ATTRITION: In a human resources context, turnover or labor turnover is the rate at which an employer gains and losses employees. Simple ways to describe it are "how long employees tend to stay" or "the rate of traffic through the revolving door." Turnover is measured for individual companies and for their industry as a whole. If an employer is said to have a high turnover relative to its competitors, it means that employees of that company have a shorter average tenure than those of other companies in the same industry. High turnover can be harmful to a company's productivity if silled worers are often leaving and the worer population contains a high percentage of novice worers. 1.3 COMPANY PROFILE: !uture "roup believes in developing strong insights on Indian consumers and building businesses based on Indian ideas, as espoused in the group#s core value of $Indianans.# The group#s corporate credo is, $%ewrite rules, %etain values.# Vision: !uture group shall deliver everything, everywhere, every time for every Indian consumer in the most profitable manner. Mission: &e share the vision and belief that our customers and staeholders shall be served only by creating and executing future scenarios in the consumption space leading to economic development. &e will be trendsetters in evolving delivery formats, creating retail realty, maing consumption affordable for all customer segments for classes and for masses. 1.3.1 ABOUT BIG BAZAAR: 'ig 'a(aar is Indian personification of retail. It#s lie an Indian bazaar or mandi or mela, the environment created by traders to give shoppers a sense of moment. Its personality is of being an entity away from fancy or pretty and being authentically "no)frills". *ishore 'iyani never hired any foreign consultant for 'ig 'a(aar which is evident from Indian)specific personality of the brand. The brand#s personality is self)explanatory by its tag)line only. This statement places 'ig 'a(aar at the top of customer#s mind. It reflects that entrepreneurship and simplicity are the essence of character of 'ig 'a(aar. To use predatory pricing is not in the personality of 'ig 'a(aar, they never sell goods below the price they have purchased it. 'ig 'a(aar, the "Indian &al)+art", is the modern Indian family's favorite store. 'ig 'a(aar symboli(es modern retail, the business which isn#t looed up to in our country, is now in the eyes of many multi)national biggies. 'ig 'a(aar has shown a robust growth in recent years. There are six department s in 'ig 'a(aar dealing with the following products in the respective departments. 1. Food B!": ,s this department is the soul of the store, 'ig 'a(aar has several categories within this department itself. This department has a surface area of -.// s0uare feet. This department is further divided into1 2on)food Staples !ood !ruits and vegetables #. G$n$"% M$"&'ndi!$: This department is further divided into Home and !ashions. The Home section has two ma3or sections 4lastics and 5rocery6457 amount to one section and 8tensils687 and 2ew 'usiness 9evelopment62'97 form the other ma3or part. The 2ew 'usiness 9evelopment section have items that are more affluent in nature and are part of *ishore 'iyani#s :India ;ne< customer segment. This section sells luxury products lie watches, sunglasses, auto accessories etcetera. The $!ashions#6!7 sections sell luggage, footwear, handbags, Toys and sports 3. A(("$%s: The apparels department is divided into three segments1 +en#s wear) 5asual and !ormal wear *ids wear)infants,boys,girls =adies wear)>thnic wear 6Sarees, *urthas, 9ress materials7and &estern wear ). Ho*$ So%+,ions: This department is not headed by the 9epartment +anager, as the capacity of this department is much smaller in comparison with the others and can be handled by the Team leader. This department comprises of ? electronics and furniture. -. .