager-Corporate Relations

CONTENTS ACKNOWLEDGEMENT PREFACE

1. Significance of topic 2. About the Company a. Reliance Group b. Business c. Reliance Major Mile Stone d. Vision e. Mission f. Organization Structure g. Work Levels 3. 4. 5. 6. 7. 8. 9. Research Methodology General Introduction Data Analysis Findings Recommendations Suggestions Bibliography

ACKNOWLEDGEMENTS

I express my sincere gratitude to all those people who have given me their constant support and encouragement without which the project would not have reached this stage of completion. I would like to thank Mr. Vishal Gupta (Senior Executive Human Resource), who provided me with valuable inputs in form of data, practical knowledge , support, time and views on the subject and various processes. I am thankful to my guide Mr. Adarsh Paretha for the support he extended to me so that I could successfully complete my project by giving valuable inputs and guidance on the contents. Last but not the least I express my sincere thanks to all my colleagues who gave me their valuable assistance, suggestions and support

PREFACE
Summer Training constitutes an important part a good practice oriented management course. According to the syllabus of MBA, every student has to undergo 6-8 weeks summer training for exposure in any commercial industry or organization. So for the partial fulfillment of this requirement, I underwent my training at Reliance communication, Jaipur.

Training is necessary to understand that how theoretical concepts are applicable practically. During my short stay in the organization, I was introduced to entire company. I visited many departments- Human Resources, Accounts, Administration.

SIGNIFICANCE OF TOPIC:

Objectives of the study: To study the attrition in Reliance. To measure the effect of the climate on the job satisfaction To measure the effect of HRD climate on Employees retention To measure the employees job satisfaction level in RHRS. To study the employees perception towards organization. To study the attitude of the employees towards their Work. To identify the factors that motivates the employees. To give suggestions for the growth & perspective of the company. It is an interesting and significant area for conducting research.

About the Company

RELIANCE ADA GROUP

Think Bigger Think Better

The Reliance Anil Dhirubhai Ambani Group is among Indias top three private sector business houses on all major financial parameters, with a market capitalisation of Rs.100,000 crore (US$ 22 billion), net assets in excess of Rs.31,500 crore (US$ 7 billion), and net worth to the tune of Rs.27,500 crore (US$ 6 billion). Across different companies, the group has a customer base of over 50 million, the largest in India, and a shareholder base of over 8 million, among the largest in the world. Through its products and services, the Reliance - ADA Group touches the life of 1 in 10 Indians every single day. It has a business presence that extends to over 4,500 towns and 300,000 villages in India, and 5 continents across the world. The interests of the Group range from communications (Reliance Communications) and financial services (Reliance Capital Ltd), to generation, transmission and distribution of power (Reliance Energy), infrastructure and entertainment.

RELIANCE ADA GROUP STRUCTURE

Organization Structure
The Reliance Anil Dhirubhai Ambani Group organization structure includes: Reliance Capital Ltd.

o Reliance Mutual Fund o Reliance Life Insurance Company Ltd. o Reliance General Insurance Company Ltd. o Reliance Money Ltd. o Reliance Consumer Finance Reliance Communications Ltd.

o Reliance Telecom Ltd. o Reliance Communication Infrastructure Ltd. o Reliance Globalcom o Reliance Infratel Ltd. o Reliance Big TV Reliance Infrastructure Ltd. Reliance Natural Resources Ltd. Reliance Power Ltd.

o Rosa o Butibori o Sasan o Shahapur o Krishanpatnam o Urthing Sobla Reliance Big Entertainment o BIG 92.7 FM o BIG Street

o BIG Reach o BIG Events o BIG Live o BIG ND Studio o BIG Music& Entertainment o BIG Pictures o BIGADDA.com o BIGFlix.com o BIG Animation o BIG Jump mobile o Big Cinemas o Zapak.com o Adlabs Films Ltd.

Reliance HR Services Reliance Transport and Travels Reliance Health Ventures

o Medi Assist India o Medybiz Mudra Communications Institutions

o NIS Sparta o Dhirubhai Ambani Institute of Information and Communication Technology (DA-IICT) o Mudra Institute of Communications, Ahmedabad (MICA) o Harmony for Silvers Foundation o Harmony Interactive centre o Harmony-The Magazine 9

o Harmony Interactive Website o Harmony Research Division o Harmony Senior Citizens Run o Harmony Art Foundation o Kokilaben Dhirubhai Ambani Hospital & Medical Research Institute o BSES MG Hospital o Dhirubhai Ambani Memorial Trust

Reliance Energy Ltd.

