INDEX TABLE

chapter

1
1.1
1.2
1.3
2
2.1
2.2
2.3
2.4
2.5
2.6
3
4
4.1
4.2

Subject

page
no.

OBJECTIVE AND RATIONALE

INTRODUCTION

COMPANY PROFILE
AXIOM CORE STRENGTHS
SECTORS SERVED
EMPLOYEE ATTRITION AND EMPLOYEE RETENTION
COST OF ATTRITION
REASONS FOR ATTRITION
DISADVANTAGES OF ATTRITION
EMPLOYEE RETENTION
ROLE OF HR IN EMPLOYEE RETENTION
CHALLENGES IN EMPLOYEE RETENTION
PRODUCTS & SERVICES
RESEARCH METHODOLOGY
LITERATURE REVIEW
OBJECTIVE OF THE STUDY

4
7
8
10
12
14
15
16
23
24
26
41
42
45

ASSUMPTIONS
4.3

45
RESEARCH DESIGN

4.4
5
6
6.1
6.2
7
7.1
8
8.1
9
9.1
9.2

BUSINESS PROCESS

46
48

INFERENCES DRAWNAND ANALYSIS

53

ATTRITION RATE OF AXIOM BPO SERVICES

RETENTION STRATEGIES USED AT AXIOM BPO
FINDINGS
SUGGESTION
CONCLUSION
BIBLIOGRAPHY
ANNEXURE
EXIT INTERVIEW
EXIT FORM

54
59
60
61
63
64
67
68
71

EXECUTIVE SUMMARY
This project is a reflection of the findings of the survey that was conducted to understand what
BPO Companies are doing towards the attrition and retention of their employees.
The project overview encompasses the objective, rationale and methodology adopted for the
survey. Its a snapshot of why and how the project was carried out.
The brief profile of the BPO Companies aims not only to introduce the companies but also to
impart a better understanding of the BPO Sector as a whole. The companies Vision, Mission,
Values and Beliefs are mentioned in a nutshell.
The introduction to retention provides the theoretical base to build the project upon, and also to
better understand the significance of the subject, highlighting the need for the organizations
today to be more proactive in retaining their employees. The focus has been on why employees
stay so that precautionary approach adopted by different organizations can be understood.
The survey has also brought out the attempts made by the organizations towards building up of
work environment focusing on employees, their morale, motivation, satisfaction and ability and
willingness to be highly productive. At the same time, several reward and recognition initiatives
have been developed to encourage desired employee behaviour benefiting the organizations. The
money factor has also been considered to understand the organizations approach towards
developing their employee retention strategy around compensation, bonus and incentives etc.

OBJECTIVE
This research was undertaken to understand the various strategic initiatives adopted by different
companies towards the retention of their employees; with an ultimate objective of analyzing the
retention practices that are adopted by a BPO Company.
To understand the factors central to attrition.
To calculate and analyse the attrition rate of axiom .
To suggest the activities that they might undertake in order to decrease attrition rate
& retain employees.
To take efforts and measures to improve the situation and conditions of employment
for retaining key talent.
To understand the rules and policies followed by the organization of Exit interview.

RATIONALE
Having recognized that human assets are the only true differentiator that an organization has, the
attrition and retention of these valuable resources have become and area of major concern for
every organization. Be it any stage of business cycle or economic condition; top performers,
strategic employees and the whole lot of the employees cargo who are capable of taking the
organization to the ambitious heights, are always the focus of attention for their employees.

CHAPTER-1
INTRODUCTION

INDUSTRIAL PROFILE
Axiom is a BPO company at Ahmedabad, India established in 2004 and since then we
have undertaken several critical BPO projects for both Indian and International Clients to the
complete satisfaction of our clients. Our staffs are well trained in their relevant fields who
provide excellent customer services to your business requirements by using proven
methodologies and by employing standard procedures to ensure that you enjoy increased
customer satisfaction thereby enabling you to get increased revenues and profits. Since our
main aim is to focus and interact with our customers directly, we actively assist you in
improving your company's products and services by providing valuable feedback and
information to the appropriate sales and marketing department..
The integrity of our executive management team and the background of our professionals
enable us to work with only the best. Our team is comprised of industry standards experts
with worldwide experience in outsourcing-off shoring services and integrated onsite-offshore
solutions. Each of our professionals undergoes meticulous training, specializing in individual
industries to provide services that meet the global standards.

1.1 COMPANY PROFILE

Name of the company

: AXIOM SERVICES

Address

: B-31/62,Corporate House, Judges

Bunglaw Road, Opp Pakvan Restaurant,
Bodakdev
Ahmedabad, Gujarat
India

Type of Unit

Year of Establishment

: 2004-2005

Total Area Covered

: 40 acres

Number of Employees

: 300

Competitors

: QRM. IBM. UFIDA. SunGard. Metric Stream.

Website

Private Company

: http://axiombpm.com

1.6 Vision & Values

(A) Vision
The most successful and admired life insurance company, which means that we are the most
trusted company, the easiest to deal with, offer the best value for job, and set the standards in the
industry.
The most obvious choice for all.

(B) Values
Integrity
Innovation
Customer centric
People Care One for all and all for one
Team work
Joy and Simplicity

CORE VALUES OF AXIOM

Business ethics
Customer focus
Speed and innovation
Professional pride
Mutual respect

HR PHILOSOPHY AT AXIOM

A strong focus on our human resources operations is closely integrated into the firm's
business strategy.
At axiom we believe in providing an entrepreneurial environment, within a strong focus
on result orientation
At each level, axiom employees have a pre-defined career path and hence an opportunity
for continuous growth. They also believe in a complete meritocracy in deciding on
promotions and reward systems
AR's ability to provide world-class financial services is a result of its talented manpower
pool.