$%%n$ss d$(",*$n,: This department comprises of cosmetics and a pharmacy)!it and Healthy /. Addi,ion% B+sin$ss: a. Star @ Sitara b. !ood 5ourt c. !ABC 1.#.1 0 Mn(o1$" Mn2$*$n,: ,s the people are the heart of the organi(ation, it is of paramount importance that manpower is ade0uate at all times. Therefore calculation of manpower re0uired is most important. +anpower re0uired to man the entire operation of the store is dependant on the s0uare feet of the store available. Say for example !ood 'a(aar 6+athura, 'ig 'a(aar7 has an area of -.// s0uare feet. %atio of manpower to floor area1 AD.// s0uare feet Mn(o1$" "$3+i"$*$n,4 To,% "$ 5s3+"$ 6$$,07 A"$ &o8$"$d 9: on$ $*(%o:$$ 5s3+"$ 6$$,0 Therefore, for -.// s0uare feet you re0uire E -.//D.// E A. personnel re0uired to man Food B!" In the case of !ood 'a(aar, by means of this calculation the H% department has employed AF personnel to man its floor space. 9ue to problems with absenteeism, the H% department has foreseen this and has a policy of maintaining a buffer of A.G .Therefore they ideally should have a manpower capacity of about H/ to H.G per day. 'ut, they have been able to manage with -/ to H/G attendance. The employees are allowed to have their days off only during the weedays. NEED FOR THE STUDY: ;ne of the ma3or problems of the retail industry as well as for this company is the growing attrition. This research pro3ect has arisen as a conse0uence of growing concern within the company regarding manpower retention and turnover. This research was mainly focused on the three ma3or centers of +athura were attrition was of a greater concern with respect to the employee management process. The topic is not new in the retail area as well as in the other industries today. However, there is a real need to conduct this research in the organi(ation because attrition among the floor staffs is acute in the plant. ;ur research focuses on identifying the various factors contributing to attrition so that attention can be given them. Since the industry re0uires the need of staffs vi(. salesmen, cashiers, mareters, maintenance personnel, etc. and since the organi(ation is undergoing expansion, the need for stabili(ing the manpower is 0uite high and conse0uently the need for a research in this area is even higher. RESEARCH METHODOLOGY ).1 RESEARCH DESIGN: The research design used in this pro3ect is the descriptive research design. ).1.1 METHOD OF DATA COLLECTION: The data collected is divided into two namely primary data and secondary data. The method and mode used for collecting these data are explained below. PRIMARY DATA: The primary data collection is the gathering of responses from the staffs which was done by direct survey with the help of 0uestionnaire. SECONDARY DATA: The secondary data is the information collected from the company#s official web sites, boos and H% portals for the pro3ect wor. ).# RESEARCH INSTRUMENT: The research instrument used for collecting the data is 0uestionnaire. ;+$s,ionni"$: The Iuestionnaire is prepared in an organi(ed and thorough manner and reframed accordingly after considering all the re0uired aspects of the attrition analysis, using last year#s data. The scale ranges from a score of A for $Strongly ,gree# to a score of . for $Strongly 9isagree#. P"*$,$"s Us$d Fo" T'$ S+"8$: The factors which were taen into consideration for the attrition analysis survey are as followsJ >mployee morale 5areer growth &or >nvironment 5ommunication 5ompany 4olicies Training 5ommunication ;verall satisfaction of the company ).3. SAMPLING DESIGN: ). 