Reliance Mutual Fund

Harmony

Reliance Communications

Reliance General Insurance

Reliance Anil Dhirubhai Ambani Group

Reliance Life Insurance

Reliance Portfolio Management Service

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INTRODUCTION TO COMPANY
The Late Dhirubhai Ambani dreamt of a digital India an India where the common man would have access to affordable means of information and communication. Dhirubhai, who singlehandedly built Indias largest private sector company virtually from scratch, had stated as early as 1999: Make the tools of information and communication available to people at an afford able cost. They will overcome the handicaps of illiteracy and lack of mobility. It was with this belief in mind that Reliance Communications (formerly Reliance Infocomm) started laying 60,000 route kilometres of a pan-India fibre optic backbone. This backbone was commissioned on 28 December 2002, the auspicious occasion of Dhirubhais 70th birthday, though sadly after his unexpected demise on 6 July 2002. Reliance Communications has a reliable, high-capacity, integrated (both wireless and wireline) and convergent (voice, data and video) digital network. It is capable of delivering a range of services spanning the entire infocomm (information and communication) value chain, including infrastructure and services for enterprises as well as individuals, applications, and consulting. Today, Reliance Communications is revolutionizing the way India communicates and networks, truly bringing about a new way of life. INDIA S LEADING INTEGRATED TELECOM COMPANY Reliance Communications is the flagship company of the Anil Dhirubhai Ambani Group (ADAG) of companies. Listed on the National Stock Exchange and the Bombay Stock Exchange, it is Indias leading integrated telecommunication company with over 80 million customers. Our business encompasses a complete range of telecom services covering mobile and fixed line telephony. It includes broadband, national and international long distance services and data services along with an exhaustive range of value-added services and applications. Our constant endeavour is to achieve customer delight by enhancing the productivity of the enterprises and individuals we serve. Reliance Mobile (formerly Reliance India Mobile), launched on 28 December 2002, coinciding with the joyous occasion of the late Dhirubhai Ambanis 70th birthday, was among the initial initiatives of Reliance Communications. It marked the auspicious beginning of Dhirubhais dream of ushering in a digital revolution in India. Today, we can proudly claim that we were instrumental in harnessing the true power of information and communication, by bestowing it in the hands of the common man at affordable rates. 11

Reliance Communications Limited (commonly called RCOM) is a major Indian telecommunication company headquartered in Navi Mumbai, India. It is the 16th largest operator in the world with more than 128 million subscribers. RCOM, founded by Dhirubhai H Ambani (19322002), is the flagship company of the Reliance Anil Dhirubhai Ambani Group. The Reliance Anil Dhirubhai Ambani Group currently has a net worth in excess of 64,000 crore (US$13.6 billion), cash flows of 13,000 crore ($2.8 billion), and a net profit of 8,400 crore ($1.8 billion). The Equity Shares of RCOM are listed on Bombay Stock Exchange Limited and National Stock Exchange Limited. The Global Depository Receipts and Foreign Currency Convertible Bonds are listed on Luxembourg Stock Exchange and Singapore Stock Exchange respectively.

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PRODUCTS OF RELIANCE COMMUNICATION:

Reliance Mobile Reliance Net connect Wireless ATMs Vehicle Tracking System E-education E-healthcare Village Public Telephone Rural Community Phone Reliance World Big tv Wi-Max

Competitors
Reliance Communications competes with 11 other mobile operators throughout India. They are Aircel Airtel BSNL Idea MTNL MTS Tata DoCoMo Tata Indicom Uninor Videocon Vodafone

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Reliance HR Services (RHRS)

Reliance ADA Group is one of the fastest growing diversified groups in the country. With businesses growing at a breathtaking pace across all verticals, one of the critical challenges of the Group was to recruit, develop retain competent manpower in the years to come. To take adequate care of the field level roles of sales, front and back offices, Reliance HR Services was started in September 2007. The vision of Reliance HR Services is to Enrich Organization Globally, through Innovative HR Solution, and the set of Core values are Integrity, Dignity, Passion, Teamwork, Quality Orientation and Growth for all Stakeholders. Today there are more than 25,000 proud employees working for Reliance HR Services who are helping the Reliance ADA Group companies in different functions. Reliance HR Services (RHRS), a human resources company formed by the Reliance Anil Dhirubhai Ambani Group (ADAG), will recruit half a million people for the group in the next four years. These recruits will be deputed to Reliance Communications, Reliance Web stores, Reliance Capital, Reliance Consumer Finance, Reliance Money, Reliance Life Insurance and Reliance Energy. About 90 per cent of these employees will be on sales functions, while the rest will be on the back-end and customer service functions.