1.2

AXIOM CORE STRENGTHS

Breadth of Services
In line with its client-centric philosophy, the firm offers to its clients the entire spectrum of
financial services ranging from brokerage services in equities and commodities, distribution of
mutual funds, IPOs and insurance products, real estate, investment banking, merger and
acquisitions, corporate finance and corporate advisory.
Clients deal with a relationship manager who leverages and brings together the product
specialists from across the firm to create an optimum solution to the client needs.
Management Team
ANAND RATHI brings together a highly professional core management team that comprises of
individuals with extensive business as well as industry experience.
In-Depth Research
Our research expertise is at the core of the value proposition that we offer to our clients.
Research teams across the firm continuously track various markets and products. The aim is
however common - to go far deeper than others, to deliver incisive insights and ideas and be
accountable for results.
Client Testimony
We have been ranked thrice in a row as the #1 Private Bank - Domestic and #2 Private Bank Overall BY OUR CLIENTS in an international Private Banking Poll (2009, 2010 & 2011)
conducted by the Asia money publication. Asia money Polls is a unique survey run by Asia's
regional financial publication that surveys the end-user i.e. our clients. It is the leading and
definitive industry survey in the region. We believe that this honor would not have come our way
without the goodwill, support and patronage of our clients and the trust they placed in us and our
advisory.
Client-centric Ethos
Our belief is that there is a spark in every person that distinguishes him as an individual, and
defines his aspirations and goals. A Wealth Management solution for every individual is therefore
unique. You deserve a customized solution for managing your wealth that is specific to your
needs and not a generic template based offering.
Strong Research Capabilities
Our Advisory process is rooted in the strength of our research team, giving us expertise across
various asset classes. Our Economic Research team has been ranked among the top 20 in Asia by
Institutional Investor and is one among the only 2 teams from India to feature in this list.

1.3

SECTORS SERVED

Industrial and Capital Goods

Business Services

Technology

Telecom

Media

Retail

Real Estate

Consumer Services

Natural Resources

Financial Institutions

Professional Services

Education

Clean Energy

Healthcare

Infrastructure

Transportation and Logistics

CHAPTER-2
EMPLOYEE ATTRITION AND RETENTION
STRATEGIES

INTRODUCTION TO TOPIC
EMPLOYEE ATTRITION AND EMPLOYEE RETENTION

In the best of worlds, employees would love their jobs, like their co-workers, work hard for
their employers, get paid well for their work ,have ample chances for advancement and flexible
schedules so they could attend to personal or family needs when necessary.
Specifically at Brokerage industry normally No of employees leaves organization is always high.
so For HR manger it is a big challenge to maintain the attrition rate of their organization. HR
Manager is not only required to fulfill this Responsibility, but also find the right kind of people
who can keep pace with the unique work patterns in industry. The toughest concern for an HR
Manager is However the Attrition Rate.

MEANING OF ATTRITION:
The wearing down of an Adversary, making him weaker by repeal attacking them or wearing
down of resources i.e. the process of reducing the number of people who are employed by an
organization by not replacing people who leave the job.

WHAT IS EMLOYEE ATTRITION:A

reduction in number of employees

through retirement, resignation or death.

The action or process of gradually reducing the strength or effectiveness of someone or
something through sustained attack or pressure. The gradual reduction of employees leaving and
not being replaced rather than by their being laid off.

WHAT IS ATTRITION RATE: The rate of shrinkage in size or number.

The rate of shrinkage in size or number of employees is known as Attrition Rate. It is usually
expressed in percentage. An Attrition Rate also known as churn rate, can be a measure of two
things. It can be a measure of how many people leave over a certain period of time or how many
employees leave over a certain period of time.
Employee attrition is a serious issue, especially in todays knowledge-driven marketplace
where employees are the most important human capital assets; attrition impacts an organizations
competitive advantage.

CYCLE OF ATTRITION

Decresed
Productivit
y

Drivers
of
attrition

Cost
Reductio
n/
Austerity

Greater
Attrition

Incresed
cost/Redu
sed
Revenue

Attrition brings decreased Productivity.

People leave causing others to work harder.
This contributes to more Attrition, which contributes to increased costs and lowers
Revenue.
This forces additional cost reduction and austerity measures.
This in turn makes working more difficult, causing the best performers with the
most external opportunities to leave

2.1

COST OF ATTRITION

Cost of advertising for new positions

the cost and time involved in interviews and background checks,
costs associated with search firms or placement agencies,
relocation costs of new employees
Training and orientation costs

The tangible costs of employee attrition would be the cost of training new employees,
the recruitment and selection costs, adjustment time, possible product and/or service
quality problems, costs of agency workers/temporary staff, the cost of loss productivity,
the cost of lost knowledge and the cost of the position remaining vacant till a suitable
replacement is found.
The intangible costs, which may be even more significant than the tangibles, involve the
effect of turnover on organizational culture, employee morale, social capital or
organizational memory. All these costs would significantly take away the profitability and
the competitive advantage of the firm.

2.2

REASONS FOR ATTRITION

I.
II.
III.
IV.
V.
VI.
VII.

Deliberately Ruining the Relationship

Persistently Annoying the Employee.
Compelling Offer
Expectation is Not Shaped Properly
Life cycle Changes Not Managed
Developmental Needs Beyond the Functional Are Not Met
Wrong Hire

THE BRIGHTER SIDE OF ATTRITION:

Some employee turnover positively benefits organizations. This happens whenever a poor
performer is replaced by a more effective employee, and can happen when a senior retirement
allows the promotion or acquisition of welcome 'fresh blood'. Moderate levels of staff turnover
can also help to reduce staff costs in organizations where business levels are unpredictable month
on month. In such situations when business is slack it is straightforward to hold off filling
recently created vacancies for some weeks.

2.3

DISADVANTAGES OF ATTRITION
1. Whats Your Top Performing Employee Worth to You?
Your best employees are invaluable it's as simple as that! For every penny they generate in
sales, contract negotiation, savings, or whatever it is that they do, there's an untold wealth being
tapped by their skills as ambassadors for your company. The goodwill they engender, the
relationships they forge, can be worth more than you can calculate in profit alone.
2. So What Do You Lose When One Of Your Top Performers Quits?
When that time comes, the cost can be just as hard to calculate. Of course, you'll lose the profit
they've been creating. But what about all that goodwill? What about the relationships? What
about the positive effect they've been having on all those around them inspiring greater
performance from their colleagues as others aspire to be just like them? You need to know that
when you recruit that special person, that you have the systems in place to retain them, and
allow them to blossom with you not force them to take your training and investment and then
look for a new employer whom they feel will really "appreciate" them!

3. Our Employee Engagement Barometer Can Put An End To The Heartache Of

Watching Your Top Guns Heading For The Door.
The Employee Engagement Barometer TM is essentially an "off-the-shelf" solution, which can
be scaled and adapted to perfectly suit your needs, for a fraction of the cost of recruiting even a
single candidate. Beginning with an initial consultation, we'll work together to assess your
employee attrition rate, determine the scope of the project and agree the desired outcomes. You'll
then have custom made post-induction and exit interviews crafted to get to the very heart of your
business. Once the structure is in place, you can hand over the reins to us freeing up your time
and allowing you to get on with what you do best!