3.1 Po(+%,ion: 4opulation taen for the study is the ,ssistant 9epartment +anagers 6,9+7s and team leaders of 'ig 'a(aar. ).3.# S*(%$ Si!$: Since the company re0uired responses from all the ,9+s and team leaders, the sample si(e for individual branches were as followsJ 'ig 'a(aar 6mathura7 ) C/ ).) STATISTICAL TOOLS USED FOR ANALYSIS: ,fter data collection, statistical tools are used for analy(ing the data and results are obtained. !rom the obtained results, findings and suggestions can be done. The statistical tools used in this pro3ect for analysis are1 S4SS 6Simple 4ercentage ,nalysis7. +S)>xcel. LIMITATIONS OF THE STUDY All the employees were extremely helpful. But then also there were certain limitations in the study. They are as follows: - TIME CONSTRAINT: - Although the HR officers were willing to help the trainees as much as possible but in spite of that they could not devote much of their office time to us regularly because of their own duties and responsibilities for the company. CONFIDENTIALITY: - !onfidentiality regarding cooperation policies was also a hindrance in the study. LIMITED AREA: - "ome of the welfare measures were applicable only inside the area . UNCOVERING:- To ma#e $uestionnaire of manageable si%e some of the inputs related to welfare measures could not be dealt upon. #. APPENDI< 1. Do :o+ 6$$% ,', :o+" s+9=o"din,$s "$ 8%+$d (", o6 ,'$ o66i&$> B. Strongly ,gree C. ,gree K. 2eutral .. 9isagree 3. Do :o+ 6$$% ,', :o+" s+9=o"din,$s "$ "$s($&,$d nd 6i"%: ,"$,$d in ,'$ o"2ni!,ion A. Strongly ,gree B. ,gree C. 2eutral K. 9isagree ). Do Mo"%$ in ,'$ o66i&$ is 'i2' A. Strongly ,gree B. ,gree C. 2eutral K. 9isagree -. Do ,'$: '8$ &"$$" 2o%s nd 6+,+"$ ("os($&,s> A. Strongly ,gree B. ,gree C. 2eutral K. 9isagree -. ,'$: ?no1 'o1 ,'$i" @o9 6i,s in,o %"2$" (i&,+"$ o6 ,'$ o"2ni!,ion> A. Strongly ,gree B. ,gree C. 2eutral K. 9isagree /. Do ,'$: '8$ &%$" +nd$"s,ndin2 o6 'o1 ,'$i" @o9 ($"6o"*n&$ is *$s+"$d> A. Strongly ,gree B. ,gree C. 2eutral K. 9isagree A. Do ,'$: ?no1 'o1 $B&,%: o6 1', is 9$in2 $B($&,$d o+, o6 ,'$*> A. Strongly ,gree B. ,gree C. 2eutral K. 9isagree C. T'$ o"2ni!,ion &&o**od,$s ,'$i" ($"son% n$$ds. A. Strongly ,gree B. ,gree C. 2eutral K. 9isagree D. T'$ 1o"? $n8i"on*$n, in ,'$ s,o"$ is 6"i$nd%: A. Strongly ,gree B. ,gree C. 2eutral K. 9isagree 1E. Do ,'$: '8$ (osi,i8$ "$%,ions'i( 1i,' ,'$i" s+($"8iso" A. Strongly ,gree B. ,gree C. 2eutral K. 9isagree 11. T'$"$ is s(i"i, o6 &o=o($",ion *on2 s,66s A. Strongly ,gree B. ,gree C. 2eutral K. 9isagree 1#. T'$ 1o"?%od nd 1o"? ,"2$,s "$ "$son9%$ A. Strongly ,gree B. ,gree C. 2eutral K. 9isagree 13. T'$ 1o"?%od is dis,"i9+,$d 6i"%: A. Strongly ,gree B. ,gree C. 2eutral K. 9isagree 1). T'$ s+9=o"din,$s 6$$% ,', ,'$ 1o"? ,i*in2s "$ 6%$Bi9%$ A. Strongly ,gree B. ,gree C. 2eutral K. 9isagree 1-. Do :o+ ,'in? ,,"i,ion is in6%+$n&$d 9: ,'$i" di66i&+%,: in d(,in2 ,o ,'$ o"2ni!,ion> A. Strongly ,gree B. ,gree C. 2eutral K. 9isagree REFERENCES: BOOFS: 8ma Searan, %esearch methods for business, 6K th editionJ 2ew 9elhiJ &iley publications7 %.2andagopal et.al., %esearch methods in business, 6 A st editionJ 2ew 9elhiJ excel boos7 5harles %. "reer, Strategic Human %esource +anagement, 6 B nd editionJ 2ew 9elhiJ 4earson education7 L S 4 %ao, Human %esource +anagement, 6B nd editionJ 2ew 9elhiJ >xcel boos7 . OBGECTIVES OF THE STUDY: The study is undertaen with the following ob3ectives. .1.1. PRIMARY OBGECTIVE: To find the attrition rate for the current year at 'I" ',M,,%, +athura. To ascertain the various reasons responsible for the attrition of staffs. .1.# SECONDARY OBGECTIVES1 To bring out the strategies to retain manpower in the store. To attract more number of new employees and find ways to sustain them in the company.