MISSION OF RHRS Facilitate, coach and enable best-in-class and leading edge HR practices across the extended enterprise of Reliance Communication and there by nurture a customer centric, positive-energy organization which will maximize stake-holder satisfaction.

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CORE VALUES OF RHRS

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Products Of RHRS
The products of RHRS include providing complete HR solutions to the following Reliance Groups: Reliance Communication: Broad Band Corporate Wireless Group Direct Sales Team (Handsets, prepaid and postpaid) Direct to Home (DTH) Wi-Max Reliance Global (For ISD Calls) Reliance Capital Services Pvt. Ltd.: RCF Reliance Consumer Finance RLI Reliance Life Insurance RGI Reliance General Insurance R.Money Reliance Money RMF Reliance Mutual Funds Reliance Webworld Customer Care

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OBJECTIVE OF RHRS
The various services offered by Reliance HR Services:1. Recruitment and Sourcing The sourcing, identification of the required profile as per the job specification and role. Screening, testing and Interview Reference checking

2. Human Resource management Joining and hiring Exit Background interviews and exit interviews Compensation review Employee relations

3. Payroll Administration Attendance Wage Management Leave Record Management Incentive Reimbursement and Expense Management

4. Statutory Compliance Management PF record ESI record Professional Tax wherever applicable Workmen compensation act 5. Performance Management

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RESEARCH METHODOLOGY QUESTIONNAIRE

Quite often questionnaire is considered as the heart of survey operation for this research project a survey questionnaire has been prepared and in this type of questionnaire the question are presented with exactly the same wording and in the same order to all respondents. Structured questionnaire may also have fixed alternative question in which responses of the informants are limited to the stated alternatives Choices like Dont know, Can not say which help the respondent to skip questionnaire have been avoided as it is technically inefficient due to time limitation and other constraints direct personal interview method was used, to gather the point information and for easy tabulation and completion of data

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ATTRITION MEANING
The attrition rate has always been a sensitive issue for all organizations. In a human resources context, Attrition or employee turnover is the rate at which an employer gains and loses employees. Simple ways to describe it are "how long employees tend to stay" or "the rate of traffic through the revolving door." The dictionary meaning of attrition rate is the rate of shrinkage in size or number. Employee turnover is a ratio comparison of the number of employees a company must replace in a given time period to the average number of total employees. A huge concern to most companies, employee turnover is a costly expense especially in lower paying job roles, for which the employee turnover rate is highest. Many factors play a role in the employee turnover rate of any company, and these can stem from both the employer and the employees. Wages, company benefits, employee attendance, and job performance are all factors that play a significant role in employee turnover.

CALCULATION OF ATTRITION RATE Attrition rate is not that simple as it seems to be. No common formula can be used by all the organizations. A formula had to be devised keeping in view the nature of the business and different job functions. Moreover,

calculating attrition rate is not only about devising a mathematical formula. It also has to take into account the root of the problem by going back to the hiring stage. Companies take a deep interest in their employee turnover rate because it is a costly part of doing business.

There is no standard formula to calculate the attrition rate of a company. This is because of certain factors as:

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The employee base changes each month. So if a company has 1,000 employees in April 2004 and 2,000 in March 2005, then they may take their base as 2,000 or as 1,500 (average for the year). If the number of employees who left is 300, then the attrition figure could be 15 percent or 20 percent depending on what base you take.

Many firms may not include attrition of fresher that leave because of higher studies or within three months of joining.

In some cases, attrition of poor performers may also not be treated as attrition. rates can be calculated using a simple formula:

Attrition

Attrition = (No. of employees who left in the year / average employees in the year) x 100

Thus, if the company had 1,000 employees in April 2004, 2,000 in March 2005, and 300 quit in the year, then the average employee strength is 1,500 and attrition is 100 x (300/1500) = 20 percent. Besides this, there are various other types of attrition that should be taken into account. These are:

Fresher attrition that tells the number of fresher who left the organization within one year. It tells how many are using the company as a springboard or a launch pad.