2.4

EMPLOYEE RETENTION
WHAT IS EMPLOYEE RETENTION?
Employee retention refers to the various policies and practices which let the employees
stick to an organization for a longer period of time.
Every organization invests time and money to groom a new joined, make him a corporate ready
material and bring him at par with the existing employees. The organization is completely at loss
when the employees leave their job once they are fully trained. Employee retention takes into
account the various measures taken so that an individual stays in an organization for the
maximum period of time.
It is a process in which the employees are encouraged to remain with the organization for
the maximum period of time or until the completion of the project. Employee retention is
beneficial for the organization as well as the employee.

WHAT IS RETENTION ALL ABOUT?

R- REMUNERATE COMPETITIVELY
E-ENCOURAGEMENT AND EXPECTATION
T-TRAINING AND DEVELOPMENT
A-ANNUAL REVIEW CYCLES
I- INFORM AND INVOLVE
N- NURTURE

NEED & IMPORTANCE OF EMPLOYEE RETENTION

Let us understand why retaining a valuable employee is essential for an organization.
Hiring is not an easy process:
An organization invests time and money in grooming an individual and makes him ready to
work and understand the corporate culture:
When an individual resigns from his present organization, it is more likely that he would join
the competitors:
The employees working for a longer period of time are more familiar with the companys
policies, guidelines and thus they adjust better:
It has been observed that individuals sticking to an organization for a longer span are more
loyal towards the management and the organization
It is essential for the organization to retain the valuable employees having high potential.

KEY AREAS IN EMPLOYEE RETENTION

CO
PE
M
AT
S
N
IO N
SU
PO
T
R

EN
IR O
V
NM
NT
E

RE
T IO
A
L
NS
I P
H

GR
WT
O
H

1) COMPENSATION:
2)
It includes
*
*
*
*

Basic wage
House rent allowance
Dearness allowance
City compensatory allowance.

2. ENVIRONMENT:
Types of environment the employee needs in an organization:
I.
II.
III.

Learning environment:
Supportive environment.
Work environment.

4. GROWTH:

Growth and Career Growth and development are the integral part of every individuals
career. If an employee can not foresee his path of career development in his current
organization, there are chances that hell leave the organization as soon as he gets an
opportunity. The important factors in employee growth that an employee looks for himself
are:
Work profile
Personal growth and dreams
Training and development:
4. RELATIONSHIP
Relationship with the immediate manager:
Relationship with colleagues
Induce loyalty

5. SUPPORT:
Employers can support their employees in a number of ways as follows:
By providing feedback
By giving recognition and rewards
By counselling them
By providing emotional support

COMMON EMPLOYEE RETENTION STRATEGIES

The basic practices which should be kept in mind in the employee retention strategies 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 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.
A.
*
*
*

These practices can be categorized in 3 levels:

Low
medium
high level

2.5

ROLE OF HR IN EMPLOYEE RETENTION

The Human Resource team plays an important role in employee retention.
Let us find out their role in the same:
Whenever an employee resigns from his current assignments, it is the
responsibility of the HR to intervene immediately to find out the reasons which
prompted the employee to resign
It is the duty of the HR to sit with the employee and discuss the various issues
face to face. Understand his problems and listen to his side of the story as well..
The HR person must ensure that he is recruiting the right employee who actually
fits into the role. A right person doing the wrong job would never find his job
interesting and certainly look for a change.
The human resource department must conduct motivational activities at the
workplace. Organize various internal as well as external trainings which help the
employees to learn something extra apart from their routine work.
The HR must launch various incentive schemes for the top performers to motivate
them. This way the employees feel important for the organization and strive hard
to perform even better the next time.
Performance reviews are a must. The HR along with the respective team leaders
must monitor their team members performance to ensure whether they are
enjoying the work or not.
The HR professional must try his level best to motivate the employees,
make them feel special in the organization so that they do not look for a change.

2.6

CHALLENGES IN EMPLOYEE RETENTION

Monetary dissatisfaction is one of the major reasons for an employee to look for a
change. Retention becomes a problem when an employee quotes an exceptionally
high figure beyond the budget of the organization and is just not willing to
compromise.
In the current scenario, where there is no dearth of opportunities, stopping people
to look for a change is a big challenge. Employees become greedy for money and
position and thus look forward to changing the present job and join the
competitors..
Individuals speak all kind of lies during interviews to get a job. It is only later do
people realize that there has been a mismatch and thus look for a change.
Problems arise whenever a right person is into a wrong profile. The human
resource department should be very careful while recruiting new employees.
Some individuals have a tendency to get bored in a short span of time. They might
find a job really interesting in the beginning but soon find it monotonous and look
for a change. The management finds it difficult to convince the employees in such
cases.
Unrealistic expectations from the job also lead to employees looking for a change.
An individual must not look for a change due to small issues. One needs time to
make his presence feel at the organization and must try his level best to stick to it
for a good amount of time and ignore petty issues.

HOW TO RETAIN THE KEY TELANT

Work should never become monotonous and must offer a new learning each day.
Every individual should enjoy privacy at the workplace

Every employee should be treated as one irrespective of his designation.

The management must formulate employee friendly policies.

Incentives, cash prizes, trophies, perks should be given to deserving employees to

motivate them to perform up to the mark every time.

The performers must be made to participate in the decision making process.

CHAPTER-3
PRODUCTS & SERVICES
A.Products of Axiom BPO services

Data Entry Outsourcing

Data Management
Financial & Accounting Services
Web Research Services

Axiom BPO Services a leading BPO company providing quality services, ranging from
telemarketing and customer support to web promotions, software development and data
management services. Our highly skilled and trained workforce, along with a state-of-the-art
setup is ideal for all your business needs.
Axiom is unlike any other business process outsourcing organization. Our goal goes beyond
merely carrying out the clients' requirements. We strive to establish a long-standing partnership
with our clients and work in close coordination with them so as to provide them with only the
best services possible.

Data Entry Outsourcing

Our company has an expertise in providing effective customized and quality-based on line data
entry works. It comprises data scanning and indexing, form processing, content editing and
conversion services, data entry online, content monitoring with words and phrases that suits our
clients.