Infant mortality that is the percentage of people who left the organization within one year. This indicates the ease with which people adapt to the company.

Critical resource attrition which tell the attrition in terms of key personnel like senior employees leaving the organization.

Low performance attrition: It tells the attrition of those who left due to poor performance.

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CAUSES
Pay and allowances as per the individuals expectation Working conditions Relationship with boss positioning of employee Career growth Training and development Employee relation Lack of ERP

IMPACT
Attrition influence the working of the organization .It results in: Cost of recruitment increases The cost to the business when hiring new employees includes the following six factors plus 10 percent for incidentals such as background screening: a. Time spent on sourcing replacement b. Time spent on recruitment and selection c. Travel expenses, if any d. Re-location costs, if any n Training/ramp-up time e. Background/reference screening Cost of training and development

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To estimate the cost of training and developing new employees, cost of new hires must be taken into consideration. This will mean direct and indirect costs, and can be largely classified under the following heads: a. Training materials b.Technology c. Employee benefits d.Trainers Time Administration cost They include: i. Set up communication systems ii. Add employees to the HR system iii. Set up the new hires workspace iv. Set up ID-cards, access cards, etc. Absenteeism Increase in errors, faults Increases cost of production Low productivity As the new employee is learning the new job, the company policies and practices, etc. they are not fully productive. Employee cost increases New Hire Cost-:The cost of bringing the new person on board including the cost to put the person on the payroll, establish computer and security passwords and identification cards, business cards, internal and external publicity announcements, telephone hookups, cost of establishing email accounts, costs of establishing credit card accounts, or leasing other equipment such as cell phones, automobiles, pagers. Lost Productivity Costs

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Conclusion

Attrition is not bad always if it happens in a controlled manner. Some attrition is always desirable and necessary for organizational growth and development. The only concern is how organizations differentiate good attrition from bad attrition. The term healthy attrition or good attrition signifies the importance of less productive employees voluntarily leaving the organization. This means if the ones who have left fall in the category of low Attrition rates are considered to be beneficial in some ways:

If all employees stay in the same organization for a very long time, most of them will be at the top of their pay scale which will result in excessive manpower costs.

When certain employees leave, whose continuation of service would have negatively impacted productivity and profitability of the company, the company is benefited.

New employees bring new ideas, approaches, abilities & attitudes which can keep the organization from becoming stagnant.

There are also some people in the organization who have a negative and demoralizing influence on the work culture and team spirit. This, in the long-term, is detrimental to organizational health.

Desirable attrition also includes termination of employees with whom the organization does not want to continue a relationship. It benefits the organization in the following ways:
o o o

It removes bottleneck in the progress of the company It creates space for the entry of new talents It assists in evolving high performance teams.

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There are people who are not able to balance their performance as per expectations, lack potential for future or need disciplinary action. Furthermore, as the rewards are limited, business pressures do not allow the management to over-reward the performers, but when undesirable employees leave the company, the good employees can be given the share that they deserve. Some companies believe attrition in any form is bad for an organization for it means that a wrong choice was made at the beginning while recruiting. Even good attrition indicates loss as recruitment is a time consuming and costly affair. The only positive point is that the realization has initiated action that will lead to cutting loss.

OBJECTIVES
The objective of the research is to find out the satisfaction level to know the attrition rate at RHRS, Jaipur with special reference to the contract employees. Attrition is one of the major tool in an organization which checks the level of satisfaction and the commitment of the employees as well as makes aware of the gaps between the organization and employee. I intended to study the entire facilities and HR policies at RHRS and wanted to find out how much the employees are satisfied with the process. The objectives can thus be briefed as-: 1. To find out the reasons for attrition in RHRS. 2. To know the superior-subordinate relationship in RHRS. 3. To know the satisfaction level of the employees for the services provided by the HR department. 4. To review the benefits provided to the employees. 5. To check the adequacy of the performance management system.

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METHODOLOGY
In order to do the research successfully and fulfill the objective of the research, the prime thing first of all was to study the entire system at RHRS. I had done that by interacting with the employees, managers of the HR department and understood how the process is executed in the organization. After that I designed a questionnaire, which had various questions related to employee turnover. The questionnaire was distributed to the employees of various departments and got filled up from them. Face to face interaction was also done with some of them to know their views and suggestions.

SAMPLE
Out of the population of 80 contract employees only 60 responses were sought of which only 17 responded. The sample was very carefully selected from the Sales department, from Direct sales, Direct to home, Corporate sales, Business development etc. A questionnaire was prepared and given to the employees to check the satisfaction level of the fresh as well as old employees. So their response was the indication of the attrition rate in RHRS. I collected information in the following ways: Discussion with the employees & management Study of Company documents Observation Through Questionnaire

The experience gained was of general nature and the overall knowledge gained by me will be reflected in the report itself.

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Tabulation of Collected Data

Question no. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18

0 5 5 4 4 7 8 7 4 5 4 3 5 6 8 7 5 7 4

1 1 5 2 4 5 3 6 1 1 6 5 2 6 3 4 4 3 5

2 6 4 5 7 5 4 3 6 10 5 6 4 3 3 6 6 3 7

3 5 3 6 2 0 2 1 6 1 2 3 6 2 3 0 0 4 1

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ANALYSIS OF THE RESEARCH

Scale: 0 = Not at all true 1 = A little true 2 = A good deal true 3 = Very much true

1. Reliance is the best place to work in? (0) 5 (1) 1 (2) 6 (3) 5

0 29%

3 30% 0 Qtr 1 Qtr 2 Qtr

1 6%

35% 2

3 Qtr

30% of the employees surveyed believe that the Reliance is the best place to work in. About 35% of them believed it to be a good deal true, i.e., to some extent it is a good place to work in. Only a few seem dissatisfied and didnt find Reliance a nice place to work in. So, it can be inferred that though the system is satisfactory at present but there are still more scopes for improvement. The higher management should consider this fact and try to fill the gaps or the loopholes by conducting a seminar or workshop where employees can ventilate their views and

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by this way the management will get a glimpse of what the employees want and can fulfill the loopholes after analyzing the facts.

2. The Reliance employees are having freedom of doing the assigned work and take necessary steps/decisions in relation to their work wherever required. (0) 5 (1) 5 (2) 4 (3) 3

3, 7%

0, 33% 0 Qtr

2, 27% 1, 33%

1 Qtr 2 Qtr 3 Qtr

Majority of the employees (33%) believe that the current performance appraisal system of Reliance is not conducive for the growth of employees. Only 27% see a little truth in it. However, only 7% are satisfied with the current appraisal system.

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3. The employees are having friendly relations with their colleagues. (0) 4 (1) 2 (2)5 (3) 6

3 Qtr 35%

0 Qtr 24%

0 Qtr 1 Qtr 12% 1 Qtr 2 Qtr 2 Qtr 29% 3 Qtr

35% of the employees share friendly relationship with their colleagues, while according to 29% it is a good deal true. Only 12% of them believed it to be a little true. Thus, it can be said that the employees at Reliance share a mixed kind of relationship with their colleagues.

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4. The employees are having cordial relations with superiors & subordinates. (0)4 (1)4 (2)7 (3)2

3 Qtr 12%

0 Qtr 23% 0 Qtr 1 Qtr

2 Qtr 41%

1 Qtr 24%

2 Qtr 3 Qtr

12% of the employees share friendly relationship with their superiors and subordinates, while according to 41% it is a good deal true. Only 24% of them believed it to be a little true. Thus, it can be said that the employees at Reliance share a cordial relationship with their superiors as well as subordinates.

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5. The sufficient opportunities for career growth are available for Reliance employees. (0) 7 (1) 5 (2) 5 (3) 0
3 Qtr 0% 2 Qtr 29%

0 Qtr 41%

0 Qtr 1 Qtr 2 Qtr

1 Qtr 30%

3 Qtr

41% of the respondents feel that there are not sufficient opportunities available for career growth in RHRS.However,30% find it to be a bad deal .29% of the respondents find a little truth in it and 0% considered it to be all true.