Every organization totally depends upon the various operations that would enhance the
productivity of the company affairs. Information Technology based software companies that take
part in the rapid growing economies of any country needs quick information without any time
gap. So outsourcing of various jobs having different fields comes into concern for the better
procurement of the business and they can concentrate of their core business. One of the
enhancing fields is data entry. Data entry works can easily be relocated to cost effective locations
with
accuracy
and
confidentiality
without
any
management
headaches.

Data entry works outsourcing is a profitable business in todays scenario. As it comprises lot of
manpower and the expenditure on completing it is lofty thats why organizations outsource their
data
entry
projects
to
low
cost
destination.
We have a comprehensive range of soaring quality of manpower with professionals in their
desirable fields and low cost data entry services with timeliness and high volume of data-entry
applications.
We have different kinds of services with different requirements.

Data entry online.

Data entry offline.

Image entry

Book entry

Legal documents entry.

Insurance claim entry.

Financial document entry

Official or medical document entry.

Others

Our company Axiom has the potential to compete with all your needs and various requirements
that keeps your money intact in your own pocket with low cost and 99.999 accuracy and
punctuality.
Axiom is one of the leading companies in India in data entry services that offer you a cost
effective data processing, data extraction, capture of data and analysis of data if required, by
utilization of state-of-art-technology for the procurement of your business in full phase.
Visit our projects pages completed and feed back of clients all across the world that will give you
chock

full

ideas

about

our

company

and

the

Contact us for any requirements or query about data entry services.

way

of

work

culture.

A. Data Management
Our high-quality/high volume production document scanners accurately capture and convert to
digital image format a large range of source material including: Text-based Documents,
Numeric-based

Documents,

Image

based

Documents,

Mixed-format

documents.

Data Entry / Data Processing Axiom Range of Data Services include:

Data Capture and Digital Imaging

Data Digitisation and Data Conversion

Forms based Data Capture

Manual Data Entry

Full-text Data Capture

Optical Character Recognition

Data Capture and Digital Imaging

Our high-quality/high volume production document scanners accurately capture and convert to
digital image format a large range of source material including:
Text-based Documents: Whether printed matter or handwritten including, memos, air waybills,
surveys, reports, instruction manuals, business cards, index cards, product warranties
Numeric-based Documents: Financial statements, payroll records, time sheets Forms based
documents: surveys, questionnaires, application forms of any kind (credit-cards, loans, product
registration, etc.)
Image based Documents: Photographs, property details, charts, graphs
Mixed-format documents: bank statements, credit card statements, etc By digitising your data
using document imaging, an exact scan of every original document is stored online (like a very
clear photocopy), in addition to making the information searchable and easily retrieved. That
way, when you find the information you need, you can print, fax or email the entire page it came
from.
Digitisation and Conversion
Using leading-edge technologies and skilled staff, we convert your unstructured data into a
variety of useful digital formats:
MS Word, RTF, TXT, PDF, HTML, SGML, XML, MS Excel, and others as per your requirement

Forms based data capture

We capture data from all types of handwritten forms accurately, rapidly and cost-effectively. We
work with a variety of applications including:

Coupon redemptions

Credit card applications

Insurance claims

Medical claims

Patient records

Product registration cards

Shipping documents

Subscriptions

Surveys

Manual data entry

Axiom Data Services includes manual keying of every possible text, numeric or mixed
document. Manual data entry allows you to do much more with your corporate information than
just imaging, saving you time, money and giving you measurable competitive advantages.
Full-Text Data Capture
For your text and numeric based documents, whether printed or hand-written, we provide a
highly accurate and rapid service to manually enter your data into an electronic format. We
guarantee accuracy in excess of 99.9%. Using state-of-the art software and manual validation
procedures, you can rest assured of the integrity of your data.
Optical Character Recognition
We convert your hard-copy documents into digital, editable text using rapid, accurate, Optical
Character Recognition (OCR) technology. Using state of the art hardware and software, your
hard-copy documents are turned into a format of your choosing (MS Word, TXT, RTF, etc.)
ready for rapid, organised, and simple storage and retrieval.
Data Conversion
The need for data conversion is essential for any organization to run their business effectively.
Data conversion can be defined as the translation of data from one format to another. Data stored
in an old system is imported into a new database. Data Conversion can range from a simple one

for one import to a complex procedure where non-relational data needs to be imported, validated,
cleansed, and split up into multiple tables in a new relational database structure.
Axiom one of the leading data entry company, provides comprehensive data entry services and
data conversion solutions to its clients using a rich pool of human resources and the latest
technologies like high-speed scanners and data processors to convert data from one format to
another. Besides converting your files, we will also meet your exact formatting needs through the
multi-level process. The company focuses on technological innovation. We have pioneered a
number of breakthroughs in device size, power consumption, measurement fidelity, and data
throughput.
Axiom provides a collection of links to utilities for the conversion of software data. Data entry
process converts PDF, word processors, typesetters, all kinds of document formats, and paper
into XML, SGML, HTML, and other structured formats.
Axiom offers all kinds of data conversion services such as:

Document conversion

XML conversion

SGML conversion

HTML conversion

CAD conversion

Catalog conversion

Book conversion

PDF conversion

We can convert data into any of the following formats:

Excel worksheets

Mainframe data

Paradox

FoxPro

Dbase

Text files (ASCII, .csv etc.)

Our experts and enthusiastic staff are dedicated to provide complete and accurate data entry and

Data Conversion Services to our worldwide customers at lowest possible cost and within the
deadline.

B. Financial & Accounting Services

India is known for having both cost as well as technical advantages when it comes to outsourcing
IT services and processes. India has emerged as one of the most preferred country for
outsourcing various services globally.
Taxation / Financial Accounting Outsourcing

India is known for having both cost as well as technical advantages when it comes to outsourcing
IT services and processes. India has emerged as one of the most preferred country for
outsourcing various services globally. These include supply chain management, sales, marketing,
customer care, Human resource etc besides Financial Services and E-Accounting services.
The Axiom is well established and thriving. It is respected globally for providing quality services
at significantly lower costs with world-class infrastructural facilities. Axiom accounting and
taxation BPO company provides with expert off-site, remote e-accounting, financial services
outsourcing and accounting services outsourcing, working in close association with your needs
and
specifications.
Tax Processing / Financial Accounting Services :
Accounts Payable: The process helps client to track payments originating across different
locations and in different currencies. It helps to efficiently settle payment issues with vendors.
Accounts Receivable Management: The process includes managing as well as tracking the
client's receivables in different locations. It also helps to manage the limit of credit extended by
the
client.
Tax Processing: The process includes keeping proper tax data and auditing it and also
maintenance
of
various
documents
and
forms
relating
to
taxation.
Cash Management: The process includes checking the cash flow statement of the company. It
also includes checking the liquidity of the company, managing current assets like cash,
inventories,
bills
payable
and
receivables
etc.
Risk Management: The process includes services like monitoring the risk factor of various
investments, looking after the returns, looking after at the viability of projects a company
undertakes. It also includes making quarterly reports of investments and sending it to the
company.