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6. The training & development needs of the employees are met in Reliance. (0) 8 (1) 3 (2)4 (3)2

3Qtr 12% 2 Qtr 23% 0 Qtr 47%

0 Qtr 1 Qtr 2 Qtr

1 Qtr 18%

3Qtr

Training and development is one of the most important aspects in an organization .There was a mixed response received ,47% of the respondents felt that need are not meet to any extent. 23% of the employees felt that it is very good. 23% believed that it is a little true. Only 12% were satisfied.

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7. The pay & allowances of the employees are attractive & sufficient to attract fresh talent and retain them in Reliance. (0) 7 (1) 6 (2)3 (3)1
3 Qtr 6% 2 Qtr 18%

0 Qtr 41%

0 Qtr 1 Qtr 2 Qtr

1 Qtr 35%

3 Qtr

This question was to judge the satisfaction level of the employees on the pays and allowances. Only 18% of the respondents said it to be very good, 40% of the respondents feel it to be good. 18% said it to be a little true. 41% were dissatisfied. However, this was the major reason for attrition that came forth in survey.

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8. The employees receive adequate guidance & support from their superiors whenever needed. (0) 4 (1)1 (2)6 (3)6

3 Qtr 30%

0 Qtr 35% 0 Qtr 1 Qtr 2 Qtr 2 Qtr 30% 1 Qtr 5% 3 Qtr

The question was meant to interrogate the satisfaction level of the employees regarding the guidance and support received by employees from their superiors. 30% of the respondents said it to be very good, 30% said it to be good. 35% of the respondents said it to be a not true.

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9. The employees work as a team in the organization. (0) 5 (1) 1 (2) 10 (3)1
3 Qtr 6% 0 Qtr 29% 0 Qtr 1 Qtr 2 Qtr 59% 1 Qtr 6% 2 Qtr 3 Qtr

The question was to judge whether the employees work in team in the organization. 6% responded it to be very much true, 59% said it to be a good deal true, whereas 6% said it to be a little true. So, it can be inferred that the team work is quite common in the organization.

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10. The Performance Management System for the employees is adequate enough to evaluate the performance and contribute in their career growth apart from fulfilling their developmental needs. (0)4 (1)6 (2)5 (3)2

3 Qtr 12%

0 Qtr 24% 0 Qtr 1 Qtr 1 Qtr 35% 2 Qtr 3 Qtr

2 Qtr 29%

Reliance is known as the learning organization. 29% of the respondents believe that PMS at Reliance contribute to their career growth to some extent.12% of the respondents feel it is very good as a learning organization. 35% of the respondents said that it is a little truth that the PMS is adequate enough to evaluate performance.24% are totally dissatisfied with the performance management system.

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11. The job responsibilities of the employees are commensurate with their work assignments & remuneration paid by the company. (0) 3 (1) 5 (2) 6 (3) 3

3c Qtr 18%

0 Qtr 18%

0 Qtr 1 Qtr 29% 1 Qtr 2 Qtr 3c Qtr

2 Qtr 35%

Work assignments and remuneration plays important role in any companys policy and thus it is dealt with proper planning.55% of the employees feel that their job responsibilities are commensurate with their work assignments and remunerations is a good deal true but 35% of the employees feel that it is very good. So, it can be inferred that the system is satisfactory at present. H.

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12. The Reward & Recognition system in RHRS is attractive and motivates the employees to give their best to achieve the set objectives.

(0) 5

(1) 2

(2) 4

(3) 6

3 Qtr 35%

0 Qtr 29% 0 Qtr 1 Qtr 1 Qtr 12% 2 Qtr 24% 2 Qtr 3 Qtr

The question was meant to reveal the effectiveness of the reward and recognition system which relates to the career growth of the employees. 24% of the respondents said it to be good to some extent. There was an equal response of 35% who believe it to be very much true.29% of the sample responded it to be not at all true.. So, it was found that majority of the employees are satisfied with the system provided by their organization. But still there are scopes of improvement as a small percentage is still does not seems satisfied.

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13. The commitments are honored in the company. (0) 6 . (1) 6 (2) 3 (3) 2

3 Qtr 12% 2 Qtr 18%

0 Qtr 35% 0 Qtr 1 Qtr 2 Qtr

1 Qtr 35%

3 Qtr

This is very sensitive aspect .There is a clear response.18 % responds to that it is a good deal true that their commitments are honoured while only 12% believe it to be very much true.35%responds to a not true and 35% for not at all true. So, it can be inferred that though the system is not satisfactory .