Claims Processing: The process includes checking of documents supporting the claim and
storing online data of claims.
Accounting Management Processes:

Transaction Processing

Maintenance of general ledger and chart of accounts

Web-based Accounting System

Bank and other account reconciliations

Maintain asset sub-ledgers

Preparation and maintenance of work papers

Monthly and year end close procedures

Financial Reporting

Financial statements, including drafting footnotes

Consolidations

Management Reporting

Budgeting, forecasting and financial analysis

Regulatory reporting, including SEC and NASD

Advisory Services

GAAP/Technical Support for Complex Accounting Issues

Financial statement audit support services

Consultation on accounting and tax implications of significant agreements and

transactions

Transaction Support, including:

SEC Reporting

Mergers & Acquisitions

Private Placement Memorandum

Accounting and reporting responsibilities often overwhelm the resources of rapidly growing and
established businesses alike. Additionally, in the current business environment the need for more
accurate, timely and consistent accounting and financial information has become greater. For
over 5 years, we have been providing financial and accounting business process outsourcing
(BPO) services. We help companies by maintaining their general ledger, performing financial
processes, interfacing with management, helping them meet their financial reporting and tax
requirements and performing other essential financial tasks, thereby enabling them to concentrate
on their core competencies strategic business objectives.
D. Web Research Services
Axiom is a BPO company based in India, offers fast web research BPO services in a variety of
subjects and areas. If you own a business and require consultation on some aspect, we have
experts and guides who can provide you the best advice in Internet and online marketing
strategies.
Axiom is a BPO company based in India, offers fast web research bpo services in a variety of
subjects and areas. If you own a business and require consultation on some aspect, we have
experts and guides who can provide you the best advice in Internet and online marketing
strategies. Besides research on business trends, strategies, and products, we also offer web
research on a variety of subjects such as history, politics, medicine, law, literature and more.
Awareness regarding business prospects and periodic expert advice is crucial in any business.
Once you entrust us with the job of researching current market trends related to your business,
we assign the job to the experts in our staff. Our web research service can be utilized by
researchers, students and others who are seeking some information or other.
Axiom offers web research services which includes product search, Market Research, Survey
etc.
Some of these services are:

Internet Search, Product Research, Market Research, Reporting, Survey, Analysis.

Web and Mailing list research.

Web research and Data Entry into any format

Web search and online Form Entry and web-to-web entry.

Mass Creation of Free Web site Account.

Web Search and Listing.

Online research and create a Database into Microsoft Office.

Email research

Name, city and state research

Pricing web research

Competitor web Analysis

Advertising research

Axiom is enhanced by the excellent infrastructure and experienced internet and Data Research /
Surfing staff. We are recruiting only those people with a keen eye for details and a deep interest
in online search. Axioms web data research will help you plan, implement, and manage on a dayto-day basis. Our internet researchers will help you assess customer satisfaction and provides
best services to clients at USA, UK, Canada and Other European Countries.

B. Services of Axiom BPO

Axiom headquartered in Ahmedabad, is one of the best emerging BPO destination in
India. Our inbuilt infrastructures are equipped with world-class technologies such as:

State-of-the-art computerization with fully automated call desks

Dedicated and redundant network and telecom connectivity.

Multiple Leased fiber optic circuit from India to US, Australia and Europe.

Fully redundant voice and data communications with security.

Duplicated system to ensure uninterrupted call reception and uninterrupted Internet

connectivity.

The software's that we use are licensed and they conform to all the data and information
security systems.

Database systems, which are employed with us, are robust and reliable to ensure
integrity and secured data storage, management and retrieval procedures.

Equipped with dedicated technology center, which enable us to reduce redundancies

with regard to power and storage capacities.

Hardware facilities are kept at high availability and scalability to handle large
voluminous transactions with simplicity and ease.

Uninterrupted and back up power supply .

A. Inbound Call Center

B. Outbound Call Center
C. BPO Services India
A. Inbound Call Center Services
Answering Service

Our business telephone answering services provide cost effective ways for businesses to handle
after hour calls or when staff are unavailable - live operator telephone answering service is a key
component of our call center solutions.

Customer Service And Support

In todays market every person whether he/she may be businessmen or an ordinary consumer,
always expect the highest levels of quality services. Keeping this in mind, we provide inbound
and outbound customer support including one-stop contact point solutions for these interactions,
resolving all customer needs at the first instance of contact itself.

Inquiry Handling

The inbound call centers are built with the purpose of having an information center handling all
customer inquiries. The information center offers all the information required for the customer to
have a thorough understanding of products or services.

Outsourcing Technical Support

For technology consumers, the quality of support they receive is just as important as the quality
of the product itself. Because of an increasing dependence on technology, swift guidance to
address issues is critical in maintaining customer satisfaction and loyalty.

Website Response
The Axiom understands that the potential of the Internet cannot be fully realized without a
through assessment of client's resources, business processes, and competitive landscape.

Order Taking Services

Order taking service industry has seen the highest growth in past few years. Every business who
sells their product online or through radio or television advertisement has to go through order
taking procedure with their toll free services.
Message Answering Service
Message Center will handle your important business calls with our 24-hour, live-answer, nationwide Telephone answering service and Message service. To assure you the best possible
telephone answering service, we operate modern, specially designed equipment in our message
center.

Live Telephone Answering - Messages 24/7

Our Live Receptionists will

Answer your calls

Greet the caller with your business name

Take the caller's message and

Send your messages to you via SMS and/or email

Your personalized Live Phone Answering Service will

Present and maintain a professional image for your business.

Usually be up and running within 1 business day.

Eliminate the risk of having your business calls answered in an unprofessional manner.

Eliminate stress suffered by untrained people (eg. family) who may be required to
answer your business calls.

B. Outbound Call Center Services

Our Outbound Call Center Services are helping businesses to realize their dreams of being able
to deploy outbound telemarketing campaigns at cheaper prices. We help your business attain a
level playing field with the bigger organizations and help your business realize its true potential.
Our outbound Call Center and supplementary services are aimed at the development of new
customers. We can develop and customize specific campaigns as required by you. This can either
be a standalone, or part of a integrated campaign. We can provide promotional support in both
consumer and b2b markets.

B2B & B2C Appointment Setting Service

With over 3 years of telemarketing appointment setting experience, Axiom team of telemarketing
professionals provide you with highly qualified prospects ready to talk! Our telemarketing center
provides appointment setting services for business to business and business to consumer
marketing campaigns.
Outbound Telemarketing
You can get ahead of your competition and explore the ways in which Axiom's outbound
telemarketing Service can help you push your business to a higher level.

Market Research

Market Surveys
Market Directions works with your organization internally and externally to gather the
information necessary to for an effective model. At times we conduct surveys of managers and
employees to assist you in determining if your companys values are communicated throughout
the
organization.

Email Marketing Services

Whether your goal is to maximize your current capacity or to increase growth to realize new
goals, outbound telemarketing represents the most successful personalized point of contact
between you and your customer.
Lead Generation Services
Lead Generation is a terminology used in Marketing. It sets the connection between consumers
which will be converted to prospects for the companies seeking to generate more sales.
Voice Broadcasting Service

There's a new trends in the Voice Broadcast Services industry. With Axiom Voice Broadcasting
solutions you can now deliver your live voice and voicemail broadcast messages at a fraction of
the cost of our competitors.
BPO Services India

Axiom BPO Services a leading BPO company providing quality services, ranging from
telemarketing and customer support to web promotions, software development and data
management services. Our highly skilled and trained workforce, along with a state-of-the-art
setup is ideal for all your business needs.
Axiom is unlike any other business process outsourcing organization. Our goal goes beyond
merely carrying out the clients' requirements. We strive to establish a long-standing partnership
with our clients and work in close coordination with them so as to provide them with only the
best services possible.

CHAPTER-3
RESEARCH METHODOLOGY

RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem. It

may be understood as a science of studying how research is done scientifically. In it we study
steps that are generally adopted by a researcher in studying his research problem along with the
logic behind them.

PROBLEM STATEMENT:-

A STUDY ON ATTRITION AND

RETENTION STRATEGY AT AXIOMS.

SIGNIFICANCE OF THE STUDY

The significance of the study lies in the detonation of the BPO industry in the recent
years.
Where on one hand the sector is growing with leaps and bounds, on the other the
employee turnover has been alarmingly high, thus costing a lot to the company.
The study is an attempt to assess the patterns of attrition in axiom and analyze the Key
factors of attrition rate and retain the employees.

4.1

LITERATURE REVIEW
Employee attrition, a big cause for concern for firms, ranges between 15 per cent
and 20 per cent. A company is not hurt because a certain person has left. The company is
hurt because he/she takes away certain knowledge, and there is no ready replacement in the
market. However, when jobs were scarce, the technology change was less rapid, voluntary
attrition was small and companies managed it. However, with technology changing rapidly and
manpower costs increasing, attrition is high and hurts badly.
Many research and articles have been made on factors affecting attrition and retention strategy.
According to Employee vulnerable study by NFO India 83% of employees are likely to seek new
employment as the economy booms.48% of managers are likely to seek new employment with
the improving economy. 56% of HR professionals indicated it is likely that voluntary turnover
would rise due to the improving economoy.
According to Phillips and Connell (2003:7), major changes have occurred in organizations
both internally and externally making the employee retention issue more critical today than in
previous years. Unfortunately, these changes will only worsen the crisis in the future.
The following are the external drivers of retention:
Economic growth, slower growth of job seekers, Unemployment rate at low levels, Shortage of
Special skill, Entrepreneurship, Job changes for more favorable climate.
The following internal drivers, as highlighted by Phillips and Connell (2003:10) have a
Tremendous impact on turnover:
Lack of organizational loyalty, Desire for challenging and useful work, Need for autonomy,
Flexibility, and independence, Need for performance-based rewards, Need for recognition of
Participation, accomplishments and contributions, Desire for all types of benefits, Career growth,
need for caring supportive environment, need for work/life balance.
Line managers have a key role in the employee retention process. As the person who has the
most direct and immediate supervisory contact with the employee, the line manager is a critical

player in the implementation of a job retention strategy (Thornton, 1998; Cte et al. 2000;
Krause et al. 2001;Unger et al. 2002).
Livermore et al. (2001), note that the behaviors of immediate supervisors and especially
their understanding of disability management and workplace accommodations plays a major role
in supporting employees. When supervisors have a poor understanding in these areas,
employment retention processes often fail.
In a study of 31,200 Boeing employees, Colledge & Johnson (2000) found a strong correlation
between the incidence of lost-time soft tissue injuries and a poor supervisor relationship, while
Foreman et al. (2006) identify low or inadequate support from supervisors and colleagues that
have a negative impact on job retention/return-to-work outcomes.
Cunningham et al. (2003) recommend that the content of training delivered to managers should
include the requirements of employment equality legislation and the possible implications of an
employer failing to take appropriate action to facilitate an employees retention.
Horwitz (2008:1) points out that in Asia, China and Japan, the problem of lack of skilled
workers is seen to be the biggest threat organisations will face in the future. This places more
pressure on South African organisations to compete for skilled labour in the global labour pool.
In South Africa, according to Horwitz (2008:1), organisations are failing to retain workers,
owing to the fact that employees quit their jobs because of lack of career advancement and
ineffective utilization of their knowledge and skills.
Attrition in India today is alarmingly high. The striking aspect is the insights different
surveys and studies throw. According to Mercers study(1) (2011), almost 54% of Indians are
seriously considering leaving their organization. This may not be directly connected to
satisfaction with their organization; 66% of employees aged <25 are seriously considering
leaving, but lead all age groups in satisfaction with their organization at 82%. The traditional
understanding always points towards satisfaction as the reason of attrition if satisfaction is
more, attrition should be less.

4.2

OBJECTIVE OF THE STUDY

To understand the factors central to attrition.
To calculate and analyse the attrition rate of axiom .
To suggest the activities that they might undertake in order to decrease attrition rate
& retain employees.
To take efforts and measures to improve the situation and conditions of employment
for retaining key talent.
To understand the rules and policies followed by the organization of Exit interview.