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14. The employees maintain work life balance. (0) 8 (1) 3 (2) 3 (3) 3

Sales
3 Qtr 18% 2 Qtr 18% 0 Qtr 47% 0 Qtr 1 Qtr 2 Qtr 1 Qtr 17% 3 Qtr

18% responded it to be good, 18% said it to be very good, and 17% replied it as a little true whereas 47% said it to be poor. So, it can be inferred that they had no balance with their work life .

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15. There is sufficient opportunities for social and recreational activities for self & family members are available for the employees.

(0) 7

(1) 4

(2) 6

(3)0

3 Qtr 0%

Sales

2 Qtr 35%

0 Qtr 41%

0 Qtr 1 Qtr 2 Qtr

1 Qtr 24%

3 Qtr

0% responded it to be a very good deal true, 41% said it to be not at all true. So, it can be inferred that the employees get no opportunities for social activities for self as well with their family members.

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16. The attitude & behavior of HR people is positive & friendly. (0) 5 (1) 4 (2)6 (3) 0

3 Qtr 0%

Sales

2 Qtr 40%

0 Qtr 33% 0 Qtr 1 Qtr 2 Qtr 1 Qtr 27% 3 Qtr

This organization provides adequate space for developing cordial and friendly relationship with HR people as 40% responded in its favour. whereas 33% said it to be poor. However, the most of the unsatisfied group consisted of the young group of Reliance.

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17. The HR employees are readily available for the consultation of employees. (0) 7 (1) 3 (2) 3 (3) 4

Sales
3 Qtr 23% 0 Qtr 41% 2 Qtr 18% 1 Qtr 18% 0 Qtr 1 Qtr 2 Qtr 3 Qtr

The answer for this question yielded not good response.23% of the employees feel that the HR people are readily available for consultation of employees, 18% of the employees were satisfied to some extent.18% of the respondents ranked it as a little true and 41% not at all true both.

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18. The employees are real assets for the company & they are taken care of by the company in relation to fulfillment of their work place & social needs. (0) 4 (1) 5 (2) 7 (3) 1

Sales
3 Qtr 6% 0 Qtr 24% 2 Qtr 41% 1 Qtr 29% 0 Qtr 1 Qtr 2 Qtr 3 Qtr

Employees are considered as the assets of the company. They should thus be treated as important ones. This ensures employee retention to a great deal. Reliance knows this fact very well and this is ensured by this survey, as 41% of the respondents believe that Reliance is good in this aspect. 29% of the sample said it is a little true.

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The attrition /employee turnover is directly related with the following. (The reasons are specified)

Since it was an open-ended question, employees have stated various reasons that, according to them, are directly related to the attrition in the organization. Few of the reasons are listed below in order of the priority as stated by the employees. 2. Pay package. 3. Work culture/profile. 4. Promotion policies. 5. Transfer system and postings at undesirable places. 6. Career growth. 7. Self-actualization 8. Better future prospects. 9. Choice of work. 10. Companys policies. 11. Hierarchical barriers.

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FINDINGS
The superior-subordinate relationship at Reliance is above satisfactory.41% of the respondents were satisfied with their relationship with their superiors and subordinates. Criteria and parameters used for coping up with the attrition at Reliance are not adequate enough but according to the survey findings. After determining the survey results, it can be concluded that the not alle employees are satisfied with the system but a certain group of employees i.e. fresher are of the view that they are not at all satisfied and they would like to switch over to another firm for better pay scale. The survey results revealed that the some of the responders are not at all satisfied with the behavior and attitude of the HR employees. The 41% of the responders revealed that the attitude and behavior of the HR employees are good. It is a very important aspect of any organization and its employees to have a comfort level with immediate superiors or the superior whom the employee reports. If this comfort zone is missing, there may arise a number of problems like lack of proper communication between the employees and his superiors. To maintain the comfort zone, the appraisers should treat the appraises properly. The schemes and the policies introduced by RHRS are favorable for the employees as analyzed from the survey report but there were frequent complaints from the employees regarding their proper implementation. According to the survey results obtained, the grievance handling is not effective at Reliance. According to the views of the majority of the responders, Reliance is not outstanding organization. So, it was found that Reliance has to do a lot to live up to its reputation of being a learning organization.