4.3

ASSUMPTIONS
The assumptions made during the course of this project are as follows:
The information provided by the person contacted is not having any kind of bias.
The sample taken will represent the fair idea about study.
It is believed that the employees will provide the real and authentic information.

4.4

RESEARCH DESIGN
Research

Exploratory

Data Source

Primary Data

Research Technique

Telephonic Interview

(The list of questions used for survey is shown in Annexure and the type of questions is open
ended.)

SAMPLING PLAN:
Sampling Unit:
The sampling unit mainly consists of employees who had left axiom in 2010-11 from overall
Axiom BPO services of Ahmedabad.
Sample Size:
We have done survey of about 150 employees out of which 120 have answered. So the
sample size taken for analysis is 120.

SOURCES OF DATA:
Primary Data:
Primary data has been collected through unstructured Questions having an informal talk with
the employees who had left Axiom through telephone.

CHAPTER-5

BUSINESS PROCESS

1
PROSPECTING

2
MEETING THE
PROSPECT

1. Prospecting
Objectives
Explain the role of segmenting and targeting Understand the importance of existing customers.
Prospecting methods
Calling
References
Seminar selling
Existing customers
Mail shots
Two approaches
Follow up call
No follow up call
Advertisement
Business call
2. Meeting The Prospect

PRESENTING
AND
Can be done anywhere
At
CLOSING
anytime

ANALYSING
AND
PREPARING

To introduce a structured format for preparing and reviewing phone calls to suspects
Making An Appointment
Benefits of using a phone to make appointments
Save time

But Beware
Cant see the clients reactions
Control the interview
Skill Model
Thanks client for giving time to meet
3. Analyzing And Preparing
Tell me
Explain
Describe
RAISING CUSTOMERS WANTS TO BUYING POINT
The Bigger The Problem
The Bigger the Premium
4. Presenting And Closing

Financial analysis tools

What do they want
What is the shortfall?
Benefits
It is easy to use
Easy to explain
Easy for analyze the fact
Proper Preparation And Planning Prevents Particularly Poor Performance.
Objectives
APPRECIATE THE IMPORTANCE OF SELLING

CHAPTER-6
INFERENCES DRAWNAND ANALYSIS

6.1

ATTRITION RATE OF AXIOM BPO SERVICES

(The formula and correct logic behind calculation of ATTRITION RATE)

((No. Of attritions x 100) / (Actual Employees + New Joined)) /100

Attrition rate of 2010:

Actual Employees

No. Of people left

(Opening BAL)

No. Of Joined

(Attritions)

180

75

Total Employees
(Current Headcount)

30

135

So according to the formula: ((75 x 100) / (180 + 30)) / 100

Which comes to 0.3571 i.e. 36%
So Attrition rate in 2010 is 36%

Attrition rate of 2011:

Actual Employees

No. Of people left

(Opening BAL)

(Attritions)

135

44

No. Of Joined

(Current Headcount)
23

So according to the formula: ((44 x 100) / (135+23)) / 100

Which comes to 0.2784 i.e. 28%
So Attrition rate in 2011 is 28%

Total Employees
114

ATTRITON RATE

44%

2010
56%

2011

INTERPRETATION OF ABOVE GRAPH:

From the above graph we can analyse that the attrition rate in 2010 was 36% whereas in
2011 it was 28%.
The attrition rate in 2011 has decreased by 8% which is a good thing for AXIOM.

TELEPHONIC SURVEY

We have done telephonic survey of total 150 employees out of which 120 have shared the
reasons for their resignation. Their distribution is as shown below.

SUB-DEPARTMENT

NO.

OF

EMPLOYEES
Client Acquisition
Sales
Dealing

4
40
24

Offline
Cross Products

6
27

Franchisee Network
Online Services
Testing
Operation & Support

7
8
2
2

GRAPHICAL REPRESENTATION OF TELEPHONIC SURVEY

40
35
30
25
20
15
10
5
0

40
24
4

NO. OF EMPLOYEES LEFT

27
6

INTERPRETATION OF ABOVE GRAPH:

From the above graph we can analyse that maximum number of employees of Sales
Department and Cross product department (have to sell third party product)leave the
company and go for seeking better opportunity .
While least number of employees of Operation & support and de-mat department leave
the job.

REASONS FOR ATTRITION OF EMPLOYEES

NUMBER OF EMPLOYEES:

REASONS

AND THE

NUMBER OF EMPLOYEES

Stress from overwork and work-life imbalance

20

Better Salary And Opportunity

Too few growth and advancement opportunities

49
19

Own Business
Problem With The Company Culture And Supervisor
Behaviour

21
10

GRAPHICAL ANALYSIS OF THE SURVEY

50
45
40
35
30
25
20
15
10
5
0

49
20

19

21

N0. of Employees
10

INTERPRETATION OF THE GRAPH:

From the above graphical analysis we can conclude that the maximum number of
employees leave the Company for better salary and opportunity.
The next most common reason is few growth opportunities and starting of their own
business.

10

Stress from overwork and

work-life imbalance

20

Better Salary And

Opportunity

21

19

Too few growth and

advancement
opportunities
49

Own Business
Problem With The
Company Culture-

6.2

RETENTION STRATEGIES USED AT AXIOM BPO

Gives Warm welcome to the new joined.

Provide them full information and knowledge about their products and Services.
Recognize and appreciate their achievements by giving Rewards ( gifts, certificates,
monetary and non monetary rewards).
Gives an environment where the employees want to work and can have fun. During my 6
weeks training, I have noticed fun at work atmosphere at axiom BPO services.
Provides training and development and personal growth opportunities to the employees.
internet is used as they provide full accesses to the information Newsletters, notice
boards, etc.
Celebrate birthday and anniversary of employees. Sends them a birth card for warm
wishes.
Med claim policy, travel expense policy, mobile expense policy, accidental policy, laptop
policy are used for higher job satisfaction as well as to retain the employee.
Employee referral policy is also used in which they give incentive from 5000 to 25000
according to the post.
For retaining women employees they use special grievance policy.

CHAPTER-7
FINDINGS &
SUGGESTION

FINDINGS
TELEPHONIC SURVEY:
From the above analysis of attrition rate in axiom we can conclude that the employees
are facing different problems due to which they resign or leave their supervisor or
company.
The attrition rate in 2010 was 36% that is decreased in 2011 and reached to 28% which
is a good thing for axiom.
From the above study we can note that 41.83% of the employees resign for better salary
and opportunity.
Highest no. Of employees left are from sales department.
The other most serious problems that arises is few growth opportunity is 15.83% and
leaving the company for starting their own business is 15%.
As the companys structure is flat and work atmosphere is good the least number of
employees left because of company culture and behaviour of the supervisor.

7.1

SUGGESTION
TELEPHONIC SURVEY:
As maximum number of employees has left the company for better salary so
company should give hike in their salary at regular time interval.
As per their salary the work load is too much for employees so the company
should decrease the work load for employees.
As sitting arrangement is very congested at axiom so company should increase
their space of working so the employees can feel relaxed and can enjoy work.
The company should increase their staff of HR department in whole Gujarat for
effective working as well as for retaining the key talents.

CHAPTER-8
CONCLUSIONS

CONCLUSION

The study helped in understanding the relative important factors responsible for
employee attrition.
Our study helped in finding out the most critical reason of attrition at axiom that is
salary better opportunity.
From our study we also found that maximum numbers of employees who leave the
company were from sales department.
We also learned that though the salary might be high, employee would be willing to
change their job for better development and opportunity as the second most critical
reason is low growth and advancement opportunity.
axiom can retain employees by dealing with the most two critical factors behind
attrition.
Apart from the project there was also lots of things we learned at axiom which enhance
our HR skills and gain a better understanding of functioning of HR.(like using the job
portals like naukri.com, times job.com for job searching, job posting, mass mailing,
Taking interviews, how to evaluate the candidates ,orientation, making offer letters etc.)

8.1

BIBLIOGRAPHY
TELEPHONIC
1) Human resource
management SURVEY:
C.B.Memoria
2)

Business Reserch methods Donald r copper, Pamela s schindler

3) Newspaper

WEBLIOGRAPHY:
(1) http://www.google.co.in/images?
hl=en&source=imghp&q=electrotherm&gbv=2&aq=f&aqi=&aql=&oq=&gs_r
fai=
(2) www.wikipedia.com
(3) http://www.managementstudyguide.com/employee-retention.htm

CHAPTER-9
ANNEXURE

ANNEXURE
TELEPHONIC SURVEY:
This list of the questions listed below is suggested by the company for telephonic interview:
1. Name of the employee:
2. Branch name in which they were working:
3. supervisors name in which they were working:
4. At which post they are working in Axiom?
5. What salary they were offered in Axiom?
6. What are the reasons for leaving the bank?
7. Currently where they are working?
8. At which post and salary?

9.1

EXIT INTERVIEW
Name:
Designation:
Reporting Authority:

Employee Code:
Department:
Department Head:

(1 being lowest and 4 being highest)

THE JOB
3
4

1. The Opportunity to use your abilities and skills.

2. Recognition for the work you did.

3. Duties and Responsibilities were in Line with IPMs set.

4. The opportunity to do challenging and interesting work.

COMMUNICATION, POLICIES & PRACTICES
3
4

1. The opportunity to talk with your Superior on a regular basis.

2. Information received on Companys policies, programs and

projects through IWIN and your Superior.

3. Performance Appraisal, HR Policies and setting of IPM.

WORKING CONDITIONS AND BENEFITS
3
4
1. Physical working conditions.

2. Opportunities to participate in decision-making.

3. Reception of new and original ideas.

4. Medical Benefits.

5. The Company as a place to work.

WHAT DID YOU THINK OF YOUR SUPERIOR ON THE FOLLOWING

POINTS?
YES
NO
1. was consistently fair
2. Provided recognition
3. Resolved complaints
4. was sensitive to employees needs
5. Provided feedback on performance
6. was receptive to open communication

WHAT WERE YOUR MOST IMPORTANT REASONS FOR LEAVING?

Primary Reasons (Compulsory)
Secondary
Reasons

Better Pay
Better Pay

Better Prospect
Prospect

Dissatisfaction with Job

Dissatisfaction with Job

Higher Study
Higher Study

Medical Problem

Better

Medical Problem

Personal Reason
Personal Reason
Relocation
Relocation
Personal Conflict with Superior
Conflict with Superior

Personal

9.2

EXIT INTERVIEW
When did you start thinking of resigning from the Job?

One thing/ policy you like about axiom?

One thing/ policy you would like to change in I axiom?

Would you recommend axiom to a friend as a good place to work for? If No,
why not?

Would you consider working for axiom in future? If No, why not?

If we could change some things to get you back, what would they be?

Signature of Employee

Date

Signature of Interviewer

Place

Please give your personal email id and contact number for future
communication.

E-mail:

Tel/ Mobile:

EXIT FORM
Emp. Name: _____________________________________ Emp. Code:
____________________
Date of Joining: _____/______/___________ Date of leaving:
_____/______/___________
Notice period served(Y/N no of days): ________Notice period waived:
_________________
Leave taken: _________________ Accrued: _________________
Dues

Amount(Rs)

Salary
Reimburseme
nt
Other
Total

Advances

Amount(Rs)

Net Payable
(Amount Rs)

Loan
IOU taken
Others
Total

Amt Received in full settlement (Rs) By Chq No. _____________

Drawn on Bank ______________________________________ Dated
_________________
I hereby declare that I am resigning from the company and above
information is true and correct. I shall be personally responsible for any false
information. I also undertake to inform credit card, bank and cell phone
Company for discontinuation of my services
And also undertake that payment of these outstanding will be my personal
responsibility.
I further declare that I have not violated any confidentiality conditions and
shall comply with them even after leaving the company. I confirm that I do
not have any document or information related to the companys business,
customers etc. I also confirm that all my dues have been fully settled and
there is no outstanding payable from the company to me.

_________________________________
Signature of the Department Head
Employee

Signature of the

EXIT FORM
For Office Use Only
S.N
o

Particulars

Exit Interview

Job responsibilities
handed over to
HR related formalities

3
4
5
6
7
8
9
10
11
12
13

Company
assets/documents
returned to
Mail ID disconnected/
Web ID disconnected
Server/Other
confidential Password
Changed
IOU/Loan Cleared /
Corp. credit card
ID Card Returned
Sim Card / Data Card
Handover of office
keys/floppies etc
Desktop
Printer
Any Other

Applicabl
Responsibilities
e
Name
Signature
(Yes/No)

Remarks

Signature of the Dept Head ______________

Dep_______________

Signature of the HR