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RECOMMENDATIONS / SUGGESTIONS
Employees are important in running of a business, without them the business would be unsuccessful. However, more and more employers today are finding employees remain for approximately 23 to 24 months, according to the 2006 Bureau of Labor Statistics. The Employment Policy Foundation states it costs a company on an average of $15,000 per employee, including separation costs, paperwork, unemployment; vacancy costs, including overtime or temporary employees and replacement costs including advertisement, interview time, relocation, training and decreased productivity when colleagues depart. Providing a stimulating workplace environment in which fosters happy, motivated and empowered individuals, this lowers employee turnover and absentee rates. Promoting a work environment that fosters personal and professional growth promotes harmony and encouragement on all levels, so the effects are felt company wide.

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The basic remedies which should be kept in mind to lower down the attrition rate in any organization are: 1. Hire the right people in the first place. 2. Empower the employees: Give the employees the authority to get things done. 3. Make employees realize that they are the most valuable asset of the organization. 4. Have faith in them, trust them and respect them. 5. Provide them information and knowledge. 6. Keep providing them feedback on their performance. 7. Recognize and appreciate their achievements. 8. Keep their morale high.

9.Create an environment where the employees want to work and have fun.

10. Reasonable flexibility with work and family balance

11. Performance reviews,

12. Performance based incentives, along with traditional benefits.

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To overcome the attrition rate an organization can take into account the retention policy of the firm which involves taking measures to encourage

employees to remain in the organization for the maximum period of time. Corporate is facing a lot of problems in employee retention these days.

Hiring knowledgeable people for the job is essential for an employer. But retention is even more important than hiring. There is no dearth of opportunities for a talented person. There are many organizations which are looking for such employees. If a person is not satisfied by the job hes doing, he may switch over to some other more suitable job. In todays environment it becomes very important for organizations to retain their employee

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RETENTION PRACTICE

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LIMITATIONS
1. The number of respondents was very few due to which it may be possible that the results are biased. 2. Since I was a trainee there, the respondents were reluctant in giving out the true information. 3. Most of the respondents were indifferent to the surveys due to frequent and ineffective surveys conducted at Reliance. 4. The respondents were biased in giving their responses due to the fear of identity disclosure.

BIBLIOGRAPHY 1. HORIZON- THE MANAGEMENT JOURNAL OF POWER PROFESSIONALS 2. Roshni The Journal of RHRS, Jaipur 3. www.RHRS.co.in 4. Employee handbook-RHRS

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SURVEY ON EMPLOYEE TURNOVER/ATTRITION IN RHRS

QUESTIONNAIRE
Name:** Age: Employee No.:** Department: **Optional ) Scale: 0 = Not at all true 1 = A little true 2 = A good deal true 3 = Very much true 01 02 RHRS is the best place to work in. 0 1 2 3 The RHRS employees are having freedom of doing the assigned work and take necessary steps/decisions in relation to their work wherever required. 0 1 2 3 The employees are having friendly relations with their colleagues . 0 1 2 3 The employees are having cordial relations with superiors & subordinates 0 1 2 3 The sufficient opportunities for career growth are available for RHRS employees. 0 1 2 3 The training & development needs of the employees are met in RHRS. 0 1 2 3 The pay & allowances of the employees are attractive & sufficient to attract fresh talent and retain them in RHRS. 0 1 2 3 The employees receive adequate guidance & support from their superiors whenever needed. 0 1 2 3 The employees work as a team in the organization. 0 1 2 3 The Performance Management System for the employees is adequate enough to evaluate the performance and contribute in their career growth apart from fulfilling their developmental needs. 0 1 2 3 52

03 04 05 06 07

08

09 10

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The job responsibilities of the employees are commensurate with their work assignments & remuneration paid by the company. 0 1 2 3 The Reward & Recognition system in RHRS is attractive and motivate the employees to give their best to achieve the set objectives. 0 1 2 3 The commitments are honored in the company.. 0 1 2 3 The employees maintain work life balance. 0 1 2 3 There is sufficient opportunities for social and recreational activities for self & family members are available for the employees. 0 1 2 3 The attitude & behavior of HR people is positive & friendly. 0 1 2 3 The HR employees are readily available for the consultation of employees. 0 1 2 3 The employees are real assets for the company & they are taken care of by the company in relation to fulfillment of their work place & social needs. 0 1 2 3

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13 14 15

16

17 18

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